ملخص الصراحة الجذرية ومراجعتها و PDF | كيم سكوت

كن رئيسًا قويًا دون أن تفقد إنسانيتك أو كيف تحصل على ما تريد بقول ما تعنيه

الحياة مشغولة لديها الصراحة الجذرية على قائمة القراءة الخاصة بك؟ تعرّف على الأفكار الرئيسية الآن.

نحن نخدش السطح هنا. إذا لم يكن لديك كتاب كيم سكوت الأكثر مبيعًا عن القيادة المتعاطفة، فاطلبه هنا أو احصل على الكتاب الصوتي مجاناً لمعرفة التفاصيل المثيرة

نبذة عن كيم سكوت

كيم سكوت تخرج من جامعة برينستون وحصل على ماجستير إدارة الأعمال من كلية هارفارد للأعمال. بعد الانتهاء من تعليمها، بدأت سكوت حياتها المهنية في مصنع لقطع الماس في موسكو. وفي وقت لاحق، شغلت مناصب قيادية في فريق في AdSense وDoubleClick وYouTube، وكانت عضوًا في هيئة التدريس في جامعة Apple. كان سكوت أيضًا مدربًا سابقًا للرؤساء التنفيذيين لشركات التكنولوجيا الكبرى، بما في ذلك Dropbox وQualtrics وTwitter.   

يدعو سكوت إلى أسلوب الإدارة المباشر في الصراحة الجذرية. وهي تحث المديرين على مواجهة التحديات وجهاً لوجه، بدلاً من التغلب على الأمور. يساعد أسلوب القيادة هذا على تحسين المهارات الإدارية وتحسين الإنتاجية في مكان العمل. بجانب الصراحة الراديكالية, قام سكوت بتأليف ثلاث روايات. هؤلاء هم 'الحب الظاهري', "مشكلة القياس"و "رب البيت"

مقدمة

"أعتقد أن هذا كتاب رائع لأي شخص يأمل في إنشاء علاقات أفضل في مكان العمل. سواء كنت تدير شخصًا واحدًا أو شركة بأكملها، فهذا الأمر يناسبك."

- راشيل هوليس، المؤلفة الأكثر مبيعاً في نيويورك تايمز

الصراحة الجذرية يعلم نهج الإدارة المباشرة للقادة في مكان العمل. الكتاب يدعو إلى سمتين رئيسيتين من المديرين:

1. رعاية مرؤوسيهم على المستوى الشخصي
2. تحدي الناس وجها لوجه

يجب على المديرين التعرف على مرؤوسيهم على المستوى الشخصي والإنساني. وينبغي عليهم أيضًا خلق ثقافة الصدق والتغذية الراجعة المباشرة.

فرضية الكتاب هي أن ردود الفعل لا يجب أن تنطوي على العداء. يساعد جلب الإنسانية إلى مساحة العمل على بناء علاقات مهنية قوية.

يعد التحدي المباشر أحد أفضل الطرق التي يستخدمها المديرون لإظهار اهتمامهم برفاهية العامل. إن الاهتمام برفاهية القوى العاملة يؤدي في النهاية إلى تحسين الأداء. الكتاب هو إطار للمحادثات الصريحة والإدارة السليمة.

"يتمتع كيم سكوت بسمعة استحقها عن جدارة باعتباره رئيسًا ناجحًا وصوتًا يأخذه الرؤساء التنفيذيون على محمل الجد. في هذا الكتاب الرائع، تعتمد على خبرتها الواسعة لتقديم إرشادات واضحة وصادقة حول أساسيات قيادة الآخرين: كيفية تقديم (وتلقي) التعليقات، وكيفية اتخاذ قرارات ذكية، وكيفية الاستمرار في المضي قدمًا، وأكثر من ذلك بكثير. إذا كنت تدير الأشخاص - سواء كان شخصًا واحدًا أو 1000 شخص - فأنت بحاجة إلى صراحة جذرية. الآن."

