Pdf Kindle Radical Candor Be a Kickass Boss Without Losing Your Humanity
Arp lbowed asshole managers than to the cowardly types who veer into ruinous mpathy which in my xperience is usually a bigger problem with a company culture and the individual manager isn t the right locus of attention My conclusion is that I don t think there s nearly nough attention and thoughtfulness around the care personally dimension of the book s core framework Other writers and thinkers such as Fred Koffman Thich Nhat Hanh Frederic Laloux Diana Chapman Edgar Schein and Marshall Rosenberg to name just a few who are leagues above this book in terms of conscious attention to the human and humane lements of working well with others 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 respectHer writing and approach demonstrate strong awareness of the challenges inherent in this topic the range of personal values cultural values both company as in measure twice cut once versus launch and iterate as well as different norms in Japan and Israel personal crises the pressures deadlines competitiveness and often the confrontation that are part of doing business today Some books offer soteric impracticable theory others are just an overwhelming seuence of anecdotes This book is a good balance of models grounded with specific xamples and a very workable approach to put it into practice It is consistently constructive and a helpful guide with very little filler For xample I found the passages on gender bias in particular to the point and helpful and practicalIf I had to register a complaint it would be that counter xamples and anti patterns were not as venly distributed as positive xamples A minor issue indeed Radical Candor is written for managersbosses 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 veryone as a human being first and foremost The title as the cover image suggests refers to the ideal uadrant on a chart with two axes care personally and challenge directly It is important to #Care About The People You #about the people you with but asy to let that care stifle the
need to be honest with them a uadrant called ruinous mpathy Alternately to be honest with them a uadrant called ruinous mpathy Alternately can offer criticism without demonstrating care and Snowflakes on the Sea end up in the obnoxious aggression uadrantOn top of this framework Scott presents a number of personalxamples and realistic concrete practices that point toward a non zero sum Wrathful Chaos: Five Books of Satanic Philosophy environment in which individuals and business can achieve great results Even the ideas and observations that seem obvious are helpful reminders Highly recommended. E it personal get shit done and understand why it matters Radical Candor offers a guide to those bewildered orxhausted by management written for bosses and those who manage bosses Taken from years of the author’s xperience and distilled clearly giving actionable lessons to the reader; it shows managers how to be successful while retaining their humanity finding meaning in their job and creating an nvironment where people both love their work and their colleagu. Great book about management Some new concepts and some heavily inspired from the Google management culture which I ve been fortunate nough to witness and be part of for a brief periodThe 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 wait for a perf cycle to come and don t wait for them to ask for feedback Same applies for asking for feedback There s always room for improvement A book very boss should read It helps to create a culture of giving and receiving honest feedback and create great teams It has many truths you
notice many of them if you re working for a big 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 performance of your team it makes a lot of senseHere are my notes about this book At apple we hire people to tell us what to do not the other way around The manager asked Steve Jobs about how the team should be built and he said that if he already knew that the manager will not be needed The manager role has to do with persuading than giving o Great book minus one star for all the name droppingTakeaways1 Radical candor Care personally challenge directly2 Care personally starts with career discussions and good 11s3 Challenge directly starts with asking for and taking criticism well yourself4 Listen Clarify Debate Decide Persuade Learn in that order As I worked my way through this book I wanted to hate it It had nough 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 Uoting Steve Jobs #Check uoting Steve Jobs Fred Kofman Check Simplistic diagrams with arrows and what feels like modern Clip Art CheckBut 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 and appreciate the focus on how to give good crisp criticism and praise If I ver find myself in a place that isn t already practicing most of these things I ll probably Love 2.0 (A Cates Brothers Book, end up recommending it to a colleagueIf you work in Silicon Valley at one of the larger tech companies you ve probably already seen all of this in practice and canasily skim If not you ll probably The Fix enjoy the book 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 This book would appea. From the time we learn to speak we’re told that if you don’t have anything nice to say don’t say anything at all While this advice may work forveryday life it is as Kim Scott has seen a disaster when adopted by managersScott arned her stripes as a highly successful manager at Google and then decamped to Apple where she developed a class on optimal management She has arned growing fame in recent years with her vital new approach to ffective management the. .
will notice many of them if you re working for a big
Kim Malone Scott ´ 3 download.
L to those who want to hear about working at Google Apple Twitter tc If you can weed through the author s sometimes self aggrandizing there are many #GOOD NUGGETS OF USEFUL HUMANIZED WAYS #nuggets of useful humanized ways managing people and projects in generalIt should receive 3 stars for that It s all the other stuff that made 240 pages hard to read Upon finishing this book I flipped back through and read much of the topics in BOLD print Frankly if you read this and just hit upon the bold you re on to something good Here s what Google and Apple do Also Twitter I don t know anybody at Facebook 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 There s a lot of good content here But the author s advice isn t always consistent with the stated ideals For xample there
"Are Many Suggestions That Sound "many suggestions that sound servant leadership and many of these are solid and awesome But there are as many or pieces of advice advocating for a top down hierarchical style of management including the author s freuent use of constructions such as soandso reported to me and I had 100 people reporting to me and so on I found this inconsistency puzzling Usually when someone gives lip service to a concept such as servant leadership but behaves another way my first uestion is whether they understand the concept well nough Maybe it s an ducation problem But the author appears to be highly ducated and widely read and runs a company that helps companies implement management practices so I don t think ignorance is the answer to the puzzle I don t know the answer I ll never know it But I have had the misfortune of working with The Casa Mono Cookbook executives who understand concepts like servant leadership and use the language fluently but who have terrible self awareness blind spots aided by a lack of listening skills that keep them from seeing just how hierarchical they are This is the most charitable interpretation I hope it s the case here Because the other situation I vexperienced is that the xecutive is a sociopath skilled at appearing to be a culture fit but ultimately skilled at using people for their self nrichment and power fantasy fulfillment I wish I hadn t picked up this icky vibe which other reviewers also noticed and commented on because it made it difficult to suspend disbelief and judgment and really read with an open mind The self aggrandizement is just hard to get over Overall the internal inconsistency of this book makes it a dangerous tome The sort of management bible that can be used to justify many good practices and many bad ones Already in the short time it s been out I ve seen the book used by a bullying manager to deliver obnoxiously aggressive feedback labeled as radical candor I fear that this book will be a greater friend to legions of sh. “radical candor” methodRadical candor is the sweet spot between managers who are obnoxiously aggressive on one side and ruinously mpathetic on the other It’s about providing guidance which involves a mix of praise as well as criticism delivered to produce better results and help mployees achieveGreat bosses have strong relationships with their mployees and Scott has identified three simple principles for building better relationships with your mployees mak. ,