Episodes

  • Surviving Assholes and Building Better Organizations with Bob Sutton 7 | 14

    Surviving Assholes and Building Better Organizations with Bob Sutton 7 | 14
    Apr 2 2025
    Being the boss isn’t about power trips—it’s about leaving your jerk card at the door.Turns out, surviving the workplace often comes down to one simple rule: don’t be an asshole. Kim Scott and Amy Sandler sit down with Stanford’s Bob Sutton, author of The No Asshole Rule and The Friction Project, to talk about how real leadership means treating people like people, not just cogs in a machine. Bob gets straight to the point about why toxic behavior kills productivity, how organizational “friction” can be both helpful and harmful, and what it takes to build teams that fight fair and thrive together. They also tackle why efficient isn’t always effective, how to spot—and stop—assholes before they do lasting damage, and why the best bosses aren’t afraid to show up with both candor and care. As Kim puts it, sometimes it’s better to have a hole than an asshole. Whether you're leading a team or just trying to survive one, this conversation is your reminder that treating people with decency is never optional—and if you're stuck choosing between keeping an asshole or leaving a hole, always go with the hole.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Radical Friction: The Editor/Author RelationshipBooks | Bob SuttonWork Matters | Bob SuttonHow To Get A Radically Candid Boss | Radical Candor Podcast 3 | 12Don't Let A Bad Boss Derail You | Radical Candor Podcast 6 | 18Are Assholes More Effective? Bob Sutton Weighs InConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce Stanford Professor Emeritus Bob Sutton.(00:01:35) The No Asshole Rule Origin StoryHow Bob’s research into organizational decline led to a focus on workplace jerks.(00:07:02) Layoffs Done Right (And Wrong)Kim and Bob trade stories on compassionate vs. catastrophic layoffs.(00:11:16) Good Friction vs. Bad FrictionThe Friction Project and why not all efficiency is actually efficient(00:16:23) Building Emotional TrustHow emotional trust grows and fuels creative partnerships.(00:24:58) The Asshole Survival Guide: 4 Ways to DealStrategies for handling difficult people and navigating toxic environments.(00:29:50) Certified vs. Clueless AssholesRecognizing the moments when you might actually be the asshole.(00:33:47) It Happens at the Listener’s EarHow context shapes whether something feels candid or cruel.(00:38:59) Decision-Making, Simplicity & ReversibilityQuestions friction-fixers ask to decide when to slow down or speed up.(00:46:15) Gossip as a Strategic ToolThe ways gossip can help you avoid toxic work environments.(00:52:03) Fixing Friction at StanfordBob shares his current work helping Stanford reduce internal friction.(00:55:54) Where to Find Bob SuttonWhere to find Bob and his books — plus a final note on long emails.(00:56:50) Conclusion
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    58 mins
  • The Wild Courage to Get What You Want, With Jenny Wood 7 | 13

    The Wild Courage to Get What You Want, With Jenny Wood 7 | 13
    Mar 26 2025
    Stop playing it safe—embrace the bold, unexpected traits that actually get you ahead.Success doesn’t come to those who wait—it comes to those who take it. For years, you’ve been told to be humble, play nice, and wait your turn. Jenny Wood says that’s exactly why so many talented people stay stuck. As a former Google executive turned author of Wild Courage: Go After What You Want and Get It, she’s here to expose the real traits that drive success—ones that might make you uncomfortable. Forget the polite career playbook, being selfish, obsessed, even a little manipulative (the right way) can actually be your biggest advantage. Jenny gets radically candid with Kim and Amy on why risk-taking beats waiting for permission, why saying “no” is a career superpower, and how to self-promote without sounding like a jerk. If you’re sick of playing it safe and watching others pass you by, this episode is your permission slip to take bigger swings and get what you want.Get all of the show notes at RadicalCandor.com/podcast.Episode Links:Wild Courage by Jenny WoodThe Story of “How About Never” | The New YorkerNewsletter | Jenny WoodWatch on YouTubeConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy welcome Jenny Wood, author of Wild Courage: Go After What You Want and Get It.(00:1:02) The Nine Traits That Will Get You AheadNine controversial traits that are actually career superpowers.(00:4:26) The Subway Story That Changed EverythingJenny shares a story on ignoring self-doubt and taking action.(00:10:16) Calculated Risks vs. Playing It SafeWhy taking smart risks is essential for personal and professional success.(00:13:04) The Google Factor: How It Shaped Wild CourageHow Google built confidence, encouraged risks, and sparked creativity.(00:17:09) Owning Your WeirdAdvice for staying authentic in workplaces that don’t naturally foster it.(00:21:38) Identifying Your Power AssetsIdentifying your power assets to make self-promotion feel natural.(00:25:22) Managing Up, Higher, and DiagonallyA tactical guide to workplace influence through strategic senior connections.(00:31:54) Overcoming Bias in the WorkplaceStrategies to counter workplace biases in recognition and self-promotion.(00:36:56) Why Saying No is a SuperpowerHow learning to say no without guilt protects your time and energy. (00:42:40) Get in Front of the Right PeopleThe importance of standing out and getting noticed by leadership.(00:44:57) Pull It and Bullet ItThe “Pull It and Bullet It” method for impactful, time-saving emails.(00:48:05) Where to Find Jenny WoodWhere to get Wild Courage and find Jenny for keynotes and workshops.(00:49:41) Conclusion
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    51 mins
  • How to TALK So People Actually Listen with Dr. Alison Wood Brooks 7 | 12

    How to TALK So People Actually Listen with Dr. Alison Wood Brooks 7 | 12
    Mar 19 2025
    Ditch the awkwardness and start owning every conversation.

