Radical Candor: Fully Revised & Updated Edition: Be a Kick-Ass Boss Without Losing Your Humanity
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* New York Times and Wall Street Journal bestseller multiple years running
* Translated into 20 languages, with more than half a million copies sold worldwide
* A Hudson and Indigo Best Book of the Year
* Recommended by Shona Brown, Rachel Hollis, Jeff Kinney, Daniel Pink, Sheryl Sandberg, and Gretchen Rubin
Radical Candor has been embraced around the world by leaders of every stripe at companies of all sizes. Now a cultural touchstone, the concept has come to be applied to a wide range of human relationships.
The idea is simple: You don’t have to choose between being a pushover and a jerk. Using Radical Candor―avoiding the perils of Obnoxious Aggression, Manipulative Insincerity, and Ruinous Empathy―you can be kind and clear at the same time.
Kim Scott was a highly successful leader at Google before decamping to Apple, where she developed and taught a management class. Since the original publication of Radical Candor in 2017, Scott has earned international fame with her vital approach to effective leadership and co-founded the Radical Candor executive education company, which helps companies put the book’s philosophy into practice.
Radical Candor is about caring personally and challenging directly, about soliciting criticism to improve your leadership and also providing guidance that helps others grow. It focuses on praise but doesn’t shy away from criticism―to help you love your work and the people you work with.
Radically Candid relationships with team members enable bosses to fulfill their three core responsibilities:
1. Create a culture of Compassionate Candor
2. Build a cohesive team
3. Achieve results collaboratively
Required reading for the most successful organizations, Radical Candor has raised the bar for management practices worldwide.
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Reviews (13)
13 reviews for Radical Candor: Fully Revised & Updated Edition: Be a Kick-Ass Boss Without Losing Your Humanity
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Elisabeth Kitchens –
Ema Freitas –
Really good book to help you build your own management style. Do not consider this book as a bible and I do recommend reading more management books to create your own style. The tools provided are really good to get started to build highly effective teams which trust each other. Not everyone likes Radically candid people so tread carefully when practicing in real life.
Richard P. –
I first heard about “Radical Candor” during my government agency’s annual training conference, a conference that included a workshop based upon “Radical Candor” led by our HR director. While I hadn’t heard of the book, I fell in love with the ideas behind it and upon my return home set out to pick up the book for myself. “Radical Candor” has easily become one of my favorite books of the past year, a terrific option for those who are challenged by difficult conversations and who want to grow in leadership.
While “Radical Candor” is likely most applicable to those in management or leadership positions, I’ve found the book really has been of tremendous benefit in my personal life. Within weeks of reading the book, I found myself in a challenging situation dealing with a healthcare provider and took much of what I learned from the book to resolve the situation positively and to work through a potentially negative situation. I displayed a side of myself I didn’t really know and was rather awestruck by the positive results.
Since reading the book, I’ve actually been promoted into a supervisory position and am now seeing the ways in which the book complements my existing leadership skills and management style. Truly, “Radical Candor” remains one of my favorite books from the past year and I’ve seen positive growth both personally and professionally resulting from author Kim Scott’s intelligent, informed and sensitively written guidance.
NATO CIS GROUP –
El libro es un manual para aprender todo lo necesario en relación a la gestión y construcción de equipos. Mezclado con anécdotas de la vida real, creo que nunca había aplicado las explicaciones de nungún libro en mi día a día. Ya era hora de que alguien publicase algo tan efectivo. Lo recomiendo para toda persona que quiera desaprender y volver a comenzar con ideas nuevas, frescas, reales y que funcionan. Perfecto.
HNA –
is an essential read for anyone looking to improve their leadership skills.
kirabug –
This was an odd one, in part because it wasn’t a book I chose. Our team has a book club at work and the Radical Candor was the first book we covered, in part because our manager is looking for us to provide each other with more radical candor.
So first: this book is written for managers, and I am not a manager. (I don’t foresee wanting to be a manager any time soon.) If you are a manager, it’s probably a better fit.
Second, well, there’s a lot of Silicon Valley privilege dripping from this book. At one point, Kim talks about how letting poor performers go can be a blessing for both the company and poor performer because the fired employee can go do something like starting that coffee shop they always wanted.
Maybe on a West Coast IT severance package (assuming they move somewhere else) but most people on the East Coast and all points in between lose a job and immediately have to go find another job.