- دانيال بينك، مؤلف كتاب DRIVE

فيما يلي النقاط الرئيسية من The Radical Candor. أخبرنا بما توافق عليه أو لا توافق عليه من خلال الإشارة إلينا على وسائل التواصل الاجتماعي.

StoryShot #1: اهتم شخصيًا وتحدى بشكل مباشر

يعرّف سكوت الصراحة الراديكالية باستخدام خاصيتين أساسيتين

• العناية الشخصية بزملائك وموظفيك
• مواجهة التحديات والصراعات وجهاً لوجه

لا يكفي أن يكون أداء العمل هو الوقود الذي يحفزك فقط. تعرف على زملائك على المستوى الشخصي. 

إن معرفة الزملاء على المستوى الشخصي تتعارض مع فكرة الاحتراف. وبالتالي، فإن التحدي المباشر يساعد على تحقيق التوازن. "الصراحة الجذرية" هي فن الاهتمام والتحدي الشخصي. يساعد هذا المفهوم المديرين على تنمية بيئة عمل مواتية وعلاقات مهنية.

إن الجمع بين الاهتمام الشخصي والتحدي المباشر يضع النقد في سياقه. تتيح لك المجموعة رعاية المستلم على المستوى البشري. تشجع الصراحة الراديكالية على التواصل الشفاف، مما يساعد الشركة على تحقيق أهدافها بشكل أسرع.

يُظهر إطار عمل الصراحة الراديكالية أيضًا ثلاث فئات سلوكية:

1. العدوان البغيض ™

العدوان البغيض هو عمل غير ضروري لتحدي شخص ما شخصيًا دون أي تعاطف. يشير سكوت أيضًا إلى هذه الفئة على أنها طعن أمامي أو صدق وحشي. العدوان البغيض لا يبدو وكأنه ردود فعل صادقة. إنه يزرع علاقات غير شخصية. 

2. النفاق المتلاعب ™

المعروف أيضًا باسم الطعن بالظهر السياسي، النفاق المتلاعب هو السلوك السلبي العدواني. إنه يعكس عندما لا تهتم بتحدي المتلقي وجهًا لوجه. هذا هو أسوأ نوع من فشل ردود الفعل. النفاق المتلاعب هو رد فعل وقائي للعدوان البغيض. هذا السلوك يغري الشخص في وجهه ويثير انتقادات قاسية خلف ظهره.

3. التعاطف المدمر™

الاهتمام الشخصي بالمتلقي دون انتقادات صادقة يعززه التعاطف المدمر. السمة المشتركة لهذا السلوك هي النقد المغلف بالسكر. والآخر هو تقديم تعليقات غير واضحة لتجنب إيذاء المتلقي. 

كما أن التعاطف المدمر يحفظ سعادة المتلقي على المدى القصير بسبب الافتقار إلى التحدي المباشر. الآثار طويلة المدى للتعاطف المدمر سلبية. لا يجلب طلاء السكر أي تحسن للمتلقي، مما يعيق نموه. ردود الفعل الكاذبة أو الصمت هو فشل ردود الفعل. التعاطف المدمر غير مفيد ومضر للمتلقي. في النهاية، هذا يضر بالعلاقة المهنية.

StoryShot #2: القادة العظماء يقودون من خلال التوجيه

إن تقديم تعليقات مفيدة يحفز جميع أصحاب المصلحة على تقديم أفضل ما لديهم. يجب على الجميع أن يتعاطفوا مع زملائهم عند تحديهم. التعاطف يغذي تبادل ردود الفعل البناءة والاستجابات المناسبة.

Feedback is also critical for proper professional relationships, as it encourages free communication. Positive feedback keeps employees motivated even when things are not going great. Criticism reminds everyone to check their performance and do better. A positive mindset on criticism prompts everyone to improve on their weaknesses. Ultimately, it improves the productivity of the entire team.

