Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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- Create Date：2021-12-21 09:51:50
- Update Date：2025-09-06
- Status：finish
- Author：Kim Malone Scott
- ISBN：1250235375
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Summary
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。 She has earned growing fame in recent years with her vital new approach to effective management， the “radical candor” method。
Radical candor is the sweet spot between managers who are obnoxiously aggressive on one side and ruinously empathetic on the other。 It’s about providing guidance， which involves a mix of praise as well as criticism—delivered to produce better results and help employees achieve。
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。
Radical Candor offers a guide to those bewildered or exhausted by management， written for bosses and those who manage bosses。 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。
Scott earned her stripes as a highly successful manager at Google and then decamped to Apple， where she developed a class on optimal management。 She has earned growing fame in recent years with her vital new approach to effective management， the “radical candor” method。
Radical candor is the sweet spot between managers who are obnoxiously aggressive on one side and ruinously empathetic on the other。 It’s about providing guidance， which involves a mix of praise as well as criticism—delivered to produce better results and help employees achieve。
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。
Radical Candor offers a guide to those bewildered or exhausted by management， written for bosses and those who manage bosses。 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。
Reviews
Zosia
，
This is a top 5 business book， for sure。 She uses so many humble examples from her own career that gives her advice an authenticity I don’t see often。 Plus， the concepts are right on and useful across the board。 There are some major missteps with marginalized groups here but she addresses those in the foreward （written after publication） and I appreciate how she owned up。 Highly recommended。
Andrea Morris
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Had some good points。 At times felt repetitive。 I feel like it could be shorter by a solid 20 pages and still be good。 I decent manager book to keep around or share talking points with and about but dunno if I'd recommend to anyone to read the whole thing。 Had some good points。 At times felt repetitive。 I feel like it could be shorter by a solid 20 pages and still be good。 I decent manager book to keep around or share talking points with and about but dunno if I'd recommend to anyone to read the whole thing。 。。。more
Scott Nelson
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A solid book on management that makes a compelling case for giving and receiving feedback in a way that’s actually useful to both parties。 Points out how avoiding upsetting someone can actually do more harm than good。 It explains how to give feedback in a way that doesn’t have to be obnoxious。 And how to handle talking candidly to your team， or your manager， or your managers manager。 It reminds you that letting people go can actually be better for all the parties involved， and there’s a way to d A solid book on management that makes a compelling case for giving and receiving feedback in a way that’s actually useful to both parties。 Points out how avoiding upsetting someone can actually do more harm than good。 It explains how to give feedback in a way that doesn’t have to be obnoxious。 And how to handle talking candidly to your team， or your manager， or your managers manager。 It reminds you that letting people go can actually be better for all the parties involved， and there’s a way to do it humanely， including helping them find another place。 It has some great advice about always remembering the people you work with are human， and you need to learn what their motivations are - even ‘dreams’。 And makes a unique point about valuing both ‘superstars’ and ‘rockstars’ on a team。 Overall a fun read with good advice and some good stories you’ll remember。 。。。more
Bryan Noreen
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Gets repetitive
Mellie
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I enjoyed reading Radical Candor。 Scott does a great job at conceptualizing what it means to speak freely and honestly。 I particularly appreciated the examples and non-examples of feedback and guidance。 This book is not a five star read for me because I found the structure to be a little confusing。 While part one and part two are clearly divided， the chapters jump back and forth between subjects。 This made it more challenging for me to easily connect pieces。Still this is an excellent read for an I enjoyed reading Radical Candor。 Scott does a great job at conceptualizing what it means to speak freely and honestly。 I particularly appreciated the examples and non-examples of feedback and guidance。 This book is not a five star read for me because I found the structure to be a little confusing。 While part one and part two are clearly divided， the chapters jump back and forth between subjects。 This made it more challenging for me to easily connect pieces。Still this is an excellent read for any leader who provides feedback or is seeking feedback from others。 。。。more
Hannah
