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Radical Candor Be a Kickass Boss Without Losing Your Humanity

Summary Radical Candor Be a Kickass 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 managersScott 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. Overly repetitive business books are the hill I'm dying on now I guess Per most books in the genre the best is always saved for last In this case the final three chapters are the most valuable and actionable The Complete Idiot's Guide to Hearing Loss the Afterlight time we learn The Complete Idiot's Guide to Raising Goats to speak we’re The Complete Idiot's Guide to Elance told The Complete Idiot's Guide to Fondues and Hot Dips that if you don’t have anything nice The No Time to Cook! Book to say don’t say anything at all While The Flower Book this advice may work for everyday life it is as Kim Scott has seen a disaster when adopted by managersScott earned her stripes as a highly successful manager at Google and Heart of Coal then decamped Heartland to Apple where she developed a class on optimal management She has earned growing fame in recent years with her vital new approach Ad Women: How They Impact What We Need, Want, and Buy to effective management Screw You Dolores the. Overly repetitive business books are Finding Tom Connor the hill I'm dying on now I guess Per most books in Pete the Bushman the genre The Complete Idiot's Guide to the Gnostic Gospels the best is always saved for last In The Complete Idiot's Guide to the Gnostic Gospels this case Walking in Light the final Heart to Start three chapters are Stand by Me the most valuable and actionable

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“radical candor” methodRadical 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 achieveGreat bosses have strong relationships with their employees and Scott has identified three simple principles for building better relationships with your employees mak. Great book minus one star for all the name droppingTakeaways1 Radical candor Care personally challenge directly2 Care personally starts with career discussions and good 11s3 Challenge directly starts with asking for and taking criticism well yourself4 Listen Clarify Debate Decide Persuade Learn in that order The Complete Idiot's Guide to Quinoa Cookbook the sweet spot between managers who are obnoxiously aggressive on one side and ruinously empathetic on Christmas Eve on Sesame Street the other It’s about providing guidance which involves a mix of praise as well as criticism delivered An Atheist Defends Religion to produce better results and help employees achieveGreat bosses have strong relationships with Asian Bites: A feast of flavors from Turkey to India to Japan their employees and Scott has identified An Atheist Defends Religion three simple principles for building better relationships with your employees mak. Great book minus one star for all The Flintstones Stone Age Nursery Rhymes the name droppingTakeaways1 Radical candor Care personally challenge directly2 Care personally starts with career discussions and good 11s3 Challenge directly starts with asking for and Herotica 4: A New Collection of Erotic Writing by Women taking criticism well yourself4 Listen Clarify Debate Decide Persuade Learn in El Diablero that order

Kim Malone Scott ✓ 4 Free download

E it personal get shit 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 colleagu. Part of me wants to give this 3 stars and I am glad that I finished this book mainly because I am glad to be finished with this book A weirdly tough read that I could only read small amounts at a time and I almost gave up on it when she wanted to hire her babysitter to work at Google far too reminiscent of Nanny Gate for those who have worked where I have previously you know what I am talking about the author casts herself as one of those people Maybe a boss but not a leader This book would appeal to those who want to hear about working at Google Apple Twitter etc If you can weed through the author's sometimes self aggrandizing there are many good nuggets of useful humanized ways of managing people and projects in generalIt should receive 3 stars for that It's all the other stuff that made 240 pages hard to read Upon finishing this book I flipped back through and read much of the topics in BOLD print Frankly if you read this and just hit upon the bold you're on to something good 100 People Who Made History to Orchid Moon those bewildered or exhausted by management written for bosses and The House of Rajani those who manage bosses Taken from years of The Water's Edge the author’s experience and distilled clearly giving actionable lessons The Road Home to The Road Home the reader; it shows managers how The New High Protein Healthy Fast Food Diet to be successful while retaining Everyday Sports Injuries their humanity finding meaning in The Baby Doctor their job and creating an environment where people both love Zafarnama their work and Ghalib: The Man, The Times their colleagu. Part of me wants All You Who Sleep Tonight: Poems to give Bombay Stories this 3 stars and I am glad कुछ अटके, कुछ भटके that I finished Pickpocket this book mainly because I am glad Testemunha Mortal to be finished with Conspiracy in Death this book A weirdly The Immortal Throne tough read Just Because I Made Love to You Doesn't Mean I Love You that I could only read small amounts at a Arion and the Dolphin time and I almost gave up on it when she wanted Arion & The Dolphin: A Libretto to hire her babysitter Vanishing Acts: New and Selected Poems, 1985-2005 to work at Google far For the Love of India: The Life and Times of Jamsetji Tata too reminiscent of Nanny Gate for Goa: A Daughter's Story those who have worked where I have previously you know what I am The Tea Gardens talking about City Improbable: Writings on Delhi the author casts herself as one of Unbound: Indian Women @ Work those people Maybe a boss but not a leader This book would appeal Beyond The Last Blue Mountain: A Life Of J. R. D. Tata to India Through the Lens: Photography 1840-1911 those who want Vishwamitra to hear about working at Google Apple Twitter etc If you can weed On Wings of Butterflies through ফেলুদা সমগ্র ২ the author's sometimes self aggrandizing Style Your Perfect Wedding there are many good nuggets of useful humanized ways of managing people and projects in generalIt should receive 3 stars for Half a Rupee Stories that It's all Playing Hardball the other stuff Havens Knight that made 240 pages hard Haven's Knight to read Upon finishing The Darkest Evening of the Year this book I flipped back Flying by Night: Book 1 of the Coven of the Jeweled Dragon through and read much of The Spy Who Loved Me the Errar é Divino topics in BOLD print Frankly if you read Harry Clarke With Bonus Performance: Lillian this and just hit upon Emerging India: Economics, Politics and Reforms the bold you're on Nine Questions For A Princess to something good


