Just Work audiobook cover - Get Sh*t Done, Fast & Fair

Just Work

Get Sh*t Done, Fast & Fair

Kim Scott

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Categories:
Management & LeadershipCorporate Culture

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Key Takeaways from Just Work

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Mind Map

Just Work
Core Concepts+
Identifying & Responding to Harm+
Personal Accountability+
The Upstander's Role+
The Leader's Role+
The Impact of Power+
Mindset for Change+

Quiz — Test Your Understanding

Question 1 of 10
According to Kim Scott, what is the most effective way to respond to a colleague's prejudice (defined as 'meaning it')?
  • A. Use an 'I' statement to invite the person to understand your perspective.
  • B. Use a 'You' statement to push the person away and establish dominance.
  • C. Use an 'It' statement to appeal to the law, HR policy, or common sense.
  • D. Remain silent to avoid escalating the conflict and protect your emotional energy.
Question 2 of 10
Why does the author recommend using an 'I' statement when confronting unconscious bias?
  • A. It holds up a mirror and invites the other person to understand things from your perspective.
  • B. It establishes a clear legal boundary that the other person cannot cross.
  • C. It forces the other person into an active role where they must defend their actions.
  • D. It distracts the person so the victim has a moment to regroup.
Question 3 of 10
Which of the following is NOT one of the five ways an 'upstander' can intervene when noticing bias, prejudice, or bullying?
  • A. Delegate by asking someone else to intervene.
  • B. Document what is going on.
  • C. Distract to give the harmed person a moment to regroup.
  • D. Defend by acting as a 'white savior' to rescue the weaker person.
Question 4 of 10
When addressing personal biases, what does the author caution against doing?
  • A. Enlisting feedback from the people around you to act as 'bias busters.'
  • B. Expecting underrepresented members of your team to do the unpaid labor of educating you.
  • C. Adopting a growth mindset to learn from the situation.
  • D. Naming the specific bias when apologizing instead of giving a generic apology.
Question 5 of 10
What happens when power is layered on top of bias or prejudice, particularly when a person has unilateral decision-making power over hiring or pay?
  • A. It results in verbal harassment.
  • B. It results in discrimination.
  • C. It creates a monolithic culture of conformity.
  • D. It leads to physical violations.
Question 6 of 10
According to the book, what is the most effective systemic way for leaders to prevent harassment in the workplace?
  • A. By establishing checks and balances so no single leader has unilateral decision-making power.
  • B. By quantifying their own unconscious biases through rigorous data analysis.
  • C. By creating a culture of consent specifically focused on physical touch.
  • D. By outsourcing all management training to the HR department.
Question 7 of 10
How did Alan Eustace, a Senior VP of engineering at Google, successfully address the lack of women being hired into his engineering team?
  • A. He accepted that it was a 'pipeline problem' and focused entirely on recruiting from existing pools.
  • B. He lowered the technical requirements for female applicants to ensure a more balanced ratio.
  • C. He analyzed data and worked with institutions like Harvey Mudd College to fix 'weeding out' courses that disproportionately affected women.
  • D. He mandated that 50% of all new hires must be women, regardless of their coding experience.
Question 8 of 10
What does a 'culture of consent' primarily require regarding physical contact at work?
  • A. Employees must sign a waiver before engaging in physical contact like handshakes.
  • B. Consent is assumed unless the other person explicitly states they are uncomfortable.
  • C. It is the responsibility of the person initiating the touch to know whether the other person wants to be touched.
  • D. All physical contact, including handshakes and elbow bumps, should be entirely banned.
Question 9 of 10
What is one of the three key things leaders must do to proactively prevent bias, prejudice, and bullying?
  • A. Teach the team to disrupt bias in the moment using a shared vocabulary.
  • B. Enroll the staff in an annual workshop and allow HR to handle all disciplinary actions.
  • C. Promote 'brilliant jerks' only if their behavior doesn't result in a lawsuit.
  • D. Ensure that upstanders are financially compensated for their interventions.
Question 10 of 10
Why does poet laureate Tracy K. Smith argue that 'Love' is a better framework than 'tolerance' for creating a just society?
  • A. Tolerance requires too much emotional labor, whereas Love is a natural human instinct.
  • B. Tolerance means making space without giving up power, whereas Love requires a radical shift where others' needs are as important as your own.
  • C. Tolerance forces people to agree on everything, whereas Love allows for differing political opinions.
  • D. Tolerance is a legal term that belongs only in HR policies, while Love is strictly for interpersonal relationships.

Just Work — Full Chapter Overview

Just Work Summary & Overview

Just Work (2021) reveals just how damaging unchecked bias and discrimination are in the workplace. Everyone has unconscious biases and prejudices that they bring with them to work. But if these aren’t confronted head-on they can create a toxic work environment with unhappy employees who can’t do their best. Tackling bias is a win for everyone.

Who Should Listen to Just Work?

  • CEOs wanting to create thriving workplaces
  • Anyone who’s experienced workplace harassment, and wants tools to address it
  • Workplace bullies who want to confront their prejudices

About the Author: Kim Scott

Kim Scott is the author of the New York Times and Wall Street Journal best seller Radical Candor and cofounder of the company of the same name. She was a senior executive at Google for many years and has worked as a CEO coach at Dropbox and Twitter. She was also part of the faculty at Apple University.

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