One of the best books to support leadership is Radical Candor by Kim Scott. It addresses the foundational importance of building strong and trusting relationships as you build successful teams.
This morning, while on a call with Kim, I threw out a question:
It is one thing to work on your own “radical candor,” but how would you begin to shift the culture for the entire team/organization?
I want to share with you the summary of our discussion.
Begin by soliciting feedback for yourself. By modeling the behavior you wish to see, you also permit others to do the same. Showing vulnerability and humility will be repeated if it starts with you.
Consistency is key. If you are committed to giving and receiving consistent feedback, then socialize the idea frequently. This is not a “one and done” type scenario.
Normalize feedback: Consistently start meetings by asking people to share the feedback they have received and the action steps it has produced.
Change is hard: Initially, this may feel awkward, but non-judgemental, consistent feedback will help your team move into a rhythm.
Never penalize feedback. Even if you don’t agree, show appreciation for bravery and conversation. As soon as someone feels hostility, they will shut down.
Recognize and discuss that giving and receiving feedback is difficult (even if you are good at it). Normalize and acknowledge this challenge.
Acknowledge the feedback that you have received publicly. If we can see feedback as a gift and an opportunity to grow, the skill will become easier. Again, begin with yourself.
Dave Stachowiak had a great suggestion: If there is a power differential or sense of vulnerability, it may be uncomfortable to give feedback. Try phrasing this request in the future: “What is something I could integrate into our next meeting that would bring value or greater support?” This moves the feedback into the future, which then creates more safety… brilliant, Dave!
Radical candor and thoughtful feedback are skills that take time to cultivate. Take notice of where you are as a team. What is your baseline level of trust? If you lack psychological safety, be patient, as shifting the culture will take time.
Start slow, be consistent, and begin with yourself.
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