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

and author of the books, Radical Cander and Just Work. I'm Jason Rosoff, CEO, and co-founder of

Radical Cander. And I'm Amy Sandler, your host for the Radical Cander podcast. And today we're

talking about how to practice radical

candor in a multi-generational workplace when clear communication isn't happening. And maybe generational

traits aren't translating. We're going to explore more. Starting with a listener's question and just noting that this is a listener, a female

listener who works in law enforcement. So they write, hi there, I have a direct report who's the same

age as my dad, 71. I'm going to interrupt you right there. I knew I wasn't going to even get out of the gate.

So we're going to come back to this.

I don't want to talk endlessly about it.

But as soon as someone remind you of someone with whom you have an intimate relationship,

you're in a danger zone.

I'm just going to state that.

Okay, keep going.

All right. Direct report, same age as my dad, 71. And given the phase that he's in his life, I wouldn't put him in the growth quadrant, you know, referring to the radical candor growth. So I'm going to, I'm going to interrupt you again. Make sure that you separate performance and growth. Like there are two different

things. Okay. Keep going. Okay. Personally, he's a nice person, has a good heart, but has trust

issues. Issues with female authority figures. My predecessor was also female,

although she was only about 10 years younger than him, and he had issues with her,

and does not trust management despite being a manager himself. I have no interruption.

I'm like waiting for the shoe to drop. And I continue, quote, his intentions are good.

He cares personally for his direct reports. However, it's to the detriment of the organization

or not in the best interest of the organization. His performance, if I'm being honest, is poor,

...