1. Making people aware of what they did wrong calmly and with gentle tone is critical for a leader. 2. Touching up to the person who was given feedback, later on is important as well.
Love that this is nothing groundbreaking, but is packaged in a way that the 21st century working world can apply it. Takes a lot of brains to be able to do that!
How does this have so few views? This should be required content for every single manager. So, it should have something like 500M views, at least. Right?
4 Things you can do - 1. Impromptu guidance 2. Make back-stabbing impossible 3. Make it easier to speak truth to power 4. Put your own oxygen mask, first
Very insightful. Have recently joined an Emotional Intelligence workshop which links to this too. Understanding how one communicates can really go a long way in building a strong(er) relationship.
*as a Teamleader, having a BASS V in a team, is there any hope with (or against) that person? "I don't like that man. I must get to know him better". Abraham Lincoln (if the person is definitely not a psychopath?)*
Kim Scott she about feedback your employee Bob & her history puppy we are using how's important things thank you very much everyone for sharing knowledge that beneficial and helpful
Nice I love it. I completely disagree though about the SCOTT example. Meeting Scott’s team to get feedback about him, thinking that this would help him become a better manager! Sorry I find it not fostering the right spirit at all. Opening the door to people to moan about their boss to their boss’s boss doesn’t sound right to me. There could be other ways to allow the truth across layers… rather than belittling Scott and encouraging his team to bypass him, and actually patronizing him!! Who made you the super hero who can solve all problems caused by him!! Who said that u r a better manager than him, just because u r higher in rank?! I understand the rationale and the good faith. But I really really think it’s a horrible example to follow.
I agree - this example ran counter to what she said about not talking about one another behind each other's backs. If his leadership is being called into question, then he should be able to be in the room. If Scott wanted this kind of feedback there are other mechanisms to elicit this feedback.
This is really old stuff that has been re-packaged. Nothing she says is new. Her use of new verbiage makes it sound new!! Consultants are good at this. To their credit, they are good at repackaging old stuff, from which they themselves have learned, and market it to a new generation that doesn't know it's old stuff--to them, it's "OMG, I had never thought of my job that way!" I used these concepts, and other better ones, in my 20+ years in HR. We used to talk about positive feedback, immediate feedback, feedback for improvement (not "criticism"), etc. If you don't believe me, read up on Dr. Frederick Herzberg, Hackman & Suttle, Steers & Porter, and other leadership consultants and authors of the 1960s, '70s, and '80s Eli Vega, former HR executive.
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1. Making people aware of what they did wrong calmly and with gentle tone is critical for a leader.
2. Touching up to the person who was given feedback, later on is important as well.
Saved me 20 minutes, thank you!
Got here 2 days ago... I'm back here 27 May 2023 because 1. Loadshedding 2. I needed to hear this one more time
Love that this is nothing groundbreaking, but is packaged in a way that the 21st century working world can apply it. Takes a lot of brains to be able to do that!
Wow. This is so good. Very hands-on and insightful. Thank you
How does this have so few views? This should be required content for every single manager. So, it should have something like 500M views, at least. Right?
Might be the reach of the channel. It's still small
Who's gonna open the floodgates? 😊
Almost there
She has don a Ted talk that has a lot of views.
Kim, this is brilliant and profound in its simplicity and the courage and love it takes to practice it.
Moving through fear to provide and hear negative feedback definitely builds better performing teams. Great structure to build a constructive process.
Very good thank you for your teaching
4 Things you can do -
1. Impromptu guidance
2. Make back-stabbing impossible
3. Make it easier to speak truth to power
4. Put your own oxygen mask, first
Incredibly helpful. Going to buy the book
Great insights into how we give praise and criticism.
Kim, This is really brilliant.
Lol!! coincidentally, i heard both terms : Radical Candor & Ruinous Empathy in one of the Seasons of Silicon Vally(Dana's COO )
This is brilliant and pure.
I ADORE READING
Very insightful. Have recently joined an Emotional Intelligence workshop which links to this too. Understanding how one communicates can really go a long way in building a strong(er) relationship.
This was very interesting. Great information! Thank Rachael.
who is Rachael?
Thank you 💕
To teach someone to care personally is literally to teach manipulative insincerity. You either do or don't care. It's a feeling not a skill.
Incredibly helpful
I enjoyed this presentation.
13:36 - 4 tips
My boss gave me homework lmao
Very thoughtful..!!
Shoot, I already do this
I think I heard a : "Uhmm" at 6:01 :)
6 34 as well
*as a Teamleader, having a BASS V in a team, is there any hope with (or against) that person? "I don't like that man. I must get to know him better". Abraham Lincoln (if the person is definitely not a psychopath?)*
the noise at the beginning of the video is SUPER annoying.
Kim Scott she about feedback your employee Bob & her history puppy we are using how's important things thank you very much everyone for sharing knowledge that beneficial and helpful
That background is difficult.
brilliant!
Kim ... your speach was inexplainably contemplative....
Nice I love it. I completely disagree though about the SCOTT example. Meeting Scott’s team to get feedback about him, thinking that this would help him become a better manager! Sorry I find it not fostering the right spirit at all. Opening the door to people to moan about their boss to their boss’s boss doesn’t sound right to me. There could be other ways to allow the truth across layers… rather than belittling Scott and encouraging his team to bypass him, and actually patronizing him!! Who made you the super hero who can solve all problems caused by him!! Who said that u r a better manager than him, just because u r higher in rank?! I understand the rationale and the good faith. But I really really think it’s a horrible example to follow.
I agree - this example ran counter to what she said about not talking about one another behind each other's backs. If his leadership is being called into question, then he should be able to be in the room. If Scott wanted this kind of feedback there are other mechanisms to elicit this feedback.
Pretty basic but time tested.
Great video, terrible background choice.
This is really old stuff that has been re-packaged. Nothing she says is new. Her use of new verbiage makes it sound new!! Consultants are good at this. To their credit, they are good at repackaging old stuff, from which they themselves have learned, and market it to a new generation that doesn't know it's old stuff--to them, it's "OMG, I had never thought of my job that way!"
I used these concepts, and other better ones, in my 20+ years in HR. We used to talk about positive feedback, immediate feedback, feedback for improvement (not "criticism"), etc.
If you don't believe me, read up on Dr. Frederick Herzberg, Hackman & Suttle, Steers & Porter, and other leadership consultants and authors of the 1960s, '70s, and '80s
Eli Vega, former HR executive.
So? Proven wisdom bears repeating and in new, creative and relevant ways.
She never said it was new and as a manager of a team of 60+ people I found this helpful.
Her sound is sooooooooo irritating!!!
Shiny Eshragh I find it refreshing. She doesn't sound like she is trying to be anyone but her intelligent self. No fake voice or awkward inflections.