#100: Radical Leadership Techniques with Kim Scott

Kim Scott is the author of Radical Respect and Radical Candor and co-host of the Radical Candor Podcast. Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and other tech companies. She was a faculty member at Apple University and before that led AdSense, YouTube, and DoubleClick teams at Google. In 2017, she co-founded Radical Candor, the company, to deliver digital courses and in-person and virtual keynotes and workshops around the world. Learn more at RadicalCandor.com. Top 3 Takeaways Stay timeless. When Kim introduced Radical Candor, the world was a different place. Her advice, however, is just as relevant as ever so continue to learn and apply her lessons. Sort them out. Interpersonal issues may look and feel similar, but there are important differences between bias, prejudice and bullying. Respond in kind. The right technique for one situation won’t produce the best outcome in another. Learn when to use I, it and you statements for full effect. From Our Sponsor The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.  From the Source “Every new generation is a little different, but the one thing that is always true is that it is the job of the younger generation to tell the older generation how we've screwed up.“ “It's pretty clear that coercion does not get the best out of people.” “We—as human beings—our superpower is collaboration, and when we try to tell people what to do or force them to do something, then we lose the benefit of collaboration and we don't get great results.” “It's so tempting when you have power to hang on to it. That is also a very old human instinct and a dangerous one.” “I think most people recognize that they want to honor individuality and that they expect their own individuality to be honored.” “There are two very different meanings of respect. One is something I have to earn. I have to earn your respect for me as a writer by writing a good book. But I'm not talking about the kind of respect that we have to earn. I'm talking about the other definition of respect which is the kind of unconditional regard that we owe each other for our shared humanity. And it's that kind of unconditional respect that I'm talking about with Radical Respect.” “The way that I earn the right to share whatever wisdom I've gotten by having had more years on the planet than the young people who I work with—or the one young people who I live with, teenagers at home—is by soliciting feedback from them by really rewarding their candor when they give it to me because I'm going to get it whether I want it or not.” “There's a million things that get in the way of Radical Respect but bias, prejudice, and bullying are the big three in my experience.” “Leaders have got to address bias, prejudice and bullying, and they've got to not just address it, but their real job is actually to prevent it from happening.” “Bias is a pattern and we as human beings, we’re pattern makers. We’re either going to make good patterns or bad patterns.” “It's also really important to make sure as a leader that you're creating consequences for bullying, because if there's one thing that's going to get in the way of a team's ability to work together well, it's someone who bullies others.” Connect with Kim Website: http://www.radicalcandor.com The Radical Candor Podcast: https://www.radicalcandor.com/candor-podcast