A leader leads by example. Start by asking for feedback from each role player before giving yours. Caring for everyone gives you enough grace to inspect the feedback. It also helps you understand each role player and their circumstances. With feedback from all parties, leaders are better equipped to make informed decisions for their team/company.

Asking for criticism builds trust. It shows your vulnerability to your colleagues or employees. Being vulnerable shows you are approachable. It adds to your relationship with your colleagues. Criticism helps you understand how it feels to receive feedback. It makes you better and more empathetic at challenging others face-to-face.

“Ultimately, though, bosses are responsible for results. They achieve these results not by doing all the work themselves but by guiding the people on their teams. Bosses guide a team to achieve results.” – Kim Scott 

StoryShot #3: الحضور العاطفي ضروري للقيادة الجيدة

Building trust with transparent communication is the key to success in all relationships. This applies to both professional and personal relationships. Good leadership requires emotional presence, clear guidance, teamwork, and results. Deep, personal caring and good leadership are a firm foundation for trusting relationships.

Scott previously ran a diamond-cutting company in Moscow. She uses an example from this experience. In the example, she attracted diamond cutters to join her company by offering them a better deal. The diamond cutters were willing to switch employers because they felt valued. Scott showed empathy and personal concern for their well-being.

Caring for a person does not happen without putting in the work. Barriers to personal caring include:

• Arrogance because you hold a position of power or feel superior to your colleagues
• Inability or refusal to show vulnerability
• Obsession with the belief that professionalism does not involve personal interaction

• الحفظ

Personal caring goes beyond simple activities, such as acknowledging a colleague’s birthday. It requires dedication and conscious time investment to understand all involved parties. Knowing any factors that might affect the relationship strengthens the team at large.

“The first dimension is about being more than “just professional”. It’s about giving a damn, sharing more than just your work self, and encouraging everyone who reports to you to do the same. It’s not enough to care only about people’s ability to perform a job. To have a good relationship, you have to be your whole self and care about each of the people who work for you as a human being. It’s not just business; it is personal, and deeply personal. I call this dimension “Care Personally.””

– Kim Scott

 

StoryShot #4: بذل جهودًا متعمدة لفهم زملائك

No relationship thrives when the role players do the bare minimum. To understand your colleagues, you must figure out how their jobs fit into their life goals. Different people derive inspiration from different things, depending on where their interests lie.

Every firm has two major employee groups: superstars and rock stars. Superstars are employees with high ambitions and goals. Rock stars are happy with what they have and are not looking for further promotions.

“The best way to keep superstars happy is to challenge them and make sure they are constantly learning.” – Kim Scott

• الحفظ

Rock stars are not inclined towards instant gratification. They are also the stronghold of the team. Rock stars are stable and on a gradual growth trajectory. Most of them have ventured outside their roles in your firm and are content with what they have.

If you have a rock star holding a particular position, do not force growth on them. Allow them to flourish in their comfort as long as they meet the firm’s goals. Each role player is on a personal journey. Every growth step for them should be a product of their deliberate effort. Forcing growth on them might harm the relationship, or you may lose the employee.

ما يمكنك القيام به كقائد

As a leader, focus not only on the superstars, but also on the rock stars. Strive to know what every role player desires. To accommodate everyone, it’s important to shift talent management efforts toward growth management. Candid conversations should not make rock stars feel inferior or too plain. The conversations should not be overbearing, yet not boring to the rock stars.

“If you lead a big organization, you can’t have a relationship with everybody. But the relationships you have with your direct reports will impact the relationships they have with their direct reports. The ripple effect will go a long way toward creating – or destroying – a positive culture. Relationships may not scale, but culture does.” – Kim Scott

Try to understand each employee’s path and personal growth targets. Then you can incorporate assessment tools to help each employee keep up with their goals. Tools such as quarterly check-ins will help employees do the following:

• Assess their goals
• Know their progress
• Project their future goals and how to achieve them

Managers should be careful with assigning labels to employees. Titles such as ‘top performer’ unnecessarily pressure the recipient. Instead, use Jared Smith’s classification terms, such as:

• “Off quarter”
• “Solid quarter”
• “Exceptional quarter”

One person can likely oscillate between the quarters with time.