    Talking to people shouldn’t feel like a struggle—but let’s be honest, it often does. Maybe you’re stuck in small talk hell, getting ignored in meetings, or watching conversations die mid-sentence. Why is this so hard? Amy sits down with Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation and the Art of Being Ourselves, to expose the hidden science behind great conversations—and why most of us are getting it wrong. They break down the TALK framework (Topics, Asking, Levity, and Kindness) and unpack the subtle mistakes that make people tune out, disengage, or just not like talking to you. Whether you want to command the room, sound sharper in meetings or just stop replaying every interaction in your head, Alison delivers straight-shooting, science-backed strategies to help you talk better, connect faster, and stress less.

    Get all of the show notes at RadicalCandor.com/podcast.

    Episode Links:
    • Alison Wood Brooks
    • Talk: The Science Of Conversation and the Art Of Being Ourselves
    • Alison Wood Brooks | LinkedIn

    Connect:
    • Website
    • Instagram
    • TikTok
    • LinkedIn
    • Facebook
    • YouTube

    Chapters:

    (00:00:00) Introduction
    Amy Sandler welcomes Dr. Alison Wood Brooks, Harvard Business School professor and author of Talk: The Science of Conversation.

    (00:01:44) The Power of Connection in Conversation
    How small, personal connections can create deeper conversations.

    (00:02:53) What Inspired Talk?
    Dr. Wood Brooks shares how she became fascinated with conversation science.

    (00:07:25) Giving Conversation Feedback
    Why most people receive little feedback on their conversational skills.

    (00:13:17) The Hidden Coordination Game
    How small, unconscious decisions shape every conversation.

    (00:18:54) The TALK Framework
    Topics, Asking, Levity, and Kindness—the four keys to better conversations.

    (00:20:24) Practicing Listening
    Guided exercises and listening techniques from the Talk course.

    (00:21:39) The Science Behind Mind-Wandering
    Why we tune out during conversations and how to stay present.

    (00:29:06) The Challenges of Group Conversations
    Why group conversations are harder to manage than one-on-one talks.

    (00:34:05) Digital vs. In-Person Talk
    How virtual communication changes conversations.

    (00:36:51) Designing Better Meetings
    Strategies for leaders to create inclusive and effective meetings.

    (00:39:37) Boomer Asking
    The conversational habit that makes people disengage.

    (00:44:28) Where to Find Dr. Wood Brooks
    Dr. Wood Brooks shares where to find her work and book tour details.

    (00:45:32) Conclusion
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    46 mins
  • When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11

    When the PIP Feels Disingenuous: The Ethics of Managing Out 7 | 11
    Mar 12 2025
    When a PIP feels like a setup, how do you handle it without compromising your integrity?Trapped between an HR-driven process that feels like a sham and a direct report who’s not meeting expectations? That’s a management nightmare. When a boss hands you a struggling employee with the unspoken expectation that you’ll “manage them out,” how do you stay honest, maintain trust, and avoid turning into the workplace grim reaper? Kim, Jason, and Amy break down the emotional and ethical toll of Performance Improvement Plans (PIPs), how to navigate them without feeling like a pawn, and why Radical Candor is the only way through. This isn’t about sugarcoating or corporate theater—it’s about handling tough conversations with clarity, fairness, and a whole lot less BS. Get all of the show notes at RadicalCandor.com/podcast.Episode Links:The Radical Candor Order of Operations | Radical CandorManaging Challenging Conversations At Work | Radical CandorWhat Does Managing Out Mean? | Radical Candor Podcast 6 | 6Performance Improvement Plans | Radical Candor Podcast 5 | 20The Measurement Problem | Radical Candor Podcast 3 | 7How To Gauge Your Feedback | Radical CandorAre You 'Helping' or Micromanaging? | Radical Candor Podcast 5 | 2Is Your Employee In The Wrong Job? Don't Let Ruinous Empathy Ruin Your TeamAbsentee Management vs. Quiet Firing | Radical Candor Podcast 5 | 3Connect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity.(00:02:28) Leadership FailuresHow bad management decisions created this unfair situation.(00:06:15) Is This Process Disingenuous?Struggling with feeling inauthentic when following HR's PIP process.(00:09:19) The Emotional Toll of Performance ManagementThe frustrations of the process for both the manager and the direct report.(00:13:51) Communicating Radical Candor During a PIPFraming tough conversations without misleading employees.(00:18:51) Why Informal PIPs ExistThe value of informal PIPs in ensuring fairness.(00:22:17) Responding to Employee PushbackHandling direct reports who challenge the PIP process.(00:28:28) What Can a Manager Legally and Ethically Say?Making difficult conversations feel more human and constructive.(00:32:59) Radical Candor TipsLessons for managing performance issues with Radical Candor.(00:36:05) Pushing Back to the Boss Having a candid conversation about being put in this situation.(00:37:25) Conclusion
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    39 mins
  • Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10

