Reviewing: Radical Candor by Kim Scott
My impression: I read this book several times as I have used the material for my coaching and group workshops. This book was introduced to me by a friend who read my article about giving and receiving feedback. “There is a book that “Her idea of Racial Candor is aligned with what you discuss in your article.“, she said. The book's core strength lies in its emphasis on achieving a balanced approach to people management. It advocates for candor while maintaining care for the team, listening attentively to diverse ideas while exercising discernment, and employing both logic and emotional intelligence. This emphasis on embracing complexity resonates with me as a critical quality for effective leadership. It complements well with “Thanks for the feedback” by Stone and Heen on the topic of giving and receiving feedback.
Key messages: These are messages that resonated with me the most
The book opens with the author's personal anecdote about a team member who, despite consistent performance shortcomings, was well-liked and never received direct feedback. This ultimately led to termination. When letting go, the team member asked her “Why didn’t you let me know earlier?” The author highlights the danger of withholding critical feedback due to the fear of hurting feelings or being perceived as a jerk. It emphasizes that providing direct feedback and caring for the person are not mutually exclusive. I agree with that.
The distinctions between micromanagement, absentee management, and delegation as a partnership were particularly insightful. The book argues against a completely hands-off approach often associated with high performers. She suggests that managers should be curious, listen, ask why, and recognize when to support more (hands on and mouth off approach) rather than being hands-off. It is a blanched approach that many managers are struggling to display
Separating "debate" from "decision-making" meetings allows for more open discussions. When participants understand that a meeting won't yield immediate decisions, they're more likely to share freely and listen receptively. This practical approach can lower the tension and persuade people better.
Implications: Out of many frameworks for giving and receiving feedback, Radical Candor seems most intuitive and practical to me - You need to be straightforward and care for the person at the same time when managing people. The book also shares lots of practical approaches in executing this framework such as how to design & conduct 1 on 1 meetings, having career discussions, how to listen, how to measure performance, how to support rock stars and superstars differently, etc. In my coaching experience, most leaders struggle with candid communication for fear of damaging relationships. This often leads to emotional outbursts, resentment, and rash decisions later on. The book's most actionable recommendation, in my view, is to begin by soliciting feedback. We all should solicit feedback more. It shows your humility and can create a foundation for giving and receiving feedback culture.
Resources
Radical Candor website: It has full of resources including podcast and videos