In the relationship-driven culture of higher education, many managers strive to be to be supportive and empathetic. At the same time, teams need clarity and accountability to succeed. For higher ed HR leaders, “Radical Candor” by Kim Scott is a trusted guide for giving better feedback and building trust.
Why This Book Resonates With Higher Ed HR
At the heart of “Radical Candor” is a simple but powerful leadership philosophy: care personally and challenge directly. “Direct feedback delivered with genuine care is one of the most powerful tools we have to strengthen workplace culture,” said Laura Hamilton, HR director and diversity, equity, inclusion, and belonging lead at the University of Washington, who recommends the book for its clear, practical way of addressing workforce dynamics.
Kathy Burkgren, associate vice president for organizational effectiveness at Cornell University, recommends the book for its accessibility. “It is easy to understand and adopt,” she said. “And it starts with the people leader asking what they can do differently so that the group is more effective.”
Applying the Ideas in Practice
Burkgren says the book is a valuable teaching tool in leadership development programs:
“We use it to teach giving and receiving feedback in our leadership program for program managers, project managers, managers and senior leaders,” she said. “We believe giving and receiving feedback is a critical skill, and when done well, it builds trust.”
Hamilton also sees strong alignment between Scott’s framework and the work many HR leaders are doing to build cultures of belonging:
“Belonging is not simply about comfort, but creating environments where people feel valued enough to receive honest feedback and supported enough to grow from it. Without care and challenge, HR professionals can slip into what Scott calls ‘ruinous empathy,’ where leaders avoid difficult conversations in the name of kindness. In reality, avoiding difficult conversations often leads to unresolved issues that ultimately harm teams.”
Hamilton has also applied the framework in coaching conversations, becoming more intentional about addressing issues early. In one instance, she worked with a leader whose communication style during meetings was beginning to affect team morale. Hamilton addressed it directly while emphasizing her investment in the leader’s success.
“Because the conversation combined respect with clarity, it opened the door for reflection rather than defensiveness,” she said. “The leader was able to adjust their approach, and the team dynamic improved.”
Why It’s Worth Adding to Your Reading List
For Burkgren, “Radical Candor” reinforced a leadership habit that shapes how she approaches professional relationships: “When people know we love and care for them as human beings, they feel valued and supported and, in return, want to support me and the organization.”
Strong leadership starts with strong relationships. When leaders care personally while communicating directly, teams are better equipped to collaborate, grow and navigate change. For higher ed HR professionals, “Radical Candor” remains a trusted, member-recommended guide to leading with both care and clarity.
If you have a favorite book or resource you think fellow CUPA-HR members would benefit from, we’d love to hear from you. Share your recommendation or idea with us anytime at [email protected]. While we can’t feature every suggestion, we always appreciate hearing what’s inspiring and informing your work.