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HHIPP Feedback Delivery Framework
HHIPP is a mnemonic checklist for effective feedback: Humble, Helpful, Immediate, In Person, and does not Personalize. Every piece of feedback should pass all five…
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Order of Operations for Building a Feedback Culture
There is a specific sequence for establishing Radical Candor: first solicit feedback about yourself, then offer specific and sincere praise to others, and only then…
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Ruinous Empathy Diagnosis and Correction
Ruinous Empathy is the most common failure mode in the Radical Candor framework. It occurs when you care personally but fail to challenge directly. It feels kind in the…
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Three Boss Responsibilities: Guidance, Team Building, Results
A boss has three core responsibilities: providing guidance (creating a culture of feedback with both praise and criticism), building the team (understanding what…
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Bias, Prejudice, and Bullying Response Framework
Workplace injustice stems from three distinct root causes that require different responses: bias (unconscious, 'not meaning it'), prejudice (conscious rationalization,…
Just Work: How to Root Out Bias, Prejudice, and Bullying to Build a Kick-Ass Culture of Inclusivity
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Rock Stars and Superstars Growth Trajectory Model
Every team needs two types of high performers: rock stars who are on a gradual growth trajectory (they love their current role and want to go deep) and superstars who…
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Be Humble: Approach every feedback conversation acknowledging you might be wrong. State your perception as your perception, not as objective truth.
Giving any form of feedback, whether praise or criticism, to direct reports, peers, or managers.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Be Helpful: Your feedback must focus on helping the other person improve, not on venting your frustrations or asserting dominance. The intent must be genuinely assistive.
Delivering criticism or corrective feedback in professional settings.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Be Immediate: Give feedback as close to the event as possible. Do not save it for performance reviews or scheduled one-on-ones. Two-minute impromptu conversations between meetings are ideal.
Timing of feedback delivery in management and team settings.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Deliver In Person: Feedback should be given face-to-face or voice-to-voice whenever possible. You need to see and hear how your words land in real time.
Choosing the communication medium for feedback conversations.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Praise in Public, Criticize in Private: Public praise reinforces good behavior for the whole team. Private criticism protects the individual's dignity and makes them more receptive.
Deciding whether to give feedback in a group setting or one-on-one.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity
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Don't Personalize: Criticize the behavior, never the person. Say 'that presentation lacked data' not 'you are unprepared.' The distinction between 'your work' and 'you' is critical.
Framing criticism to avoid triggering defensiveness.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity