There’s a new (ish) concept in the arena of employee feedback – Radical Candor. In the best selling book Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, author Kim Scott (a former Google director and consultant) explains that radical candor encourages employees to directly confront issues with colleagues in a completely honest—yet respectful and compassionate—way.
I recently weighed in on the topic for the Baton Rouge Business Report along with the Director of Operations for a local law firm that has added it to their workplace/operational mix ; you can read the article here. (just please ignore the incredibly awkwardly staged photo. ugh).
I found it to be perfect timing for this article’s published date (last Thursday) since I’m hitting the road today for the WorkHuman Conference; 3rd year of the event and my 3rd time attending. I’ll also, along with my co-presenter Bill Boorman, be speaking at a Spotlight Session on the topic “How to Hire for a “Challenging” Culture.”
In many ways the word “culture” seems to have become yet another over-used buzzword in the business and HR sphere; toss the word “culture” into an article or a speaker submittal and you’ll garner lots of interest. But, cynicism aside, it really does all come down to culture. The amorphous, ever-evolving, squishy, and somewhat-hard-to-articulate GLUE that connects employee-to-organization and connects employee-to-employee.
Candor in the workplace? –“In order for organizations to make a switch to a radical candor environment, they first must do the hard work of ensuring their organizational culture can sustain a style of working that requires employees to directly challenge each other, while ensuring those forthright conversations emanate from a place of truth and personal caring.” (so sayeth me in that Business Report article).
Hiring for a challenging culture? – “We’re fully aware that we can’t make-up our organizational culture and we also know that being false and inauthentic, while it may garner more applicants, leads to mismatched hiring. The true differentiator in talent acquisition and retention is being real, honest and truthful with both candidates and employees in order to provide them with an honest version of the actual working experience at your organization.” (so sayeth me for WorkHuman)