The title (as the cover image suggests) refers to the ideal quadrant on a chart with two axes: "care personally" and "challenge directly". Kim Scott's observations have wide application, and do a great job of prioritizing the need to treat everyone as a human being first-and-foremost. Radical Candor is written for managers/bosses, but I'd recommend it for anyone in the workplace. If not, you'll probably enjoy the book.more If you work in Silicon Valley at one of the larger tech companies you've probably already seen all of this in practice and can easily skim. If I ever find myself in a place that isn't already practicing most of these things I'll probably end up recommending it to a colleague.
#RADICAL CONDOR HOW TO#
I've seen many of the practices discussed in the book used in person and appreciate the focus on how to give good crisp criticism and praise. Simplistic diagrams with arrows and what feels like modern Clip Art? Check.īut as much as I wanted to hate the book, it actually has solid substance. Quoting Steve Jobs and Fred Kofman? Check. Name dropping of personal relationships with Larry Page and Sheryl Sandburg? Check. It had enough of the grating Silicon Valley meets Ted talk tropes to assume it lacked substance. I've seen many of the practices discussed in the book used in person As I worked my way through this book I wanted to hate it. But as much as I wanted to hate the book, it actually has solid substance. Simplistic diagrams with arrows and what feels like modern Clip Art? Check. Taken from years of the author’s experience, and distilled clearly giving actionable lessons to the reader it shows managers how to be successful while retaining their humanity, finding meaning in their job, and creating an environment where people both love their work and their colleagues.moreĪs I worked my way through this book I wanted to hate it. Radical Candor offers a guide to those bewildered or exhausted by management, written for bosses and those who manage bosses.
Great bosses have strong relationships with their employees, and Scott has identified three simple principles for building better relationships with your employees: make it personal, get (sh)it done, and understand why it matters. It’s about providing guidance, which involves a mix of praise as well as criticism-delivered to produce better results and help employees achieve.
Radical candor is the sweet spot between managers who are obnoxiously aggressive on one side and ruinously empathetic on the other. She has earned growing fame in recent years with her vital new approach to effective management, the “radical candor” method. Scott earned her stripes as a highly successful manager at Google and then decamped to Apple, where she developed a class on optimal management. While this advice may work for everyday life, it is, as Kim Scott has seen, a disaster when adopted by managers. Sh From the time we learn to speak, we’re told that if you don’t have anything nice to say, don’t say anything at all.
From the time we learn to speak, we’re told that if you don’t have anything nice to say, don’t say anything at all.
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