• Radical Respect a book by Kim Scott

  • 著者： Kim Scott
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Radical Respect a book by Kim Scott

著者： Kim Scott
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  • What gets in the way of collaborative, respectful work environments? How can we build teams where everyone can love their work--and working together? Those the questions this podcast explores.

    In Season Three, Kim and Wesley are back. Also, a name change as we move from “Just Work” to “Radical Respect”. As part of the paperback release of Just Work which is coming out in May of 2024, Kim made major revisions to the text based on all the learnings of the last three years. She also decided to change the name of the book from Just Work to Radical Respect (more details in our blogpost).

    In Season Two, Wesley Faulkner, who has led developer relations and been a community manager at a number of tech companies, joins Kim as co-host. We talk to guests about their experiences with bias, prejudice, bullying, discrimination, harassment, and physical violations in the workplace. By sharing experiences, we help to build community and to help listeners recognize problems they are experiencing at work, and get some ideas about how to handle it.

    In Season One, Kim Scott, author of Radical Candor and Just Work, and Ernest Adams, an executive from Nike, Danaher, and Ralph Lauren, talk about how to translate ideas from the book Just Work into on-the-ground realities on your team. They read short sections of the book and get real about how to disrupt bias, prejudice and bullying before they disrupt your team. Ernest now leads DEI at The Ford Motor Company.
    2024
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あらすじ・解説

What gets in the way of collaborative, respectful work environments? How can we build teams where everyone can love their work--and working together? Those the questions this podcast explores.

In Season Three, Kim and Wesley are back. Also, a name change as we move from “Just Work” to “Radical Respect”. As part of the paperback release of Just Work which is coming out in May of 2024, Kim made major revisions to the text based on all the learnings of the last three years. She also decided to change the name of the book from Just Work to Radical Respect (more details in our blogpost).

In Season Two, Wesley Faulkner, who has led developer relations and been a community manager at a number of tech companies, joins Kim as co-host. We talk to guests about their experiences with bias, prejudice, bullying, discrimination, harassment, and physical violations in the workplace. By sharing experiences, we help to build community and to help listeners recognize problems they are experiencing at work, and get some ideas about how to handle it.

In Season One, Kim Scott, author of Radical Candor and Just Work, and Ernest Adams, an executive from Nike, Danaher, and Ralph Lauren, talk about how to translate ideas from the book Just Work into on-the-ground realities on your team. They read short sections of the book and get real about how to disrupt bias, prejudice and bullying before they disrupt your team. Ernest now leads DEI at The Ford Motor Company.
2024
マネジメント 経済学
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エピソード
  • S3 Episode 14 - Ellen Pao discusses Project Include

    S3 Episode 14 - Ellen Pao discusses Project Include
    2024/12/19
    Kim and Wesley welcome entrepreneur, investor and author, Ellen Pao. They talk about what inspired Ellen and her co-founders to start Project Include nearly 10 years ago. Historically, many firms have some sort of "bias busting" training session and then feel as though they have checked the box on this complicated topic. It has become especially challenging in recent years with notable pushback against diversity initiatives. The good news is there are still organizations that see it as a strategic advantage to their company's performance.

    Ellen points out how critical it is to get CEO ownership from the get go. Many diversity initiatives fail because it is delegated to a mid-level staff person who is not empowered to make any changes. So as a starting point, Project Include, will not engage with a company unless the CEO attends the planning meetings. One early effect they noticed was many CEOs feel pressure to "know everything about everything" and yet most knew very little about how to run a successful diversity program. So, part of the CEO coaching and buy in is to get them comfortable at not being the expert in this particular area. They would push CEOs to evaluate their diversity efforts as any other business project: What is working well and what is not, who is on the team, what are their metrics, what tools are they using, etc. Then, use this information to adjust as necessary.

    About Ellen Pao:

    Ellen Pao is the treasurer of the board of directors at Data & Society. She is the former CEO of reddit and the co-founder and CEO of the award-winning diversity, equity, and inclusion nonprofit Project Include. A long-time entrepreneur and investor, she is the former chief diversity and inclusion officer at the Kapor Center and a former venture capitalist for Kleiner Perkins and Kapor Capital. Her 2017 memoir, Reset: My Fight for Inclusion and Lasting Change, was shortlisted for the Financial Times and Mckinsey Business Book Of The Year.

    https://www.ellenkpao.com/
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    42 分
  • S3 Episode 13 - Responding to Feedback as a Leader

    S3 Episode 13 - Responding to Feedback as a Leader
    2024/12/13
    Today, Wesley and Kim welcome Elizabeth Blass, an executive with 15+ years of experience in Customer Success organizations in a variety of fields. They discuss Leadership in general and specifically, how it can be hard to receive feedback as a leader when you do something that unintentionally causes offense. How do you discover that it happened in the first place and then, what can you do to address the situation? Kim and Elizabeth point out that it is important to accept criticism in public gracefully, though that can be incredibly hard in the moment.

    About Elizabeth Blass.

    Elizabeth is a two time Chief Customer Officer with 15+ years of global leadership experience in the technology sector. She has built and led Customer Success teams for companies such as Verizon, CME Group and TrustArc. She is currently the Chief Customer Officer for Karbon.

    https://www.linkedin.com/in/elizabethblass/

    Kim also mention DARVO during the episode. Here is a link to explain more.
    https://www.jjfreyd.com/darvo
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    32 分
  • S3 Episode 12 - How to Sit in the Discomfort

    S3 Episode 12 - How to Sit in the Discomfort
    2024/12/05
    Kim and Wesley speak with WeAreLATech founder and podcaster Espree Devora about her experience as young tech founder. Espree talks about how her early passion for technology, art and business and how this set the foundation for her future endeavors. While she did not know or even understand the traditional rules of how to start a business or how to raise funds, she did not let that deter her drive to succeed. She let her strong, creative vision be her North Star and guide her day to day decisions making. She also discusses how to manage energy as a founder, especially when one can feel they are never doing enough. It's important, though difficult, to "sit in the discomfort" and "don't close our own doors of opportunity".

    About Espree Devora:

    A prolific podcaster since 2013, Espree Devora aka “the girl who gets it done” is a force in the Los Angeles tech scene, founder of WeAreLATech and championing Women in Tech globally, she’s also a founding member of the Audio Collective the hybrid live-audio creator community. Host of multiple podcasts and one of the first Clubhouse icon faces, Espree has been featured in Forbes, Entrepreneur, Harper’s Bazaar, Inc and more.

    https://espreedevora.com
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    37 分

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