skip to Main Content
Feedback

4 Ways to Help New Managers Succeed

I’ve had a 22 year operational management career, and naturally, I’ve had a lot of new managers in my organizations over the years. ‘New managers,’ in this case, means ‘new-to-management’ not so much ‘new-to-me’ or ‘new-to-the-org.’ I’m talking specifically about people new to the practice of management. Oh yeah, I was also a new manager once, many moons ago as a young Lieutenant in the US Marines. So I really understand the struggles and challenges of being a new manager.…

Continue reading…
Radical Candor Feedback

Don’t Give Feedback About Personality

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 work, not the person. People can't alter their personality, so saying things like "You're a jerk" or "You’re sloppy" is neither kind nor does it provide specifics to make the direct challenge clear. Saying "you’re a genius" when somebody does great work…

Continue reading…
Radical Candor Feedback

5 Things to Do When You Disagree With Feedback

Around the time the first edition of the book came out, Helen Rumbelow 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…

Continue reading…
Radical Candor Obnoxious Aggression

6 Tips for Giving Helpful Feedback

The best feedback is Radically Candid. It Challenges Directly while showing you Care Personally. To make that easier to do, we break it down and say that Radical Candor is HIP: Humble, Helpful, Immediate, In person, Public praise/Private criticism, not Personalized. But, what do we mean when we say "helpful?" Techniques for delivering Helpful feedback can help you think before you speak. 1. Get clear about how you intend to help Take a moment to think through the reason why you…

Continue reading…
Encourage Feedback

5 Ways to Encourage Feedback Between Others

It’s a lot easier to lead by example than it is to change other people’s behavior. If you want to encourage feedback between the people on your team, you're going to have to create an environment where people fee safe and encouraged to give real feedback. When I was at Google, rather than focusing on “giving feedback” to my team, I encouraged them to tell me when I was wrong. I did everything I could to encourage people to criticize…

Continue reading…
Constructive Feedback

The Problem with "Constructive Feedback"

A question that we’ve gotten from a number of readers is: I tried to give X constructive feedback, but then X got all defensive. How can I get through to X? When a person begins a conversation by saying or even just thinking, “I’ve got some constructive feedback for you,” the other person’s defenses go up right away. There are three problems with the way that’s phrased. The first is the construction of the sentence--basically, “I’m gonna tell you a…

Continue reading…
Candor

Gender & Radical Candor: Why Gender Politics & Fear of Tears Makes Radical Candor Harder for Men

I had such an interesting talk with the folks at First Round Capital about gender bias and Radical Candor. Read the full article, or check out these highlights: I was recently talking to a physics professor whose student didn’t know the quadratic equation. (I don’t remember it from high school algebra either, but I’m not majoring in physics.) Stunned, and wondering how she’d gotten this far with such a gaping hole in her knowledge, he told her she needed to…

Continue reading…

Give Immediate Feedback Because Feedback Has a Short Half Life

Radically Candid praise and criticism is immediate. You'll remember the specifics much better when you point something out right away, so you’ll be more clear with your feedback. You’ll also be more kind (and results oriented) because you’ll give the person the opportunity to repeat the good or fix the bad faster. Continuing our tips and techniques for the HIP Approach, here are some reminders and practical suggestions for giving immediate feedback. Feedback has a short half life Remember, the…

Continue reading…
Radical Candor: Be A Kick-Ass Boss Without Losing Your Humanity

Start the Feedback Conversation with Radical Candor Book Club Discussion Questions

Discussing Radical Candor as a team in a book club can help solidify the ideas and get everyone thinking about how to start applying them to your day-to-day behaviors. Buy the book now >> We’ve put together this list of Radical Candor book club questions to get you started with the discussions for each chapter, but we’d love to hear your ideas as well! Part 1: A New Management Philosophy Intro Describe an experience when you didn’t give direct feedback,…

Continue reading…
Radical Candor With Strangers

How To Practice Radical Candor with Strangers

"I can see how Radical Candor works when I already have a relationship... but what about with people I barely know. Isn’t it too risky?" Our Radical Candor coaches get this question fairly often, and I won’t pretend it isn’t risky to offer feedback to a complete stranger. It is. But not being Radically Candid is also risky. And the rewards of being Radically Candid for you and for the other person can be enormous. In fact, the idea of…

Continue reading…