Think of the last time someone told you exactly what you needed to hear at work — not sugarcoated, not passive-aggressive, but honest, respectful, and clear. Rare, isn’t it?
In our experience, organizations talk a lot about open communication. But when it comes down to it, people often hesitate to speak up. Feedback gets filtered. Silence replaces candor. And teams, over time, pay the price — in confusion, underperformance, and distrust.
We’ve worked with hundreds of corporate teams across industries, and the pattern is consistent. Communication — or rather, the lack of it — is the silent killer of momentum. And most L&D and HR professionals know this. The real question is:
“How do we create a culture where feedback isn’t feared – but welcomed?”
As we head into a new year, this blog dives deep into why workplace communication fails, what Radical Candor really looks like in action, and how L&D and HR leaders can build systems that support real, trust-based conversations.
The Real Challenges L&D & HR Teams Face Around Communication
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In conversations with learning and HR teams, we often hear the same frustrations:
- “Our people avoid giving feedback – they think it’s not their place.”
- “Managers say they’re open to input, but employees don’t believe it.”
- “We run feedback sessions, but it feels scripted. Not authentic.”
- “We’ve introduced 360 reviews — but nothing really changes.”
- “We talk about psychological safety, but no one names the elephant in the room.”
And it’s not just an individual problem. When teams struggle to communicate clearly, it affects everything — trust, speed, collaboration, and innovation.
So, why does this happen?
Why Clear Communication Fails — Even in ‘Good’ Teams
Even with leadership buy-in and the right intent, communication can break down for several reasons:
1. Feedback Is Still Tied to Hierarchy
Employees may hesitate to speak up if they fear consequences — or believe their feedback won’t lead to any real change.
2. Feedback Is Treated Like an Event
Annual 360s or post-program evaluations are too infrequent to build fluency or comfort. Without repetition and normalcy, feedback remains unfamiliar.
3. Leaders Model Politeness Over Honesty
If senior leaders always “keep it nice,” others mirror that behavior. Over time, candor becomes culturally risky.
4. Psychological Safety Is Misunderstood
It’s not just about “being nice.” It’s about creating a space where people feel safe enough to be real — and where that realness is met with curiosity, not punishment.
What Is Radical Candor, Really?
The term “Radical Candor,” made popular by Kim Scott, is simple in theory: Care Personally. Challenge Directly.
But in reality, most leaders and teams find themselves slipping into these four zones:
Let’s break it down:
1. Caring Personally:
- Invest time in understanding your colleagues’ aspirations, challenges, and motivations.
- For example, Mahindra Group’s chairman, Anand Mahindra, is known for his personal touch. He frequently celebrates employees’ achievements publicly and encourages a sense of belonging.
2. Challenging Directly:
- Don’t shy away from difficult conversations. Frame feedback in a way that’s constructive and actionable.
- An example is Kiran Mazumdar-Shaw, founder of Biocon, who has spoken about the importance of addressing mistakes head-on to drive innovation and build resilience.
Radical Candor lives in the top-left quadrant. But it takes intention to get there.
Let’s break down what that looks like, not just as a concept – but in practice.
The CLEAR Feedback Loop: A Simple Tool for Real Conversations
Here’s a model we use with teams who want to build deeper, more honest conversations:
C – Context
Start by framing the situation. Be specific. “In yesterday’s client meeting…”
L – Listen
Pause to understand the other person’s perspective before jumping in.
E – Empathize
Show you care by naming the emotion or intent behind the action. “I know you wanted to back the team…”
A – Articulate
Deliver your message clearly, with examples and impact. “But here’s what happened…”
R – Reinforce
End with support, next steps, or appreciation. “I know this is tough — I’m here to help you work through it.”
This isn’t a script – it’s a rhythm. Over time, teams that practice this begin to internalize candor as a habit.
Real Examples of Building Radical Candor at Work
Here are a few ways teams we’ve worked with have embedded Radical Candor into their culture — with visible results:
1. Manager-to-Manager Huddles
A leading BFSI firm we partnered with created a monthly “Unfiltered Feedback Hour” where managers practiced giving each other feedback on real issues. It was awkward at first — but over time, it became a trusted space for real reflection.
2. Team Learning Circles
One FMCG client embedded feedback practices into their team rituals. Every two weeks, team members would respond to one prompt:
“One thing I appreciated… and one thing I believe we could do better.”
The simplicity of the format helped everyone — from interns to senior leaders — practice candor.
3. Psychological Safety Simulations
Several GCCs have used simulation-based learning to help managers understand the unspoken signals they send — often unintentionally — that shut down feedback.
For example: interrupting junior employees mid-idea, dismissing concerns with “Let’s take this offline,” or rewarding only agreeable voices.
These simulations help build awareness, not shame. That’s key.
What L&D Can Do Differently in 2026
As an HR or L&D leader, you’re in a unique position. You see the gaps. You hear the unspoken fears. You hold the space for growth. Here’s how you can lead the shift:
Make Feedback a Habit, Not a Workshop
Run bite-sized learning sessions (20 mins) where teams reflect on a real conversation they avoided — and what they would do differently. Do it monthly.
Help Leaders Ask Better Questions
Train leaders to ask:
- “What’s something I said recently that you disagreed with but didn’t say?”
- “Where do you think we’re missing something?”
- “What’s one thing I could do differently this month?”
These open up doors far more than “Any feedback for me?”
Track Feedback Culture Over Time
Don’t wait for annual surveys. Use pulse check-ins:
- “I feel comfortable speaking up in this team”
- “My feedback is acted upon”
If these scores drop – that’s your culture’s early warning system.
Normalize Micro-Feedback
Create 5-minute rituals at the end of every team meeting:
- “One thing that worked, one thing to improve.”
When it becomes normal, it becomes powerful.
Wrapping Up: Culture Changes Through Conversations
Radical Candor is not a campaign. It’s not a poster. It’s not a one-time training.
It’s what happens in the small moments:
- When a leader pauses to listen instead of defend.
- When a teammate says the hard thing with kindness.
- When feedback is followed up – not just received.
As we move into 2026, the teams that thrive won’t be the ones with the most learning programs or the slickest tech stack.
They’ll be the ones where people speak the truth – with care.
Because clarity isn’t cruel. Silence is.