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Right book， right time。
Stephanie
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I have so many things flagged in this book， for ideas to bring to work and ways to tweak how I work with my team and my boss。
Eva
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2 parts， 8 chapters。 The theoretical part was a bit hard to get into for me， but especially chapter 7 （Team） and the final summary of Getting Started were extremely informative and useful。
Lyndsay
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Mildly obsessed with this book。 It was so eye opening， validating， and encouraging。 Helped put things into perspective。This book details the different types of employees， including goals and trajectory of advancement。 It also touches on misconceptions about women and their behaviors in the workplace （ie。 assertive does not mean difficult）。
Eleanor Nina
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12/14/21: I am currently in the thick of reading this book and almost done with the first part before we dive into the frameworks/practices。 I must say， I started eyes wide open and absorbed everything that was written， but now， right as the first part is about to end， I am feeling a bit overwhelmed with the repetition and cited examples in this book。 My colleagues always recommend YouTube videos to get the short and sweet version， so here I think I would prefer something a bit lighter and easie 12/14/21: I am currently in the thick of reading this book and almost done with the first part before we dive into the frameworks/practices。 I must say， I started eyes wide open and absorbed everything that was written， but now， right as the first part is about to end， I am feeling a bit overwhelmed with the repetition and cited examples in this book。 My colleagues always recommend YouTube videos to get the short and sweet version， so here I think I would prefer something a bit lighter and easier to digest。 I am excited to wrap up this part and update my review at the end。 。。。more
Allie
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One of the best leadership books I’ve read this year。 I thought the book would focus on how to speak up in the workplace but it’s about delivering focused feedback to subordinates as a boss。
Davied Lubinson
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（Listening Lengtht9 hours and 23 minutes）
DJ
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I should have read it long ago because I didn't realize the book was about more than just the framework， it also offers detailed tips on how to be better。 It's a simple concept that will take a decade to master。 I have much to learn。 I should have read it long ago because I didn't realize the book was about more than just the framework， it also offers detailed tips on how to be better。 It's a simple concept that will take a decade to master。 I have much to learn。 。。。more
Martin Hudymač
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Value for money8/10Year， Price， Pages， Cover design2019 by St。 Martin’s Press; EUR 18，99; 297 pages （The content itself 232 pages; Afterword to the revised edition 26 pages; Bonus chapter 22 pages; Acknowledgments 6 pages; Index 11 pages）; HardcoverJacket design by James Iacobelli， Author photograph by Margaret Rosser， However， considering the cover， I would have expected better quality paper。 The text density on the page is too high and the reading experience is getting low。5 sentences about th Value for money8/10Year， Price， Pages， Cover design2019 by St。 Martin’s Press; EUR 18，99; 297 pages （The content itself 232 pages; Afterword to the revised edition 26 pages; Bonus chapter 22 pages; Acknowledgments 6 pages; Index 11 pages）; HardcoverJacket design by James Iacobelli， Author photograph by Margaret Rosser， However， considering the cover， I would have expected better quality paper。 The text density on the page is too high and the reading experience is getting low。5 sentences about the bookLightweight theory of how to provide feedback in 2 minutes， written in the too-long book。 Helpful radical candor grid and at the same time a kind of redundant GSD wheel that can soon enhance the pantheon of semi-similar continuous improvements wheels。 Although already a classic and legendary must-read book for every people manager， written in an eloquent style with many ear-catchy tweet-like sentences。More than 5 sentences…This book starts with a well-known truism that bosses are ultimately responsible for results。 But bosses are not able to achieve results just by themselves。 According to Scott， bosses should rather guide a team to achieve those goals。 Essentially， the whole of Scott’s book is about an explanation of what “to guide a team” means。Scott rejects the concept of “professionals” deprived of the human， private and inner side of personality。 It is a relief that she not only officially admits， but claims that it is necessary to bring your whole self to work so you can achieve business results。 Bringing your whole self to work allows to understand what motivate each person and enable to set a trusting relationship which is the engine of all movement towards to goals: “Your ability to build trusting， human connections with the people who report directly to you will determine the quality of everything that follows” 8Trusting relationships is the backbone of the culture of guidance。 