Another fantastic speaker who will be taking the stage this September at CMX Summit 2019, is Kim Scott. How can you care personally and challenge directly? Kim Scott has changed the landscape for management and expanding how to communicate internally and externally with your community. In this fireside chat, she and Ryan Smith dive into how to put radical candor to work for you.
Who is Kim Scott?
Kim is the author of the New York Times and Wall Street Journal bestseller Radical Candor: Be a Kickass Boss without Losing your Humanity. As a CEO coach, Kim worked with leaders at Dropbox, Qualtrics, Twitter, and several other tech companies. Kim also co-founded Candor, Inc. to “help people have better relationships at work and do the best work of their lives” (radicalcandor.com).
Community can take many forms – online forums, offline meetups, enthusiast groups, educational communities – including internal communities, like the staff of a company. Kim Scott is the ultimate internal community manager. Teaching teams how to connect and engage with each other and teaching leaders how to care for and challenge employees and coworkers.
The community industry has grown. The customer to customer category is making waves in business, and as more companies recognize the importance of these people-first strategies, the waves will only grow bigger! With over 60 speakers, and an estimated 1000+ attendees, CMX Summit 2019 will be the biggest community conference ever. Kim Scott is one of many incredible minds that will take the Summit stage this September.
A few ways to use radical candor as a community manager:
Creating a culture of listening. When only a few people are doing all the talking, posting, question answering, stop and ensure everyone has a chance to talk. Sometimes having a quick, private conversation, asking some people to pipe up and others to pipe down, can mean different voices are heard. In other words, figure out new ways to “give the quiet ones a voice.”
Giving feedback – both positive and negative – is a key part of community management. And the more specific the feedback is, the better. Calling out specific behaviours, the impact, and why they’re important, will have a more lasting effect on the person receiving it. For example, Instead of rewarding good behaviour with a quick “good job!”, better to say, “thank you for being so involved and for answering so many questions. I like how you use personal examples from your own work when giving advice. It really helps people understand your ideas.”