Radical Candor — The Surprising Secret to Being a Good Boss | First Round Review

You are the general manager of a twenty million dollar a year company …. One of your staff drinks a wee bit of…. He can’t afford taxis, let alone rent of a modest four bed home …. Coitus and children age …. What do you do …. The boy just got out of jail ?

That background is difficult.

I ADORE READING

Thank you 💕

Very good thank you for your teaching

Got here 2 days ago... I'm back here 27 May 2023 because 1. Loadshedding 2. I needed to hear this one more time

Pretty basic but time tested.

To teach someone to care personally is literally to teach manipulative insincerity. You either do or don't care. It's a feeling not a skill.

Shoot, I already do this

Lol!! coincidentally, i heard both terms : Radical Candor & Ruinous Empathy in one of the Seasons of Silicon Vally(Dana's COO )

Nice I love it. I completely disagree though about the SCOTT example. Meeting Scott’s team to get feedback about him, thinking that this would help him become a better manager! Sorry I find it not fostering the right spirit at all. Opening the door to people to moan about their boss to their boss’s boss doesn’t sound right to me. There could be other ways to allow the truth across layers… rather than belittling Scott and encouraging his team to bypass him, and actually patronizing him!! Who made you the super hero who can solve all problems caused by him!! Who said that u r a better manager than him, just because u r higher in rank?! I understand the rationale and the good faith. But I really really think it’s a horrible example to follow.

as a Teamleader, having a BASS V in a team, is there any hope with (or against) that person? "I don't like that man. I must get to know him better". Abraham Lincoln (if the person is definitely not a psychopath?)

Radical Candor is what POC have been using for literally ever with each other, which is “keeping it real” and has been demonized and often gets warped into the angry black male/female troupe in the workplace. Frankly, this book is bullshit and made for white people; because Kim is blind to the issues POC have when they “Keep it real.” Her Google “you sound stupid” example is not something a POC could do comfortably and not worry about fallout or repercussions. For a black leader, there is a dance to balance this and code-switching to make sure a white subordinate doesn’t take it as combative.

So this book can fuck off.

(literary talking from experience where this happened twice and it was simply a convo of not meeting expectations, among countless other examples heard from my network, if you have any doubts ask POC leader “do you keep it real” when delivering feedback)

1. Making people aware of what they did wrong calmly and with gentle tone is critical for a leader.
2. Touching up to the person who was given feedback, later on is important as well.

Kim, This is really brilliant.

Wow. This is so good. Very hands-on and insightful. Thank you

Very insightful. Have recently joined an Emotional Intelligence workshop which links to this too. Understanding how one communicates can really go a long way in building a strong(er) relationship.

Moving through fear to provide and hear negative feedback definitely builds better performing teams. Great structure to build a constructive process.

the noise at the beginning of the video is SUPER annoying.

Kim Scott she about feedback your employee Bob & her history puppy we are using how's important things thank you very much everyone for sharing knowledge that beneficial and helpful

Incredibly helpful. Going to buy the book

Very thoughtful..!!

Kim, this is brilliant and profound in its simplicity and the courage and love it takes to practice it.

4 Things you can do –

1. Impromptu guidance
2. Make back-stabbing impossible
3. Make it easier to speak truth to power
4. Put your own oxygen mask, first

I enjoyed this presentation.

Great video, terrible background choice.

My boss gave me homework lmao

Love that this is nothing groundbreaking, but is packaged in a way that the 21st century working world can apply it. Takes a lot of brains to be able to do that!

This was very interesting. Great information! Thank Rachael.

Her sound is sooooooooo irritating!!!

brilliant!

This is really old stuff that has been re-packaged. Nothing she says is new. Her use of new verbiage makes it sound new!! Consultants are good at this. To their credit, they are good at repackaging old stuff, from which they themselves have learned, and market it to a new generation that doesn't know it's old stuff--to them, it's "OMG, I had never thought of my job that way!"

I used these concepts, and other better ones, in my 20+ years in HR. We used to talk about positive feedback, immediate feedback, feedback for improvement (not "criticism"), etc.

If you don't believe me, read up on Dr. Frederick Herzberg, Hackman & Suttle, Steers & Porter, and other leadership consultants and authors of the 1960s, '70s, and '80s

Eli Vega, former HR executive.

This is brilliant and pure.

Incredibly helpful

Kim ... your speach was inexplainably contemplative....

Great insights into how we give praise and criticism.