Scott identifies two dimensions that can help develop trust。 The author calls the first dimension “Care Personally”: work is not “just a business”， but it is deeply personal。 The second dimension involves telling people when their work isn’t good enough and Scott names it “Challenge Directly”。 Radical candor is a moment when you put “Care Personally” and “Challenge Directly” together。Scott invented a grid that helps to understand better the dynamics of her concept。 According to the author， we should NOT understand a grid as a system of boxes for the categorization of people。 Rather， it is a matrix we are moving consciously （rather than unconsciously） during a single day， or from day to day。 The point is to recognize when we behave with “Ruinous Empathy”， “Manipulative Insincerity” or “Obnoxious Aggression” so you can correct behaviour towards “Radical Candor”。I’ve read a fully revised version with a new preface， bonus chapter and afterword。 The new preface was an occasion for Scott to again explain that “Radical” does NOT mean “Brutal” but rather “Compassion”: “Compassion is empathy plus action […] Compassionate Candor engages the heart （care personally） and the mind （challenge directly）。 Unfortunately， the term -Radical Candor- doesn’t communicate that to everyone。” xiiiWhat did I learn？- Bringing your whole self to work; relationships drive your all movement towards business goalsUnderstand what motivates each person on your team — Apple vs Google approach to the promotion engineers; Engineers as Rock Stars and Superstars:“The rock stars love their work。 They have found their groove。 They don’t want the next job if it will take them away from their craft。 […] Superstars， on the other hand， need to be challenged and given new opportunities to grow constantly。In order to distinguish between the two， you must let go of your judgments and your own ambitions， forget for a while what you need from people， and focus on getting to know each person as a human being。 For many bosses， this means rethinking ambition。” 44- One of my “open eyes” moments was reading this self-explanatory quote about a people manager’s job: “Your job is not to provide purpose but instead to get to know each of your direct reports well enough to understand how each one derives meaning from their work。 51 [my emphasis]- I found the Getting started section [227] very useful — a step by step guide on how to enrol Radical Candor concept in your organizationWhat was missing？- A fully revised and updated edition consist of 280 pages。 While reading the book， I had a strong feeling that one doesn’t need so many pages to pass core messages to the reader。 Well， if Kim Scott will decide to publish a “light version” [with the preservation of the core message]， just contact me ;）- “Get Stuff Done” （GSD wheel） is a tool for collaboration that consists of several stages。 Starting from “Listen”， then “Clarify”， “Debate”， Decide”， Persuade”， “Execute”， ending with “Learn” stage — to be able to start again with “Listen”…I cannot help myself， but GSD wheel dissolved in my mind into a myriad of similar wheels of other theories。 It becomes weird to me that authors， consultants and coaches are using the same scheme as a medium for their original ideas。 It is like shooting an ambitious action film using the cliche of “Michael Bay movies”。Favorite quotes“Caring personally is the antidote to both robotic professionalism and managerial arrogance” 13“A good rule of thumb for any relationship is to leave three unimportant things unsaid each day” 16“What could I do or stop doing that would make your life better？” 35“Your job is not to provide purpose but instead to get to know each of your direct reports well enough to understand how each one derives meaning from their work” 51“If you’re not dying to hire the person， don’t make an offer” 189“When you’re vague with praise， it is just as likely to leave a person feeling patronized” 251 。。。more
Siby
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I abandoned this book midway and then came back and tried again but just couldn't push through to complete it。 It did come highly recommended and there are some good ideas， but I found the 2nd half of the book was repetitive。 It also started becoming too much like a technical manual and less engaging。 Sadly， I gave up。 It was not worth the effort。 I abandoned this book midway and then came back and tried again but just couldn't push through to complete it。 It did come highly recommended and there are some good ideas， but I found the 2nd half of the book was repetitive。 It also started becoming too much like a technical manual and less engaging。 Sadly， I gave up。 It was not worth the effort。 。。。more
Katie
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Read this for work （very slowly）， had some good parts with helpful information but lots was bragging stories and how to manage huge teams at large corporations （not relevant for me）。
Mikhail
，