10 thoughts on “Radical Candor Be a Kickass Boss Without Losing Your Humanity

  1. says:

    As I worked my way through this book I wanted to hate it It had enough of the grating Silicon Valley meets Ted talk tropes to assume it lacked substance Name dropping of personal relationships with Larry Page and Sheryl Sandburg? Check uoting Steve Jobs and Fred Kofman? Check Simplistic diagrams with arrows and what feels like modern Clip Art? CheckBut 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 and appreciate the focus on how to give good crisp criticism and praise If I ever find myself in a place that isn't already practicing most of these things I'll probably end up recommending it to a colleagueIf you work in Silicon Valley at one of the larger tech companies you've probably already seen all of this in practice and can easily skim If not you'll probably enjoy the book


  2. says:

    Radical Candor is written for managersbosses but I'd recommend it for anyone in the workplace Kim Scott's observations have wide application and do a great job of prioritizing the need to treat everyone as a human being first and foremost The title as the cover image suggests refers to the ideal uadrant on a chart with two axes care personally and challenge directly It is important to care about the people you work with but easy to let that care stifle the need to be honest with them a uadrant called ruinous empathy Alternately you can offer criticism without demonstrating care and end up in the obnoxious aggression uadrantOn top of this framework Scott presents a number of personal examples and realistic concrete practices that point toward a non zero sum environment in which individuals and business can achieve great results Even the ideas and observations that seem obvious are helpful reminders Highly recommended


  3. says:

    Overly repetitive business books are the hill I'm dying on now I guess Per most books in the genre the best is always saved for last In this case the final three chapters are the most valuable and actionable


  4. says:

    Great book minus one star for all the name droppingTakeaways1 Radical candor Care personally challenge directly2 Care personally starts with career discussions and good 11s3 Challenge directly starts with asking for and taking criticism well yourself4 Listen Clarify Debate Decide Persuade Learn in that order


  5. says:

    I wish I had a time machine to send this book with a heartfelt “please read” note back in time to myself and to leaders colleagues and teams I worked with over the years 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 respectHer writing and approach demonstrate strong awareness of the challenges inherent in this topic the range of personal values cultural values both company as in ‘measure twice cut once’ versus ‘launch and iterate’ as well as different norms in Japan and Israel personal crises the pressures deadlines competitiveness and often the confrontation that are part of doing business today Some books offer esoteric impracticable theory; others are just an overwhelming seuence of anecdotes This book is a good balance of models grounded with specific examples and a very workable approach to put it into practice It is consistently constructive and a helpful guide with very little “filler” For example I found the passages on gender bias in particular to the point and helpful and practicalIf I had to register a complaint it would be that counter examples and anti patterns were not as evenly distributed as positive examples A minor issue indeed 


  6. says:

