Every once in a while, if you’re lucky, you get to work on something that is so fun you can’t believe it’s work. For me, collaborating with my team and the folks at Second City Works to create a workplace comedy series, The Feedback Loop, was one of...
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."
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.
According to Gallup's Leadership and Management Indicator, only 21% of employees in the U.S. trust the leadership in their organization. In addition, only 28% said they feel their manager communicates effectively and just 30% of employees feel their...
Kim Scott and Jason Rosoff are so excited to announce that a Radical Candor MasterClass is finally here!
The first time a person in a class I was teaching asked about how to give humble feedback, I sat there with my mouth hanging open. It was all I could do not to break into the song from the 70s show HeeHaw. “Oh lord, it’s hard to be humble, when...
"I tried to give X constructive feedback, but then X got all defensive. How can I get through to X?" Sound familiar? We get this question a lot.
Esther Bintliff recently interviewed me for the Financial Times about Radical Candor — feedback that is kind, clear, specific and sincere — and some folks have asked me what I think about Avraham Kluger’s research, which Bintliff also referenced in...
There is a big difference between Caring Personally and giving praise or criticism about somebody's personality. The final tip in our HIP approach to feedback is that Radically Candid praise and criticism is not about personality. It’s about the...
This post on performance development originally appeared on Bonusly, a company building tools to help people feel a sense of purpose and progress at work. Most everyone has had a boss who failed at performance development—helping people on their...