Description:
Editorial Reviews
Review
"I think this is an incredible book for anyone who is hoping to create better relationships in the workplace. Whether you manage 1 person or an entire company, this is for YOU." ―Rachel Hollis, New York Times bestselling author
"Scott’s experiences leading teams at Google and Apple led to this book, which espouses a workplace culture where leaders care deeply about their employees and challenge them to be their best selves.” ―Jeff Kinney, author of the bestselling Diary of a Wimpy Kid series, in the New York Times
"I raced through RADICAL CANDOR―it’s thrilling to learn a framework that shows how to be both a better boss and a better colleague. RADICAL CANDOR is packed with illuminating truths, insightful advice, and practical suggestions, all illustrated with engaging (and often funny) stories from Kim Scott’s own experiences at places like Apple, Google, and various start-ups. Indispensable." ―Gretchen Rubin author of NYT bestseller THE HAPPINESS PROJECT
"Reading Radical Candor will help you build, lead, and inspire teams to do the best work of their lives. Kim Scott's insights--based on her experience, keen observational intelligence and analysis--will help you be a better leader and create a more effective organization." ―Sheryl Sandberg author of the NYT bestseller LEAN IN
"Kim Scott has a well-earned reputation as a kick-ass boss and a voice that CEOs take seriously. In this remarkable book, she draws on her extensive experience to provide clear and honest guidance on the fundamentals of leading others: how to give (and receive) feedback, how to make smart decisions, how to keep moving forward, and much more. If you manage people―whether it be 1 person or a 1,000--you need RADICAL CANDOR. Now." ―Daniel Pink author of NYT bestseller DRIVE
"I read Kim's blog on Radical Candor and was immediately convinced that we needed to modify our culture. Being nice, was not nice at all. Not only does it hurt the company, but it also hurts the person who isn't receiving important feedback. We rolled out the Radical Candor framework at a 600-person company meeting six months ago. Despite having only applied modest reinforcement to date, we are already seeing the benefits. People will often start a conversation with "In the spirit of radical candor..." I love that it has allowed us to grab onto that phrase to transition toward a radically candid company. I can't think of a better way to improve our culture and, most important, help our people improve and develop. Thank you Kim!" ―Greg Schott, CEO of Mulesoft
"When I first heard Kim's presentation of Radical Candor, I was blown away. In a nicely compact 2x2 with just eight words, she perfectly summarized what I had known my whole career, but just didn't have the right way to say it. To me, Radical Candor was business poetry. Success in business is completely dependent on having the hard conversations and exposing the truth about what needs to happen in your organization. We all know how difficult those conversations can be and they are less effective if your team can't hear the message. Radical candor is about combining a desire to push the organization and achieve the vision while communicating in a way that lets your team know you care personally about them. I am so pleased when I hear an employee start a conversation, "In the vein of radical candor…”, as I know we will be speaking the truth and on a path to accomplishing great things." ―Christa Quarles, CEO of Open Table
"With Radical Candor, Kim has bottled some of Google's magic and shared it with the world." ―Shona Brown, former SVP Business Operations at Google
"Her seven-step methodology―listen, clarify, debate, decide, persuade, execute, learn―is the tool by which bosses and employees get work done well. Plus it completely overcomes the paralysis and concerns during appraisal time. An amazing process that should work, when embraced and applied." ―Booklist
About the Author
Reviews:
5.0 out of 5 stars A Valuable Book for Managers and Leaders
I first heard about "Radical Candor" during my government agency's annual training conference, a conference that included a workshop based upon "Radical Candor" led by our HR director. While I hadn't heard of the book, I fell in love with the ideas behind it and upon my return home set out to pick up the book for myself. "Radical Candor" has easily become one of my favorite books of the past year, a terrific option for those who are challenged by difficult conversations and who want to grow in leadership.While "Radical Candor" is likely most applicable to those in management or leadership positions, I've found the book really has been of tremendous benefit in my personal life. Within weeks of reading the book, I found myself in a challenging situation dealing with a healthcare provider and took much of what I learned from the book to resolve the situation positively and to work through a potentially negative situation. I displayed a side of myself I didn't really know and was rather awestruck by the positive results.Since reading the book, I've actually been promoted into a supervisory position and am now seeing the ways in which the book complements my existing leadership skills and management style. Truly, "Radical Candor" remains one of my favorite books from the past year and I've seen positive growth both personally and professionally resulting from author Kim Scott's intelligent, informed and sensitively written guidance.