    Here's what Google and Apple do Also Twitter I don't know anybody at Facebook


  7. says:

    A book every boss should read It helps to create a culture of giving and receiving honest feedback and create great teams It has many truths you will notice many of them if you're working for a big company You may not agree with some parts of it depending on how you see work and people but if you really care about people careers and the performance of your team it makes a lot of senseHere are my notes about this book At apple we hire people to tell us what to do not the other way around The manager asked Steve Jobs about how the team should be built and he said that if he already knew that the manager will not be needed The manager role has to do with persuading than giving orders babysitting people's emotions is your job as a manager and it's necessary to be a good boss It IS real job Managers should not be complaining about it When you put people in roles they don't like and are not good at or when you force people to deliver in unrealistic schedule you decrease the level of trust Building a trust relationship with your team is vital for every other activity Care personally about people Give hard feedback when necessary but show them you care about their feelings It hurts I know but we have to deal with it A good rule of thumb for any relationship is to read three unimportant things that were not said that day Radical candor praise gives a personal and specific compliment that makes they have your attention and know you're being sincere Criticism is bad in case you don't think about the other person as a human being Be careful when praising understand all the details There was a case where the boss decided to praise an employee publicly but forgot so give all the credit The other employees thought he was taking all the credit for himself To criticism to be effective it's crucial to do it very clearly and to articulate why you're criticizing in details so people can improve that Praise in public criticize in private and don't personalize Learn about what motivates each person on your team Rockstars are people who love their jobs and will not get another one if it takes them away from their craft If you put them in the wrong role they leave Superstars need to have challenges to grow constantlyRockstars are just as important as superstars Stability is just as important as growth People do a better work when they find that work meaningful Three bricklayers were building the St Paul cathedral when they were asked about what they were doing 1 I'm working 2 I'm building a wall 3 I'm building a cathedral Be a partner not an absent manager or micro manager Focus on bad employees instead of focus on the good ones is a bad choice The improvement of the good employee from good to great will be better than an improvement from bad to mediocre Rockstars usually don't want promotions be sure to compensate them somehow Conferences in case he likes to speak and so on Accepting mediocrity is not good to anybody 3 tips to consider when deciding if it's time to fire someone Did you gave this person radical candor guidance do you understand the impact of this person's performance on your colleagues did you ask others for advice Most managers wait for too long to fire people When they decide to do it this people performance has been a pain in the ass for the whole team for a while Managers tell many lies to not fire people Lie 1 it will get better Ask yourself how would it happen Lie 2 somebody is better than nobody It's better to have a hole than an asshole Poor performance actually creates work Lie 3 Transfer is the answer You will not act in good faith doing it Lie 4 it's bad for morale Don't worry your team will understand if this person really had a poor performance you will be helping the team with this decision By firing that person you may help him find another job he excels in It's not the person that sucks the job sucks at least for that person Retaining people doing bad work penalizes people doing good work Retaining bad bosses is even worst since it has such a bad Impact on people who report to them Sometimes you put a good person in a wrong role The responsibility for his bad performance is yours Even in an authoritarian company you will get better results if you lower your power down and work collaboratively Doesn't matter who is right but how to get it right If your boss is taking a bad decision it's your responsibility to convince him to change it or he will ask you about it in the future Steve Jobs did that Plussing Instead of criticizing new ideas try to solve problems with it Bosses should not take decisions alone but listen to the team and guide it Seek facts not recommendations The recommendation usually comes with ego Block time to execute Never try to prove your colleagues values wrong and yours right As a boss exercise your own public criticism Speak publicly about what you have to improve this will help others to provide feedback about you Orange feedback box on eBay The manager answer to all the uestions during the meetings and people feel comfortable asking them Don't say she's really smart But instead say this was the clearest way to show the user problem I ever seen It will give enough detail about why she's good and in what it applies Let's face it flat hierarchy is a myth High hierarchy is an inescapable fact of life LOL Categorize your team You may have rockstars superstars people not doing well but with good potential and people not doing well at all Work to let Rockstars do their work motivate superstars work on peoples growth and fire those who doesn't have a good perspective to improve If you have Rockstars than the other teams it's probably because you're out of sync with your colleagues not because you have the best team Invest in hiring it's not easy to fire people Don't make it nearly impossible to fire people or you will get your good employees to do extra work and feel frustrated about it Address performance problems as soon as possible Try to help the employee to get better and in case it doesn't work fire him Tolerating bad performance is unfair to people performing well Say thank you it's a simple gesture and makes a huge difference for the employee Don't announce promotions if it doesn't make sense for the other employees new responsibilities There is a chart about micro management vs Partnership This article describes it If people are canceling 1 1 freuently is because your partnership is not worth enough If you're not receiving enough criticism people are not feeling safe sharing it with you Google employees do team update snippets to share with the team Separate decision and debate meetings Meeting agenda should be shared with your team before the meeting People will go to the meeting only if they want or need to be there People hate to not participate in decision that involve them but they hate attending to meetings irrelevant to them even Encourage people to switch roles in debate meetings ego should not be part of it Most parts of the tips in this book consider a really big team Work against meeting proliferation Remove chairs from meeting rooms people don't want to stand for a long time Show you care about the small details and people will start doing the same Encourage people to stop complaining and start helping Do it yourself too Clarify everything you say People will try to use your thoughts to do stuff be sure they understand correctlyPeople management summary Have clear conversations with each member of your team create growth management plans once a year hire the right people fire the appropriate people promote the right people reward people who are doing a great work but shouldn't be promotedThere are great tips here and I mostly agree with them


