Temple Grandin On Why Clarity is the Key to Candor 7 | 7

02/12/25 • 51 min

Vague feedback is a fail—neurodivergent minds need clear, direct guidance to thrive.
Is vague feedback just bad management, or are we failing neurodivergent employees by not giving them what they actually need? Kim sits down with the legendary Dr. Temple Grandin to challenge common misconceptions about feedback and explore why clarity is key—especially for those who think and process the world differently. They break down the myth that all employees should “just know” how to adjust their behavior and highlight how direct, actionable guidance can be a game-changer. From a welding mishap that turned into a major learning moment to the unexpected impact of a blunt deodorant comment (yes, really), Temple shares firsthand experiences that prove why specific, actionable feedback is a game-changer and how neurodivergent thinkers bring immense value when given the right support. Spoiler: generic platitudes and abstract advice won’t cut it. The bottom line? Guesswork isn’t leadership. Be clear, be kind, and stop making people read between the lines.
Get all of the show notes at RadicalCandor.com/podcast.
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Chapters:
(00:00:00) Introduction
Amy and Kim introduce Dr. Temple Gradin, an autism activist, author, and expert on animal welfare and behavior.
(00:02:04) Giving Feedback to Neurodivergent Employees
Temple shares a story on how clear, direct feedback works best.
(00:08:32) The Concept of Project Loyalty
Prioritizing team needs and focusing on the bigger picture to get work done.
(00:13:51) How Visual Thinkers Process Information
Temple explains her way of thinking through mental imagery and memories.
(00:19:10) Three Types of Thinkers
The different cognitive styles and why diverse teams need all types.
(00:23:20) The Importance of Hands-On Learning
Why real-world exposure matters for education.
(00:30:57) Managing Autistic Employees
The importance of setting clear goals and specific expectations.
(00:35:13) Transforming the Livestock Industry
Gaining credibility and transforming animal welfare through writing and advocacy.
(00:38:57) Workplace Accommodations for Autistic Employees
Strategies for supporting autistic employees in the workplace.
(00:42:18) Improving Animal Welfare Standards
Temple’s five key metrics for humane treatment in the meat industry.
(00:49:34) Why Verbal and Visual Thinkers Must Collaborate
The importance of collaboration between different cognitive styles.
(00:51:10) Conclusion

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Previous Episode

Russ Laraway’s “Gravity Assist” Approach to Career Conversations 7 | 6

Why most career conversations fail—and how to make them actually matter.
Are career conversations a game-changer, or just another corporate mirage? In part two of this two-part episode, Kim, Amy, and Russ Laraway cut through the fluff and expose why most career talks fail before they even start. Managers love to preach growth, but when it comes to actually helping their people build meaningful careers, too many fall flat. Russ brings the fire with his “gravity assist slingshot” method—forget the outdated career ladder, it’s time to propel people toward their real ambitions. Why do leaders dodge these conversations? Why does “career development” feel like an HR buzzword instead of a real priority? And what happens when you actually invest in your team’s future? No sugarcoating here—if you’re ready to stop playing it safe and start leading with impact, this episode is your wake-up call.
Get all of the show notes at RadicalCandor.com/podcast.
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Chapters:
(00:00:00) Introduction
Kim and Amy welcome back Russ Laraway to discuss career conversations.
(00:00:52) The Gravity Assist Slingshot
Russ’s framework for career growth and thinking beyond promotions.
(00:04:51) Why Managers Should Invest in Careers
How helping employees grow improves retention and engagement.
(00:09:35) The Three Career Conversations
A step-by-step guide to drive meaningful career development.
(00:14:20) Life Story Conversation
How past career pivots reveal deep-rooted motivations.
(00:20:52) Avoiding Pitfalls and Gotchas
Where leaders go wrong in the career development framework.
(00:25:25) Framing Career Conversations
Framing the life story conversation to build trust and respect boundaries.
(00:30:51) Finding True Career Vision
An outline of helping employees set bold, authentic goals.
(00:34:26) Supporting Unconventional Goals
How managers can turn unconventional career goals into actionable steps.
(00:43:43) Career Action Plan
Turning career aspirations into progress with a clear, strategic approach.
(00:46:27) Radical Candor Tips
Where managers should start in Russ’s career conversations framework.
(00:48:14) Conclusion

Next Episode

Resetting Expectations With Resistant Direct Reports 7 | 8

Undermining, defiant and disengaged direct report—coach them or cut them loose?
Dealing with a direct report who questions everything, isolates their team, and actively undermines leadership? YIKES. That’s not just frustrating—it’s a full-blown leadership headache. When radical candor turns into outright defiance, how do you respond without losing your mind (or your team’s trust)? In this episode, Kim and Amy tackle the tricky reality of managing someone who refuses to engage, blames leadership for team turnover, and resists every attempt at coaching. From figuring out whether this is a communication breakdown or a serious performance issue, to deciding if a PIP is the right move, they walk through strategies to reset expectations, shut down toxicity, and lead with confidence. Because at the end of the day, if you’ve ever thought, I literally don’t know what to do with this person, keeping a toxic presence around does more damage than having a tough talk.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:

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Chapters:
(00:00:00) Introduction
Kim and Amy introduce a manager’s challenge: a disengaged, undermining direct report.
(00:04:46) Generational Gap or Performance Problem?
Whether this is a workplace culture clash or a deeper issue.
(00:06:28) Red Flags: Undermining & Resistance
Signs of bad-faith questioning, team isolation, and leadership defiance.
(00:14:18) The Tough Feedback Conversation
Role-playing a direct, no-nonsense conversation to reset expectations.
(00:23:49) Handling Pushback & Defiance
When a direct report resists leadership—what’s your next move?
(00:26:38) PIP or Part Ways?
How to decide if coaching, a PIP, or letting them go is the right call.
(00:34:03) Emotions in Leadership
Handling a direct report who dismisses the emotional impact of their behavior.
(00:38:06) Accountability Without Micromanaging
Creating clear expectations and consequences without constant oversight.
(00:42:53) Next Steps: Coach, Challenge, or Cut Ties?
How to assess whether a direct report can grow—or if it’s time to move on.
(00:53:22) Radical Candor Tips<...