I’ve written about the leadership book Radical Candor before. Radical Candor is often misunderstood as: “be honest with your direct reports.” But there is an important precursor to being honest: you need to develop a trusting relationship, understand the goals of people on your team, and to appreciate different flavors of goals. Some employees are on a steep growth trajectory (easy to recognize as “good”). While others are, by design, on a more steady growth trajectory.
Either way, taking time to understand the goals of the people on your team builds trust and thus helps you lead effectively and enroll them in achieving collective goals for the organization.
So how do you get started? Here are some tips from the Radical Candor website:
- Get feedback from others — Show everyone how you benefit from their candor. Lead by example.
- Give feedback — Remember to Challenge Directly and show that you Care Personally. Use our tips for moving towards Radical Candor, and make sure to find out how your feedback feels to the person receiving it.
- Encourage feedback — Take simple, visible actions to push your team to give each other praise and criticism.
If you do this, you are on your way to good communication, trust, and effective leadership. And if you don’t, you might reflect on how your current method is working (or not working) for you and for the members of your team.
Take it further
Tons of tools and tips on the Radical Candor site: here