For bosses to provide proper guidance to their teams , the following 7 step continuously evolving framework has been mentioned by Kim Scott in “Radical Candor”.
<————– Learn Clarify —–>
< ———— Execute Debate —–>
<—— Persuade <———— Decide
Kim Scott makes a mention that a warm hug for 6 seconds can release Serotonin & Oxytocin (leadership and love hormone respectively) in our bodies.
This is the pre-requisite for long lasting relationships and formation of true social bonds.
As mentioned by Kim Scott in “Radical Candor” , guidance provided by our bosses can be classified into the following types based on the intent.
Based on the two components of Radical Candor i.e. 1) Care personally & 2) Challenge Directly guidance provided by bosses to sub-ordinates can be classified into the following categories:
Radical Candor – High on Care Personally and High on Challenge Directly
Obnoxious Aggression – Low on Care Personally and High on Challenge Directly
Ruinous Empathy – High on Care Personally and Low on Challenge Directly
Manipulative Insincerity – Low on Care Personally and Low on Challenge Directly
1st category being the most desirable and 4th the least.
Kim Scott in her book “Radical Candor” has coined this very term very thoughtfully.
Applied to modern day bosses , there are two components that elaborately explains “Radical Candor” as the way forward for communication to drive high performance.
- Care Personally – Deep care for direct reports of bosses ensure flow of trust , needed for high performance teams.
- Challenge directly – The respect and relationship between boss and direct reports should encourage constructive criticism , acceptance of tough challenges in a healthy manner without any ill will.For this again the environment should be one involving high amount of trust.
Easier said than done though..
The book “Radical Candor” by Kim Scott mentions the importance of radical candor as a central theme in the framework all top performing BOSSES should follow.
Here is the summarised framework:
1) Relationships with direct reportees to provide guidance , help in team building to drive great results.
2) Realizing responsibilities towards all communication aimed at direct reportees as well to those who report to each one of these reportees to ensure a proper culture is maintained.
Wonderfully stated by Kim Scott makes this book worth reading..