#1 It’s the ability to care personally and challenge directly, at the same time.
You might have already heard about the concept of “Radical Candor”. Created by Kim Scott, it is a simple and powerful idea that has become popular in recent years in organisations striving for high performance.
This concept focuses on two critical skills for a leader: caring personally in a way that is genuine, whilst also being able to challenge directly. The Radical Candor leader acts at this intersection. She creates personal and emotional bonds that motivate employees and bring confidence to the relationship, whilst also using this trust and openness to give direct feedback, including tough words when necessary.
Radical Candor has arisen as a response to other dated models of leadership, such as being manipulative or overly harsh (a focus on performance over relationships) or being overly friendly (an avoidance of confrontation for fear of hurting).
It is worth noting the use of the word “skill” here. No one is born fully formed.
It’s important to remember too that Radical Candor refers to behaviours rather than a personality type. Everyone has the potential to become a Radical Candor leader. It’s a skill that must be developed through daily practice.
#2 It starts with leadership.
Once you understand the concept, naturally the next question is: how to start?
The answer is: with leadership.
This might seem obvious, but the point here is that it should start with the leader ASKING FOR feedback. The leader requests the subordinate for Radical Candor feedback, before she gives her feedback to the subordinate. This is radical.
Every leader wants to be heard, few want to hear. But a leader will only be able to be heard, influencing (and even inspiring!) her team when she shows she knows, first, how to listen.
This isn’t easy. Managers in “big” positions often have big egos. But paradoxically they will only become great leaders, regardless of position, when they have the humility and wisdom to listen, even to the quiet ones.
#3 It works in all directions.
Radical Candor is often seen as a valuable tool in the leader-subordinate relationship, but it is important to emphasise that it works and works in both directions, and can also be applied between peers.
Whilst Radical Candor is primarily considered a model to manage direct feedback with colleagues, there is no reason why it can’t be applied to improve all types of relationships, including communications with people from outside your organisation.
#4 It’s not about being brutally honest.
The name Radical Candor — whilst being interesting and innovative — can confuse people and can be (mis)used as an excuse to be “brutally sincere.”
In the words of Kim Scott: “We want to learn to describe Radical Candor in the way that is not open to misinterpretation: too often press articles assert that Radical Candor is the same thing as brutal honesty, the front-stabbing, or that it is some sort of license to be a jerk. It’s none of those things!"
The point is that sincerity without genuine CARE can be counterproductive, and even reduce the level of trust in a relationship.
On the other hand, trust is not built from one day to the next, not even in today’s “agile” world. If you have never demonstrated that you care about others personally, a radical change might appear strange and insincere. If in doubt, take baby steps as you change your behaviour towards the new model.
#5 It goes beyond leadership to create a series of wider benefits through the organisation.
Quantitative and qualitative studies conducted by Mandalah with our clients in Brazil show a direct correlation between Radical Candor level and eNPS (Employee Net Promoter Score). The higher the level of Radical Candor within an area or business unit, the higher its eNPS.
This correlation happens because Radical Candor generates a field of trust and empathy among people, whilst at the same time keeping them challenged and outside their comfort zone. This is the ideal combination to maintain a high level of employee engagement and loyalty.
Beyond engagement, Radical Candor brings a series a wider benefits to the organisation, including improving creativity, increasing professional development, improving agility, supporting diversity, increasing motivation, and improving the overall climate of the organisation.
This is the reason why Radical Candor is such a powerful approach. By placing a laser focus on our communications with each other, it stimulates a series of wider improvements, driving the development of positive, productive organisational cultures.
Read more about Radical Candor: radicalcandor.com
| by Murilo Bueno, Mandalah São Paulo.
