{"id":107288,"date":"2024-08-02T11:00:36","date_gmt":"2024-08-02T18:00:36","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=107288"},"modified":"2024-08-08T15:47:00","modified_gmt":"2024-08-08T22:47:00","slug":"kim-scott-we-all-want-radical-respect-we-want-to-be-our-fullest-selves","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/kim-scott-we-all-want-radical-respect-we-want-to-be-our-fullest-selves\/","title":{"rendered":"Kim Scott: \u2018We All Want Radical Respect. We Want to Be \u2026 Our Fullest Selves.\u2019"},"content":{"rendered":"\n<p>For many people today, work is more than just a paycheck. It\u2019s an opportunity to find a place where they can truly belong and flourish.&nbsp;<\/p>\n\n\n\n<p>The key to creating that kind of workplace, according to <a href=\"https:\/\/www.linkedin.com\/in\/kimm4\" target=\"_blank\" rel=\"noreferrer noopener\">Kim Scott<\/a>, is radical respect. \u201cWe all want to be on a team where our individuality contributes to the strength of the team, and the team helps us realize our fullest potential,\u201d says Kim, the <em>New York Times<\/em> bestselling author of \u201c<a href=\"https:\/\/www.amazon.com\/Radical-Candor-Kick-Ass-Without-Humanity\/dp\/1250103509\" target=\"_blank\" rel=\"noreferrer noopener\">Radical Candor<\/a>\u201d and \u201c<a href=\"https:\/\/www.amazon.com\/Radical-Respect-Work-Together-Better\/dp\/1250623766\" target=\"_blank\" rel=\"noreferrer noopener\">Radical Respect<\/a>.\u201d&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-1-1024x580.jpg\" alt=\"\" class=\"wp-image-107290\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-1-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-1-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-1-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<p>If we all want that kind of experience at work, why is it so rare? What gets in the way? The three big obstacles are bias, prejudice, and bullying, according to Kim, and that\u2019s why she is dedicated to addressing them every chance she gets. \u201cBy speaking about these problems in a more straightforward way, we can begin to solve them,\u201d she says.&nbsp;<\/p>\n\n\n\n<p>We spoke with Kim before her People Fundamentals webinar to learn more about the steps HR leaders can take to build a psychologically safe culture.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-vimeo wp-block-embed-vimeo wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" src=\"https:\/\/player.vimeo.com\/video\/994163663?dnt=1&amp;app_id=122963\" width=\"1080\" height=\"608\" frameborder=\"0\" allow=\"autoplay; fullscreen; picture-in-picture; clipboard-write\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-be-an-upstander-not-a-bystander\">Be an upstander, not a bystander<\/h2>\n\n\n\n<p>Being an upstander rather than a bystander means taking action when you notice disrespect. \u201cBeing an upstander means you intervene in some way,\u201d Kim says. To think about how to intervene, she recommends the five D\u2019s outlined by <a href=\"http:\/\/righttobe.org\" target=\"_blank\" rel=\"noreferrer noopener\">righttobe.org<\/a>.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Direct<\/strong> intervention involves offering some feedback to the person whose attitude or behavior was disrespectful. This approach should only be used if you\u2019re confident it won\u2019t further harm the person affected.&nbsp;<\/li>\n\n\n\n<li>Alternatively, you can <strong>delay <\/strong>your response by checking in with the affected person later, which can help to build solidarity with the person harmed and prevent them from feeling gaslit.&nbsp;<\/li>\n\n\n\n<li>Creating a <strong>distraction<\/strong>, such as spilling coffee, can defuse tense situations. Kim recalls a moment when a supervisor began loudly cursing at her in front of her peers. Someone tossed a ball in the supervisor\u2019s direction, providing enough cover for her to regain her composure.&nbsp;<\/li>\n\n\n\n<li><strong>Delegation<\/strong> involves enlisting someone else in the room who may be better positioned to speak up.&nbsp;<\/li>\n\n\n\n<li>Lastly, <strong>documenting<\/strong> the incident and sharing it with the affected person can help them address the issue later.<\/li>\n<\/ul>\n\n\n\n<p>Being an upstander isn\u2019t always easy. It can be awkward, and you may worry about making the situation worse. However, it\u2019s crucial for creating a respectful workplace. Remember that the goal is to support the person affected and educate others, not to shame or punish anyone. By taking action, you contribute to a culture where disrespectful behavior isn\u2019t tolerated and everyone feels valued and supported.