As we step into the second half of the year, , how are you managing performance so far?

Today, we’d like to highlight one of the core elements of performance management leadership: candid feedback.

Meanwhile, the video makes a witty comparison: “Tough feedback is like a medicinal tonic, while shallow praise may look similar but is nothing more than rabbit droppings.”

This ties directly back to what we discussed in the last newsletter—the characteristics of good feedback.

*Good feedback refers to feedback that can truly drive a change in the other person’s behavior.

, what do you think is the key leadership competency that successful team leaders in Silicon Valley all share?

According to the management book Radical Candor (published in Korea as Managers in Silicon Valley), their defining strength lies in giving candid feedback—sometimes referred to as the necessary tough talk.

Author Kim Scott, who has led teams at Google and YouTube and worked with iconic Silicon Valley companies such as Dropbox and Twitter, emphasizes that a true leader is not someone who does everything alone but someone who drives performance by guiding their team. Through what she calls Radical Candor—complete and caring honesty— leaders can build ideal teams and manage performance effectively.

It’s this very candor, she argues, that makes Silicon Valley team leaders so compelling to top talent.

#What Exactly Is Radical Candor?

Not everyone challenges others head-on in everyday life. Most of us, through the process of socialization, learn to withhold parts of our true thoughts, avoid confrontation, or use small white lies to smooth things over.

By contrast, Radical Candor means that leaders must be clear and direct in giving feedback. It requires the courage not to shy away from uncomfortable conversations, the willingness to offer even negative feedback, and the commitment to lifting team and individual performance through that honesty.

At the same time, Radical Candor calls for humility. That’s why the term candor—not simply honesty—is used: it reflects a type of openness that combines straightforwardness with the willingness to listen and respect others’ perspectives.

When practiced, Radical Candor builds trust. Employees begin to believe that

their leader truly cares, and they respond in ways such as:

• Accepting both praise and criticism, and acting on it.

• Offering candid opinions on what their leader does well—or poorly.

• Taking ownership of their role within the team.

• Focusing on achieving results.

But failing to practice Radical Candor can be devastating. Consider one of the worst-case episodes described in Radical Candor (p.9):

“I wanted to create a fun, stress-free workplace. To do that, I avoided giving clear and direct feedback—even to employees who were underperforming. Eventually, when the team fell apart and I had to fire one of them, he looked at me and said:

‘Why didn’t you tell me earlier? I thought everyone liked me.’

It was the worst moment of my life. He paid the price, but it was my failure. My greatest mistake was not speaking up when someone veered off track. And in the end, that mistake contributed to the company shutting down.”

Facing problems head-on with tough feedback requires courage—not only from the one receiving it, but also from the one delivering it. Nevertheless, remember this: when feedback is both clear and caring, it can drive team performance, strengthen individual capability, and ultimately deepen relationships.

The YouTube channel DingDongDang University also introduces three elements of effective tough feedback. To increase acceptance from team members, consider the following approach:

1. Clearly recognize and praise what was done well.

2. Share feedback in a supportive setting (even better, over a meal or treat).

3. Offer specific suggestions on how to improve going forward.

As we enter the second half of the year and move toward year-end evaluations, let’s focus not on casual praise, but on timely, candid feedback that truly supports the growth of both individuals and the team.

Through PMDS+, we hope you and your team can continue building a performance culture where everyone grows together. We look forward to your engagement and support, .

, let’s talk about psychological safety—a key factor that helps leaders put Radical Candor into practice.

Back in 2012, Google launched a five-year statistical study called Project Aristotle to answer a critical question: “What makes certain teams within Google consistently high-performing?”

The results highlighted the following characteristics that distinguish high-performing teams:

Every other month, we host an information & Q&A session for PMDS+ leaders who register in advance 👏

This time, the session will focus on 360-Degree Feedback, which will be rolled out this coming September. The discussion will be based on questions submitted beforehand, and the session will be run in a small-group format.

If you’d like to join, simply click the “Register” button below!

*Please remember to submit your questions in advance through the form.

[PMDS+ for Leaders]

• Date & Time: Thursday, July 28, 4:00 PM (approx. 30 minutes)

• Location: To be shared with participants (CJ CheilJedang Center / Online via Teams)

• Content: Overview of PMDS+ 360-Degree Feedback + Q&A on pre-submitted questions

• Capacity: Up to 5 participants

Registered participants will receive a follow-up confirmation email.

※ If you encounter any issues with the registration button, or if you’d like to send additional questions afterward, please feel free to contact the organizers directly:

• Hae-Soo Park (HR Planning Team)

• Haelim Ryu (HR Planning Team)