Sublime

Confrontation If your best executive asks you for more territory, how do you handle it? Describe your process for both promotion and firing. How do you deal with chronic bad behavior from a top performer?

“I want you to tell me exactly what you think of me … even if it costs you your job.

Everyone is urged to be “radically transparent” with their opinions, and the newest associate is welcome to tell Ray himself that he is wrong. Bridgewater takes the further step of applying an algorithm to the matrix, which takes into account factors such as past performance, expertise on the particular topic, and other ways of weighting individual

AT FIRST BLUSH, it seems like achieving results is more a matter of challenging directly than caring personally. But the ultimate goal of Radical Candor is to achieve collaboratively what you could never achieve individually, and to do that, you need to care about the people you’re working with.

Third, the more firsthand experience you have with how it feels to receive criticism, the better idea you’ll have of how your own guidance lands for others.

Bosses rarely intend to ruin an employee’s chance of success or to handicap the entire team by letting poor performance slide. And yet that is often the net result of Ruinous Empathy.

To keep a team cohesive, you need both rock stars and superstars,

In my experience, people who are more concerned with getting to the right answer than with being right make the best bosses.

The key to soliciting criticism from the Dublin team was not to react defensively.