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How to Employ Radical Candor in the Workplace With 5 Simple Steps

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Building a thriving culture at work is among the most challenging endeavors for modern leaders.

Despite the efforts of the c-suite and HR managers across startups and enterprises in North America, workplace psychological aggression (commonly referred to as a “toxic environment”) has been reported by 40% of the workforce over a 12-month period with 15 million workers disclosing abuse on a weekly basis.

Over the past decade consulting small and medium enterprises, I have narrowed down the reasons for escalating tension at work to a small subset of communication principles or, more specifically, the inability to give and receive feedback.

In her book, Radical Candor: How to Get What You Want by Saying What You Mean, Kim Scott reveals the essential principles of building a healthy business ecosystem based on honesty, trust and fact-based deductions. Having employed many of her principles in management-consulting sessions with senior leaders, here are the five main directions you should take to empower your team to speak up and leave any grudges aside for the greater good.

Related: What Sheryl Sandberg Taught Me About Giving Criticism

Candid feedback, or the art of speaking your mind in a safe environment, should be a core pillar in your organizational principles. To make it as prominent as possible, look for the most impactful places to establish this strategy across the business.

For most organizations, this is the mission statement. While regular reviews (and updates) are commonly applied every three years, shaping the culture is strategic enough to justify a few thoughts on the matter.

If your company maintains an employee handbook or a starter manual for new hires, make sure you create a separate chapter on communication and giving feedback. Your managers should be trained separately........

© Entrepreneur

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