Edited By Brandi Neal, Radical Candor podcast writer and producer, and director of content creation for Radical Candor. This article about Temple Grandin and the importance of clear feedback for neurodivergent folks has been adapted from the Radical...
Edited By Brandi Neal, Radical Candor podcast writer and producer, and director of content creation for Radical Candor. This article about how to tackle management dilemmas like poor promotion practices with Radical Candor has been adapted from a...
By Jodie Hurst, a financial analyst turned entrepreneur who advises businesses on using technology to manage teams, upskill staff, and streamline business processes.
Kim Scott is the author of Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity and Radical Respect: How to Work Together Better and co-founder of Radical Candor, a company that helps people put the ideas in her books into practice.
By Nahla Davies, a software developer and tech writer. Before devoting her work full-time to technical writing, she managed—among other intriguing things—to serve as a lead programmer at an Inc. 5,000 experiential branding organization whose clients...
By Suman Agarwal, an image evangelist, author, TEDx speaker, and Image Management Professionals Association president. Edited by Radical Candor Director of Content Brandi Neal.
Giving immediate feedback is one of the most important things a manager can do. When you provide feedback right away, it has a much greater impact than waiting for the "right time."
By Indiana Lee, a freelance journalist specializing in business operations, leadership, communication, and marketing who regularly contributes workplace culture article to Radical Candor.
Feedback (praise and criticism) is the atomic building block of management. To be a great boss you have to give frequent feedback. Praise is the best way of letting people know what to do more of. Criticism lets them know what to do less of. Some...
There are four simple steps for how to give and receive feedback you need to excel at work. You might call it the solution to your feedback wipeouts. We call it the Radical Candor Order of Operations.