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-2-1024x580.jpg\" alt=\"\" class=\"wp-image-107289\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-2-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-2-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/Pre-Webinar-Blog-Kim-Scott-Internal-2-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-train-leaders-to-disrupt-harmful-behaviors\">Train leaders to disrupt harmful behaviors<\/h2>\n\n\n\n<p>To train leaders to disrupt bias, prejudice, and bullying, Kim emphasizes the importance of equipping them with specific strategies and creating a <a href=\"https:\/\/www.betterworks.com\/magazine\/accountability-in-the-workplace-examples\/\">culture of accountability<\/a>. Establish a shared vocabulary or gesture to use when bias comes up during meetings. This could be as simple as waving a purple flag (as Kim\u2019s team does), throwing up a peace sign, or using an agreed-upon phrase.&nbsp;<\/p>\n\n\n\n<p>The key is to make it easier to point out unconscious bias in the moment. Too often we default to silence because we don\u2019t know what to say.&nbsp;<\/p>\n\n\n\n<p>To address prejudice, leaders need to teach their teams to use \u201cit\u201d statements. An \u201cit\u201d statement shows the line between one person\u2019s freedom to believe whatever they want\u2014but not to impose that belief on others. It can appeal to company policy, the law, or common sense. You can play a crucial role here by making sure company policies are clear. Create space for conversations about where to draw the line between personal beliefs and workplace behavior.<\/p>\n\n\n\n<p>When it comes to bullying, leaders are responsible for enforcing consequences. \u201cLeaders have got to create conversational consequences for bullying, <a href=\"https:\/\/www.betterworks.com\/magazine\/financial-compensation-linked-to-employee-performance\/\">compensation consequences<\/a> for bullying, and career consequences for bullying,\u201d Kim says. This includes factoring teamwork into performance ratings and making it clear that patterns of bullying will stop promotions or even lead to firing. By consistently enforcing these consequences, leaders can create a culture where bad behavior isn\u2019t tolerated and respect becomes the norm.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-implement-systemic-checks-and-balances\">Implement systemic checks and balances<\/h2>\n\n\n\n<p>For radical respect to succeed, it must be rooted in deeper organizational structures. \u201cIf you are a leader and you don\u2019t design your management systems to be fair, if you don\u2019t design checks and balances into every stage of the employee life cycle, if you don\u2019t quantify bias at every stage of the employee life cycle, you\u2019re going to get systemic injustice every single time \u2014 no matter how good your intentions are,\u201d Kim says.&nbsp;<\/p>\n\n\n\n<p>Systems like performance management, for example, can reinforce consequences for troubling behaviors. \u201cIt\u2019s really important that if someone gets a bad rating on their teamwork, that they get a bad rating overall \u2014 no matter how good their performance is,\u201d Kim says. \u201cBecause if you don\u2019t, if you allow someone to bully others and get a high rating and get paid a high bonus, then it\u2019s going to escalate.\u201d<\/p>\n\n\n\n<p>By building these checks and balances into organizational structures and processes, you can make real progress toward creating more fair, inclusive, and respectful work environments.<\/p>\n\n\n\n<p>To learn more about driving radical respect in your company culture, <a href=\"https:\/\/www.betterworks.com\/radical-respect-webinar\/\">register for the webinar<\/a>.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-1Tn8tG align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2024\/08\/08-26-24-PF-KimScott-Horizontal.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:50%;\"><p style=\"color:#ffffff;font-size:30px\">Build a culture of &quot;radical respect&quot; <\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/www.betterworks.com\/radical-respect-webinar\/\" style=\"color:#FF7369;background-color:#ffffff;\">Sign up<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>\u201cRadical Candor\u201d and \u201cRadical Respect\u201d author Kim Scott explains what you can do as an HR leader to champion a healthier culture in your organization.<\/p>\n","protected":false},"author":133,"featured_media":107291,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3516,3518],"tags":[],"featured_location":[],"industry":[],"class_list":["post-107288","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-company-culture","category-hr-leadership"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Kim Scott on Facilitating Radical Respect at Work - Betterworks<\/title>\n<meta name=\"description\" content=\"\u201cRadical Candor\u201d and \u201cRadical Respect\u201d author Kim Scott explains what you can do as an HR leader to champion a healthier culture in your organization.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.betterworks.com\/magazine\/kim-scott-we-all-want-radical-respect-we-want-to-be-our-fullest-selves\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Kim Scott: \u2018We All Want Radical Respect. 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