Radical Candor:
How to Get What You Want
by Saying What You Mean

Radical Candor: How to Get What You Want by Saying What You Mean

Radical Candor—gives you a compass for candid conversations.

The single most important thing a leader can do, Scott has learned, is focus on guidance: giving it, receiving it, and encouraging it.

Guidance, which is fundamentally just praise and criticism, is usually called “feedback,” but feedback is screechy and makes us want to put our hands over our ears. Guidance is something most of us long for.

For all of us raised in a culture that preaches, “If you can’t say something nice…", that criticism might not sound so nice.


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  • Care personally, challenge directly.
    First things first, let’s define “Radical Candor.” This starts with caring professionally and personally about your colleagues
  • Know your rock stars, know your superstars, and know when they may change. The rock stars of an organization are steady as the proverbial rock. Your superstars are those forces for change who have a steep growth trajectory within your organization, are ambitious at work, and are in search of new opportunities.

  •  Criticize the wins as well as the losses.
    Consider such feedback less as nit-picking and more of focusing on tangible ways to always be improving.
  • Take as good as you give — the good, the bad, and the ugly. Scott writes in Radical Candor that “In order to build a culture of Radically Candid guidance, you need to get, give, and encourage both praise and criticism.” This means having a Radically Candid relationship with your boss as well as your employees, and soliciting guidance from both.

"The way you ask for criticism and react when you get it goes a long way toward building trust—or destroying it."

Kim Scott

Author, Radical Candor

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