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Video: A Ruinous Empathy Story

Kim shares a story about a time that she describes as the worst moment of her career. She learns a hard lesson after being Ruinously Empathetic with one of her employees for a period of several months. Although she Cares Personally and tries to be "nice," her lack of Direct Challenges causes issues for her, for the employee, and for her whole team. Watch her story: https://www.youtube.com/watch?v=uN0DQRqmQNs Listen to episode 4 of the Radical Candor podcast to hear Kim and Russ discuss this story…

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What to Do When You Disagree with Feedback

Helen Rumbelow recently wrote an article about Radical Candor. I really enjoyed talking with Helen, and was so happy that she immediately understood the difference between Radical Candor and Obnoxious Aggression. Reading Helen’s article, I also realized that I haven’t talked nearly enough about what to do when you disagree with feedback you get. By not explaining this clearly enough, I have given Helen the impression that pretty much all you can do when you get feedback is to say…

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6 Tips for Taking Feedback Well

Have you ever noticed that when it rains, everyone shows up to work talking about how everyone else can’t drive in the rain? Have you noticed that no one is showing up saying they themselves can’t drive in the rain? I gotta believe that some of those complaining about others’ poor driving, must also be driving poorly and the target of others’ complaints. Well, here at Candor’s Global Headquarters we get asked a lot some version of “how do you…

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Radical Candor is NOT Brutal Honesty

We have learned something really important from the way that the press sometimes covers Radical Candor. And we want your advice on how to communicate this idea more clearly. We want to learn to describe Radical Candor in a way that is not open to misinterpretation: too often press articles assert that Radical Candor is the same thing as brutal honesty, as front-stabbing, or that it is some sort of license to be a jerk. It is none of those…

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My 2016 Whoops the Monkey

Two of my goals in starting Candor, Inc. and also in writing Radical Candor are to help others learn from my mistakes, and to encourage leaders to be open about the mistakes they make. There are several benefits to being self-critical publicly. One, you show that you know you’re not perfect, and this encourages others to criticize you when you’re making mistakes you may not be aware of. Two, you show that it’s not the end of the world to make…

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Resolve to Be a Better Leader in 2017

It’s that time of year. A time for new beginnings. A time for renewal and resolution. Like many, you may be feeling inspired and committed to a set of New Year’s Resolutions. But have you committed to any that will help you be a better leader in 2017? Maybe you’re not sure where to start, what leadership resolutions to choose. John Farmer, one of our engineers, and I developed a list of “Leadership New Year Resolutions” to help you start…

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Use Feedback to Break Biases and Think More Clearly

When I was a child, my family used to have dinner every Sunday night with my grandparents. My grandfather said grace: “Lord, make us grateful for these and all our blessings, and keep us ever mindful of the needs of others.” When I turned twelve, I was sometimes asked to say grace, and I invariably got the second part wrong: “keep us ever needful of the minds of others.” Recently, I came to see the wisdom of those mixed up…

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How to Improve, Not Kill the Annual Performance Review

Q4 will be over before you know it, and you know what that means for so many companies: it’s performance review time! For some of you, you’re groaning and shaking your heads -- wishing you didn’t have to go through this burdensome process. Others are feeling relieved because your company has done away with formal performance reviews. We all know that the Performance Review gets a bad rap, but are they all bad? The Movement Against Performance Reviews There’s an…

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Reward the Candor

One of the tips we shared in our post about how to get more feedback is to reward feedback to get more of it. If you want to get others to open up and tell you what they think, you have to show them that you appreciate it. It’s a risk for them to tell you what they think, and if the risk isn’t worth it -- if they are punished for their real-talk or see that it is ignored…

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How to Have Effective 1:1s

There are a lot of ways to think about holding one-on-one meetings (1:1s) with the people on your teams. Heck, here at Candor, Inc. we don’t even fully agree on one exact prescription. We have a few tips below for thinking about how to have effective 1:1s. Have them Have regular 1:1s. I have to start at the beginning here, because it’s simply not the case that all managers are holding regular 1:1s. This is a cardinal sin. 1:1s are…

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