    Scaling Smart: Leading Effectively When You Have 50+ Direct Reports 7 | 10
    Mar 5 2025
    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 haveLeadership 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 CandorConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy introduce a listener’s question on managing one-on-ones with large teams.(00:01:27) The Limits of Scaling RelationshipsThe importance of creating an environment where employees feel heard.(00:02:47) Using an Ideas TeamWhy managers should set up an ideas team to filter and prioritize suggestions.(00:06:15) Purpose of One-on-OnesCreating structured feedback systems to improve efficiency and innovation.(00:07:29) Small Fixes, Big ImpactHow small operational changes can have a massive effect.(00:11:47) Management by Walking AroundObserving employees, asking how they’re doing, and being present.(00:14:15) Overcoming Employee HesitancyHow to introduce walking around without making employees anxious.(00:16:51) Small Talk & Active ListeningTips for managers who struggle with casual check-ins.(00:18:46) Structuring One-on-Ones for Large TeamsAvoiding emotional whiplash by spacing out conversations.(00:22:46) Managers Shouldn’t Solve EverythingHow to balance problem-solving with empowering employees.(00:27:42) Listening Versus FixingThe value of asking: "Do you want me to listen or help?"(00:30:37) Practicing Active Listening Amy leads an exercise on listening and discusses its impact.(00:38:39) Scaling Management StructureGiving high-performing employees leadership opportunities.(00:39:47) Radical Candor Tips Tips on fostering a culture of feedback with large teams.(00:42:07) Conclusion
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    43 mins
  • From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9

    From Change Agent to Change Enabler: Aman Kochar On Leadership & Growth 7 | 9
    Feb 26 2025
    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 MissionConnect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim and Amy welcome guest Amandeep (Aman) Kochar, CEO of Baker & Taylor.(00:00:58) The Meaning of a NameAman shares how his name reflects identity and leadership.(00:07:23) Leading a 200-Year-Old CompanyThe challenges of driving change in a legacy organization.(00:11:34) From Change Agent to Change EnablerGaining trust, embracing vulnerability, and leading with impact.(00:18:27) Overcoming ResistanceTackling workplace culture shifts and rebuilding trust.(00:24:18) Creating Open CommunicationImplementing town halls and fostering transparency.(00:30:00) Empowering EmployeesStrategies for shifting decision-making power to frontline employees.(00:34:28) Rethinking FeedbackTurning feedback into a tool for growth, not fear.(00:44:16) Repairing RelationshipsOvercoming negative perceptions and fostering collaboration.(00:47:15) Leadership & Self-ReflectionUnlearning cultural conditioning and using self awareness to grow.(00:52:51) Filtering FeedbackSeparating identity from work-related feedback to focus on growth.(00:53:58) Radical Candor TipsLessons on trust, feedback, and fostering change.(01:01:19) Conclusion
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    1 hr and 3 mins
  • Resetting Expectations With Resistant Direct Reports 7 | 8

    Resetting Expectations With Resistant Direct Reports 7 | 8
    Feb 19 2025
    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 | 48Connect:WebsiteInstagramTikTokLinkedInFacebookYouTubeChapters:(00:00:00) IntroductionKim 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 clash or a deeper issue.(00:06:28) Red Flags: Undermining & ResistanceSigns of bad-faith questioning, team isolation, and leadership defiance.(00:14:18) The Tough Feedback ConversationRole-playing a direct, no-nonsense conversation to reset expectations.(00:23:49) Handling Pushback & DefianceWhen a direct report resists leadership—what’s your next move?(00:26:38) PIP or Part Ways?How to decide if coaching, a PIP, or letting them go is the right call.(00:34:03) Emotions in LeadershipHandling a direct report who dismisses the emotional impact of their behavior.(00:38:06) Accountability Without MicromanagingCreating clear expectations and consequences without constant oversight.(00:42:53) Next Steps: Coach, Challenge, or Cut Ties?How to assess whether a direct report can grow—or if it’s time to move on.(00:53:22) Radical Candor TipsBalancing Caring Personally with Challenging Directly to lead effectively.(00:55:43) Conclusion
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    57 mins
  • Temple Grandin On Why Clarity is the Key to Candor 7 | 7

    Temple Grandin On Why Clarity is the Key to Candor 7 | 7
    Feb 12 2025
    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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    52 mins