Radical Respect a book by Kim Scott

It's launch week for Kim's new book, Radical Respect.  Also, Kim and Wesley talk about how important it is talk understand workplace systems to succeed.

Kim and Wesley talk to workplace culture expert Denise Hamilton about her new book, Indivisible: How to Forge Our Differences into a Stronger Future. Denise reads passages from her book, prompting some real conversations. Are you trying to figure out how to gear up mentally for this election year? Denise's new book will help you!Denise Hamilton is the founder and CEO of WatchHerWork, a digital learning platform for professional women, and All Hands Group, a workplace culture consultancy. An in-demand speaker and facilitator, she has consulted for and presented to dozens of Fortune 500 companies, including GE, Apple, IBM, Shell, BP, and Meta, among others. Her thought leadership has been featured in Harvard Business Review, Morning Joe, FOX, Bloomberg, s+b, Newsweek and she is a regular contributor to MIT Sloan Management Review.

Failing to call people on their BS breeds problematic overconfidence that can harm collaboration and team confidence, especially among team members who are systematically disadvantaged. In this episode, Kim and Wesley discuss bloviating BS with Hollywood attorney Tyler Chou, who shared her experience working under a boss with no entertainment experience but strong connections in the industry. Even though she was more knowledgeable, his BS made her feel gaslit and afraid to speak up.Tyler Chou has been a Hollywood attorney for the last 15 years. Having worked in VP and SVP roles at companies like Disney, Skydance, BuzzFeed and Open Road Films. As well as large law firms. Tyler has been the lead attorney on 16 feature films including Saving Mr. Banks and Cinderella. She has some battle stories to share about how brutal it is to work as an Asian woman in a white, man dominated industry. Now, Tyler is the Founder & CEO of Tyler Chou Law for Creators and her life’s mission is to protect creators. She’s deeply passionate about helping young creators with millions of subs grow their businesses to 6-7 figures and functions as a fractional COO and GC. She is a thought leader who discusses the intersection of Hollywood and digital media and believes YouTube is the new Hollywood. A year ago Tyler started her own YouTube channel as a creative challenge and has been blown away by how quickly her channel has grown. Her channel focuses on creators, helping them build out their businesses. https://www.youtube.com/@TheCreatorsAttorney

Many of us have experienced the office "bloviating BSer," an overconfident coworker who takes up more than their fair share of airtime in a meeting, even though they are often not the most informed person in the room. In this episode, Kim and Wesley discuss this behavior with Minette Norman, who shares how a bloviating BSer drove her to leave the software industry and become an advocate for the inclusive leader.Minette Norman is an author, speaker, and leadership consultant who previously spent decades leading global technical teams in the software industry.Minette knows that when groups embrace diversity in all its forms, breakthroughs emerge, and innovation accelerates. Her most recent position before starting her own consultancy was as Vice President of Engineering Practice at Autodesk. Responsible for influencing more than 3,500 engineers around the globe, she focused on state-of-the-art engineering practices while nurturing a collaborative and inclusive culture. Named in 2017 as one of the “Most Influential Women in Bay Area Business” by the San Francisco Business Times and as “Business Role Model of the Year” in the 2018 Women in IT/Silicon Valley Awards, Minette is a recognized leader with a unique perspective. As the author of The Boldly Inclusive Leader and the co-author of The Psychological Safety Playbook: Lead More Powerfully by Being More Human, Minette is committed to helping leaders unleash the full potential of the people in their organizations.Minette holds degrees in Drama and French from Tufts University and studied at the Sorbonne Nouvelle in Paris.