I enjoyed this book a lot - more than expected， actually。 It lays out the simple framework of caring deeply about people and providing useful feedback （good and bad） at the same time。 However， the actual value of the book for me is in the next levels of depth: how Kim applies this vague framework to different managerial processes in tech organizations。 Some were more relevant than the others to my own experience， but that's expected。 I have a bunch of practical notes and things to try around run I enjoyed this book a lot - more than expected， actually。 It lays out the simple framework of caring deeply about people and providing useful feedback （good and bad） at the same time。 However， the actual value of the book for me is in the next levels of depth: how Kim applies this vague framework to different managerial processes in tech organizations。 Some were more relevant than the others to my own experience， but that's expected。 I have a bunch of practical notes and things to try around running 1:1s， performance reviews， organizing communication， and growing personally。 。。。more
Natalie
，
For a management book， this was not terrible。 I don't think it's for everyone， and I wouldn't use everything Kim Scott talks about， but with a natural tendency towards "ruinous empathy" I thought she helpfully framed an approach to management that resonated with me。 For a management book， this was not terrible。 I don't think it's for everyone， and I wouldn't use everything Kim Scott talks about， but with a natural tendency towards "ruinous empathy" I thought she helpfully framed an approach to management that resonated with me。 。。。more
Abby Stae
，
i had to read this for work…
Lawrence Lewis
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Good ideas， but listening to the author share those ideas on audible was painful， because she has a nasally voice。 While I recommend the book， I would not recommend listening to the author。
Christina Hernandez
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I think the book was well done - I'm actually thinking about gifiting it to my supervisor for Christmas along with my resignation letter。 She offers great examples and explains each of her recommendations， so it sounds very doable even for introverts。 I think the book was well done - I'm actually thinking about gifiting it to my supervisor for Christmas along with my resignation letter。 She offers great examples and explains each of her recommendations， so it sounds very doable even for introverts。 。。。more
Andrej Mikulík
，
Actionable feedback helps us all improve in a team （or group of friends）。 Despite its title， I believe it's a great book for everyone who would like to get better in providing actionable feedback。 I。e。 you do not need to be a manager to make good use of it。 Actionable feedback helps us all improve in a team （or group of friends）。 Despite its title， I believe it's a great book for everyone who would like to get better in providing actionable feedback。 I。e。 you do not need to be a manager to make good use of it。 。。。more
Damian
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Like many management books， it's ideas could have been fit into a 10 page white paper， but I had to read the whole book。 Still， better than most books of its type。 Like many management books， it's ideas could have been fit into a 10 page white paper， but I had to read the whole book。 Still， better than most books of its type。 。。。more
Mariusz Gorzoch
，
Be honest， be true to yourself and people you work with。 That book lead you thru the journey how author of the book turn into the person to follow those rules。 Interesting reading and for sure good pickup to improve your relation with ppl around you。
Jerrid Kruse
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A good book with reasonable suggestions。 I now see why businesses seek teachers as almost every suggestion given was something an effective teacher already does。 The lack of novelty （for me） is why 3 stars。 I’m sure it would be useful for others without a teaching background though。
Nikki
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This was meh for me。 I don't think it was the correct time of my life to listen to it， or maybe I wasn't in the right mood。 Also， the audiobook wasn't great - it was read by the author， and she did okay， but it wasn't a great format， especially with all the tables in the book。 This was meh for me。 I don't think it was the correct time of my life to listen to it， or maybe I wasn't in the right mood。 Also， the audiobook wasn't great - it was read by the author， and she did okay， but it wasn't a great format， especially with all the tables in the book。 。。。more
Samaa Ahmed
，
I really enjoy the Radical Candor podcast， which I have been listening to for years， so I had high hopes for the book on which it’s based。 However， this book is pretty basic - it doesn’t really include anything revolutionary or uniquely insightful。 If you read the revised version， chapter 9 （Getting Started） is a summary of the rest of the book。 I would skip right to that。Not a bad book， but don’t expect it to change your life。
John LeViness
，
I didn’t just like this book。 I loved it。 I’m one of those people that want to be liked。 It has always made it tough to manage people well when tough conversations were needed。 This book helped。 There are tons of great books to read on various types of positive change but it is rare to find a book that impacts you the way this one did me。Emphatically recommended！
James Rosen
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Kim Scott has tons of management experience and she presents some straightforward， good ideas。But the book could have been half as long and still done its job admirably。Learn the framework。 Read some of the stories to solidify the thinking。 Then put the book down and move on。
Ron
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