The care and candor checklist

One of the most important takeaways from The 5 Levels of Leadership is the Care and Candor Checklist. This is often a critically missing element in many people as they become leaders, and it can be seen at all levels, from junior all the way to SVP.

Effective leadership requires a delicate balance between care and candor. Care without candor can lead to dysfunctional relationships, where necessary feedback is withheld, ultimately stifling growth. On the flip side, candor without care fosters distant relationships, creating an environment where feedback may feel cold or unconstructive. To build strong, developing relationships, leaders must master the art of blending both care and candor in their communication. Before having a candid conversation with a team member, it’s essential to run through the Care and Candor Checklist to ensure the conversation will be productive and not harmful.

1. Have I invested enough time to be candid with them?
   Trust and rapport must be established before candid feedback can be given. Make sure you’ve spent enough time with this person to have earned the right to give tough feedback.

2. Do I truly value them as people?
   Candor only works when the recipient feels valued as a person. If your feedback is given without genuine care, it will come off as cold and damaging.

3. Am I sure this is their issue and not mine?
   Before providing feedback, ensure the issue is genuinely with the other person’s behavior or performance, not something stemming from your own frustrations or insecurities.

4. Am I sure I’m not speaking up because I feel threatened?
   Self-reflect before the conversation. Is your feedback motivated by a personal feeling of being threatened or is it truly for the betterment of the team or individual?

5. Is the issue more important than the relationship?
   Sometimes maintaining a relationship is more critical than addressing a minor issue. Weigh the consequences carefully before deciding to speak up.

6. Does this conversation clearly serve their interest and not just mine?
   Make sure the conversation is for their benefit, not simply because it makes your life easier or serves your agenda.

7. Am I willing to invest time and energy to help them change?
   Giving feedback is just the first step. Are you prepared to invest time and energy into helping them improve in the areas where they need development?

8. Am I willing to show them how to do something, not just say what’s wrong?
   Offering criticism without guidance isn’t helpful. Ensure you’re ready to show them how to improve, not just point out their flaws.

9. Am I willing and able to set clear and specific expectations?
   Be clear about what needs to change and what the expectations are moving forward. Vague feedback doesn’t lead to actionable improvement.

By ensuring you’ve run through this checklist before delivering candid feedback, you create the conditions for meaningful conversations that build trust, foster growth, and develop stronger working relationships.