Resources to bring Radical Candor to your company – Individual Reflection
📢 We have already seen how importan Radical Candor is and the huge impact it can have across a company —not only in retaining talent but also in driving faster growth. So, how can you put it into practice with your team?
👣 Step One: Ask the right questions
To help you out, here’s a list of strategic, individual reflection questions to examine how we communicate and receive feedback.
Once you’ve answered these, I invite you to check out the “team reflection” questions to discuss them with your group.
💡 How to use these questions
🔥 Individual Reflection you can share these questions with your team so they can answer them on their own before a meeting or as part of their personal development.
Remember, it’s not just about asking the questions—it’s about actively listening and taking appropriate action.
🔥 Questions to implement Radical Candor in your Company – Individual Reflection:
📌 Building trust and connection with your team
- How can I show my team that I genuinely care about their growth and well-being?
- How well do I really understand each team member’s motivations and aspirations?
- Am I spending enough time getting to know them beyond just their work performance?
- Do I regularly ask them how they feel at work?
- Am I creating an environment where everyone feels safe to share their opinions without fear?
- Do my actions back up my words about truly valuing their well-being?
- When was the last time I asked my team what they need from me as a leader?
- How can I strengthen mutual trust within my team?
- Do I have 1:1 conversations that go beyond just numbers and KPIs?
- What can I do to ensure my team feels they have a voice in the company?
📌 Fostering a culture of honest and constructive Feedback
- How often do I provide feedback to my team?
- Is my feedback clear, specific, and useful, or is it too vague?
- Am I avoiding giving negative feedback because I fear the reaction?
- How can I make sure my feedback promotes growth rather than discourages?
- Do I regularly ask my team how they prefer to receive feedback?
- Am I offering enough positive feedback to reinforce good practices?
- Do I ask for feedback on my own leadership and management style?
- How do I respond when someone gives me feedback? Do I nurture a culture of continuous improvement?
- Have I created an environment where feedback is seen as an opportunity to grow rather than as a threat?
- Do I give feedback at the right time, or do I wait until formal evaluations?
📌 Professional development and growth
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- Do I know what each team member’s career goals are?
- Am I providing opportunities for everyone to grow within the company?
- Am I helping my team connect their current work with their future aspirations?
- Do I give them enough autonomy to develop new skills?
- How can I encourage ongoing learning within the team?
- Am I making training and mentoring opportunities accessible for their growth?
- Are there personalized development plans for each individual?
- Am I supporting those who want to advance without making promotion the only measure of success?
- How can I identify and nurture talent within the team?
- Do I promote regular conversations about development, not just during performance reviews?
📌 Encouraging clear and effective Leadership
- Am I leading by example when it comes to transparency and honesty?
- How can I improve my own communication to be clearer and more direct?
- Am I addressing team issues proactively, or do I wait until they become critical?
- Do I provide clear guidelines, or do I assume my team knows what I expect?
- Am I fair in distributing workloads and responsibilities?
- Do I foster collaboration and teamwork, or does everyone work in isolation?
- How can I reduce biases in my leadership decisions?
- Do I make decisions based on data or mere assumptions?
- What changes can I make in my leadership style to improve team performance?
- How can I ensure that every team member feels valued?
📌 Implementing effective Performance Reviews
- Am I evaluating my team’s performance fairly and equitably?
- How can I turn performance reviews into tools for growth rather than just formalities?
- Do I measure performance using criteria that are clear and understandable for everyone?
- How can I avoid biases in performance evaluations?
- Am I encouraging self-assessments so each person can reflect on their progress?
- Do performance reviews include feedback from multiple sources or just from managers?
- Am I offering continuous feedback, or only during annual reviews?
- How can I structure a review that truly supports the team’s development?
- Does the feedback received translate into concrete action plans?
- What improvements can I make to my team’s performance review process?
📢 Implementing Radical Candor isn’t just a concept—it’s a daily practice.
