Build a Radical Candor Feedback Playbook

Diagnose your feedback patterns and write delivery-ready scripts using Radical Candor.

Introduction

30 Second Summary

Every manager has feedback they know they should give but keep putting off. The conversation you are avoiding is costing your team growth and costing you trust.

In this project, you will build a personal Feedback Playbook using the Radical Candor framework in Google Docs. You will diagnose your default feedback patterns, rewrite real examples using a proven structure, and create delivery-ready scripts for your next tough conversation.

What You'll Build

Picture yourself five minutes before a one-on-one, opening your Playbook, and knowing exactly what to say, when to say it, and how to land it with both honesty and care.

By the end of this project, you'll have:

A framework reference you can glance at in 10 seconds before any feedback moment to recall the four quadrants and the CORE method.
A self-diagnosis of your default feedback quadrant with specific language patterns you can watch for in yourself.
Delivery-ready praise and criticism scripts annotated with HHIIPP delivery principles for timing, setting, and tone so you know not just what to say but how to say it.
Secret Mission: Write a complete feedback conversation plan for a real upcoming situation with a team member, including emotional preparation and a follow-up strategy.

Are there any prerequisites?

This project is designed for people currently managing or preparing to manage others. You will draw on real feedback moments from your experience, so having a team (past or present) to reference is important.

You will also need a Google account to create a Google Doc for your Playbook.

Before We Start

Before We Start...

Before we dive in, take a moment to think about a feedback conversation you have been avoiding or handling poorly. What would change if you could deliver it with both honesty and care?

Set Up Your Feedback Playbook

Every manager's feedback style is shaped by habit. To change those habits, you need a dedicated workspace where the key principles are always visible.

In this step, you'll create your Feedback Playbook in Google Docs and set up the Radical Candor framework as a quick-reference section at the top. This becomes your anchor for every exercise in the project.

In this step, get ready to:

Create a Google Doc for your Feedback Playbook.
Add the Radical Candor framework reference with quadrant definitions and CORE method.
Set up section headings for the exercises ahead.

Create your Feedback Playbook document

Your Playbook needs a home. You'll create a dedicated Google Doc that serves as your structured workspace for the rest of this project.

Open your browser and navigate to docs.google.com.
Confirm you're signed into your Google account. Your profile picture appears in the top-right corner.
Click the Blank document option (the large + icon) to create a new document.
Click Untitled document in the top-left corner and replace it with:

My Radical Candor Feedback Playbook

You should now see your document title updated at the top of the page.

Don't see the Blank document option?

Make sure you're on docs.google.com (not Google Drive). If prompted to sign in, use the Google account you prepared earlier.

Help me create a new document in Google Docs

Add your Framework Reference section

The Framework Reference is the section you'll glance at in 10 seconds before any feedback moment. It keeps the two dimensions, four quadrants, and CORE method visible so you never have to switch tabs while writing.

Click into the body of your document.
Select Heading 1 from the paragraph styles dropdown (the menu that says Normal text by default, located in the toolbar).
Type Framework Reference and press Enter.
Switch back to Normal text in the paragraph styles dropdown.
Type the following framework content into your document:

The Two Dimensions:
- Care Personally: genuine investment in people as whole humans
- Challenge Directly: sharing honest opinions and holding a high bar

The Four Quadrants:
- Radical Candor: high care + high challenge
- Obnoxious Aggression: high challenge + low care
- Ruinous Empathy: high care + low challenge
- Manipulative Insincerity: low care + low challenge

CORE Method:
- Context: the specific situation where the behavior occurred
- Observation: the specific behavior you observed
- Result: the impact of that behavior
- Explore: an invitation for dialogue about next steps

What does this framework mean?

The two dimensions are the axes of a 2x2 grid. Care Personally means genuinely investing in people as whole humans. Challenge Directly means telling people clearly when their work needs to change.

The four quadrants describe behaviors, not people. Everyone moves through all four quadrants depending on the situation. Knowing where each moment lands helps you correct course.

The CORE method gives you a repeatable structure for constructing feedback. The Explore step is what makes this a two-way conversation rather than a lecture.

