Radical Candor is a framework to facilitate communication that is kind, clear, specific and sincere. — I received a lot of questions about how to apply Radical Candor in a crisis. The pandemic has disrupted the workforce in ways we’ve never experienced before. Suddenly, millions of people used to working in offices are working from home. In addition, tens of millions of people have been laid…

Many of the people we work with in our workshops ask us what kind of formal performance review process would best support a culture of Radical Candor. This is a tricky question to answer because there’s a world of difference between development (helping people grow in their careers) and performance…

People don’t leave jobs, they leave managers — You may have heard the saying: people don’t leave their jobs, they leave their managers. More specifically, they leave micromanagers and absentee managers. We call the practice of managers who have low, almost non-existent involvement in their team’s work absentee management. Those with extremely (maybe excruciatingly) close involvement are micromanaging…

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…

Whenever something happens that’s not fair at work, you will play at least one of four different roles: person harmed, upstander, person who caused harm, or leader. You may at different moments play all the roles. And sometimes, confusingly, you may even find yourself in two or more roles at…

Every CEO, middle manager and first-time manager I have ever worked with has struggled to figure out how to run a productive staff meeting. All too often, the person leading the meeting comes to dread it; attendees view it as a waste of time; and those excluded feel sad and…

I recently spoke to CGTN and the New York Times about new pay transparency laws that require employers to disclose salary ranges. These new laws are the first step toward narrowing unjust disparities that create significant roadblocks to success for underrepresented folks. These excerpts from my latest book Just Work…

One of the most important things any manager of managers can do to foster a culture of Radical Candor is to have so-called “skip-level meetings.” …

Having one-on-one meetings on a regular cadence with each of your direct reports is probably the most important thing you do as a manager. It’s not the only thing you do, of course, but one-on-one meetings are your must-do-can’t-miss meetings. They’re your single best opportunity to listen, really listen, to…