Kim Scott's Radical Candor | The #1 Book For Better Bosses

Guidance, team, and results: these are the responsibilities of any boss.

The second dimension involves telling people when their work isn’t good enough—and when it is; when they are not going to get that new role they wanted, or when you’re going to hire a new boss “over” them; when the results don’t justify further investment in what they’re working on. Delivering hard feedback, making hard calls about who does what on

When bosses are too invested in everyone getting along, they also fail to encourage the people on their team to criticize one another for fear of sowing discord.

To be Radically Candid, you need to practice it “up,” “down,” and “sideways.”

Start by getting feedback, in other words, not by dishing it out. Then when you do start giving it, start with praise, not criticism. When you move on to criticism, make sure you understand where the perilous border between Radical Candor and Obnoxious Aggression is.

The hardest part of building this trust is inviting people to challenge you, just as directly as you are challenging them. You have to encourage them to challenge you directly enough that you may be the one who feels upset or angry. This takes some getting used to—particularly for more “authoritarian” leaders. But if you stick to it, you’ll find th