5.0 out of 5 stars Phenomenal book on leadership and how to be a better boss
I’m definitely going to pull several notes from this book and apply it to how I conduct myself as a leader. I honestly love this book enough to buy her other book on leadership. (in other words, I’m coming back for more.)
4.0 out of 5 stars Great for leaders
Scott’s book is thought provoking and I’m interested to try several of her tips. I’d also be interested to hear from others how effective (or ineffective/not applicable) they’ve found some of her recommendations. A lot of what she covers is good groundwork and solid reminders and I can imagine myself rereading it in the future as a check-in/check back to gauge how I think I’m doing.
5.0 out of 5 stars Not nice but Kind!
Excellent book! I was fortunate to hear her talk on the book and bring further context to Radical Candor! Love how she helps you to build up your skills to seek feedback and really work towards being kind, not nice.
5.0 out of 5 stars Great information
Loved the information presented to you in the book, although some of the story telling got long but I could be out of the 'norm' for understanding where the information was coming from. I'm taking more from the book and implementing it into my style right away.
3.0 out of 5 stars Some good tools, a lot of Silicon Valley executive privilege
This was an odd one, in part because it wasn't a book I chose. Our team has a book club at work and the Radical Candor was the first book we covered, in part because our manager is looking for us to provide each other with more radical candor.So first: this book is written for managers, and I am not a manager. (I don't foresee wanting to be a manager any time soon.) If you are a manager, it's probably a better fit.Second, well, there's a lot of Silicon Valley privilege dripping from this book. At one point, Kim talks about how letting poor performers go can be a blessing for both the company and poor performer because the fired employee can go do something like starting that coffee shop they always wanted.Maybe on a West Coast IT severance package (assuming they move somewhere else) but most people on the East Coast and all points in between lose a job and immediately have to go find another job.Kim also talks about how things like minority status or being female might make radical candor more complicated, but doesn't actually talk about what to do about them. Frankly, I don't think she knows.So yes, problematic book from multiple angles.At the same time, this book gave me some tips and tools that I need. For example, Kim puts a lot of emphasis on giving praise, which I don't do enough. One of the highlights of my year so far was an unexpected piece of praise from my manager for a wiki I'm putting together. I'm trying to pay that forward to the folks I work with, because we all should hear about the things we're doing right at least as often as we hear about the things we're doing wrong.The other thing that Radical Candor provides is a framework for structuring large conversations. When you have a business question where you know gaining consensus is going to be an issue, you can separate the "debate" meeting from the "decide" meeting, for example, to ensure that everyone gets a chance to have their say and at the same time there isn't pressure to make a decision right now.I don't think that Kim Scott provided enough direct advice on how to structure a piece of criticism. I think that Crucial Conversations does a much better job in that sense. But I do think that this book gives better examples of why constantly providing just-in-time feedback can help a team move from a place where crucial conversations are necessary to a place where everyone is communicating clearly enough that high-stakes behavior discussions are fewer and far between.In summary, this is not a book I'd say will have a permanent place on my bookshelf like Crucial Conversations does, but it's helpful and adds some tools to my toolbox that I didn't have before.
5.0 out of 5 stars Great Read
It was humbling. I saw alot of bad and some good in my leadership style. I thought i was perfect. Lol.... I am not perfect at all. Now the self-work begins.
4.0 out of 5 stars Great read...but book print is extremely small
Great book and wonderful insights to becoming a better leader. Be aware the font size of the book is extremely small and does create eye strain. Reading glasses are required to read this book even if you don' use reading glasses regularly.
