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- 1. HR Indiana 2018 Candor slides 8/20/2018 1 Candid Conversationsthat get Results © 2016 Faurote Group, All Rights Reserved. “Most organizations are very good at demanding that people succeed, but are bad at helping them to do that.” - David Maister, True Professionalism © 2016 Faurote Group, All Rights Reserved. Why Do Most Organizations Fail? • UNCOMFORTABLE • CONFRONTATION • HURT FEELINGS Activity © 2016 Faurote Group, All Rights Reserved. © 2016 Faurote Group, All Rights Reserved. Typical Reactions Candor/Feedback Conflict/Hurt Feelings Avoidance Problems = Conflict/Hurt Feelings = Problems = Avoidance Activity = ___________ ___________ ___________ © 2016 Faurote Group, All Rights Reserved. Difficult Conversations ActivityÂ
- 2. HR Indiana 2018 Candor slides 8/20/2018 2 © 2016 Faurote Group, All Rights Reserved. Why DoMost Organizations Fail? • UNCOMFORTABLE • CONFRONTATION • HURT FEELINGS • Coaching/Feedback/Feedforward is undervalued • People are not held accountable © 2016 Faurote Group, All Rights Reserved. Coaching / Feedback / Feedforward Culture of Compliance (“I have to do it. HR said.”) Vs. Culture of Communication (“On-going – not necessarily effective.”) © 2016 Faurote Group, All Rights Reserved. “The single biggest problem in communication is the illusion that it has taken place.” George Bernard Shaw (1856 – 1950) © 2016 Faurote Group, All Rights Reserved. Coaching / Feedback / Feedforward Culture of Compliance (“I have to do it. HR said.”) Vs. Culture of Communication (“On-going – not necessarily effective.”) Vs. Culture of Candor (“open, honest, continual.”) © 2016 Faurote Group, All Rights Reserved. Agree or Disagree? A Culture of Candor leads to effective Coaching, Leadership, and overall increase in Engagement and Performance. Activity © 2016 Faurote Group, All Rights Reserved. Radical Candor • Philosophy –Build Radically Candid Relationships –Get, Give and Encourage Guidance –Understand What Drives Each Person –Drive Results Collaboratively using Growth Management
- 3. HR Indiana 2018 Candor slides 8/20/2018 3 © 2016 Faurote Group, All Rights Reserved. The RadicalCandor Framework Radical Candor: • is what happens when you put “Care Personally” and “Challenge Directly” together. Radical Candor CarePersonally HIGH We are all human beings with human feelings, and even at work, we need to be seen as such. I II III IV HIGH LOW LOW Challenge Directly Willingness to “Piss” People Off Obnoxious Aggression © 2016 Faurote Group, All Rights Reserved. Obnoxious Aggression • When this is the toxic culture of guidance, – criticism is a weapon rather than a tool for improvement and; – it makes the giver feel powerful and the receiver feel awful. © 2016 Faurote Group, All Rights Reserved. Government evaluation comments • “Since my last report, this employee has reached rock-bottom and has started to dig.” • “This employee is really not so much of a has- been, but more of a definite won’t be.” • “Works well when under constant supervision and cornered like a rat in a trap.” © 2016 Faurote Group, All Rights Reserved. Government evaluation comments • “When she opens her mouth, it seems that it is only to change feet.” • “This young lady has delusions of adequacy.” • “He sets low personal standards and then consistently fails to achieve them.” • “This employee is depriving a village somewhere of an idiot.” • “This employee should go far, and the sooner he starts, the better.” Radical Candor CarePersonally HIGH We are all human beings with human feelings, and even at work, we need to be seen as such. I II III IV HIGH LOW LOW Challenge Directly Willingness to “Piss” People Off Manipulative Insincerity Obnoxious Aggression
- 4. HR Indiana 2018 Candor slides 8/20/2018 4 © 2016 Faurote Group, All Rights Reserved. Manipulative Insincerity •People give praise and criticism that is manipulatively insincere when they: – are too focused on being liked; – think they can gain a political advantage by being liked, or being fake; – or they are just too tired to care about arguing further Radical Candor CarePersonally HIGH We are all human beings with human feelings, and even at work, we need to be seen as such. I II III IV HIGH LOW LOW Challenge Directly Willingness to “Piss” People Off Manipulative Insincerity Obnoxious Aggression Ruinous Empathy © 2016 Faurote Group, All Rights Reserved. You feel you are protecting someone from the truth. By withholding information or diluting feedback you give to others, you may feel that you are being kind. It’s far more likely, though, that you are gambling with someone else’s reputation and professional standing. Not knowing means not having a chance to correct course. Your kindness may be the very thing that stands in the way of someone else’s success. © 2016 Faurote Group, All Rights Reserved. Ruinous Empathy – Agree or Disagree? • Most people want to avoid creating tension or discomfort at work. • Bosses rarely intend to ruin an employee’s chance of success or to handicap the entire team by letting poor performance slide. • Ruinous Empathy can also prevent a boss from asking for criticism. • This strategy does not build trust on either side. Radical Candor CarePersonally HIGH We are all human beings with human feelings, and even at work, we need to be seen as such. I II III IV HIGH LOW LOW Challenge Directly Willingness to “Piss” People Off Manipulative Insincerity Obnoxious Aggression Ruinous Empathy Radical Candor © 2016 Faurote Group, All Rights Reserved.
