Radical Candor: Communication at Work

Kim Scott, Jason Rosoff & Amy Sandler
  • 4.7 (54)
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Radical Candor: Communication at Work

Learn to love your job and kick ass at work without losing your humanity by practicing the principles of Radical Candor. Improve your feedback and communications skills, become a better leader, manager or team player, and drive your #careergoals in the direction of your dreams. Host Amy Sandler leads discussions with Radical Candor co-founders Kim Scott and Jason Rosoff about what it means to be Radically Candid, why it’s simple but not easy to Care Personally and Challenge Directly on the daily, and why it’s worth it. Tune in to get actionable tips for doing the best work of your life and building the best relationships of your career, and don't forget to read Kim Scott's New York Times and Wall Street Journal bestselling book Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity! Get this podcast early and ad-free when you join the Radical Candor Community! Sign up now and, in addition to the ad-free podcast, you'll get a 7-day FREE trial, access to Radical Candor courses, real-time, interactive learning opportunities, regular interaction with Radical Candor experts, and so much more! If you’ve ever struggled with communication at work, this is your community.

  1. Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10

    5 DAYS AGO

    Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10

    Too many direct reports and not enough time? Fix that without losing your sanity. Drowning in direct reports and barely keeping your head above water? When you’re responsible for 30 to 50 people, the idea of meaningful one-on-ones is a joke—but so is pretending you can manage that many people without a meltdown. On this episode, Kim and Amy rip apart the myth that “just working harder” will fix the problem and get real about why traditional leadership approaches fail at scale. From no-nonsense strategies like idea teams (so you’re not drowning in suggestions), walking the floor like a pro, and knowing when to listen without turning into everyone’s personal complaint department, they share simple strategies to build trust and keep things running smoothly. Reality check: You cannot have deep, weekly 1:1s with 40+ people. But you can create a system where your team still feels seen and heard. Tune in to learn: ✔ How to set up an Ideas Team so great feedback doesn’t overwhelm you ✔ Why walking the floor is more powerful than endless meetings ✔ How to make the most of the few 1:1s you do have Leadership doesn’t have to be all-or-nothing. Let’s do it smarter, not harder. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: 7 Ways To Improve One-on-One Meetings | Radical CandorEffective 1:1s - Tips For One-on-One Meetings With Your TeamHave More Effective 1:1 Meetings | Radical Candor Podcast 2 | 9How To Get Shit Done | Radical Candor Podcast 4 | 2Radical Candor – Boost Leadership Capability | JoyousYou Have Too Many Managers | Kieran SnyderLeading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting | Radical Candor Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a listener’s question on managing one-on-ones with large teams. (00:01:27) The Limits of Scaling Relationships The importance of creating an environment where employees feel heard. (00:02:47) Using an Ideas Team Why managers should set up an ideas team to filter and prioritize suggestions. (00:06:15) Purpose of One-on-Ones Creating structured feedback systems to...

    43 min
  2. From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9

    26 FEB

    From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9

    Avoiding tough conversations? Lean in, speak up, and make them count. Ever find yourself avoiding a tough conversation at work because, well…it’s just easier? We get it. But what if leaning into discomfort could actually make things better—for you, your team, and your company? In this episode, Kim and Amy sit down with Amandeep (Aman) Kochar, CEO of Baker & Taylor, to talk about how he uses Radical Candor to break down barriers, build trust, and create a culture where feedback fuels growth instead of fear. Aman gets real about his own struggles—navigating leadership as an underrepresented executive, learning to lead with vulnerability, and shifting from pushing change to making space for it. From leading a 200-year-old company through transformation to rethinking power dynamics in leadership, he lays out why transparency matters, how to handle resistance without backing down, and why the best leaders don’t just give feedback—they ask for it. The bottom line? Real change starts with real conversations. Ready to ditch the fear and lead with candor? Let’s go. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Amandeep Kochar - Baker & Taylor | LinkedInBaker & Taylor | About Our LeadershipJeet and FudgeTwo Years After Buying Baker & Taylor, Aman Kochar Considers Its Mission Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Kim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor. (00:00:58) The Meaning of a Name Aman shares how his name reflects identity and leadership. (00:07:23) Leading a 200-Year-Old Company The challenges of driving change in a legacy organization. (00:11:34) From Change Agent to Change Enabler Gaining trust, embracing vulnerability, and leading with impact. (00:18:27) Overcoming Resistance Tackling workplace culture shifts and rebuilding trust. (00:24:18) Creating Open Communication Implementing town halls and fostering transparency. (00:30:00) Empowering Employees Strategies for shifting decision-making power to frontline employees. (00:34:28) Rethinking Feedback Turning feedback into a tool for growth,...