Gran libro
Lo compré para un regalo. A la persona le ha encantado. Vale la pena comprar pasta dura, viene de gran calidad
Recomendable 100%
Fácil lectura e interesante
super ok
ok
Relentless focus on ones on ones combined with a fearless disposition of sharing some of Google's, Apple's –among others– manage
On this book Kim Scott was able to piece together everything she has learned about business into a complete and cohesive model on how to manage based on three pillars: to care personally; to confront directly; to practice all sorts of 1:1s.I intensively study management practices, but it wasn't until last year that I had management experience with more than five direct reports. In 2016 I started a company in which I had 20 direct reports. I tried what I now know is called a "Ruinous Empathy" approach. I thought that just caring and showing that to employees would bring open conversations to the table. Interesting thing is that people loved me, but soon things started getting out of control. That's when I started an "Obnoxious Agression" approach, fired some of them and stopped caring so much ( now I know I share great part of responsibility for what happened there). As you may have noticed both approaches lack a delicate kind of balance. That is the balance Kim Scott tries so hard to achieve with her method and I can understand perfectly why.Here you'll find insightful quotations from world's leaders sharing their beliefs.Moreover, you'll often find phrases on the following format: "you might think you don't have the time to___, but ___" . That means the model here presented requires an intensive focus on people. You'll need skills, time and dedication for it to work out. I can not state if it works, but it is definitely a north to follow and seems to be doing really good to me. It reminded me of the transformative experience it was reading Carol Dweck's Mindset.Let me help you grasp what this book is really about with more concrete terms. Here, you will read about:Hiring: getting to know the candidate behind the mask as much as possible in a short period of time.Firing: doing what is best for the employee, not the company.Giving/Receiving Feedbacks How to deal with biases, corporate structure, trust, openness, humility.Putting people on the right jobs: Are the hungry for growth or for improving on what they do now?Meetings: Establishing structured meetings with clear purposes, facilitating meetings, setting it out on a corporate agenda..Dig further (Some of the books that Radical Candor reminded me)::On conversation: Crucial Conversations: Tools for Talking When Stakes Are High- Kerry PattersonOn meetings: Moments of Impact: How to Design Strategic Conversations That Accelerate Change- Chris Ertel ; Death by Meeting: A Leadership Fable about Solving the Most Painful; Problem in Business- Patrick Lencioni ; Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days - Jake KnappOn Productivity: Scrum - Jeff SutherlandGetting Buy in: Buy-In: Saving Your Good Idea from Getting Shot DownOn Change Management: Leading Change -John .P Kotter.Humble ConversationsCreativity - Ed Catmull
Great book
Arrived in time.
Visit the St. Martin's Press Store
Radical Candor: Fully Revised & Updated Edition: Be a Kick-Ass Boss Without Losing Your Humanity
AED13072
Quantity:
Order today to get by 7-14 business days
Delivery fee of AED 20. Free for orders above AED 200.
Imported From: United States
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Visit the St. Martin's Press Store
Radical Candor: Fully Revised & Updated Edition: Be a Kick-Ass Boss Without Losing Your Humanity
AED13072
Quantity:
Order today to get by 7-14 business days
Delivery fee of AED 20. Free for orders above AED 200.
Imported From: United States
At BOLO, we work hard to ensure the products you receive are new, genuine, and sourced from reputable suppliers.
BOLO is not an authorized or official retailer for most brands, nor are we affiliated with manufacturers unless specifically stated on a product page. Instead, we source verified sellers, authorized distributors or directly from the manufacturer.
Each product undergoes thorough inspection and verification at our consolidation and fulfilment centers to ensure it meets our strict authenticity and quality standards before being shipped and delivered to you.
If you ever have concerns regarding the authenticity of a product purchased from us, please contact Bolo Support. We will review your inquiry promptly and, if necessary, provide documentation verifying authenticity or offer a suitable resolution.