- 5. HR Indiana 2018 Candor slides 8/20/2018 5 RANK 1-4(best to worst) and Why CarePersonally HIGH I II III IV HIGH LOW LOW Radical Candor Obnoxious Aggression Manipulative Insincerity Ruinous Empathy Challenge Directly ________ ________ ________ ________ Activity 1 Radical Candor - CRITICISM Challenge Directly CarePersonally HIGH I II III IV HIGH LOW LOW Radical Candor Obnoxious Aggression Manipulative Insincerity Ruinous Empathy BE MORE KIND KIND and CLEAR BE MORE KIND and CLEAR BE MORE CLEAR Radical Candor - PRAISE Challenge Directly CarePersonally HIGH I II III IV HIGH LOW LOW Radical Candor Obnoxious Aggression Manipulative Insincerity Ruinous Empathy BE MORE SINCERE SPECIFIC AND SINCERE BE MORE SPECIFIC AND SINCERE BE MORE SPECIFIC © 2016 Faurote Group, All Rights Reserved. Who is responsible whether this works or not? © 2016 Faurote Group, All Rights Reserved. Excerpt, Radical Candor © 2016 Faurote Group, All Rights Reserved. Candid Dialogue A two-way communication that enhances the development of skills and the performance of the one or both parties. It is the process by which you help another person fulfill his/her potential. The bottom line is that it should help the individual improve his/her capabilities and thus add greater value to the organization.
- 6. HR Indiana 2018 Candor slides 8/20/2018 6 © 2016 Faurote Group, All Rights Reserved. Feedback vs.Feedforward Feedback Evaluates what has happened (Focus is on the past) More Remedial Feedforward Feedforward clarifies expectations of what needs to be done (Future focused) Developmental and Proactive **Ensuring it’s both motivational and developmental © 2016 Faurote Group, All Rights Reserved. Where to Start: guidance must be… S T A R S pecific imely ccurate / Honest elevant hared © 2016 Faurote Group, All Rights Reserved. IOU™ C larity – focus on issue (concentrate) A pproach – from others perspective (empathy) N ever – to jump to conclusions D ialogue – two way discussion I nitiate – conversation on benefits of changing D irectness and kindness N ot to talk behind your back E very opportunity to succeed S incerity S uggestions and help © 2016 Faurote Group, All Rights Reserved. Conversations I O U S dentify situation bserve behavior nderstand impact uggest / ask steps, summarize, act © 2016 Faurote Group, All Rights Reserved. Radical Candor • Philosophy –Build Radically Candid Relationships –Get, Give and Encourage Guidance –Understand What Drives Each Person © 2016 Faurote Group, All Rights Reserved. How do you answer these questions? • How should you motivate an employee? • How often should you check in with an employee? • What is the best way to praise an employee? • What is the best way to teach an employee?
- 7. HR Indiana 2018 Candor slides 8/20/2018 7 © 2016 Faurote Group, All Rights Reserved. Radical Candor •Philosophy –Build Radically Candid Relationships –Get, Give and Encourage Guidance –Understand What Drives Each Person –Drive Results Collaboratively using Growth Management Strategies Steep Growth Trajectory Gradual Growth Trajectory Low Performance Excellent Performance Low Trajectory Moderate Trajectory High Trajectory Low Performance Moderate Performance  High Performance Poor Performance, Strong Signs of Improvement Poor Performance, No Signs of Improvement Good Performance Growth Stability Steep Growth Trajectory Gradual Growth Trajectory Low Performance Excellent Performance Low Trajectory Moderate Trajectory High Trajectory Low Performance Moderate Performance  High Performance Poor Performance, Strong Signs of Improvement Poor Performance, No Signs of Improvement Good Performance Growth Stability WRONG ROLE? PART WAYS? GROWTH EMPLOYEE CORE EMPLOYEE SUPERSTAR ROCK STAR EFFECTIVE © 2016 Faurote Group, All Rights Reserved. Radical Candor: Matrix Guidance = Praise Criticism Give Get Encourage Grade: A - F Activity © 2016 Faurote Group, All Rights Reserved. The Faurote Group Sarah Turner sturner@faurotegroup.com 9114 Promontory Road Indianapolis, IN 46236 (317) 826-2399 www.faurotegroup.com For a copy of today’s presentation Text Candor to 317-434-3571 and we’ll email you the slide deck.