Every time I'm not reading, I'm thinking about reading.
Title | Category | Medium | Tags |
|---|---|---|---|
This article was actually recommended during my CS 183E class at Stanford about effective leadership. I think the frameworks addressed here are incredibly important, especially to enhance a culture of providing helpful feedback.
The single most important thing a boss can do, Scott has learned, is focus on guidance: giving it, receiving it, and encouraging it.
Scott goes on to describe that guidance is a synonym for feedback, but often feedback carries a negative connotation that may not always be well perceived.
Below is a diagram showing where radical candor lies.
I would argue that criticizing your employees when they screw up is not just your job, it's actually your moral obligation.
I mean how else can you learn?
HHIPP: “Radical candor is humble, it’s helpful, it’s immediate, it’s in person — in private if it’s criticism and in public if it’s praise — and it doesn’t personalize.”
As a side note, Scott also writes an extension to this, describing the gender dynamics at play when expressing radical candor here.