Your trust is our top priority, and we are committed to maintaining transparency and integrity in every transaction.
All product information, images, descriptions, and reviews originate from the manufacturer or from trusted sellers overseas. BOLO is not affiliated with, endorsed by, or an authorized retailer for most brands listed on our website unless stated otherwise.
While we strive to display accurate information, variations in packaging, labeling, instructions, or formulation may occasionally occur due to regional differences or supplier updates. For detailed or manufacturer-specific information, please contact the brand directly or reach out to BOLO Support for assistance.
Unless otherwise stated, all prices displayed on the product page include applicable taxes and import duties.
BOLO operates in accordance with the laws and regulations of United Arab Emirates. Any items found to be restricted or prohibited for sale within the UAE will be cancelled prior to shipment. We take proactive measures to ensure that only products permitted for sale in United Arab Emirates are listed on our website.
All items are shipped by air, and any products classified as “Dangerous Goods (DG)” under IATA regulations will be removed from the order and cancelled.
All orders are processed manually, and we make every effort to process them promptly once confirmed. Products cancelled due to the above reasons will be permanently removed from listings across the website.
Description:
Editorial Reviews
Review
"I think this is an incredible book for anyone who is hoping to create better relationships in the workplace. Whether you manage 1 person or an entire company, this is for YOU." ―Rachel Hollis, New York Times bestselling author
"Scott’s experiences leading teams at Google and Apple led to this book, which espouses a workplace culture where leaders care deeply about their employees and challenge them to be their best selves.” ―Jeff Kinney, author of the bestselling Diary of a Wimpy Kid series, in the New York Times
"I raced through RADICAL CANDOR―it’s thrilling to learn a framework that shows how to be both a better boss and a better colleague. RADICAL CANDOR is packed with illuminating truths, insightful advice, and practical suggestions, all illustrated with engaging (and often funny) stories from Kim Scott’s own experiences at places like Apple, Google, and various start-ups. Indispensable." ―Gretchen Rubin author of NYT bestseller THE HAPPINESS PROJECT
"Reading Radical Candor will help you build, lead, and inspire teams to do the best work of their lives. Kim Scott's insights--based on her experience, keen observational intelligence and analysis--will help you be a better leader and create a more effective organization." ―Sheryl Sandberg author of the NYT bestseller LEAN IN
"Kim Scott has a well-earned reputation as a kick-ass boss and a voice that CEOs take seriously. In this remarkable book, she draws on her extensive experience to provide clear and honest guidance on the fundamentals of leading others: how to give (and receive) feedback, how to make smart decisions, how to keep moving forward, and much more. If you manage people―whether it be 1 person or a 1,000--you need RADICAL CANDOR. Now." ―Daniel Pink author of NYT bestseller DRIVE
"I read Kim's blog on Radical Candor and was immediately convinced that we needed to modify our culture. Being nice, was not nice at all. Not only does it hurt the company, but it also hurts the person who isn't receiving important feedback. We rolled out the Radical Candor framework at a 600-person company meeting six months ago. Despite having only applied modest reinforcement to date, we are already seeing the benefits. People will often start a conversation with "In the spirit of radical candor..." I love that it has allowed us to grab onto that phrase to transition toward a radically candid company. I can't think of a better way to improve our culture and, most important, help our people improve and develop. Thank you Kim!" ―Greg Schott, CEO of Mulesoft
"When I first heard Kim's presentation of Radical Candor, I was blown away. In a nicely compact 2x2 with just eight words, she perfectly summarized what I had known my whole career, but just didn't have the right way to say it. To me, Radical Candor was business poetry. Success in business is completely dependent on having the hard conversations and exposing the truth about what needs to happen in your organization. We all know how difficult those conversations can be and they are less effective if your team can't hear the message. Radical candor is about combining a desire to push the organization and achieve the vision while communicating in a way that lets your team know you care personally about them. I am so pleased when I hear an employee start a conversation, "In the vein of radical candor…”, as I know we will be speaking the truth and on a path to accomplishing great things." ―Christa Quarles, CEO of Open Table
"With Radical Candor, Kim has bottled some of Google's magic and shared it with the world." ―Shona Brown, former SVP Business Operations at Google
"Her seven-step methodology―listen, clarify, debate, decide, persuade, execute, learn―is the tool by which bosses and employees get work done well. Plus it completely overcomes the paralysis and concerns during appraisal time. An amazing process that should work, when embraced and applied." ―Booklist
About the Author
Reviews:
5.0 out of 5 stars A Valuable Book for Managers and Leaders
