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.

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

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 more pieces of advice advocating for a top-down, hierarchical style of management, including the author's frequent use of constructions such as "soandso reported to me" and "I had 100 people reporting to me," and so on. I found this inconsistency puz...

I'm migrating all my reviews to my blog. If you want to read the full review with my raw notes, check it here: https://pothix.com/radicalcandorbook/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 performan...

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). Th...

I thought this would be a book about just the concept of Radical Candor: to give feedback early and often, by both being direct and it coming through that you care about the person personally. The book gets a lot of shit because it's been misused in phrases such as: "Let me be radically candid with you, [feedback that is direct but does not demonstrate you care about the person's growth]." However, it turned out to be one of, if not the, best management book I have read. It is filled to the brin...

This is a business book that actually offers a significant amount of practical advice to managers, starting from the basic "how to have a 1-1" to "how to implement the right performance review process for your company." I'm impressed by the amount of content. This is an actual book, not just an expanded TED talk. The framework is pretty simple: care personally about people, and challenge them directly. Healthy teams practice this in all directions.It's impossible to review this book without firs...

What to say about this book? I didn't enjoy it. Not. One. Bit. I stopped reading it for quite some time, but I had to finish it for a corporate book club. For clarity, that was the ONLY REASON why I finished it. This is a giant book of 8 chapters, three of which just re-hash, revisit, and repeat the first 3 chapters as if the reader had no short term memory and required another briefing of the subjects covered. A boss is a boss, a manager is a manager, and while it's true no one wants to work fo...

This was way better book than I've expected.Kim gives great advice based on her experience as a worker and as a boss.

I read this book so I could more skillfully shit talk Kim Scott and this book. If you want to be a good boss and human, read (and apply) NonViolent Communication by Marshall Rosenberg. If you want to be a good boss and human, work on yourself. Meditate, pray, get into community with others, care for others, and commit to a life of service rather than domination.Kim Scott's busywork of packaging putrid cruelty and hierarchy as some great gift to the Working Man strives for the heights of neoliber...

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. Quoting Steve Jobs and Fred Kofman? Check. Simplistic diagrams with arrows and what feels like modern Clip Art? Check.But 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...

Great book, minus one star for all the name dropping.Takeaways:1. Radical candor = Care personally + challenge directly2. Care personally starts with career discussions and good 1:1s3. Challenge directly starts with asking for and taking criticism well yourself4. Listen -> Clarify -> Debate -> Decide -> Persuade -> Learn, in that order

Radical Candor is written for managers/bosses, 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 quadrant 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 t...

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 respect.)Her writing and approach demonstrate strong awareness of the challenges inherent in this topic: the range o...

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 period).The 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. The...

Listened to the audiobook narrated by the author.As an audiobook, I think a professional narrator might have been better.I get that Kim does a lot of public speaking, but there is something about her voice that just came across as whiny throughout the book. Even knowing the content first-hand, it sounded like a reading.The book started of pretty well, and the concept of radical candor getting explained was intriguing.But from about half way it becomes a bit of a drag. Repeating things and steeri...

This book was a drag. A few observations:- It's basically a collection of stories glorifying some big Silicon Valley names. My impression was she lifted up all those she's coached or those who've been good to her and provided her with career opportunities/pathways. The white friends club is real:a. Sheryl Sandberg is the greatest boss of all timeb. Steve Jobs was the best at radical candor even though it's old news that many thought he was obnoxiously aggressive per the book's parlancec. Dick Co...

The content in this book is superb and critical for any leader. The delivery of that content could have been a bit better. So I found this book well worth reading, but I also had to re-read many parts of it, as I often found myself tuning out (either due to slightly sloppy writing or because some of the content felt like filler to pad out the book). If you're short on time, you can find some of (but not all!) the most important content from the book delivered much more effectively in this 30 min...

No time for a full review right now. Suffice it to say "Radical Candor" is one of the best books I've ever read about the science or art of managing people and teams. I started reading because of the radical candor approach to providing praise and criticism, and was amazed how the book covers so many aspects of day-to-day managing,Highly recommended!!!

Initially, I thought the whole book was about the Radical Candor Framework but it is only about 20% about it. In my opinion, a title like "How to be a good boss (this is the term the author likes the most instead of leader or manager)" would better represent it. But this may obfuscate the most appealing part of the book which is the Radical Candor Framework itself. Although there is good advice in other areas, I think this part is the most valuable for non-bosses and could deserve a separate boo...