People don't care how much you know, unless they know how much you care. As a leader, you should give out that care, taking the time to pause and consider if your feedback delivery is coming across in the way you intend. In this episode, Kim and Wesley chat with Ron Carucci, who reflects on how giving feedback at the bank made him grapple with his understandings of racial and gender privilege. Ron is co-founder and managing partner at Navalent, working with CEOs and executives pursuing transformational change for their organizations, leaders, and industries. He has a thirty-year track record helping executives tackle challenges of strategy, organization and leadership. From start-ups to Fortune 10’s, non-profits to heads-of-state, turn-arounds to new markets and strategies, overhauling leadership and culture to re-designing for growth. He has helped organizations articulate strategies that lead to accelerated growth, and design organizations that can execute those strategies. He has worked in more than 25 countries on 4 continents. He is the author of 9 books, including the Amazon #1 Rising to Power and the recently released multi-award winning To Be Honest, Lead with the Power of Truth, Justice & Purpose. He is a popular contributor to the Harvard Business Review, where Navalent’s work on leadership was named one of 2016’s management ideas that mattered most. He is also a regular contributor to Forbes, and a three-time TEDx speaker; one of which, on the topic of power, has been viewed 1.3M times. His work’s been featured in Fortune, CEO Magazine, Inc., BusinessInsider, MSNBC, Business Week, Inc., Fast Company, Smart Business, and thought leaders.

We're constantly bombarded with the message that leadership and bullying go hand in hand. But in reality, bullying destroys the workplace environment, making it impossible for employees to do their best work. In this episode, Kim discusses workplace bullying with Janice Omadeke, who reflects on the emotional duress caused by a bullying boss early in her career.Janice Omadeke is a proven leader focused on data-driven decision-making focusing on strategy, innovation, and cultural change management. She created The Mentor Method, an enterprise software that transforms company culture through mentorship. Janice was named one of Entrepreneur Magazine's 100 Women of Influence in 2022 for her accomplishments. As The Mentor Method's founder and CEO, she became one of the first 100 Black women in the United States to raise over $1M in seed funding for a tech startup. Janice is the first Black woman in Austin, TX history to have a venture-backed exit. She is recognized as a thought leader and advocate for mentorship and entrepreneurship by Forbes, the Harvard Business Review, and Inc., among others. Janice is certified in Entrepreneurship from MIT and is PMP-certified with over ten years of corporate leadership experience in Fortune 500 companies.

A leader’s job is to foster an environment where people can collaborate productively. Prejudice, a belief that some sort of false stereotype is true, gets in the way of a respectful workplace culture. In this episode, Kim and Wesley discuss prejudice with Dr. Tina Opie, who shares her experiences with prejudice from her time as the youngest employee and only Black woman in the workplace.Dr. Tina Opie is an Associate Professor of Management, and an award-winning teacher and researcher, consultant and speaker. She is the founder of Opie Consulting Group LLC, where she advises large firms in the financial services, entertainment, media, beauty, educational, and healthcare industries. Her research has appeared in such outlets as O Magazine, The Washington Post, The Boston Globe, and Harvard Business Review and she has been published in multiple academic journals. She is also a regular commentator on Harvard Business Review’s Women at Work podcast and Greater Boston’s NPR affiliate television station WGBH.

From a young age, we're taught the golden rule: treat others as you would like to be treated. In this episode, Kim and Wesley advocate instead for a platinum rule approach, which encourages treating others as they would like to be treated, acknowledging that every person has different needs and preferences. Wesley draws upon his experiences as a neurodivergent person in the workplace to discuss structures that can maximize every employee's ability to do their best work.

There's no doubt: Pointing out bias is awkward. That's why it's helpful to make bias disruption a norm. In this episode, Kim and Wesley discuss how to disrupt bias with Dr. Philip Hickman, who shares a story revealing how parental biases can impact the school environment and student wellbeing. Bio: Dr. Phil, is a renowned educational expert, EdTech visionary, psychologist, author, and entrepreneur. With a strong academic background, including five postgraduate degrees and doctorate, he has held various leadership positions in both rural and large school districts in the USA.As a distinguished public speaker, Dr. Phil Hickman has presented at national conferences and workshops for organizations such as the U.S Department of Education and Columbia University. He is a prolific author with three books that showcase his groundbreaking methodologies in leadership, personalized learning, and emotional intelligence.Dr. Phil is a versatile entrepreneur, having created Plabook, an AI powered reading technology solutions firm. He has also co-founded multiple nonprofit organizations and played a key role in successful edutech ventures.His most recent accomplishment is founding Plabook, a multimillion dollar company that uses AI, gamification, and speech recognition to help children learn to read. Dr. Phil continues to develop cutting-edge technology to enhance personalized learning and immersive reading engagement for students in the 21st century.

