Radical Candor: Communication at Work

• Temple Grandin On Why Clarity is the Key to Candor 7 | 7

  Vague feedback is a fail—neurodivergent minds need clear, direct guidance to thrive.Is vague feedback just bad management, or are we failing neurodivergent employees by not giving them what they actually need? Kim sits down with the legendary Dr. Temple Grandin to challenge common misconceptions about feedback and explore why clarity is key—especially for those who think and process the world differently. They break down the myth that all employees should “just know” how to adjust their behavior and highlight how direct, actionable guidance can be a game-changer. From a welding mishap that turned into a major learning moment to the unexpected impact of a blunt deodorant comment (yes, really), Temple shares firsthand experiences that prove why specific, actionable feedback is a game-changer and how neurodivergent thinkers bring immense value when given the right support. Spoiler: generic platitudes and abstract advice won’t cut it. The bottom line? Guesswork isn’t leadership. Be clear, be kind, and stop making people read between the lines.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Temple GrandinTemple Grandin: The world needs all kinds of minds | TED Talk7 Leadership Communication Skills For Managing A Remote Team | Radical CandorConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionAmy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior.(00:02:04) Giving Feedback to Neurodivergent EmployeesTemple shares a story on how clear, direct feedback works best.(00:08:32) The Concept of Project LoyaltyPrioritizing team needs and focusing on the bigger picture to get work done.(00:13:51) How Visual Thinkers Process InformationTemple explains her way of thinking through mental imagery and memories.(00:19:10) Three Types of ThinkersThe different cognitive styles and why diverse teams need all types.(00:23:20) The Importance of Hands-On LearningWhy real-world exposure matters for education.(00:30:57) Managing Autistic EmployeesThe importance of setting clear goals and specific expectations.(00:35:13) Transforming the Livestock IndustryGaining credibility and transforming animal welfare through writing and advocacy.(00:38:57) Workplace Accommodations for Autistic EmployeesStrategies for supporting autistic employees in the workplace.(00:42:18) Improving Animal Welfare StandardsTemple’s five key metrics for humane treatment in the meat industry.(00:49:34) Why Verbal and Visual Thinkers Must CollaborateThe importance of collaboration between different cognitive styles.(00:51:10) Conclusion

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• Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6

  Why most career conversations fail—and how to make them actually matter.Are career conversations a game-changer, or just another corporate mirage? In part two of this two-part episode, Kim, Amy, and Russ Laraway cut through the fluff and expose why most career talks fail before they even start. Managers love to preach growth, but when it comes to actually helping their people build meaningful careers, too many fall flat. Russ brings the fire with his “gravity assist slingshot” method—forget the outdated career ladder, it’s time to propel people toward their real ambitions. Why do leaders dodge these conversations? Why does “career development” feel like an HR buzzword instead of a real priority? And what happens when you actually invest in your team’s future? No sugarcoating here—if you’re ready to stop playing it safe and start leading with impact, this episode is your wake-up call.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:When They Win, You WinRuss Laraway On How To Be A Great Manager  | Radical Candor Podcast 4 | 7How To Win At Managing - 3 Core PrinciplesStop Overcomplicating It: The Simple Guidebook To Upping Your Management Game“When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern ManagerEagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPNConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy welcome back Russ Laraway to discuss career conversations.(00:00:52) The Gravity Assist SlingshotRuss’s framework for career growth and thinking beyond promotions.(00:04:51) Why Managers Should Invest in CareersHow helping employees grow improves retention and engagement.(00:09:35) The Three Career ConversationsA step-by-step guide to drive meaningful career development.(00:14:20) Life Story ConversationHow past career pivots reveal deep-rooted motivations.(00:20:52) Avoiding Pitfalls and GotchasWhere leaders go wrong in the career development framework.(00:25:25) Framing Career ConversationsFraming the life story conversation to build trust and respect boundaries.(00:30:51) Finding True Career VisionAn outline of helping employees set bold, authentic goals.(00:34:26) Supporting Unconventional GoalsHow managers can turn unconventional career goals into actionable steps.(00:43:43) Career Action PlanTurning career aspirations into progress with a clear, strategic approach.(00:46:27) Radical Candor TipsWhere managers should start in Russ’s career conversations framework.(00:48:14) Conclusion

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• Russ Laraway Shares Why “The Big 3” Are the Secret to Being a Successful Leader 7 | 5

  Russ Laraway breaks down why your leadership isn’t working—and how to fix it.Stuck in a cycle of vague goals, half-hearted feedback, and meaningless career talks? Let’s call it what it is—bad leadership. In part one of this two part episode, Kim, Amy, and Russ Laraway rip into the mistakes that are killing your team’s engagement and results. Russ brings the heat with his “Big Three” leadership essentials—direction, coaching, and career—and doesn’t hold back on why so many managers fail to deliver. Why are leaders so scared to prioritize? Why do career conversations feel like an empty HR theater? And why does feedback either go ignored or turn into a dreaded confrontation? If you’re ready to ditch the excuses, face the hard truths, and lead with real purpose and impact, this episode is your wake-up call. It’s time to step up, get clear, and transform the way you lead—before it’s too late.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:When They Win, You WinRuss Laraway On How To Be A Great Manager  | Radical Candor Podcast 4 | 7How To Win At Managing - 3 Core PrinciplesStop Overcomplicating It: The Simple Guidebook To Upping Your Management Game“When They Win, You Win”: Russ Laraway Unpacks His New Guide For The Modern ManagerEagles' Sirianni Is A Players' Coach, No Matter What You Think Of Him | ESPNConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce Russ Laraway and the "Big Three" of leadership.(00:03:00) What Are the Big Three?Russ explains the framework of direction, coaching, and career.(00:07:24) The Flintstones HouseKim and Russ share stories about the unique office space of Candor Inc.(00:10:31) Defining Direction in LeadershipThe importance of clarity in expectations and ruthless prioritization.(00:15:11) Long-Term Leadership ToolsHow managers can collaboratively define purpose and vision.(00:17:24) Crafting Team Goals and PrioritiesSetting measurable goals and the role of weekly prioritization.(00:26:12) Purpose and Vision StatementsExamples of vision statements and their impact on team alignment.(00:31:43) Coaching for EngagementCoaching elements that drive employee engagement.(00:33:29) The Book and Specific PraiseUsing praise to motivate teams and reinforce standards.(00:38:59) Soliciting Feedback from TeamsThe importance of creating a culture where feedback flows both ways.(00:43:53) Leadership and Power DynamicsStrategies to balance authority and empower team collaboration.(00:45:25) Radical Candor TipsPractical tips for applying direction, coaching, and career insights.(00:47:29) Conclusion

