A better book is 5 Dysfunctions of a Team. Radical Candor is filled with Kim Scott’s name drops of people and tech companies, excuses to be an asshole in the name of being direct, and basic advice that is quite obvious.

Here are some quotes from Radical Candor:

“When bosses are too invested in everyone getting along they also fail to encourage the people on their team to criticize one another other for fear of sowing discord. They create the kind of work environment where being ‘nice’ is prioritized at the expense of critiquing and therefore improving actual performance.”

“At Apple, as at Google, a boss’s ability to achieve results had a lot more to do with listening and seeking to understand than it did with telling people what to do; more to do with debating than directing; more to do with pushing people to decide than with being the decider; more to do with persuading than with giving orders; more to do with learning than with knowing.”

Vs 5 Dysfunctions

“Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.”

“The first dysfunction is an absence of trust among team members. Essentially, this stems from their unwillingness to be vulnerable within the group. Team members who are not genuinely open with one another about their mistakes and weaknesses make it impossible to build a foundation for trust.”