When you step into leadership, one of the first things you realize is how important communication is and how easy it is to break it if you’re not intentional. You want to be honest. You want to be supportive. But sometimes, being too direct feels harsh, and being too nice feels unclear.
That’s where Radical Candor comes in.
Radical Candor, a concept made popular by Kim Scott, simply means caring personally while challenging directly. It’s about creating a team culture where feedback, even the hard kind, feels like a gift, not a threat. For new leaders, Radical Candor can be your secret weapon in building a team that talks openly.
Let’s break it down with 5 practical tips and examples:
Show You Care First
Before you challenge someone, make sure they know you’re on their side. When people know you genuinely care about them as a person (not just as a worker), they’re much more open to hearing direct feedback.
Example:
Before offering performance feedback, you might say,
“I really appreciate the creativity you bring to this team. I want to help you keep growing, and that’s why I want to share something I noticed.”
It softens the feedback without watering it down.
Give Feedback Regularly, Not Just During Reviews
Radical Candor isn’t about saving up feedback for a once-a-year meeting. It’s about small, honest conversations in real-time, so things don’t build up into big issues.
Example:
After a team meeting, you could pull someone aside and say,
“I noticed in the meeting you interrupted Anne a few times. I know you’re excited to contribute, but let’s make sure everyone has space to speak up.”
It’s quick, it’s direct, and it shows you care about the team’s environment.
Be Specific
Saying “Good job” or “That wasn’t great” doesn’t help anyone grow.
Radical Candor works best when you point out specific behaviors, not general traits.
Example:
Instead of saying, “You need to be better at communication,”
say, “When you don’t send a follow-up email after client meetings, it creates confusion about next steps. Let’s work on sending a quick summary after each meeting.”
Now they know exactly what to improve and how to do it.
Invite Feedback About Yourself, Too
It’s not just about giving feedback — it’s about receiving it, too. Ask your team how you can support them better. It shows humility, and it normalizes open communication across all directions.
Example:
You could ask in a one-on-one,
“Is there anything I could be doing differently that would make your work easier or help you feel more supported?”
And when they answer, listen without getting defensive. It’s a two-way street.
Focus on the Behavior, Not the Person
When giving feedback, separate the action from the individual.
This keeps conversations from feeling like a personal attack and makes it easier for people to stay open to change.
Example:
Instead of saying, “You’re disorganized,”
say, “The last two reports were missing some key information. Let’s work on building a checklist you can follow to make sure everything’s covered moving forward.”
You’re addressing the behavior and not labeling the person. This strategy encourages growth without damaging confidence.
As a new leader, practicing Radical Candor can help you build a team where people feel safe to speak up, take feedback seriously, and trust that you’ve got their best interests at heart.
It won’t always feel comfortable at first. But the more you do it, the stronger and more connected your team will become.