StoryShot #5: كن منفتحًا على النقد

Good leaders challenge their followers. They are also open to criticism to cultivate collaboration and strong relationships. It’s normal to make mistakes. Yet, willingness to accept criticism and correction is the key to earning respect.

In fact, open communication is essential for healthy relationships. Direct challenge builds a collaborative culture in the workplace. With open criticism, you can cultivate harmonic teamwork. Challenging someone face-to-face shows you care about their well-being. The critique allows the recipient to grow in their respective spheres.

“When bosses are too invested in everyone getting along they also fail to encourage the people on their team to criticize one another other for fear of sowing discord. They create the kind of work environment where being “nice” is prioritized at the expense of critiquing and therefore improving actual performance.” – Kim Scott 

Accepting criticism with grace shows responsibility. A responsible person is not afraid to admit their mistakes. Acceptance helps those willing to work with others grow within the team. Most people are reluctant to challenge others because they fear potential conflict. Yet, you must acknowledge that sometimes conflict can occur for the betterment of the organization.

Personal caring is acknowledging all the emotions that might come with candid conversations. Understanding is necessary for giving and receiving criticism, and helps build trust. In fact, the best way to ease criticism is by addressing the issue face-to-face. Solving issues helps build a relationship based on trust and respect.

“The way you ask for criticism and react when you get it goes a long way toward building trust—or destroying it.” – Kim Scott

StoryShot #6: Learn Self-Compassion

Self-compassion is the same as self-love. It is an act of extending to ourselves the same grace and compassion we would give to someone we care about. Do not confuse self-compassion with self-pity and self-indulgence. Self-pity and self-indulgence often lead to adverse outcomes.

You should look at your mistakes with understanding, rather than self-doubt and criticism. Doing a few wrong things does not mean you are bad at your job. Instead, acknowledge your mistakes and realize you have room to grow. Learning from your mistakes is better than beating yourself down. You should instead blame the actions for any negative effects and not beat yourself down.

Make self-love a smooth journey by growing your confidence through journaling. Journaling also makes it easier to manage difficult situations. Writing about traumatizing experiences and associated emotions helps you deal with:

• Anxiety
• Anger
• Emotional instability
• Any other negative outcome of the experience

Counting your contribution to work relationships boosts your confidence.

StoryShot #7: Use the Get Stuff Done (GSD) Wheel Effectively

Drive performance and results with the GSD wheel for smooth and effective communication. Employees might get tired of receiving instructions like commandments. The GSD wheel helps you categorize the instructions as a succession.

Using the GSD wheel, employees take each step after fulfilling the previous one. The cycle goes through the following steps in a loop:

• الاستماع
• Clarifying
• Debating
• Deciding
• Persuading
• Executing
• Learning and getting back to listening

The GSD wheel helps you form a workplace culture where members actively listen to each other. They will consider the opinions of their counterparts without feeling overwhelmed. The cycle also helps you forge a strong team, as every member feels seen and heard. A recognized member feels valuable in decision-making and execution processes. They are more inclined to give their best.

StoryShot #8: You Can Heal from Traumatic Experiences

It is possible to experience joy and live to your fullest, even after traumatic experiences. The effects of traumatic experiences you have gone through should not overwhelm you. Instead, pull yourself out of the trance and enjoy the things you love.

It is okay for you to be happy after a traumatic event, even if it’s just for a short while. Relish in the things that bring you joy and strive to pursue them. Joy helps you build personal strength and resilience towards future trauma.

Post-traumatic growth is part of the healing process. Healing can manifest itself in five different ways:

• Finding personal strength
• Forming deeper relationships
• Gaining appreciation
• Seeking the meaning of life
• Seeing unique possibilities

You might go through more than one post-traumatic growth element. Even so, you should not resist growth. Express gratitude for the things you have, rather than grieving what you have lost. It is easier to pursue what you have and be happy about it than to spend your time in grief about what you do not have.

