In 'Just Work,' Russell Muirhead delves into the meaning and justice of work in modern democracies. He argues that work should be evaluated not just on its instrumental value (wages and benefits) but also on its personal and social fit. Muirhead defines fit through two dimensions: social fit, which aligns individual abilities with societal needs, and personal fit, which considers the extent to which work is fulfilling. The book critiques the current pecuniary emphasis on work and advocates for a balance between work, family, and community, highlighting the importance of work in a life well lived and its impact on human dignity and social justice.
Radical Candor by Kim Scott offers a practical approach to management by emphasizing the importance of caring personally and challenging directly. The book argues that effective managers must find a balance between being empathetic and providing clear, honest feedback. Scott draws from her experiences at Google and Apple to provide actionable lessons on building strong relationships, giving feedback, and creating a collaborative work environment. The book introduces the concept of 'radical candor' as the sweet spot between obnoxious aggression and ruinous empathy, and provides tools and strategies for managers to implement this approach in their daily work[1][2][5].
In this book, Carol S. Dweck introduces the concept of two mindsets: the fixed mindset and the growth mindset. People with a fixed mindset believe their abilities are static, while those with a growth mindset believe their abilities can be developed through effort and learning. Dweck shows how these mindsets influence success in school, work, sports, and personal relationships. She also discusses how to adopt a deeper, truer growth mindset, and how this can transform individual and organizational cultures. The book emphasizes the importance of perseverance, learning from failures, and embracing challenges as key components of the growth mindset[1][2][5].
This book by Adam Hochschild explores the period from 1885 to 1908 when King Leopold II of Belgium exploited the Congo Free State, committing large-scale atrocities. The narrative includes the lives of key figures such as Henry Morton Stanley, George Washington Williams, William Sheppard, and Edmund Morel, who played crucial roles in exposing and challenging Leopold’s regime. The book also delves into the broader context of European colonialism and its lasting impacts, as well as the early media campaigns against humanitarian crises. Hochschild’s work provides a nuanced view of colonial dynamics and the struggles of African voices during this era.
On this Best of episode of the Radical Candor podcast, Kim, Jason and Amy discuss how the fundamental attribution error makes us more likely to use personality attributes to explain someone else’s behavior rather than considering our own behavior or situational factors that were probably the real cause of the behavior. This is where the “not about personality” part of Radical Candor comes into play. Plus, Jason shares a hilarious (and painfully relatable) story about the “evil little translator” in his head that used to turn even well-meaning feedback into: 🗣️ “You’re terrible. You’re completely incompetent. It’s a miracle you tied your shoes this morning.” Sound familiar? You’re not alone. Tune in, laugh, and maybe rethink the way you hear feedback.
Get all of the show notes at RadicalCandor.com/podcast.
Episode Links:
Connect:
Chapters:
(00:00:00) Introduction
Amy, Kim, and Jason introduce the episode topic of the Fundamental Attribution Error.
(00:01:46) Humility Before Feedback
Why feedback opens the door to better understanding and solutions.
(00:04:50) The Empty Boat
A parable highlighting how misjudgments stem from our own triggers.
(00:07:59) Blame the System or the Person?
How systemic forces shape behavior more than we realize.
(00:09:05) Building Relationships to Overcome Bias
Whether relationships reduce our tendency to make assumptions.
(00:11:15) Reframing How We Give Feedback
How a simple language shift transforms conflict into connection.
(00:14:54) Feedback Without Personality Labels
How focusing on action makes feedback more impactful.
(00:16:12) The CORE (or CORN) Framework
Overview of a framework that makes feedback clear and actionable.
(00:18:33) Real-World Examples of CORE
An example of how CORE could have de-escalated a situation.
(00:22:24) CORE Keeps Feedback Focused
How CORE shifts feedback from past-focused to future-focused.
(00:27:01) Internal Critic and Self-Compassion
Unpacking how our harsh inner voice colors how we hear feedback.
(00:34:29) Managing Sensitive Team Members
How to support colleagues with self-doubt through clarity and care.
(00:36:12) From Furious to Curious
Alternatives to personality-based criticism to make feedback constructive.
(00:38:19) Radical Candor Tips
Practical, actionable tips for giving and receiving feedback with care.
(00:42:44) Conclusion
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Radical Candor: Communication at Work 
