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cover of episode Kim Scott on How to Foster Honest Feedback and Build Trust | EP 542

Kim Scott on How to Foster Honest Feedback and Build Trust | EP 542

2024/12/5
logo of podcast Passion Struck with John R. Miles

Passion Struck with John R. Miles

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John R. Miles
K
Kim Scott
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John R. Miles 强调了偏见、歧视和欺凌对工作场所的负面影响,并指出领导者有责任教会团队如何及时有效地应对这些问题。他分享了自己在 Lowe's 和 Dell 的经历,说明了不同公司文化对员工士气和工作效率的影响。 Kim Scott 则详细阐述了她在《激进坦诚》和《激进尊重》两本书中提出的观点。她认为,领导者应该在“个人关怀”和“直接挑战”之间取得平衡,避免“令人讨厌的侵略性”和“有害的同理心”。她还分享了处理工作场所不尊重行为的策略,包括如何成为积极的旁观者,以及如何处理偏见、歧视和欺凌等问题。她强调了心理安全的重要性,以及领导者如何通过征求反馈、设定行为界限和对欺凌行为采取行动来创造积极的工作环境。她还分享了处理高绩效但存在欺凌行为的员工的策略,以及如何通过对话、薪酬和职业发展等方面来解决问题。 Kim Scott 分享了她在工作中遇到的挑战和经验教训,例如如何处理员工绩效问题,以及如何平衡善意和直接性。她强调了建立信任和尊重型文化的重要性,以及领导者如何通过积极的沟通和反馈来促进团队合作和高绩效。她还讨论了偏见、歧视和欺凌对工作场所的负面影响,以及如何通过设定行为界限和采取行动来解决这些问题。她还强调了心理安全的重要性,以及领导者如何通过征求反馈和创造开放的沟通环境来促进团队合作和高绩效。

Deep Dive

Key Insights

Why is it so challenging for leaders to balance giving autonomy and staying actively engaged with their teams?

Leaders often avoid micromanaging but then become absentee managers, failing to provide the coaching and mentorship their team needs. Striking the right balance requires recognizing when to step in and when to step back, which varies for each team member.

How can leaders effectively address bias, prejudice, and bullying in the workplace?

Leaders should distinguish between these issues: bias is unconscious, prejudice is conscious and stereotypical, and bullying is mean-spirited. They should create conversational, compensation, and career consequences for disrespectful behavior, ensuring psychological safety by soliciting feedback and discussing team norms.

Why is it difficult for leaders to admit when they are wrong?

Leaders may fear the consequences of admitting mistakes, such as lawsuits or loss of authority. They often avoid the DARVO response (deny, attack, reverse victim and offender) and instead should use the ACTS model: be aware, accept consequences, acknowledge publicly, and apologize, followed by change.

How can upstanders intervene in situations of bias or bullying without escalating tension?

Upstanders can use 'I' statements to point out bias or bullying in the moment, such as 'I think this idea is similar to what was mentioned earlier.' They can also delay their response by checking in with the affected person later or create distractions to change the dynamic in the room.

What role does psychological safety play in fostering a culture of respect and high performance?

Psychological safety allows team members to voice their opinions and take risks without fear of retribution. Leaders must solicit feedback, create consequences for bullying, and ensure that teamwork is a criterion for bonuses and promotions to maintain this safety and encourage high performance.

How can leaders handle high-performing but disrespectful team members?

Leaders should recognize that disrespectful behavior may hinder overall team performance. They should implement conversational consequences in meetings, ensure teamwork is part of compensation evaluations, and avoid promoting bullies. If behavior doesn't improve, it may be necessary to let the person go.

What is one practical step leaders can take to start implementing a culture of radical candor and respect?

Leaders should solicit feedback in every one-on-one meeting, asking questions like 'What could I do or stop doing that would make it easier to work with me?' This helps build real human relationships and ensures leaders are aware of their impact on their team.

Shownotes Transcript

In this episode of the Passion Struck podcast, John R. Miles sits down with bestselling author and workplace culture expert Kim Scott to explore the transformative power of honest feedback and trust in leadership. Drawing from her groundbreaking books Radical Candor) and Radical Respect), Kim delves into the core principles that help leaders foster open communication and build high-trust teams.

Link to the full show notes:  https://passionstruck.com/kim-scott-foster-honest-feedback-and-build-trust/)

Call to Action: This episode is packed with valuable lessons on how leaders can model openness, encourage honest feedback, and build cultures rooted in respect and trust. Whether you're a seasoned manager or just starting your leadership journey, Kim’s wisdom offers actionable takeaways to elevate your workplace relationships and foster a more engaged and collaborative team.

Sponsors:

In this episode, you will learn:

  • The four quadrants of communication—Radical Candor, Ruinous Empathy, Manipulative Insincerity, and Obnoxious Aggression—and how to navigate them effectively.
  • Why "caring personally" and "challenging directly" are essential for fostering honest feedback and building trust.
  • Practical strategies for addressing bias, prejudice, and bullying in the workplace.
  • How to transition from Ruinous Empathy to Radical Candor to improve communication and relationships.
  • The importance of creating psychological safety and encouraging open feedback in teams.
  • Kim Scott’s actionable framework for becoming an "upstander" and addressing difficult situations with courage and clarity.
  • The role of real-time interventions and shared vocabulary in promoting respectful communication.
  • How leaders can balance empathy and directness to build stronger, more effective teams.

Connect with Kim Scott: https://kimmalonescott.com/)

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