Want to help your team change unproductive, biased patterns of thought? One of the best things you can do is sit down with them and explain why you think doing so is essential to a collaborative, respectful working environment. In this week's episode, Kim and Wesley speak with Matt Abrahams, who shares his experiences facing bias as the only dad among mothers on the playground.Matt Abrahams is a leading expert in communication with decades of experience as an educator, author, podcast host, and coach. As a Lecturer in Organizational Behavior at Stanford University’s Graduate School of Business, he teaches popular classes in strategic communication and effective virtual presenting. He received Stanford GSB’s Alumni Teaching Award in recognition of his teaching students around the world. Outside of the classroom, Matt is a sought-after keynote speaker and communication consultant. He has helped countless presenters improve and hone their communication, including some who have delivered IPO road shows as well as Nobel Prize, TED, and World Economic Forum presentations. His online talks garner millions of views and he hosts the popular, award-winning podcast Think Fast, Talk Smart The Podcast. His new book Think Faster, Talk Smarter: How to Speak Successfully When You're Put on the Spot provides tangible, actionable skills to help even the most anxious of speakers succeed when speaking spontaneously, such as navigating Q&A sessions, shining in job interviews, providing effective feedback, making small talk, fixing faux pas, persuading others. His previous book Speaking Up without Freaking Out: 50 Techniques for Confident and Compelling Presenting has helped thousands of people manage speaking anxiety and present more confidently and authentically.https://mattabrahams.com

How can you teach your team to disrupt bias? The key is for leaders to not teach their teams about bias as an abstraction, but to teach them how to disrupt the specific biases relevant to their employees. In this episode, Kim and Wesley discuss different ways of preventing bias with Kasia Musur, who shares her journey to realizing that toxicity is not an inevitable element of the business world.Kasia Musur is a University of Edinburgh graduate with Master degrees in Social Anthropology as well as Global Crime, Justice and Security. With 18 years of international work experience across a variety of contexts, including leadership development, tech, international development, human rights education and human trafficking prevention; currently based in Berlin, she is the founder of Vent, a startup researching experiences of toxic leadership and developing tools supporting those caught in unhealthy and unfair work environments. Kasia is also the CEO of lightup Germany, a German NGO focusing on human trafficking prevention.

Creating a just workplace requires institutional courage and a leadership commitment to take action on behalf of those who trust or depend on the institution— even when it’s unpleasant, difficult or costly. In this episode, Kim and Wesley discuss how to build a just workplace with Delia Grenville, who shares a story about how institutional betrayal fueled mobbing, a form of group bullying, in her workplace. Delia Grenville is a senior executive leader, process-driven change agent, large-scale technology change and business innovation strategist. With more than 25 years of experience in high tech roles, she is recognized by peers for her relentless push for quality, and is often referred to by senior leaders as the ‘alignment goddess’ for her ability to translate complex strategies into actionable business plans. Outside of the corporate world, Delia is a TEDx speaker, proud published author of the book Rants + Ramblings on Life and Wellness, and host of the To Live List podcast.https://www.deliagrenville.com/

