Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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. While this advice may work for everyday life, it is, as Kim Scott has seen, a disaster when adopted by managers.
Scott earned her stripes as a highly successful manager at Google and then decamped to Apple, where she developed a class on optimal management. S...more
But as much as I wanted to hate the book, it actually has solid substance. I've seen many of the practices discussed in the book used in person ...more
Kim’s book offers an approach, mental models, and a point of view that are useful, practical, and applicable for bosses and teams. (Typically I’d say leaders or managers; I’m reflecting her language here out of respect.)
Her writing and approach demonstrate strong awareness of the challenges inherent in this topic: the range o ...more
The key takeaway for me was learning how to move up on the "challenging directly" scale, while still "caring personally". Give people both praise and criticism as often as possible, don't wait for a perf cycle to come, and don't wait for them to ask for feedback. Same thing applies for asking for feedback. The ...more
Here are my notes about this book:
* At apple, we hire people to tell us what to do, not the other way around ...more
I found this inconsistency puz ...more
Unir um time é algo difícil. A maioria dos gestores que conheço, principalmente os C-Levels, ficam preocupados em estabelecer uma cultura na empresa toda. Mas uma cultura não se impõe, ela é orgânica. A forma como os integrantes do time se relacionam é como a cultura se espalha pela empresa inteira. Mas para que as pessoas se relacionem melhor, é necessário que os chefes, gestor ...more
I didn't love everything about this book, but now that I'm done with the library copy I'm ordering one for myself. So that's an automatic five stars.
1. Radical candor = Care personally + challenge directly
2. Care personally starts with career discussions and good 1:1s
3. Challenge directly starts with asking for and taking criticism well yourself
4. Listen -> Clarify -> Debate -> Decide -> Persuade -> Learn, in that order
One thing I particular ...more
One of the things that I liked the most about it was that I really like hearing from people who have worked hard in practical jobs. Too much of our conversation and impression about modern life is driven by precisely the people who know the least about it: academics and creatives. Academics work h ...more
A boss is a boss, a manager is a manager, and while it's true no one wants to work fo ...more
The first rule of Radical Candor is to “care personally.” Readers won’t need S ...more
As an audiobook, I think a professional narrator might have been better.
I get that Kim does a lot of public speaking, but there is something about her voice that just came across as whiny throughout the book. Even knowing the content first-hand, it sounded like a reading.
The book started of pretty well, and the concept of radical candor getting explained was intriguing.
But from about half way it becomes a bit of a drag. Repeating things and steeri ...more
In addition to the grand strategy of “challenge directly and care personally” the specific tactics Kim Scott offered made a lot of sense and in the months after finishing the book I’ve tried many of them with mild to great success.
I definitely have an easier time with the former and less with the latter. Definitely a goal for me.
I also like that she addresses that what might work in one organization may not work in another - her exampl ...more
My biggest take is about clarity and relatio ...more
In my private ranking of books that cover teams and people management Radical Candor is now no.2, right after Peopleware.
Book describes the great framework of building feedback loop in work environment to help you avoid this uncomfortable moment of being direct with your coworker.
But that's not all, it gives excellent guidance to managers on how to plan their time, how to try to keep up with work and not being centered only around th ...more
Prior to founding Candor, Inc., Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and several other Silicon Valley companies. She was ...more