    1h 3m
  3. Resetting Expectations With Resistant Direct Reports 7 | 8

    19 FEB

    Resetting Expectations With Resistant Direct Reports 7 | 8

    Undermining, defiant and disengaged direct report—coach them or cut them loose? Dealing with a direct report who questions everything, isolates their team, and actively undermines leadership? YIKES. That’s not just frustrating—it’s a full-blown leadership headache. When radical candor turns into outright defiance, how do you respond without losing your mind (or your team’s trust)? In this episode, Kim and Amy tackle the tricky reality of managing someone who refuses to engage, blames leadership for team turnover, and resists every attempt at coaching. From figuring out whether this is a communication breakdown or a serious performance issue, to deciding if a PIP is the right move, they walk through strategies to reset expectations, shut down toxicity, and lead with confidence. Because at the end of the day, if you’ve ever thought, I literally don’t know what to do with this person, keeping a toxic presence around does more damage than having a tough talk. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Creating Consequences For Bullying At Work | Radical Candor Podcast 5 | BonusPerformance Improvement Plans | Radical Candor Podcast 5 | 20How To Gauge Your Feedback | Radical Candor4 Things To Do When Firing Someone | Radical CandorWhat Does Managing Out Mean? | Radical Candor Podcast 6 | 6The Go-To Question | Radical Candor Podcast 2 | 8Listen, Challenge, Commit | Radical Candor Podcast 6 | 17How To Care Personally When You Don't Care | Radical Candor Podcast 6 | 48 Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Kim and Amy introduce a manager’s challenge: a disengaged, undermining direct report. (00:04:46) Generational Gap or Performance Problem? Whether this is a workplace culture...

    57 min
  4. Temple Grandin On Why Clarity is the Key to Candor 7 | 7

    12 FEB

    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 Candor Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Amy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior. (00:02:04) Giving Feedback to Neurodivergent Employees Temple shares a story on how clear, direct feedback works best. (00:08:32) The Concept of Project Loyalty Prioritizing team needs and focusing on the bigger picture to get work done. (00:13:51) How Visual Thinkers Process Information Temple explains her way of thinking through mental imagery and memories. (00:19:10) Three Types of Thinkers The different cognitive styles and why diverse teams need all types. (00:23:20) The Importance of Hands-On Learning Why real-world exposure matters for education. (00:30:57) Managing Autistic Employees The importance of setting clear goals and specific expectations. (00:35:13) Transforming the Livestock Industry Gaining credibility and transforming animal welfare through writing and advocacy. (00:38:57) Workplace Accommodations for Autistic Employees Strategies for supporting autistic...

    52 min
  5. Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6

    5 FEB

    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 | ESPN Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Kim and Amy welcome back Russ Laraway to discuss career conversations. (00:00:52) The Gravity Assist Slingshot Russ’s framework for career growth and thinking beyond promotions. (00:04:51) Why Managers Should Invest in Careers How helping employees grow improves retention and engagement. br...

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

    29 JAN

    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 | ESPN Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Kim 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 House Kim and Russ share stories about the unique office space of Candor Inc. (00:10:31) Defining...

    48 min
  7. Middle Managers: Dinosaurs or Essential Glue? 7 | 4

    22 JAN

    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,...

    36 min
  8. Ellen Pao On Breaking Tech’s Toxic Status Quo 7 | 3

    15 JAN

    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 a*****e. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Project IncludeData & Society — Ellen Pao@ekp.bsky.social on BlueskyReset: My Fight for Inclusion and Lasting Change Connect: WebsiteInstagramTikTokLinkedInFacebookYouTube Chapters: (00:00:00) Introduction Kim and Wesley introduce Ellen Pao, founder of Project Include. (00:01:37) The Genesis of Project Include How Project Include started and its impact on improving workplace inclusivity. (00:05:25) Challenges of Virtual Workspaces The increase in bias and harassment in virtual work environments.  (00:06:38) Meritocracy and the Tech Industry The role of meritocracy in shaping tech’s culture and DEI challenges. (00:09:24) Overcoming Resistance to DEI Data-backed methods for fostering DEI support among skeptics. (00:13:46) DEI as a Business Imperative The importance of CEO involvement in creating and sustaining DEI initiatives. (00:19:50) Balancing Morality and Market Pressure How leaders can make ethical decisions that align with DEI principles. (00:25:31) Governing AI in the Workplace Key considerations for ethical and inclusive AI adoption in workplaces. (00:28:33) Social Media’s Role in Amplifying Harm The need...

    43 min
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4.7
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Learn to love your job and kick ass at work without losing your humanity by practicing the principles of Radical Candor. Improve your feedback and communications skills, become a better leader, manager or team player, and drive your #careergoals in the direction of your dreams. Host Amy Sandler leads discussions with Radical Candor co-founders Kim Scott and Jason Rosoff about what it means to be Radically Candid, why it’s simple but not easy to Care Personally and Challenge Directly on the daily, and why it’s worth it. Tune in to get actionable tips for doing the best work of your life and building the best relationships of your career, and don't forget to read Kim Scott's New York Times and Wall Street Journal bestselling book Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity! Get this podcast early and ad-free when you join the Radical Candor Community! Sign up now and, in addition to the ad-free podcast, you'll get a 7-day FREE trial, access to Radical Candor courses, real-time, interactive learning opportunities, regular interaction with Radical Candor experts, and so much more! If you’ve ever struggled with communication at work, this is your community.

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