Here at Prodigy, as we grow, we stay rooted in our core values that maintain and strengthen our culture; guiding what we do, why we create, and who we hire. One of our core values at Prodigy Education is Radical Candor.
Radical Candor is a style of communication that advocates for caring personally and challenging directly at the same time. Kim Scott, the author of Radical Candor, describes the four quadrants of communication that are most prevalent in workplaces:
I won’t do a summary, but I highly recommend you watch the video below and learn more about her book here. It provides a lot of perspective and examples to highlight why Radical Candor is the only option for successful collaboration.
What always comes to mind when I think about Radical Candor at Prodigy is feedback. Throughout my career, there have been different dynamics at play when it comes to providing feedback. Radical candor is an amazing opportunity to challenge directly but shows that you care personally at the same time. Not only can you benefit from providing feedback, but so can those around you.
At Prodigy, when it comes to decision-making, direction and even role expectations, the expectation is that you communicate your perspective. If you disagree, why do you disagree? Your feedback starts a conversation that can either change an earlier decision or at least ensure that everyone understands why we need to do something that isn't ideal for everyone. Even when things aren't perfect, it really creates a team that is bought in.
When it comes to team decisions, direction and even role expectations, the expectation is that you communicate your perspective. If you disagree, why do you disagree? Your feedback kicks off a conversation that can either change an earlier decision or at least make sure everyone understands why we need to do something that isn’t ideal for all parties. It really creates a team that is bought in, even when things aren’t perfect.
“The core value I have embraced the most at Prodigy is Radical Candor. Based on the book “Radical Candor” by Kim Scott, it provides a framework for giving and receiving feedback. The most valuable aspect of this is for any individual within the organization to be able to deliver feedback to anybody else, it is not just limited to your reporting line or your department. Radical Candor has allowed me to develop the skill and confidence to give and receive feedback, which I didn't have before."
- Jonathan Bechan, Sr Manager, Talent Acquisition.
Your relationship with your manager is crucial when considering your career. Prodigy has a lot of structure, especially around feedback. There is a formal check-in with your manager every month, during which they are expected to provide you with clear, actionable feedback. If you’ve been doing something well, what was it? How did that positively impact Prodigy? How can you demonstrate more of that behaviour? Instead of just saying “Great job!” — which might be nice to hear, but doesn’t actually help — you can work together to maximize the work you’re doing.
On the flip side, you’re also expected to provide feedback to your manager. What could they be doing that could help you, the team, the department, or the company? Maybe there is something specific they need to stop doing so you can be more effective. Examples of constructive feedback that I’ve been able to give to my manager in the past include:
Radical Candor can sometimes be confused with basically saying whatever one feels like saying. In reality, that isn't the case, and it's really important to remember that being radically candid means that you care personally and challenge directly. We have been able to create a culture where providing feedback is a safe and highly valuable practice because of how Prodigy has approached communication from the beginning.
“One of the most appealing things to me when I first joined Prodigy was the fact that they had Radical Candor as a value. I believe a lot of problems between people are the result of misunderstandings. And those misunderstandings continue when you don't resolve them. If resolving a misunderstanding for the sake of moving forward involves uncomfortable confrontation and boundary setting, I would rather do that than let them go unsaid — whether that's talking with a partner, sibling, parent, grandparent, manager or CEO."
- Thuy Doan. Full Stack Developer
Ultimately, it allows people to be themselves at work. The focus is on what we’re trying to accomplish, not “Should I say something?” Radical candor allows us to drive results collaboratively, help team members reach their full potential and be really clear about what is and isn’t working. Instead of internal politicking, at Prodigy, we get to talk about what matters — and we get to do it with Radical Candor.
Want a chance to practice Radical Candor in your workplace? Check out our open positions to find a role that's right for you.