I first heard about "Radical Candor" during my government agency's annual training conference, a conference that included a workshop based upon "Radical Candor" led by our HR director. While I hadn't heard of the book, I fell in love with the ideas behind it and upon my return home set out to pick up the book for myself. "Radical Candor" has easily become one of my favorite books of the past year, a terrific option for those who are challenged by difficult conversations and who want to grow in leadership.While "Radical Candor" is likely most applicable to those in management or leadership positions, I've found the book really has been of tremendous benefit in my personal life. Within weeks of reading the book, I found myself in a challenging situation dealing with a healthcare provider and took much of what I learned from the book to resolve the situation positively and to work through a potentially negative situation. I displayed a side of myself I didn't really know and was rather awestruck by the positive results.Since reading the book, I've actually been promoted into a supervisory position and am now seeing the ways in which the book complements my existing leadership skills and management style. Truly, "Radical Candor" remains one of my favorite books from the past year and I've seen positive growth both personally and professionally resulting from author Kim Scott's intelligent, informed and sensitively written guidance.
5.0 out of 5 stars Phenomenal book on leadership and how to be a better boss
I’m definitely going to pull several notes from this book and apply it to how I conduct myself as a leader. I honestly love this book enough to buy her other book on leadership. (in other words, I’m coming back for more.)
4.0 out of 5 stars Great for leaders
Scott’s book is thought provoking and I’m interested to try several of her tips. I’d also be interested to hear from others how effective (or ineffective/not applicable) they’ve found some of her recommendations. A lot of what she covers is good groundwork and solid reminders and I can imagine myself rereading it in the future as a check-in/check back to gauge how I think I’m doing.
5.0 out of 5 stars Not nice but Kind!
Excellent book! I was fortunate to hear her talk on the book and bring further context to Radical Candor! Love how she helps you to build up your skills to seek feedback and really work towards being kind, not nice.
5.0 out of 5 stars Great information
Loved the information presented to you in the book, although some of the story telling got long but I could be out of the 'norm' for understanding where the information was coming from. I'm taking more from the book and implementing it into my style right away.
3.0 out of 5 stars Some good tools, a lot of Silicon Valley executive privilege
This was an odd one, in part because it wasn't a book I chose. Our team has a book club at work and the Radical Candor was the first book we covered, in part because our manager is looking for us to provide each other with more radical candor.So first: this book is written for managers, and I am not a manager. (I don't foresee wanting to be a manager any time soon.) If you are a manager, it's probably a better fit.Second, well, there's a lot of Silicon Valley privilege dripping from this book. At one point, Kim talks about how letting poor performers go can be a blessing for both the company and poor performer because the fired employee can go do something like starting that coffee shop they always wanted.Maybe on a West Coast IT severance package (assuming they move somewhere else) but most people on the East Coast and all points in between lose a job and immediately have to go find another job.Kim also talks about how things like minority status or being female might make radical candor more complicated, but doesn't actually talk about what to do about them. Frankly, I don't think she knows.So yes, problematic book from multiple angles.At the same time, this book gave me some tips and tools that I need. For example, Kim puts a lot of emphasis on giving praise, which I don't do enough. One of the highlights of my year so far was an unexpected piece of praise from my manager for a wiki I'm putting together. I'm trying to pay that forward to the folks I work with, because we all should hear about the things we're doing right at least as often as we hear about the things we're doing wrong.The other thing that Radical Candor provides is a framework for structuring large conversations. When you have a business question where you know gaining consensus is going to be an issue, you can separate the "debate" meeting from the "decide" meeting, for example, to ensure that everyone gets a chance to have their say and at the same time there isn't pressure to make a decision right now.I don't think that Kim Scott provided enough direct advice on how to structure a piece of criticism. I think that Crucial Conversations does a much better job in that sense. But I do think that this book gives better examples of why constantly providing just-in-time feedback can help a team move from a place where crucial conversations are necessary to a place where everyone is communicating clearly enough that high-stakes behavior discussions are fewer and far between.In summary, this is not a book I'd say will have a permanent place on my bookshelf like Crucial Conversations does, but it's helpful and adds some tools to my toolbox that I didn't have before.
