Radical Respect a book by Kim Scott

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 ex...

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 dis...

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 bo...

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...

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 int...

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...

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 dive...

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 es...

How do you know whether what you are experiencing is bias, prejudice or bullying--or none of the above? Kim reads a story about an experience she had; guest Kate Holterhoff and co-host Wesley give her some feedback on the story. Then Kate shares a story about an experience she had. Come give it a listen and let us know what you think was going on there--bias, prejudice, bullying, or none of the ab...

Wesley and Kim talk with guest Laura Holmes about how bias, prejudice and bullying get in the way of Radical Respect. Laura shares a story about the fact that people use the "private note to manager" feature in 360 products to submit non-transparent feedback about Black women much more often than they use it for other employees. Laura Holmes is a dedicated software product builder, mother, and adv...

Wesley and Kim discuss healthy collaboration. Plus, they review and react to listener comments.

Wesley and Kim talk to guest Gilberto Hernandez about both definitions of the word respect. All three share stories of an experience that many underrepresented folks share, unfortunately: their boss tends to micromanage or question them more than their peers who aren't underrepresented. Gilberto is a Lead Developer Advocate at Snowflake. His unconventional career path eventually led him into tech....

Kim describes the "knowing without knowing" denial that caused her not to acknowledge how much bias, prejudice, and bullying were impacting those around her, and her. Guest Wesley Jackson Wade and co-host Wesley Faulkner discuss their experiences with that kind of denial, and how to break free of it. about Wesley Jackson Wade: Licensed & Certified Clinical Mental Health Counselor. Consultant....

Kim shares the feedback she got that prompted her to write Just Work . Guest Jessica Nordell , a science writer and author of The End of Bias: A Beginning , tells a story about her experience with bias at work. She and Wesley discuss Kim's "Bias Disruptor" idea. Do you have a story you'd like to share? please send it to us, hello@justworktogether.com About Jessica Nordell: Author, Speaker. The End...

Welcome, Wesley Faulkner! Introducing Wesley Faulkner, the new co-host of the Just Work podcast. Wesley, who has led developer relations and built communities for several tech companies, has some great ideas for building a community of people determined to create more respectful, collaborative working environments. Listeners are invited to share their stories, and to talk about how to use the Just...

Ernest shares some big news: he's going to lead Diversity, Equity and Inclusion (DEI) at Ford. Kim and Ernest talk about how important checks and balances are to creating a radically respectful workplace.

Ernest and Kim talk about the perils of power.

Ernest and Kim talk about how leaders can prevent prejudice from destroying collaboration on their teams.

Kim and Ernest talk about different personas that self-righteous shaming can take: the Incredible Hulk, White Savior and The Knight in Shining Armor.

Ernest and Kim talk about 5 different ways to disrupt bullying.

Kim and Ernest discuss what it means to be an upstander, and the advantages that upstanders have when confronting bias, prejudice and bullying.

Ernest and Kim talk about a story from Kim's career.

Ernest and Kim talk about the definitions of bias, prejudice and bullying proposed in Just Work, and share some stories from their lives and careers.