Endless meetings can be exhausting — but what if they could actually be productive and meaningful? Kim and Amy talk with Dr. Steven Rogelberg, author of Glad We Met and The Surprising Science of Meetings, about how to run effective meetings and make every minute count — especially during one-on-one meetings. Steven shares research-backed tips for running better meetings, from framing agendas as questions to setting clear meeting norms that invite everyone’s voice. He explains why one-on-one meetings are the most important conversations managers can have, how they build trust, strengthen relationships, and boost team performance, and why they should never be replaced by an email. If you’re ready to spend less time in unproductive meetings and more time having conversations that count, this episode offers helpful guidance on meeting best practices, better collaboration, and creating space for real connection.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:
Transcript
Steven Rogelberg
We Asked a Meeting Scientist How to Make Meetings Better — Here's What He Said
7 Ways To Improve One-on-One Meetings | Radical Candor
Effective 1:1s - Tips For One-on-One Meetings With Your Team | Radical Candor
3 Tips For How To Run Effective Staff Meetings | Radical Candor
Glad we Met: The Art and Science of 1:1 Meetings — Steven Rogelberg, Ph.D.
The Surprising Science of Meetings — Steven Rogelberg, Ph.D.
Meet Like A Boss — The 411 On 1:1s | Radical Candor Podcast S2, Ep. 9
Making Meetings Suck Less: Advice From Dr. Steven Rogelberg
Connect:
Website
Instagram
TikTok
LinkedIn
YouTube
Bluesky
Chapters:
(00:00:00) Introduction
Kim and Amy introduce guest Dr. Steven Rogelberg, organizational psychologist and an expert on meetings.
(00:03:51) The Impact of Meetings
The global volume of meetings and the underestimated economic impact.
(00:06:33) Optimizing Meetings
Misconceptions about meetings and advice on improving their effectiveness.
(00:09:39) Framing Agendas as Questions
How to ensure that the meeting agenda questions are valuable.
(00:12:01) Soliciting Feedback in Meetings
Whether feedback should be solicited at the end of meetings.
(00:14:24) Power of Silent Brainstorming
Advice on encouraging team members to speak up in meetings.
(00:17:51) Value of One-on-Ones
Research that highlights the desire for more one-on-one meetings.
(00:20:49) Building Relationships in One-on-Ones
The importance of building relationships in one-on-one meetings.
(00:25:54) One-on-One Best Practices
Tips on starting, structuring, and scheduling one-on-one meetings.
(00:28:21) Trust Through Signals
How the location and questions of a one-on-one send powerful signals.
(00:33:15) Scheduling for Success
Optimizing schedules by spacing out one-on-ones and time blocking.
(00:37:22) The Direct Report’s Role
How direct reports can prepare for meetings with their managers.
(00:41:48) Conclusion
Learn more about your ad choices. Visit megaphone.fm/adchoices
--------
45:20
--------
45:20
I Messed Up at Work: How to Recover from a Major Work Blunder 7 | 34
We’ve all been there—that heart-sinking moment when you realize you’ve messed up at work. Kim, Jason, and Amy discuss how to recover from a big mistake without letting self-blame take over. Inspired by a Reddit post about a project that fell months behind, they share lessons from their own experiences, practical ways to take responsibility, and how to follow through with a recovery plan that actually works. You’ll learn why asking for support is a strength, not a weakness, and how managers can identify trouble early, check in effectively, and foster a culture where it’s safe to speak up before problems escalate. Whether you’ve missed a deadline, dropped the ball, or just want to be ready if things go sideways, this episode will help you rebuild trust and turn a setback into an opportunity for growth.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:
Transcript
Barings Bank: Its Collapse, Acquisition, and Lessons Learned | Investopedia
I Fell Behind At Work And Fucked Up: How Do I Move Forward? | Reddit
Resources For Feedback Training, Coaching & Development | Radical Candor
How Delivering Bad News Early Strengthens Your Relationships at Work | Radical Candor
Why Procrastinators Procrastinate | Wait But Why
6 Steps for Setting Measurable Goals to Avoid "Productivity Paranoia" | Radical Candor
The Bob Story, a Tale of Ruinous Empathy | Radical Candor Podcast 4 | 1
Connect:
Website
Instagram
TikTok
LinkedIn
YouTube
Bluesky
Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce a Redditor’s dilemma about falling months behind on a project.
(00:02:59) When Big Mistakes Happen
Stories of mistakes and why they feel so personal.
(00:04:05) From Lost to Regained Credibility
Why credibility is already damaged—and how to earn it back.
(00:06:20) Getting Away With Mistakes
How getting away with a risky choice makes it tempting to repeat.
(00:08:32) Procrastination or Denial?
Recognizing the difference and the risk to your reputation.
(00:12:31) Acknowledging the Mistake
Why the first step to regaining credibility is admitting the error.