5.0 out of 5 stars Great Read
It was humbling. I saw alot of bad and some good in my leadership style. I thought i was perfect. Lol.... I am not perfect at all. Now the self-work begins.
4.0 out of 5 stars Great read...but book print is extremely small
Great book and wonderful insights to becoming a better leader. Be aware the font size of the book is extremely small and does create eye strain. Reading glasses are required to read this book even if you don' use reading glasses regularly.
Gran libro
Lo compré para un regalo. A la persona le ha encantado. Vale la pena comprar pasta dura, viene de gran calidad
Recomendable 100%
Fácil lectura e interesante
super ok
ok
Relentless focus on ones on ones combined with a fearless disposition of sharing some of Google's, Apple's –among others– manage
On this book Kim Scott was able to piece together everything she has learned about business into a complete and cohesive model on how to manage based on three pillars: to care personally; to confront directly; to practice all sorts of 1:1s.I intensively study management practices, but it wasn't until last year that I had management experience with more than five direct reports. In 2016 I started a company in which I had 20 direct reports. I tried what I now know is called a "Ruinous Empathy" approach. I thought that just caring and showing that to employees would bring open conversations to the table. Interesting thing is that people loved me, but soon things started getting out of control. That's when I started an "Obnoxious Agression" approach, fired some of them and stopped caring so much ( now I know I share great part of responsibility for what happened there). As you may have noticed both approaches lack a delicate kind of balance. That is the balance Kim Scott tries so hard to achieve with her method and I can understand perfectly why.Here you'll find insightful quotations from world's leaders sharing their beliefs.Moreover, you'll often find phrases on the following format: "you might think you don't have the time to___, but ___" . That means the model here presented requires an intensive focus on people. You'll need skills, time and dedication for it to work out. I can not state if it works, but it is definitely a north to follow and seems to be doing really good to me. It reminded me of the transformative experience it was reading Carol Dweck's Mindset.Let me help you grasp what this book is really about with more concrete terms. Here, you will read about:Hiring: getting to know the candidate behind the mask as much as possible in a short period of time.Firing: doing what is best for the employee, not the company.Giving/Receiving Feedbacks How to deal with biases, corporate structure, trust, openness, humility.Putting people on the right jobs: Are the hungry for growth or for improving on what they do now?Meetings: Establishing structured meetings with clear purposes, facilitating meetings, setting it out on a corporate agenda..Dig further (Some of the books that Radical Candor reminded me)::On conversation: Crucial Conversations: Tools for Talking When Stakes Are High- Kerry PattersonOn meetings: Moments of Impact: How to Design Strategic Conversations That Accelerate Change- Chris Ertel ; Death by Meeting: A Leadership Fable about Solving the Most Painful; Problem in Business- Patrick Lencioni ; Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days - Jake KnappOn Productivity: Scrum - Jeff SutherlandGetting Buy in: Buy-In: Saving Your Good Idea from Getting Shot DownOn Change Management: Leading Change -John .P Kotter.Humble ConversationsCreativity - Ed Catmull
Great book
Arrived in time.
Similar suggestions by Bolo
More from this brand
Similar items from “Workplace Culture”
Share with
Or share with link
https://www.bolo.ae/products/U1250235375