{"id":21889,"date":"2020-12-31T17:12:00","date_gmt":"2020-12-31T21:12:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=21889"},"modified":"2021-01-04T20:30:31","modified_gmt":"2021-01-05T00:30:31","slug":"radical-candor-resources","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/radical-candor-resources\/","title":{"rendered":"5 Radical Candor Resources to Help Ask for Feedback"},"content":{"rendered":"\n

Are you trying to build a culture of candor<\/a> in your organization? Do you need Radical Candor <\/em>resources to help you with the feedback process?<\/p>\n\n\n\n

A culture of radical candor includes giving and receiving<\/a> direct and helpful feedback. These Radical Candor <\/em>resources will show how to start the process by asking for feedback<\/a>.<\/p>\n\n\n\n

Keep reading for some Radical Candor <\/em>resources on requesting feedback.<\/p>\n\n\n\n\n\n\n\n

Radical Candor <\/em>Resources on Feedback<\/h2>\n\n\n\n

It\u2019s likely that you can\u2019t jump straight into giving radically candid feedback\u2014sincere criticism and praise can be off-putting if you\u2019ve built a culture that relies on too-nice, dishonest feedback. You can get your team used to the concept of radical candor by first <\/strong>asking<\/em><\/strong> for radically candid guidance and modeling an appropriate response. Once you\u2019ve built up trust in this way, you can move on to <\/strong>giving <\/em><\/strong>radically candid feedback. <\/strong><\/p>\n\n\n\n

How to Ask for Radically Candid Feedback <\/strong><\/h3>\n\n\n\n

When you become a boss, you\u2019ll likely find that people are more distrusting of your intent, or you may find that your new authority brings out a new side of you. Subsequently, your team won\u2019t begin trusting you until you\u2019re actively working on reasons that they should. At this stage, many bosses get caught up in trying to earn their team\u2019s respect<\/em>, but if you\u2019re too interested in respect, you\u2019re likely to feel defensive and reactive when you\u2019re criticized. Instead, focus on learning<\/a> how to accept criticism\u2014seeing you react well to criticism will naturally build your team\u2019s trust <\/strong>and <\/em><\/strong>their respect.<\/strong>  <\/p>\n\n\n\n

You can jumpstart this trust-building process by asking your team to provide you with radically candid guidance and responding in a trustworthy manner. There are five steps to effectively soliciting and responding to criticism and pushing your conversations in a productive direction.<\/p>\n\n\n\n

Step #1: Request Public Criticism <\/strong><\/h4>\n\n\n\n

Criticism of your employees should always<\/em> happen in private, but as the boss, you need to be willing to be publicly criticized. This accomplishes several goals. First, you demonstrate to your team that there\u2019s value in criticism, and that its intent is to make everyone better at their jobs\u2014not<\/em> to be hurtful. Second, responding well to criticism establishes you as a strong leader who isn\u2019t afraid to make mistakes and is open to learning. And third, public criticism<\/a> allows you to get everyone\u2019s feedback as efficiently as possible\u2014if you have a big team, you\u2019d miss out on hearing many of your employees\u2019 voices because it\u2019s impossible to schedule everyone for a meeting. Furthermore, you\u2019ll save time by hearing each criticism once<\/em>, instead of over and over again across multiple meetings. <\/p>\n\n\n\n

Your employees will likely be hesitant to jump into this conversation, so you should find a team member who seems comfortable giving you feedback. Ask them to offer some criticism or disagreement at the next staff meeting. They might be uncomfortable<\/a> with the request, but don\u2019t back down on it\u2014explain why it\u2019s important to you to get feedback that everyone can see.<\/p>\n\n\n\n

Step #2: Kick Things Off With a Question<\/strong><\/h4>\n\n\n\n

It\u2019s often uncomfortable for employees to criticize their boss, so keep a close eye on the balance of praise and criticism you\u2019re receiving in public feedback sessions. If you find you\u2019re getting mostly praise, directly<\/em> ask for criticism. Asking questions can provide a jumping-off point for coming up with issues that need addressing, and helps cut through the discomfort of offering criticism. Helpful questions include, \u201cHow can I better support you?\u201d or, \u201cWhat is something I\u2019m doing that you find frustrating?\u201d<\/p>\n\n\n\n

Step #3: Push Through Discomfort to Get Answers<\/strong><\/h4>\n\n\n\n

Even with a prompt, your employees may still be hesitant to offer criticism. Don\u2019t<\/em> let their discomfort make you uncomfortable enough to wrap up the conversation quickly, or take their silence to mean there are no problems. Hesitation and silence don\u2019t indicate an absence of issues\u2014they indicate that you\u2019ll have to keep pushing to get sincere feedback from your employees. <\/strong>There are several ways to accomplish this:<\/p>\n\n\n\n