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• Middle Managers: Dinosaurs or Essential Glue? 7 | 4

  What happens when you gut the glue holding your team together.Is middle management really dead weight, or are we cutting off the wrong limb? In this episode, Amy and Jason take on the hype around “The Great Flattening” and call out the risks of gutting the layer that keeps organizations running smoothly. Sure, middle managers have their flaws—what role doesn’t? But eliminating them entirely isn’t the brilliant shortcut some leaders think it is. They dig into how this trend often creates chaos, undermines team engagement, and leaves critical gaps in communication and strategy. Spoiler: quick fixes and vague promises of efficiency don’t replace the value of solid leadership and strong relationships. With sharp insights and actionable advice, this conversation is a wake-up call for anyone buying into the flattening trend without a second thought. Skeptical? Maybe. But sometimes you need a little tough love to see what’s really at stake.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:What Do Managers Of Managers Do? | Radical Candor Podcast S4, Ep.16Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14Should I Be A Manager? | Radical Candor Podcast S5, Ep.25Middle Manager Hiring Has Plunged, And Those Jobs May Never Come Back | Business InsiderDon’t Eliminate Your Middle Managers | HBRAmazon's Great Un-bossing: Why Eliminating Middle Managers Could Hurt Employee Engagement 😮It’s Time To Rethink The Role Of The Middle Manager | MckinseyThe Resurrection Of The Middle Manager | AchurchHeroes Or Villains? Recasting Middle Management Roles, Processes, And Behaviours | TarakciThe Hidden Risks Of Eliminating Middle Managers: A Critical Insight Mass Layoffs Often Hit Middle Managers. The Cuts Are Largely Short-Sighted | BBCWho Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14The Measurement Problem | Radical Candor Podcast S3, Ep.7How To Get Shit Done | Radical Candor Podcast S4, Ep.2Connect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionJason and Amy introduce the topic of eliminating middle management.(00:02:17) The Great Flattening ExplainedThe trend of eliminating middle management roles in organizations.(00:05:37) Blaming Middle ManagersWhy middle managers are often seen as costly and ineffective.(00:10:00) The Role of Middle ManagersThe role middle managers play in strategy, coaching, and alignment. (00:15:21) Risks of Flattening OrganizationsThe unintended consequences of cutting middle management.(00:20:10) Case for Middle ManagementTips for demonstrating the value of middle managers to leadership.(00:25:29) Redefining Middle ManagementHow organizations can reshape the role to meet modern demands.(00:33:11) Radical Candor TipsPractical tips for navigating The Great Flattening.(00:35:07) Conclusion

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• Ellen Pao On Breaking Tech’s Toxic Status Quo 7 | 3

  Tech’s “meritocracy” is broken—Ellen Pao unpacks how to fix it.Alright, let’s get real—tech’s so-called “meritocracy” is doing more harm than good, and it’s time to face it head-on. This week we’re bringing you an episode of the Radical Respect podcast. Kim and Wesley sit down with Ellen Pao, founder of Project Include, to dig into how the industry’s obsession with merit often masks deep-seated bias, exclusion, and outright harassment. Ellen doesn’t hold back as she breaks down why quick fixes (we see you, generic unconscious bias training) just don’t cut it, how unchecked bias erodes trust and psychological safety across teams, and the way Project Include is leading the charge with real strategies for change. From CEOs stepping up to own their role in DEI to addressing the messy realities of AI in the workplace, this conversation is all about building environments where everyone has a shot. Ellen’s story is packed with takeaways for anyone who’s struggled to balance compassion with calling out the tough stuff, and is ready to challenge the status quo and build workplaces where it’s better to have a hole than an asshole.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Project IncludeData & Society — Ellen [email protected] on BlueskyReset: My Fight for Inclusion and Lasting ChangeConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Wesley introduce Ellen Pao, founder of Project Include.(00:01:37) The Genesis of Project IncludeHow Project Include started and its impact on improving workplace inclusivity.(00:05:25) Challenges of Virtual WorkspacesThe increase in bias and harassment in virtual work environments. (00:06:38) Meritocracy and the Tech IndustryThe role of meritocracy in shaping tech’s culture and DEI challenges.(00:09:24) Overcoming Resistance to DEIData-backed methods for fostering DEI support among skeptics.(00:13:46) DEI as a Business ImperativeThe importance of CEO involvement in creating and sustaining DEI initiatives.(00:19:50) Balancing Morality and Market PressureHow leaders can make ethical decisions that align with DEI principles.(00:25:31) Governing AI in the WorkplaceKey considerations for ethical and inclusive AI adoption in workplaces.(00:28:33) Social Media’s Role in Amplifying HarmThe need for accountability in curbing online hate and misinformation.(00:37:26) Impactful Investments in DEI-Focused VenturesStories of innovative ventures improving equity in healthcare and workplaces.(00:41:27) Conclusion

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