(00:15:34) Kim’s Story of Denial
A personal startup experience, health struggles, and hard truths.
(00:20:29) Accountability Without Punishment
Why admitting mistakes doesn’t mean beating yourself up.
(00:21:40) The Manager’s Role
How leaders can spot issues early and make bad news safe to share.
(00:26:34) Escaping the “Death March”
Breaking the cycle of repeated missed deadlines.
(00:29:45) Preventing Crisis With Goal Tracking
How visibility helps identify delays before they become disasters.
(00:33:09) A Plan to Rebuild Trust
Steps for repairing credibility with your boss and peers.
(00:36:11) Cognitive vs. Affective Trust
The two sides of workplace trust and how to restore them.
(00:38:04) Radical Candor Tips
Advice for self-forgiveness, peer support, and managing accountability.
(00:41:37) Conclusion
Learn more about your ad choices. Visit megaphone.fm/adchoices
--------
45:27
--------
45:27
What Founders Need to Know About Feedback and Culture 7 | 33
Startup founders have a lot on their plates—but one of the most important things they can’t afford to neglect is how they build and lead their early team. Kim talks with executive coach and author Julia Austin about one of the most overlooked—but most important—skills for founders: setting clear expectations and giving helpful feedback early and often. Drawing from Julia’s book After the Idea, they cover how early hires shape company culture, why feedback systems matter from day one, and how to align as a team to create realistic, shared goals. Founders, joiners, and anyone curious about startup life will find valuable advice on leading with clarity, empathy, and purpose—because building a business starts with building relationships.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:
Transcript
Julia Austin
After the Idea: What It Really Takes to Create and Scale a Startup
Connect:
Website
Instagram
TikTok
LinkedIn
YouTube
Bluesky
Chapters:
(00:00:00) Introduction
Kim Scott introduces guest Julia Austin, who shares the inspiration behind her book After the Idea.
(00:02:36) Why Early Hires Matter
How the first 10–15 employees shape startup culture.
(00:04:08) Building Good Systems
The importance of healthy incentives and checks on power.
(00:06:26) Growing Without Losing Trust
The evolution of startups as they scale and the growing pains that follow.
(00:08:14) Preparing for Growth and Change
Managing team expectations as the company shifts and scales.
(00:10:39) Layering Without Losing Trust
Hiring early senior employees with transparency and respect.
(00:14:51) Expectation Setting as a Leadership Tool
Why clearly defined roles and goals are the most underused tools.
(00:17:52) Co-Creating Goals in Startups
Tips on using 30/60/90-day plans and bottoms-up goal setting.
(00:19:53) What to Do When It’s Not Working
Signs of misalignment and navigating tough conversations with care.
(00:22:14) The Value of Contrarians
Why different working styles and perspectives can be strengths.
(00:23:49) Communicating What Success Looks Like
Setting clear goals to reduce ambiguity and guide decision-making.
(00:25:44) Aligning on Growth Strategy
Why co-founders need to agree on the speed and path of scale.
(00:28:10) Building a Culture of Feedback
Small changes that create clarity, reduce fear, and invite real conversations.
(00:29:50) Working With Visionary Founders
Addressing unrealistic expectations while honoring the big picture.
(00:32:02) Staying Connected as You Scale
How founders can stay approachable and in touch as the company grows.
(00:34:55) The Power of In-Person Moments
Why off-Zoom time and shared experiences matter for team trust.
(00:36:20) Common Mistakes Founders Make
Avoiding common traps like bottlenecking, gossip loops, and unclear roles.
(00:38:55) Conclusion
Learn more about your ad choices. Visit megaphone.fm/adchoices
--------
41:43
--------
41:43
Managing Managers: How to Navigate the Jump from Manager to Director 7 | 32
Kim, Jason, and Amy respond to a real-life leadership curveball: what happens when you accept a new role—only to find out mid-interview that it’s actually a director position? Inspired by a question from Reddit, they share practical advice for anyone navigating the leap from managing individuals to managing managers. Learn how to build trust early, create a strong feedback culture, and recognize when to listen and when to take action. Whether you’re new to leadership or just feeling a little unprepared, remember: you don’t have to have all the answers. Leading with Radical Candor means you care personally, challenge directly, and stay curious. Your job isn’t to fix everything—it’s to help your team grow.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:
Transcript
Accidentally Landed A Director Role | Reddit
What Do Managers of Managers Do? (The Crank Call From Kim) 4 | 16
Five Principles For Successfully Managing Managers
Are You a Manager of Managers? Here's How Speak-Truth-To-Power Meetings Can Make Your Workplace More Equitable
Leading Large Teams: How to Manage 50+ Direct Reports In an Open Office or Factory Setting
Context Matters — Share Your Radical Candor Stories 3 | 2
Connect:
Website
Instagram
TikTok
LinkedIn
YouTube
Bluesky
Chapters:
(00:00:00) Introduction
Kim, Amy, and Jason introduce a Reddit question about becoming a first time company director.
