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Mastering Feedback with Radical Candor

Effective communication is often touted as a cornerstone of successful workplaces. Yet, when it comes to providing feedback, many of us find ourselves treading cautiously. Why is this? Why is it so challenging to be straightforward and honest with our colleagues? Below are some of the most common hurdles we’ve seen in our work:

The Fear Factor

One of the primary reasons people hesitate to give feedback is the fear of negative consequences. We worry about how the recipient will react. Will they become defensive? Will our relationship be damaged? This uncertainty can be paralyzing.

Beyond personal relationships, there’s also a fear of repercussions. In some workplace cultures, speaking up can be seen as a threat to the status quo. Fear of retaliation or even career setbacks can keep feedback bottled up.

Perception and Power

Our desire to manage how others perceive us can also hinder open communication. We might sugarcoat feedback or avoid difficult conversations altogether to maintain a positive image. This tendency is often exacerbated by hierarchical structures, where employees may feel hesitant to challenge their superiors.

A lack of trust within an organization can further compound these issues. When employees don’t feel safe or valued, they’re less likely to be open and honest.

Navigating the Unknown

Finally, the simple unknown of how someone will receive feedback can be daunting. Even with the best intentions, we can’t predict how our words will be interpreted. This uncertainty can lead to avoidance or overly cautious communication.

Thankfully, we don’t have to forever suffer in silence, wondering how to broach potentially thorny conversations – there are tools we can use to make communicating and sharing feedback easier and more effective. One concept we rely on frequently in our work at Trepwise is “radical candor,” a term coined by author and executive coach Kim Scott to refer to feedback that is kind, genuine, and direct. Radical candor asks us to thread the needle between showing genuine care for our conversation partner, and sharing our message directly and clearly.

There are a few components to radical candor that make the concept easy to practice:

Public Celebration, Private Critique: Acknowledge each other’s strengths and accomplishments as a team and save constructive feedback for private interactions. This builds trust with colleagues and allows them to feel safe in group settings because they know they won’t be “called out” or asked to grapple with potentially difficult emotions in front of their peers.

Recognize Responsibility: Provide feedback solely to the specific individual or team to which it applies. Feedback is only useful when it is heard by the intended recipient – when it goes to an audience it doesn’t apply to, the inaccuracy is likely to cause frustration and confusion.

Prepare Each Other: Let the individual know the intentions of your conversation so they feel prepared to receive feedback. By giving folks a heads up, you allow them to pause and process their emotions about receiving feedback before they have to respond, increasing the odds that they are able to hear and respond constructively.

Us vs. the Problem: It can be helpful to frame the conversation as collaborative problem-solving rather than an interpersonal disagreement. Doing this keeps the focus of the conversation on the ultimate goal – resolving whatever led to the initial feedback – rather than miring the recipient in feelings that they are being negatively attacked.

Radical candor can be a powerful tool for broaching difficult conversations and building trust with our colleagues. Because when we take the first step to be vulnerable – to show our genuine care and give our honest thoughts – we make space for them to feel safe doing the same.

To learn how Trepwise can support your organization in cultivating a culture of radical candor and effective feedback, reach out to info@trepwise.com.