Kim also talks about how things like minority status or being female might make radical candor more complicated, but doesn’t actually talk about what to do about them. Frankly, I don’t think she knows.
So yes, problematic book from multiple angles.
At the same time, this book gave me some tips and tools that I need. For example, Kim puts a lot of emphasis on giving praise, which I don’t do enough. One of the highlights of my year so far was an unexpected piece of praise from my manager for a wiki I’m putting together. I’m trying to pay that forward to the folks I work with, because we all should hear about the things we’re doing right at least as often as we hear about the things we’re doing wrong.
The other thing that Radical Candor provides is a framework for structuring large conversations. When you have a business question where you know gaining consensus is going to be an issue, you can separate the “debate” meeting from the “decide” meeting, for example, to ensure that everyone gets a chance to have their say and at the same time there isn’t pressure to make a decision right now.
I don’t think that Kim Scott provided enough direct advice on how to structure a piece of criticism. I think that Crucial Conversations does a much better job in that sense. But I do think that this book gives better examples of why constantly providing just-in-time feedback can help a team move from a place where crucial conversations are necessary to a place where everyone is communicating clearly enough that high-stakes behavior discussions are fewer and far between.
In summary, this is not a book I’d say will have a permanent place on my bookshelf like Crucial Conversations does, but it’s helpful and adds some tools to my toolbox that I didn’t have before.
Fran –
On this book Kim Scott was able to piece together everything she has learned about business into a complete and cohesive model on how to manage based on three pillars: to care personally; to confront directly; to practice all sorts of 1:1s.
I intensively study management practices, but it wasn’t until last year that I had management experience with more than five direct reports. In 2016 I started a company in which I had 20 direct reports. I tried what I now know is called a “Ruinous Empathy” approach. I thought that just caring and showing that to employees would bring open conversations to the table. Interesting thing is that people loved me, but soon things started getting out of control. That’s when I started an “Obnoxious Agression” approach, fired some of them and stopped caring so much ( now I know I share great part of responsibility for what happened there). As you may have noticed both approaches lack a delicate kind of balance. That is the balance Kim Scott tries so hard to achieve with her method and I can understand perfectly why.
Here you’ll find insightful quotations from world’s leaders sharing their beliefs.
Moreover, you’ll often find phrases on the following format: “you might think you don’t have the time to___, but ___” . That means the model here presented requires an intensive focus on people. You’ll need skills, time and dedication for it to work out. I can not state if it works, but it is definitely a north to follow and seems to be doing really good to me. It reminded me of the transformative experience it was reading Carol Dweck’s Mindset.
Let me help you grasp what this book is really about with more concrete terms. Here, you will read about:
Hiring: getting to know the candidate behind the mask as much as possible in a short period of time.
Firing: doing what is best for the employee, not the company.
Giving/Receiving Feedbacks How to deal with biases, corporate structure, trust, openness, humility.
Putting people on the right jobs: Are the hungry for growth or for improving on what they do now?
Meetings: Establishing structured meetings with clear purposes, facilitating meetings, setting it out on a corporate agenda.
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Dig further (Some of the books that Radical Candor reminded me)::
On conversation: Crucial Conversations: Tools for Talking When Stakes Are High- Kerry Patterson
On meetings: Moments of Impact: How to Design Strategic Conversations That Accelerate Change- Chris Ertel ; Death by Meeting: A Leadership Fable about Solving the Most Painful; Problem in Business- Patrick Lencioni ; Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days – Jake Knapp
On Productivity: Scrum – Jeff Sutherland
Getting Buy in: Buy-In: Saving Your Good Idea from Getting Shot Down
On Change Management: Leading Change -John .P Kotter.
Humble Conversations
Creativity – Ed Catmull
Prime member –
Have definitely used some techniques in this book to resolve issues at work.
Veronica Smith –
ok
cesar carneiro penna –
Arrived in time.
Kevin West –
Great book and wonderful insights to becoming a better leader. Be aware the font size of the book is extremely small and does create eye strain. Reading glasses are required to read this book even if you don’ use reading glasses regularly.
Elisabeth Kitchens –
As part of a work book club, I delved into Kim Malone Scott’s fresh perspective on delivering criticism. Our team is keen on embracing her philosophy. My sole critique? The book’s repetition could have been trimmed for greater impact.
M. R. of WI –
Excellent book! I was fortunate to hear her talk on the book and bring further context to Radical Candor! Love how she helps you to build up your skills to seek feedback and really work towards being kind, not nice.