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Hi there, I'm Julie, Founder & CEO of femtasy.com. In this document, I'm going to provide a brief guide on how we conduct "Radical Candor Lunches" at femtasy. With the help of this format, we regularly receive valuable, honest, and raw feedback from our teams. 🙏🏻 Here, you can find the original post on LinkedIn on this topic. If you have thoughts, feedback or comments on the format, feel free to reach out via Linkedin. Looking forward to hearing how it worked for you 🙂 Good luck, and bon appétit!
The goal of Radical Candor is to provide honest praise and criticism, based on a personally caring relationship. A rule of thumb is that our behavior should be in the top-right quadrant of the matrix as often as possible, which means personally caring and challenging directly. Way too often, we don’t express our thoughts and get stuck in the “ruinous empathy” quadrant on the top-left.
Many companies only receive radically candid feedback from their employees when it is too late, namely in so-called 'exit interviews' when a person has decided to leave the team. This is often the only situation where the "hard truth", i.e. uncomfortable feedback, can be shared, and the painful questions are asked.
At femtasy, we want to do things differently, and we really value company culture. As a founder, I like to address problems when they arise (and can still be solved). So, the exit interview format inspired me to come up with a new lunch format.
<aside> 🍝 The Radical Candor Lunch Format. It's supposed to be a safe space between two team members where the goal is to find at least one thing we can improve about Femtasy as a company or employer by means of an interview. The interview is being led by a member of the leadership team (who is not the direct team lead of the interviewee).
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In other words, Radical Candor Lunches are a joint effort to make this company better and will lead to massively helpful insights for the leadership team to know where to improve. The interviewee's contribution helps a lot.