How We Work Podcast [BONUS EPISODE]: Mini AMA with Kim Scott | Workhuman

TL;DR

Kim Scott discusses feedback nuances, transitioning to radical candor, and dealing with toxic work environments.

Transcript

welcome back to how we work from work human i'm mike lovett and i am back with kim scott this time we are taking questions from the viewers of january's work human webinar with kim we had a few extra questions that we couldn't address there so we figured we addressed them here in the podcast without further ado here's kim okay and we are back with ... Read More

Key Insights

• 📲 Feedback over Zoom can be challenging due to misinterpretation, suggesting phone calls for clarity.
• ❓ Transitioning to radical candor involves soliciting feedback, appreciating positives, and being specific in criticism.
• 🤗 Handling managers reluctant to give feedback can involve self-criticism and open communication.
• 🙃 Dealing with retaliatory responses from higher-ups includes direct communication, seeking feedback, and appreciating positives to navigate toxic environments.
• ❓ Shared vocabulary and personal stories can enhance communication and understanding in feedback processes.
• ❓ Employees can mitigate feedback challenges by focusing on improvement and transparency.
• ⚖️ Radical candor requires a balance of criticism, appreciation, and specific feedback.

Questions & Answers

Q: How does feedback over Zoom differ from in-person feedback?

Kim Scott suggests opting for phone calls for feedback to avoid misinterpreting body language and reducing distractions, focusing on oral communication to maintain clarity.

Q: How can one shift from ruinous empathy to a culture of radical candor?

Scott advocates soliciting criticism, appreciating positives, and being specific in feedback, emphasizing intention to be helpful and sharing personal stories to establish a shared vocabulary.

Q: How can employees help a boss transition to radical candor?

Employees can self-criticize, address concerns directly, and highlight positives while asking for feedback, ensuring clarity and focusing on improvement.

Q: How should employees handle retaliation from higher-ups in a toxic work environment?

Scott advises employees to adopt a mantra of direct communication, seeking feedback, and appreciating positives to navigate toxic environments with transparency and improvement in mind.

Summary & Key Takeaways

• Kim Scott shares insights on offering feedback over Zoom, emphasizing the importance of focusing on words rather than body language.

• Transitioning from ruinous empathy to radical candor involves soliciting feedback, appreciating positives, and being specific in criticism.

• Dealing with managers reluctant to give feedback involves self-criticism, while handling retaliatory responses includes direct communication and appreciation.