Kim was my manager at Dropbox for a short while, and I’ve seen her do what she says in the book. She’s the best manager I’ve had, and I’ve learned a metric ton from her during those brief months.
I use Radical Candor as a reference guide, keeping it on my desk and leafing through it for topics as they come up. Forgot how to do skip-level meetings? There’s a chapter on that. Need a refresher on ways to run staff meetings? It’s in there too.
I also highly recommend the accompanying podcast.
I’ve recently learned the power of coaching and what coaching even is. Who knew you could ask questions to your counterpart and with that simple approach help the person arrive at the course of action that’s right for them, without having to tell them what to do?
Revolutionary concept if you haven’t been exposed to it, a must in every manager’s toolkit for performance management and career conversations, but also in building effective, trust-based relationships with your teammates.
These sort cards and book, while not cheap, are worth every dollar you’ll pay for them. It’s a collection of competencies a person can exhibit at work, which are non-trivial and extremely well written.
Indispensable in creating job reqs, helping your teammates understand strengths, weaknesses, and career paths, plus an awesome cheat sheet for you in your own development!
When I burned out on the job at one point, I read a bunch of books on life/work balance. This was one of the better ones.
Buyer beware: this collection of HBR articles is from the 1980s. To get value from it, you’ll need to look past references of how important it is for senior executives’ sanity to get emotional support from their (house)wives.
One powerful practice I took away from this book: asking every report to formulate their factors of satisfaction at work and periodically self-rate how they’re doing on them. The exercise, while powerful and simple, isn’t something I’d ever seen before.