(00:01:12) Core Management Principles
Why the fundamentals of good leadership apply at every level.
(00:03:18) Scaling Leadership Skills
Learning to coach managers instead of solving problems directly.
(00:05:35) Speak Truth to Power Meetings
Creating space for honest feedback across company hierarchies.
(00:07:39) Building Trust
Why listening first matters—especially in a new role.
(00:11:52) Handling Dysfunctional Teams
Avoiding harm by understanding the root of the issues.
(00:13:19) Navigating Pressure from Above
How to explain why slowing down builds a strong foundation.
(00:14:46) When to Step in Immediately
Stories of handling toxic behavior and disrespect as managers.
(00:17:37) Spotting Issues in Remote Teams
Picking up subtle cues and helping team members course-correct.
(00:19:03) When Moving Too Slowly Backfires
Lessons from when hesitation allowed issues to grow.
(00:23:52) Leading Through Identity
How personal identity shapes experience and response in leadership.
(00:27:16) Respectful Leadership
Examples of respectful leadership communication and collaboration.
(00:30:30) Ask for Help the Right Way
Encouragement for new leaders to share their plans and seek feedback.
(00:33:50) Radical Candor Tips
Tips for helping overwhelmed, hesitant, or siloed leaders.
(00:42:00) Conclusion
Learn more about your ad choices. Visit megaphone.fm/adchoices
--------
45:47
--------
45:47
A Framework for Communicating Hard News (That Actually Works) 7 | 31
Candor Coach and executive coach Farrah Mitra joins Amy Sandler to share her 4-step Communicating Change Framework—a practical guide for leaders navigating layoffs, performance conversations, or org changes. Learn how to deliver tough news with kindness, clarity, and confidence, without causing unnecessary harm. A must-listen for anyone leading through change with Radical Candor.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:
Transcript
Communicating Change with Clarity and Care—A Framework for Leaders
The Biggest Reason We Run from Challenging Conversations
What's Your Radical Candor Story? Candor Coaches Share The Feedback They're Most Grateful For
Farrah Mitra | LinkedIn
Lead Change Better: A New Way to Communicate What’s Coming
Connect:
Website
Instagram
TikTok
LinkedIn
YouTube
Bluesky
Chapters:
(00:00:00) Introduction
Amy introduces Farrah Mitra, Radical Candor coach and creator of the Communicating Change framework.
(00:01:49) Why This Matters
Two stories that highlight the power of how change is communicated.
(00:04:47) Framing Makes the Difference
How message delivery impacts emotional response.
(00:06:28) Goals of the Framework
The overarching goal of the Communicating Change framework.
(00:07:36) Why We Avoid Empathy
Why leaders struggle with human-centered communication during change.
(00:09:54) Structure Creates Confidence
Creating a process that facilitates courage and clarity in conversations.
(00:11:30) Communicating Change Framework
A framework that gives leaders direction during tough conversations.
(00:13:00) Coaching for Mindset Shifts
Coaching to focus on reframing how leaders feel before they speak.
(00:14:20) Reframing from Guilt to Partnership
A real coaching story shows how shifting mindset changes everything.
(00:17:51) Grief, Identity & Communication
Why emotional processing is key before delivering hard news.
(00:21:00) Clarifying the Message
Choosing a narrative that doesn't mix performance and role decisions.
(00:25:13) Focus on the Receiver
Questions to help reverse engineer empathetic communication.
(00:29:02) Helpful Phrasing Tips
Phrasing examples to tailor language to ensure authenticity and clarity.
(00:31:15) Empathy vs. Niceness
Thoughtfully using structure to communicate with clarity and compassion.
(00:35:24) Company-Wide Implementation
How one org made the framework part of their leadership culture.
(00:38:19) Why Empathy Still Wins
Human-centered communication prevents harm—even in tough moments.
(00:39:52) Connect with Farrah
Where to connect with Farrah and find her framework.
(00:41:11) Conclusion
Learn more about your ad choices. Visit megaphone.fm/adchoices
Ready to love your job, crush your career goals, and become the kind of leader everyone actually wants to work with?
Welcome to the Radical Candor podcast, where you'll learn how to kick ass at work without losing your humanity. Host Amy Sandler and Radical Candor co-founders Kim Scott and Jason Rosoff to break down how you can Care Personally and Challenge Directly — the deceptively simple but powerful formula for building stronger teams, giving (and getting) better feedback, and leading with heart and clarity.
Each episode is packed with real talk, relatable stories, and actionable tips to help you do the best work of your life while building the best relationships of your career. Whether you’re a manager, a team player, or dreaming bigger for your future, this is the podcast that will change how you show up at work — and in life. P.S. Don’t forget to check out Kim Scott’s New York Times and Wall Street Journal bestseller, Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity! Want even more Radical Candor? Join the Radical Candor Community — free forever.
South Africa