Good morning,

Our human instinct is to be nice. However, when it comes to delivering structured performance management and feedback, this becomes an issue. Kim Scott, the creator of the renowned Radical Candor model, has found the most significant problem at nearly every company she speaks to is ‘Ruinous Empathy’, more so than ‘Manipulative Insincerity’ and ‘Obnoxious Aggression.’

Ruinous Empathy, because of its disguise in positive intentions, requires greater attention than any other form of feedback. In this Q&A, Scott joins HRD to discuss methods for intentionally tackling Ruinous Empathy as a critical step to prevent bias, prejudice, and bullying from becoming ingrained in performance management structures.

Don’t forget to tune in to the latest HRD Live podcast series.

Thank you!

Benjamin Broomfield, Senior Editor, HRD Connect