StoryShot #9: Resilience Prepares You for Hardships Later in Life

Resilience brings success, happiness, and better health. Leaders, managers, and parents hold equal leadership roles in their respective communities. Each leader must lead their followers on the path of resilience. Parents prepare their children for future struggles by building their resilience.

The four core pillars that help build resilience include:

Control

Resilient people control their ability to mold their lives into what they desire. They have a vision of where to go and what they want to achieve. As a result, they take proactive steps to steer themselves toward achieving them. 

نقاط القوة

People in power must empower their juniors in the same way. Parents have the responsibility to help their children identify and nurture their strengths. Those in power have the same responsibility to their subordinates as parents to their children. The learning environment should also allow individuals to feel emotions without guilt. 

Value

Strong, healthy relationships make role players conscious of their worth. Children grow more resilient when they know they are significant, cared for, and needed. Good parents listen to their children and value their feedback. Excellent leaders or managers acknowledge and respect feedback from those under them.

Failure 

A growth mindset helps you learn from failure. In fact, replacing a fixed mindset with a growth mindset helps everyone cope with hardships. A fixed mindset believes you were born with certain unchangeable characteristics. A growth mindset appreciates every little move and praises efforts toward your goals.

StoryShot #10: Take as Much as You Give

All relationships thrive when all parties are active and participating. Healthy professional relationships need you to encourage positive and negative feedback. In fact, feedback is one of the best ways to identify weak and strong points.

Having a candid relationship at work requires the manager to be open to criticism. Getting criticism from juniors and vice versa strengthens the relationship. Criticizing your boss might be uncomfortable, but personal caring will ease the matter. 

As a manager, encourage your juniors to give feedback. You can prompt them using phrases such as, “Is there anything I could do or stop doing regarding the subject at hand?” The vulnerability will ease transparent communication between all involved parties.

الملخص النهائي والمراجعة

الصراحة الجذرية emphasizes the quality of honest communication. This means balancing personal caring and transparent, candid communication. In work and management, open communication fosters team growth. It also helps everyone improve themselves. 

Let’s go over the key takeaways one more time. Tag us on social media and let us know which ones you agree or disagree with.

1. Care Personally and Challenge Directly
2. Great Leaders Lead Through Guidance
3. Emotional Presence is Essential for Good Leadership
4. Put Deliberate Efforts into Understanding Your Colleagues
5. Be Open to Criticism
6. Learn Self-Compassion
7. Use the Get Stuff Done Wheel Effectively
8. You Can Heal from Traumatic Experiences
9. Resilience Prepares You for Hardships Later in Life
10. Take As Much As You Give

Radical Candor helps team members form legitimate bonds. Genuine connection helps everyone achieve their best at work. These practices might be a struggle at first. However, it becomes easier to implement these practices by:

• Listening to ideas from different role players
• Systematically reviewing processes
• Having honest conversations

Good intentions and personal caring can bring growth to the firm. Radical Candor is arguably an effective management technique, but may not always work. It largely depends on leaders managing optics and their team’s perception of them. While managing optics is great, it can sometimes have the opposite effect. Leaders also need to strike the right balance between showing empathy and providing criticism.

“Radical Candor” is what happens when you put “Care Personally” and “Challenge Directly” together.” – Kim Scott

التقييم

قيمنا كتاب راديكال كاندور 4.2/5. كيف تقيم كتاب كيم سكوت بناءً على ملخصنا؟

ملاحظة المحرر

This article was first published on July 30, 2022.

ملخصات الكتب ذات الصلة

• فن السعادة
• الميل إلى الداخل
• الحبيبات
• العقلية
• لا يمكن أن تؤذيني
• الملكية القصوى
• المحادثات الصعبة
• المحادثات الحاسمة
• التواصل اللاعنفي
• 12 قاعدة من أجل الحياة
• لا توجد قواعد
• ما يتطلبه الأمر

• الحفظ