Chapter 2
Giving & receiving feedback
“Radical candor means caring personally while challenging directly.”
— Kim Scott
Prepare your message and your mindset
Feedback should come from care, not frustration.
Wait until you can speak to help, not to vent.
Be specific, not vague
“You were unclear in the meeting” teaches nothing.
“When you skipped the summary slide, people got lost” invites learning.
Use frameworks that focus on behavior, not personality
The SBI model (Situation–Behavior–Impact) helps: describe the situation, what you observed, and how it affected outcomes.
Balance praise and challenge
Feedback that only criticizes discourages.
Feedback that only praises doesn’t grow anyone. Balance builds trust.
Deliver feedback like a gift, not an invoice
It’s not payback for mistakes, it’s an investment in improvement.
Give it with generosity.
Feel free to share with your colleagues
Give feedback, ask questions or request new resources