Your Framework Reference section should now show the two dimensions, four quadrant definitions, and CORE method.

Content looks like a wall of text?

Use bullet points or dashes to separate each item. In Google Docs, select the lines and click the Bulleted list icon in the toolbar to format them as a list.

Help me format my Framework Reference section

Add your exercise section headings

The remaining sections will hold the exercises you complete in Steps 2 through 5. Adding them now gives your document a clear structure you can navigate quickly.

Press Enter a few times after your CORE method content to create space.
Select Heading 1 from the paragraph styles dropdown.
Type My Feedback Diagnosis and press Enter.
Type CORE Rewrites and press Enter.
Type Praise and Criticism Scripts and press Enter.
Type Delivery Plans and press Enter.

What are these sections for?

Each heading maps to an upcoming step. My Feedback Diagnosis is where you'll classify your past feedback moments. CORE Rewrites is where you'll restructure them.

Praise and Criticism Scripts holds delivery-ready messages. Delivery Plans adds timing, setting, and tone annotations. You'll fill each one in order.

Before you move on, what do you expect your document to look like right now? Think about how many sections you should see and what content is filled in versus empty.

Scroll to the top of your document. You should see your Framework Reference section with all the definitions visible, followed by four empty section headings below it.

✔️ Awesome, I've got everything!

Your Playbook workspace is ready. Make sure Google Docs has saved automatically (look for the confirmation in the top bar that says all changes are saved).

ⓧ I'd like to double check the full document

Your document should match this structure from top to bottom:

My Radical Candor Feedback Playbook

Framework Reference

The Two Dimensions:
- Care Personally: genuine investment in people as whole humans
- Challenge Directly: sharing honest opinions and holding a high bar

The Four Quadrants:
- Radical Candor: high care + high challenge
- Obnoxious Aggression: high challenge + low care
- Ruinous Empathy: high care + low challenge
- Manipulative Insincerity: low care + low challenge

CORE Method:
- Context: the specific situation where the behavior occurred
- Observation: the specific behavior you observed
- Result: the impact of that behavior
- Explore: an invitation for dialogue about next steps

My Feedback Diagnosis

CORE Rewrites

Praise and Criticism Scripts

Delivery Plans

Your workspace is ready. Next up, you'll look back at real feedback moments from your experience and discover which quadrant your instincts default to.

Diagnose Your Feedback Defaults

Your Feedback Playbook now has the Radical Candor framework at your fingertips. The next step is turning that theory into something personal.

Before you can improve your feedback, you need to see where your natural instincts actually land on the quadrant. In this step, you will look at real conversations from your past and discover which quadrant you default to so you know exactly what to correct.

In this step, get ready to:

Write out 3 real feedback moments from your management experience.
Classify each moment into one of the four quadrants.
Identify your default feedback pattern with a personal diagnosis.

Write out 3 real feedback moments

The most honest diagnosis comes from actual words you said or avoided saying. Vague memories will not work here. You need the specific language you used.

Scroll down to the My Feedback Diagnosis section in your Playbook.
Think of 3 real feedback moments from your recent management experience. These can be moments where you gave feedback, tried to give feedback, or avoided giving feedback entirely.
For each moment, write exactly what you said (or what you held back from saying) and who the conversation was with.

Picking your 3 moments

Choose moments that felt uncomfortable or where you sensed something was off. A conversation you rehearsed but never had counts. A time you softened feedback so much the person missed the point counts. A time you were blunt and the person shut down counts.

✔️ I'll give it a go!

Write your 3 moments now. Be as specific as you can with the exact words you used or avoided.

ⓧ Maybe a little help...

Here are some prompts to jog your memory:

A time someone on your team missed a deadline and you responded (or did not respond).
A time you wanted to praise someone but kept it vague like "great job" or said nothing.
A time you gave direct feedback and the person's reaction surprised you.
A time you talked about someone's performance to a peer instead of addressing it directly with them.

Pick 3 of these that resonate and write what actually happened. Include the exact words you said or the words you held back.

