Two Managers, One Team: Making Co-Management Work 6 | 20

Radical Candor: Communication at Work

Radical Candor

Society & Culture, Relationships, Business, Careers

4.7 • 741 Ratings

🗓️ 22 May 2024

⏱️ 37 minutes

🔗️ Recording | iTunes | RSS

🧾️ Download transcript

Summary

Kim, Jason, and Amy address a listener's question about the challenges of implementing Radical Candor within a co-managed team. They dive into how differing management styles can impact team dynamics and explore strategies for aligning co-managers to foster a cohesive and productive environment. The discussion includes a role-play session illustrating potential conflicts and resolutions, providing listeners with practical advice on maintaining effective communication and respect between managers with contrasting approaches. Tune in to learn how to navigate the complexities of co-management while upholding the core principles of Radical Candor. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript The Importance Of Performance Development Conversations | Radical Candor How To Give Fast, Meaningful Feedback | Radical Candor How To Create A Culture Of Feedback | Radical Candor How To Encourage Feedback Between Others In The Workplace | Radical Candor How To Improve Communication In The Workplace In 6 Steps | Radical Candor How to Get and Give Feedback Using the Radical Candor Order of Operations Giving Bad News Early Has Benefits For Relationships At Work Responding To Negative Feedback: 5 Ways To Disagree | Radical Candor How To Give Feedback Using The CORE Method | Radical Candor Connect: Website Instagram TikTok LinkedIn YouTube Chapters: (00:00:00) IntroductionHosts Kim Scott, Amy Sandler and Jason Rosoff outline a listener’s question about implementing Radical Candor in a co-managed team.(00:02:02) Understanding the Listener's ChallengeThe complexities of co-managing a team with different management styles and the potential issues that arise when only one manager practices Radical Candor.(00:05:40) Co-Management and Radical CandorThe implications of having differing management approaches and the importance of clear reporting lines.(00:10:18) Role Play - Addressing the IssueJason and Kim role-play a conversation between two co-managers to model how to address the issue of differing management styles.(00:18:47) Debriefing the Role PlayHosts discuss the role play, highlighting key moments and strategies for effectively managing co-manager dynamics and ensuring a unified approach.(00:22:40) Order of Operations for Radical CandorThe Radical Candor order of operations: soliciting feedback, giving praise, and offering criticism, and the importance of humility and mutual respect.(00:25:34) Feedback Debt and Team NormsThe concept of feedback debt and the importance of establishing clear team norms, particularly in co-managed environments.(00:33:44) Radical Candor TipsRadical Candor tips for co-managers to follow to improve their collaborative management approach.(00:35:31) Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

Transcript

Click on a timestamp to play from that location

0:00.0	Hello, everybody. Welcome to the Radical Canter podcast. I'm Kim Scott. I'm Jason Rosoff. I'm Amy Sandler,
0:10.1	and today we're answering a question that Kim got about how to implement radical candor on a team
0:15.4	where there's two managers, and only one of them is practicing radical candor with their direct
0:20.6	reports. So I'm going to read
0:22.2	this question. Kim, I suspect you may want to jump in, but we'll see how it goes. I'll try to stay
0:28.3	silent, but as we know, it's hard. As we know. So this person writes, quote, I'm a co-manager for a
0:34.5	program, and while I highly recommend the book, you're referring to radical candor, to my co-manager, and we have developed a really close and radically candid relationship.
0:44.1	We approach issues with very different perspectives and lenses with our direct reports.
0:50.3	I'm very in tune with emotions, take a compassionate and understanding approach to issues,
0:56.4	relying on my communication skills to support folks as individuals and not just people who work for me.
1:03.0	I really enjoy supporting and mentoring people and I have strong communication skills.
1:08.4	At the same time, my counterpart is very analytical and has very big visions
1:14.2	and plans for the work. Well, sometimes struggling to relate with people or see things with
1:19.0	compassion instead of annoyance when things aren't getting done or when people don't understand
1:24.8	something. So I'm wondering how I can effectively work to implement the skills and practices
1:30.2	laid out in radical candor with our team when only half of the team is directly reporting
1:35.6	to me, so I only have one-on-ones with that half.
1:39.0	And the other half is directly reporting to my counterpart.
1:43.6	They close saying,
1:44.9	I don't want to inadvertently create a more confusing or resentful environment
1:49.6	that makes it seem like I'm playing favorites
1:51.9	when I only have those relationship-building meetings with half our staff.
	...

Please login to see the full transcript.

Previous episode | Next episode

Disclaimer: The podcast and artwork embedded on this page are from Radical Candor, and are the property of its owner and not affiliated with or endorsed by Tapesearch.

Generated transcripts are the property of Radical Candor and are distributed freely under the Fair Use doctrine. Transcripts generated by Tapesearch are not guaranteed to be accurate.