Bosses need to ditch the self-improvement obsession and think of the team
Popular management theories, including ‘Radical Candor’ focus too heavily on the cult of the individual and foster a mentality of feedback at any cost. Instead, we need to think more about the team and organisational performance as a whole, while focussing our efforts on making subjective negative feedback meaningful.
Trumpeted as the step-by-step guide to making you a ‘kickass boss’ and management luminary, ‘Radical Candor’ is a new school of management thinking that encourages leaders to learn to challenge more directly while also communicating empathy.
The brainchild of executive coach and ex-Googler, Kim Scott, it’s difficult to argue with the sentiment. The problems, though, are its misplaced priorities. Radical Candor places individual self-improvement at the cornerstone of its strategy. Though important, it risks managers losing sight of their broader corporate objective.
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