Once you have written all 3 moments, read them back. Each one should include enough detail that someone else could picture the conversation happening.

Classify each moment into a quadrant

Now that you have the raw material, it is time to hold each moment up against the framework. Your Framework Reference section at the top of the document has the quadrant definitions ready for you to glance at.

Below each feedback moment, write which quadrant it belongs to: Radical Candor, Obnoxious Aggression, Ruinous Empathy, or Manipulative Insincerity.
After naming the quadrant, write one sentence explaining WHY it belongs there. Specifically name which dimension was missing or weak: was it Care Personally or Challenge Directly?
Scroll up to your Framework Reference to check your classification. The two questions to ask are: "Did I show genuine care for this person?" and "Did I challenge them directly and clearly?"

What if most of mine are in the same quadrant?

That is actually the point. Most managers discover their defaults cluster in Ruinous Empathy (caring but not direct enough) or Obnoxious Aggression (direct but not caring enough). Finding a pattern is the whole goal of this exercise.

Remember: quadrant names describe behaviors, not people. Everyone moves through all four quadrants depending on the situation. You are identifying a tendency, not a personality trait.

How do I tell Ruinous Empathy from Manipulative Insincerity?

The difference is intent. Ruinous Empathy means you genuinely cared about the person but held back the truth to avoid hurting them. Manipulative Insincerity means you did not care enough to bother being honest. If you felt guilty about not speaking up, that is usually Ruinous Empathy. If you just did not want the hassle, that leans toward Manipulative Insincerity.

Review your 3 classified moments. For each one, you should be able to point to specific words (or the absence of words) that reveal the weak dimension.

Write your personal diagnosis summary

Your 3 classified moments should now reveal a pattern. This final line captures that pattern in a single sentence you can refer back to throughout the rest of the Playbook.

At the bottom of the My Feedback Diagnosis section, write one line: "My default quadrant is _____ because I tend to _____."
Fill in the blank with the quadrant that appeared most across your 3 moments.
Fill in the second blank with the specific behavior pattern you noticed. Be concrete. "Soften criticism until it disappears" is better than "not direct enough."

Why write a one-line diagnosis?

This sentence becomes your personal guardrail for the rest of the project. In Step 3, you will rewrite your feedback using CORE. Knowing your specific weakness tells you exactly which dimension to strengthen in each rewrite.

✔️ I'll give it a go!

Write your diagnosis line now. Make sure it names both the quadrant and the specific habit.

ⓧ Maybe a little help...

Here are some example diagnosis lines to show the level of specificity to aim for:

"My default quadrant is Ruinous Empathy because I tend to hint at problems instead of naming them clearly."
"My default quadrant is Obnoxious Aggression because I tend to state the problem bluntly without acknowledging the person's effort or context."
"My default quadrant is Ruinous Empathy because I tend to have the hard conversation in my head but never say it out loud."

Use the pattern that matches your 3 moments, but write it in your own words.

Read your completed My Feedback Diagnosis section from top to bottom. You should have 3 moments with exact language, a quadrant classification with a one-sentence explanation for each, and your personal diagnosis summary at the bottom.

Struggling to classify a moment?

If a moment feels like it could be two quadrants, ask yourself: "Did I genuinely care about this person's growth in that moment?" If yes, you were on the top half of the framework. Then ask: "Did they walk away knowing exactly what to do differently?" If yes, you were on the right half. If you are still stuck, pick the quadrant that describes the stronger pull in that moment.

Help me figure out which quadrant my feedback moment belongs to.

You now have a clear picture of your feedback instincts. You know which quadrant pulls at you and which dimension tends to drop. Next up, you will take these same moments and rewrite them using the CORE method to land them squarely in Radical Candor.

Rewrite Your Feedback with CORE

In Step 2, you uncovered where your feedback instincts actually land. You now have a name for the gap: the dimension you consistently underuse.

The CORE method (Context, Observation, Result, Explore) gives you a repeatable structure to close that gap every time. In this step, you'll rewrite each of your diagnosed moments so they hit both Care Personally and Challenge Directly.