Preventing bias, prejudice and bullying may feel like the inevitable, given the prevalence of these attitudes. That’s why it’s important that when these problems do occur despite your best efforts, you respond in a way that makes it less likely they will happen again. In this episode, Kim and Wesley discuss managing these workplace challenges with Ellen Bennett, who reflects on one of her early experiences in the textile industry. She hired a consultant to help her learn about the industry, and soon discovered that he was a bully.Ellen Marie Bennett is an author, mother and founder of Hedley & Bennett, an LA based culinary brand outfitting some of the best chefs across the country. Ellen attended culinary school in Mexico City, and upon returning to LA after graduation, she put her training to work cooking in two Michelin Star restaurants Providence as well as Baco Mercat. This led to the vision for Hedley & Bennett; become the nike of the culinary world by designing functional and beautifully made aprons and kitchen gear alongside pro chefs but made for everyone. Now the company outfits every show from Top Chef to Food network cooking shows and has collaborated with brands like Vans, Madewell, Crocs, Grateful Dead, Sesame Street to name a few.Ellen also released her first business book Dream First, Details Later, which outlines her personal playbook of putting your inner worrier on silent and leaping into action. She lives in LA, CA with her husband Casey, son Nico, their pet pig Oliver, and their chicken Olive Oil.

A leader doesn’t have to choose between collective results and each person’s individuality. In fact, you can’t get one without the other. The strength of the team is the individual, and the strength of the individual is the team. As a leader, it’s your responsibility to do what you can to prevent bias, prejudice and bullying from destroying respect on your team. In this episode, Kim and Wesley discuss how to handle these workplace challenges. Kim shares an experience receiving biased feedback from a direct report and offers retrospective insight into how she could have best responded to it.

Every workplace challenge requires utilizing a different tool. “I” statements invite the person to consider your perspective, challenging bias. “It” statements draw a boundary that a person should not cross in the face of prejudice while “you” statements push bullies away. In this episode, Kim and Wesley chat with Minda Harts, who shares her experiences as a Black woman working under a bullying boss.Minda Harts is the bestselling and award-winning author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table as well as Right Within: How to Heal from Racial Trauma in the Workplace, and her first YA book, You Are More Than Magic. She is a highly sought-after speaker and thought-leader, frequently presenting on the topics of advancing women of color, leadership, diversity, and management at companies like Nike, Google, JP Morgan, Aspen Ideas Festival, Dreamforce, The Atlantic Festival, Forbes Inclusion in The Workplace, and DraftKings to name a few. Minda is an assistant professor of public service at NYU's Robert F. Wagner Graduate School of Public Service and the founder of The Memo LLC, a career development company. In 2020, Minda was named by LinkedIn as the #1 Top Voice for Equity in the Workplace. In 2022, She was named by Business Insider as one the the top 100 People Transforming Business. Additionally, Minda was chosen by Marie Claire Magazine in 2022 to participate in Power Trip, where the year’s Top Women Movers and Shakers participate in an all-expense paid trip to network with each other. She has a weekly career podcast for women of color, titled Secure the Seat.

How do you diversify the workplace? Former Opentable CEO Christa Quarles found that it’s about more than meeting quotas: Workplace leaders instead have to focus on fixing the process. In this episode, Kim and Wesley speak with Christa about her strategies for increasing gender diversity at Opentable. She also shares tips for overcoming imposter syndrome.Christa Quarles serves as Alludo's CEO and sits on the company's Board of Directors. Joining the company in 2020, Christa is a seasoned executive with over two decades of experience leading companies and spearheading financial and operational initiatives. As CEO of OpenTable, she led a period of transformational change, successfully navigating the company’s transition to cloud-based, small business solutions, and drove meaningful bottom- and top-line growth across its global operations. Christa also recently served as an Operating Partner at Advent International. Prior to joining OpenTable, she served as Chief Business Officer of Nextdoor, a marketplace connecting local communities to small businesses. Earlier in her career, she served as Senior Vice President, Interactive Games at The Walt Disney Company, where she led Disney Interactive to profitability. Christa also served as Chief Financial Officer of Playdom, which was later acquired by Disney. Prior to that, she held the role of Partner in Equity Research covering the internet sector at Thomas Weisel Partners LLC (now Stifel Financial).Christa also currently serves on the Boards of Directors of Affirm and Kimberly-Clark. She received a BS in Economics and German from Carnegie Mellon University and an MBA from Harvard Business School.