  8. says:

    There's a lot of good content here But the author's advice isn't always consistent with the stated ideals For example there are many suggestions that sound like servant leadership and many of these are solid and awesome But there are as many or pieces of advice advocating for a top down hierarchical style of management including the author's freuent use of constructions such as soandso reported to me and I had 100 people reporting to me and so on I found this inconsistency puzzling Usually when someone gives lip service to a concept such as servant leadership but behaves another way my first uestion is whether they understand the concept well enough Maybe it's an education problem But the author appears to be highly educated and widely read and runs a company that helps companies implement management practices so I don't think ignorance is the answer to the puzzle I don't know the answer I'll never know it But I have had the misfortune of working with executives who understand concepts like servant leadership and use the language fluently but who have terrible self awareness blind spots aided by a lack of listening skills that keep them from seeing just how hierarchical they are This is the most charitable interpretation I hope it's the case here Because the other situation I've experienced is that the executive is a sociopath skilled at appearing to be a culture fit but ultimately skilled at using people for their self enrichment and power fantasy fulfillment I wish I hadn't picked up this icky vibe which other reviewers also noticed and commented on because it made it difficult to suspend disbelief and judgment and really read with an open mind The self aggrandizement is just hard to get over Overall the internal inconsistency of this book makes it a dangerous tome The sort of management bible that can be used to justify many good practices and many bad ones Already in the short time it's been out I've seen the book used by a bullying manager to deliver obnoxiously aggressive feedback labeled as radical candor I fear that this book will be a greater friend to legions of sharp elbowed asshole managers than to the cowardly types who veer into ruinous empathy which in my experience is usually a bigger problem with a company culture and the individual manager isn't the right locus of attention My conclusion is that I don't think there's nearly enough attention and thoughtfulness around the care personally dimension of the book's core framework Other writers and thinkers such as Fred Koffman Thich Nhat Hanh Frederic Laloux Diana Chapman Edgar Schein and Marshall Rosenberg to name just a few who are leagues above this book in terms of conscious attention to the human and humane elements of working well with others


  9. says:

    Part of me wants to give this 3 stars and I am glad that I finished this book mainly because I am glad to be finished with this book A weirdly tough read that I could only read small amounts at a time and I almost gave up on it when she wanted to hire her babysitter to work at Google far too reminiscent of Nanny Gate for those who have worked where I have previously you know what I am talking about the author casts herself as one of those people Maybe a boss but not a leader This book would appeal to those who want to hear about working at Google Apple Twitter etc If you can weed through the author's sometimes self aggrandizing there are many good nuggets of useful humanized ways of managing people and projects in generalIt should receive 3 stars for that It's all the other stuff that made 240 pages hard to read Upon finishing this book I flipped back through and read much of the topics in BOLD print Frankly if you read this and just hit upon the bold you're on to something good


  10. says:

    Great book about management Some new concepts and some heavily inspired from the Google management culture which I've been fortunate enough to witness and be part of for a brief periodThe 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 There's always room for improvement