Hello, everybody. Welcome to the Radical Canter Podcast. I'm Kim Scott, co-founder of Radical Cander

and Just Work. And I'm Jason Roseoff, co-founder of Radical Cander. And I'm Amy Sandler, your host

for the Radical Cander podcast. You know, we often get questions about what to do after you've either

read Radical Candor the book or maybe you attended a workshop or a keynote. How can you actually keep

this whole radically candid feedback thing going? And maybe even more important, how do you

encourage other people to do the same? So today, we're going to talk about how to encourage feedback between

other people. So this is the last step in the Radical Candor Order of Operations. And if you're not

familiar, just to review the order of operations and how we actually practice radical candor,

first we start by getting feedback. We've got to show that we can take it before we start

dishing it out. So you get feedback. You give feedback. By the way, you give more praise than criticism.

We want to focus on the good stuff. You gauge feedback. How is your feedback landing? Remember,

it's measured not at your mouth as the speaker, but at the other person's ear. So you gauge

feedback. And then

finally, encourage feedback. And this is something we're doing throughout, is encouraging feedback.

But what exactly do we mean by encouraging feedback? So Kim, tell us more, what do you think

encouraging feedback means to you? How do you encourage other people to practice radical candor?

It's so much easier to lead by example than it is to encourage other people's behavior.

If you want to encourage feedback between people on your team or at your organization,

you're going to have to create an environment in which people feel rewarded when they give

real feedback, when they give each other real feedback. I don't think it's ever going to feel

exactly safe or comfortable or risk-free. You need to create an environment in which the rewards

outweigh the risks and in which the rewards are pretty visible.

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