Bullies are trying to hurt someone: Pointing out the pain they are inflicting doesn’t make them stop and may encourage them to double down. A “You” response — “What’s going on for you here?” or “You need to stop talking to me that way” — puts you in the active role, making it clear that you will not tolerate abuse. In this episode, Kim and Wesley speak with Eric Deggans, who offers his insight into bullying in Hollywood and the entertainment industry. Eric Deggans is NPR’s first full-time TV critic, media analyst and guest host, appearing on the network’s shows, such as Morning Edition, Here & Now and All Things Considered, along with writing material for NPR.org. He also appears on NPR podcasts such as Consider This, Life Kit, Code Switch, It’s Been a Minute and Pop Culture Happy Hour.In addition, Eric is also an adjunct instructor in the Sanford School of Public Policy at Duke University, a guest instructor at Indiana University’s Media School and a member of the National Advisory Board for the Poynter Institute for Media Studies in St. Petersburg, FL.From 2017 to 2021, he served as a contributor and media analyst for MSNBC/NBC News. And in 2020, he was given the Distinguished Alumni Service Award by Indiana University – the institution’s highest alumni honor -- four years after Indiana University’s Media School of journalism and communications named him a distinguished alumnus. Eric came to NPR in September 2013 from the Tampa Bay Times newspaper in Florida, where he served as TV/Media Critic and in other roles for nearly 20 years. He is also an author of or contributor to several books, including Race-Baiter: How the Media Wields Dangerous Words to Divide a Nation, a look at how prejudice, racism and sexism fuels modern media, published in October 2012 by Palgrave Macmillan.

Unlike bias, prejudice is a conscious belief, usually incorporating an unfair and inaccurate stereotype. When addressing prejudice, “It” statements are a useful way to draw a boundary between a person’s freedom to believe what they want and their right to impose their beliefs on others. In this episode, Kim and Wesley speak with Omar Gallaga, who shares his own past experience with prejudice as a young journalist attending college in Oklahoma.Omar L. Gallaga is a technology culture writer based in Central Texas. He's written for the Wall Street Journal, Wired, Texas Monthly, The Washington Post, CNN, NPR, Rolling Stone and the Austin American-Statesman, where he was a long-time tech reporter, editor and podcaster. He can be heard every week on the Texas Standard radio program.

How should you respond when you notice bias in the workplace? "I" statements offer a lens for understanding, encouraging the person to notice their mistake and learn from your perspective without calling them out. In this episode, Kim and Wesley speak with Russ Laraway, who shares a story about experiencing "mobbing," a form of bullying, when he was in the minority.About Russ: Russ has had a diverse 28 year operational management career. He was a Company Commander in the Marine Corps before starting his first company, Pathfinders. From there, Russ went to the Wharton School, and then onto management roles at Google and Twitter. He then co-founded Candor, Inc., along with best selling author Kim Scott. Over the last several years, Russ served as the Chief People Officer at Qualtrics, and is now the Chief People Officer for the fast-growing venture capital firm, Goodwater Capital, where he is helping Goodwater and its portfolio companies to empower their people to do great work and be totally psyched while doing it. Over his career, Russ has managed 700 person teams and $700M businesses -- facing a vast array of leadership challenges along the way. He's the author of the book When They Win, You Win: Being a Great Manager Is Simpler Than You Think.https://www.whentheywinyouwin.com

What gets in the way of Radical Respect? Kim reads a passage from the book about a "toxonomy" that can help you figure out what exactly is happening so that you can figure out what to do about it. Wesley comments, and then shares a story about a hotel manager who wouldn't allow him to check in. The manager claimed it was because he was local, but there was no such policy posted anywhere. Wesley escalated, but Hilton didn't take any action. It was the kind of story you expect in the 1950's in the south. But it was 2023 in Wisconsin.