Reading challenge update: 19/35.
I've been pretty bad about giving updates on my reading challenge, but one of the things I'm looking forward to in 2019 is going more in depth in sharing what I've learned from these books. Not having a laptop makes this hard, but it's definitely on my mind to do more blog posts inspired by the books I'm reading. For now, my strategy is to catch up on my reading, and then dive deep once I'm done. I WILL reach my goal no matter what.
This blog post is inspired by the book “Radical Candor” by Kim Scott. I heard about this book from a random podcast I stumbled across recently, and the name stuck. When I went to the library recently I decided to give it a shot. This book doesn't necessarily apply to everyone, but since I'm addicted to reading, I read it anyway.
The full title is “Radical Candor: Be A Kick-ass Boss Without Losing Your Humanity.”
It's written for bosses, managers, team leaders, etc. I'm not any of those roles, but hey, maybe someday I will be!
Let's go ahead and jump into those different types of meetings. I recently wrote on how to have a good meeting, now we can look at the different ways to structure one.
1) One-on-one Conversations.
It's pretty self explanatory already (one on one), but if you're the one leading, it's good to know how to gear this conversation.
What is the purpose of this type of meeting? It's to listen. It's so that you can understand what's working and what they prefer, that way, you get a chance to really hear their perspective on things. Understand their priorities, and find a way for them to make the right next steps in life.
2) Staff Meetings.
Staff meetings can be difficult to manage, because it can be hard to get things done in that time. For the leader, you have to establish a staff meeting as a time where there's no debating, and decision-making isn't a distraction. In a staff meeting, follow this structure:
3) Think Time.
Kim Scott recommends that leaders set time aside purely for thinking and brainstorming. She's serious about it too. According to her, this “think time” type of meeting should be held sacred to her employees because she's seen it to be highly effective. There's no specific structure to it, just set aside some time for thought.
4) “Big Debate” Meetings.
This is when you… uh… debate. The reason there's some think time and staff meetings is because they lead up to the “big debate” meetings. Now that everyone has ideas, this is the time to share them, pitch them, and debate over them.
Why is this beneficial?
First, it allows for the bigger decisions to be slowed down if necessary. Sometimes, in order to avoid conflict, someone may just go through with a big choice and therefore lead to even more conflict. This way, you're forcing these ideas to be matured, and a healthy debate allows these ideas to grow to be more effective.
Second, it creates a culture where debate can be viewed in a more positive light. Some debate should be encouraged, and setting aside specific time for it will help your employees with their individual skills as well.
5) “Big Decisions” Meetings.
Sometimes it's hard to know when you should switch over from debating and start making a decision.
“The simple act of being explicit and conscious about when I'm deciding versus when I'm debating is the single most helpful way to figure out when a decision really needs to be made. That's the main reason why I recommend two separate meetings.” - K.S.
I think you get the point.
6) All-hands Meetings.
This is more specific to bigger teams because the point of this meeting is to make sure everyone is on board and on the same page. It's best to break it up into two parts:
If you liked this blog post, you'll definitely love the book. I recommend it to anyone who manages a team or hopes to do that sometime in the future.