LEAD4003 Mod 4 Podcast - Jillian Keith

In this episode of Radical Workplace, Jillian Keith discusses the impact of communication styles on workplace harmony. Different modes of communication, such as face-to-face meetings or written materials, can affect the effectiveness of feedback. Jillian introduces the concept of radical candor, which involves providing caring yet challenging feedback. She explains that helpful feedback can be given using methods like the sandwich, chronological, and Pendleton models. Building relationships and trust with colleagues is important before giving feedback. Overall, it is crucial to choose the appropriate mode of communication and practice radical candor for a productive and harmonious work environment. Hello everyone, my name is Jillian Keith and in today's episode of Radical Workplace we will discuss differences in communication styles and how they affect harmony in the workplace. We'll role play some phrases to help you create helpful feedback for colleagues and discuss the idea of practicing radical candor while giving and receiving feedback in the workplace. Lastly, we will discuss the importance of foundational relationship building concerning the feedback cycle and harmonious productive team. First let's start with the differences in communication styles. What are they? How do they affect a symbiotic workplace? Everyone has preferences regarding how they like to communicate. Healy, 2001, explains some examples of different modes of verbal communication, such as face-to-face conference calls and online meetings. Another mode of communication comes in the form of written materials such as email or chat messages. Learning the appropriate mode of communication for different situations is integral to ensuring the recipient receives the feedback. Harvella, et al., 2017, mentions using the wrong mode leads to a barrier to effective feedback such as the wrong place, space, or time. Using the wrong mode can lead to confusion, lack of understanding as to who the feedback is for, and loss of productivity. This leads me to discuss how to avoid all of that. I would like to introduce you to the term radical candor. American College of Education, 2024, says that radical candor is the act of providing caring yet challenging feedback. How can we give helpful feedback using radical candor? Kim Scott, 2023, says we should clarify our intent to help, not hurt, show the person the behavior we are highlighting with examples, and don't use demeaning language such as saying what you did was stupid. What does radical candor sound like? According to Harvella, et al., 2017, there are four helpful types of feedback. The sandwich method, the chronological method, and the Pendleton model. The sandwich method offers praise comments on either side of the critical feedback. This could sound like, I appreciate the hard work you put into the Henderson account last month. Your work ethic seems to be stalling on the Jameson account. I believe you can accomplish the same time frame of the Henderson account with this account if you put in the same effort as you did with the Henderson account. Keep up the great work. I know you're capable of it. The chronological method offers time-organized occurrences of events reflecting the behavior needing to be changed. This method sounds like, firstly, I see you planned your schedule well by including all required meetings. Secondly, you were on time for each meeting and left the client happy at each meeting. This method continues until all details, the sender explains every detail of the event. The Pendleton method takes a conversational tone with the message giver asking the receiver questions about what went well and what could be improved. This could sound like, I would like to discuss the Henderson account with you. How do you think the process went? You can't just start practicing feedback without building relationship first. It may take a while for new coworkers to mingle and trust each other enough to give and receive feedback. It is important to create rapport with colleagues first before pointing out challenges. We can do this by asking questions to get to know one another. Talk about their likes and dislikes. Share your likes and dislikes. Being vulnerable with a colleague opens lines of trust for a harmonious work environment. That is all I have for you on today's episode of Radical Workplace. I hope you found this information useful. If so, please give us a like and subscribe to the podcast. We hope you have a radical day!