Resources to bring Radical Candor to your company – Team 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?
👣 The first step is to ask the right questions.
The first set are the individual reflection” questions we covered in the previous resource—which I recommend you complete first. The second set are reflections for team meetings or one-on-ones. The goal is to foster transparency, critical thinking, and continuous improvement. Once both the team-level and individual-level questions are addressed, we can take action and create a plan to boost both job satisfaction and team performance.
💡 How to use these questions
• Individual Reflection: As mentioned before, you can share these questions with your team so that they answer them on their own before a meeting or as part of their personal development.
• One-on-One or Team Meetings: Use these questions to spark important conversations, improve decision-making, and identify opportunities for improvement.
Remember, it’s not just about asking the questions—it’s about actively listening and acting on the responses.
💬 Radical Candor on your team: Questions to encourage clarity, directness, and questioning of directives
📌 Fostering Open and fearless communication
- Is there something you disagree with me on but haven’t felt comfortable mentioning?
- Do you feel you can freely express your ideas without fear of repercussions? Why or why not?
- In which situations have you felt hesitant to share your opinion? How can I help change that?
- How can we ensure that everyone’s ideas are heard during meetings?
- What can we do as a team to be more transparent with one another?
- Do you feel that your voice carries weight in team decisions? Why or why not?
- Do you think there’s a topic we avoid discussing as a team? Which one and why?
- How can we improve the way we give feedback to each other?
- When was the last time someone offered honest feedback here? How did we handle it?
- What would make you feel more comfortable expressing your true thoughts?
📌Encouraging the questioning of decisions and directives
- Is there any recent decision you believe we should have handled differently?
- What would you change about the way our team makes decisions?
- Do you think we’re doing something just because “it’s always been done that way”? Should we reconsider it?
- What aspects of our strategy leave you with doubts?
- If you were the team leader for a day, what would you do differently?
- What obstacles do you see in our current priorities that we aren’t addressing?
- Is there any guideline or policy you consider unnecessary or ineffective? Why?
- How could we make the decision-making process more collaborative?
- When have you felt frustrated by not being able to challenge something?
- What barriers do you see that prevent complete honesty within the team?
📌 Improving clarity and avoiding ambiguity
- Which team guideline or process has seemed confusing to you lately?
- Is there any expectation regarding your work that isn’t entirely clear?
- Have you ever felt that you were given vague or contradictory instructions? How did you handle it?
- How could we improve the way we share key information within the team?
- Do you feel that every task you perform has a clear purpose?
- How can we ensure that we all understand our priorities in the same way?
- What information would you like to receive more clearly on a daily basis?
- When have you felt unsure about what was expected of you?
- How can we avoid misunderstandings within the team?
- What could we improve in the way changes and updates are communicated?
📌 Reinforcing a culture of constant and constructive feedback
- When was the last time you gave sincere feedback to a colleague?
- How can we make giving feedback a natural part of our daily routine?
- Is there any comment about my leadership that you’ve wanted to share but haven’t felt able to?
- Do you feel comfortable giving negative feedback without fearing it will harm your relationship with a coworker?
- Do you receive feedback frequently enough? What format do you prefer?
- What kind of feedback do you need from me to improve your work?
- Do you feel that when you give feedback, it is taken seriously? Why or why not?
- How can we ensure that feedback is seen as an opportunity to grow rather than as a personal attack?
- How would you like me to provide feedback on your work?
- What is the best way to ensure that feedback translates into actionable steps?
📌 Fostering critical thinking and continuous improvement
- What current process do you think we could optimize or eliminate?
- If we were starting this project from scratch, would we do anything differently?
- Is there any metric or KPI that you feel doesn’t accurately reflect our performance?
- How could we improve the way we solve problems within the team?
- What habits could we change to be more efficient in our daily work?
- How can we ensure that our meetings are more productive?
- What changes could we make to innovate our work processes?
- Is there a practice from another company or team that you believe we should adopt?
- What would you like to experiment with or try in our approach to work?
- How can we make sure we learn from our mistakes instead of repeating them?
📢 Implementing Radical Candor isn’t just a concept—it’s a daily practice.
