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Kim Scott

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If you don’t have anything nice to say then don’t say anything at all..right?

While this advice may work for home life, as Kim Scott has seen first hand, it is a disaster when adopted by managers in the work place.

Scott earned her stripes as a highly successful manager at Google before moving to Apple where she developed a class on optimal management. Radical Candor draws directly on her experiences at these cutting edge companies to reveal a new approach to effective management that delivers huge success by inspiring teams to work better together by embracing fierce conversations.

Radical Candor is the sweet spot between managers who are obnoxiously aggressive on the one side and ruinously empathetic on the other. It is about providing guidance, which involves a mix of praise as well as criticism – delivered to produce better results and help your employees develop their skills and increase success.

Great bosses have a strong relationship with their employees, and Scott has identified three simple principles for building better relationships with your employees: make it personal, get stuff 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. Drawing on years of first-hand experience, and distilled clearly to give practical advice to the reader, Radical Candor shows you how to be successful while retaining your integrity and humanity. Radical Candor is the perfect handbook for those who are looking to find meaning in their job and create an environment where people love both their work and their colleagues, and are motivated to strive to ever greater success.

Radical Candor de Kim Scott descarcă cartea. Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity is a business leadership book written by former Apple and Google executive Kim Malone Scott. [1] [2] In the book, Scott defines the term radical candor as feedback that incorporates both praise and criticism. [3] All episodes. Kim Scott, a cofounder of the executive coaching firm Radical Candor, says that too many managers give meaningless positive feedback, while many others are highly critical without What: Kim Scott, Jason Rosoff and Radical Candor role players deliver the principles of our feedback framework in 8 structured sections on Sessions by MasterClass.; Why: Set yourself on a path for personal and professional growth, learn how to have productive conversations using Radical Candor principles, and acquire the tools to transform your mindset. Scott describes the meaning of radical candor as having the ability to care personally while challenging directly at the same time. Scott’s radical candor model is designed to guide your professional interactions and conversations. The goal is becoming a better communicator while also transforming yourself into a powerful instrument for While I discuss the concept of Radical Candor in depth in the book, in this article we’ll start with a basic explanation, followed by a focus on how it relates to teams. Radical Candor: Care Personally and Challenge Directly. Radical Candor is what happens when you Care Personally and Challenge Directly. Radical Candor builds trust and opens 5. 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 Step 2. Solicit feedback: Prove you can take it before you start dishing it out. Start asking your team to criticize you. Review “soliciting impromptu guidance” in Chapter Six. And remember, don’t let people off the hook when they don’t say much—because they won’t, at first. Embrace the discomfort to move past it. Self-care is one of the Radical Candor examples of what you need to build a trusting environment. Work-life balance implies that energy that’s put into your work is sapped from your life, and vice versa. Instead, think more in terms of integrating the two—you bring your whole self to work, and your whole self goes home at the end of the day. The definition of radical candor. Scott defines radical candor as giving feedback to your coworkers in a way that shows you care about them while still being direct and forthright. To help people give better feedback, she has come up with a simple chart that maps out what healthy feedback looks like, and what it doesn’t look like. * 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 Radical Candor de Kim Scott descarcă cartea pdf, epub, mobi. All episodes. Kim Scott, a cofounder of the executive coaching firm Radical Candor, says that too many managers give meaningless positive feedback, while many others are highly critical without While I discuss the concept of Radical Candor in depth in the book, in this article we’ll start with a basic explanation, followed by a focus on how it relates to teams. Radical Candor builds trust and opens Scott describes the meaning of radical candor as having the ability to care personally while challenging directly at the same time. The goal is becoming a better communicator while also transforming yourself into a powerful instrument for 1. Radical candor Care personally and challenge directly. This is what you want to aim for in your feedback, that perfect balance between caring and challenging. In many ways, it’s completely intuitive. If you care about someone, you’ll want them to succeed. 5. This means having a Radically Candid relationship with your boss as well as your employees, and soliciting guidance 5 minute read UX/UI Design Essential ingredients include: thoughtful consideration, careful listening, care for the other person, trust, and humility. Radical Candor, a concept coined by Kim Scott, can help you love your work and the people you work with. Radical Candor Examples Radical candor’s components of caring personally and challenging directly are essential to giving good, sincere feedback—which naturally contributes to trusting relationships with your reports. In Radical Candor, Kim Scott outlines the different types of feedback that managers give, and the traps you can fall into when doing so. She has developed a system for giving effective feedback outlined below. The TLDR is: Ideally, first build a relationship with anyone before giving them feedback. Make sure they know you care personally about Radical Candor: This style successfully combines high levels of caring with high levels of directness. A team that can communicate with each other this way has already created a community of trust, and knows any criticisms are meant to be constructive. This team genuinely wants to see each other succeed. Be Cautious with Radical Candor List Price: $29.99 Details Save: $4.50 (15%) FREE Returns FREE delivery Monday, August 7.