In this step, get ready to:

Rewrite your 3 feedback moments using the CORE structure.
Annotate each rewrite with a Quadrant Check confirming both dimensions are present.
Write side-by-side comparisons showing what changed from original to rewrite.

Rewrite your diagnosed moments with CORE

Your diagnosed moments from Step 2 showed you what went wrong. Now you'll rebuild each one with the CORE structure so that both dimensions are present.

Switch back to your Feedback Playbook and scroll to the CORE Rewrites section.
Look at your first diagnosed moment in the My Feedback Diagnosis section above.
Rewrite that moment using the CORE structure, explicitly labeling each part:
Repeat for your second and third diagnosed moments, labeling all four CORE parts each time.

Why label each part explicitly?

Labeling forces you to check that no part is missing. Most managers skip Explore and jump straight to telling people what to do. That removes the two-way dialogue component that separates CORE from older feedback models.

Observation vs. interpretation

A common trap in the Observation step is sneaking in judgment. "You were careless with the report" is an interpretation. "The report was submitted with three formatting errors and one missing section" is an observation.

You should now have 3 complete CORE-structured rewrites in your document, each with the four parts clearly labeled.

Add Quadrant Check annotations

A rewrite can follow the CORE format perfectly and still miss one of the two dimensions. The Quadrant Check forces you to prove both are present in the actual words you chose.

Below your first CORE rewrite, add a heading or label that says Quadrant Check.
Highlight or copy the specific words in your rewrite that show Care Personally. These are phrases that acknowledge the person's effort, express genuine investment in their growth, or recognize them as a whole human beyond this one behavior.
Highlight or copy the specific words that show Challenge Directly. These are phrases that name the gap clearly, state what needs to change, or hold a high bar for results.
If you cannot find specific words for both dimensions, revise the rewrite until you can.
Repeat the Quadrant Check for your second and third rewrites.

What if my Care Personally language feels forced?

If your default quadrant is Obnoxious Aggression, the care language might feel unnatural at first. Focus on genuine investment: why do you want this person to succeed? What future are you trying to help them reach? That intent is Care Personally.

If your default is Ruinous Empathy, your Challenge Directly language might feel blunt. Specificity is your friend. Naming the exact gap is not cruel. It is the clearest form of respect.

Each of your 3 rewrites should now have a Quadrant Check annotation with specific language identified for both dimensions.

Write your side-by-side comparisons

The final piece makes the transformation visible. A one-sentence comparison cements what changed and why.

Below the Quadrant Check for your first scenario, write one sentence in this format: "The original was [quadrant name] because [name the missing dimension]. The rewrite is Radical Candor because [name both dimensions present]."
Write the same one-sentence comparison for your second and third scenarios.

Why this sentence structure matters

This format forces you to name the gap (what was missing) and the fix (what is now present). It builds pattern recognition so you can catch yourself in real-time during future conversations.

Before you move on, scroll through your CORE Rewrites section from top to bottom. Do you have all 3 rewrites with labeled CORE parts, a Quadrant Check for each, and a one-sentence comparison for each?

Struggling to find both dimensions in your rewrites?

If your Challenge Directly language keeps disappearing, check whether your Observation step is vague. Vague observations produce vague results. Go back and make the behavior concrete.

If your Care Personally language keeps disappearing, check whether your Explore step is actually inviting dialogue or just softening a command. A genuine question about next steps signals investment in the person's agency.

Help me strengthen the Care Personally and Challenge Directly language in my CORE rewrites.

Your CORE Rewrites section now shows the transformation from instinct to structure. Next up, you'll build fresh praise and criticism scripts from scratch so the CORE method becomes second nature.

Practice Praise and Criticism Scripts

Your CORE rewrites showed you the structure. Now it is time to build that muscle from scratch on fresh scenarios.

Most managers default to vague praise like "great job" which is actually Ruinous Empathy because it does not help the person understand what to repeat. They also avoid criticism altogether. In this step, you will practice making both specific and structured using the CORE method.

In this step, get ready to:

Write 2 praise scripts for real team members using CORE, each paired with a vague contrast version.
Write 2 criticism scripts for real situations using CORE, each paired with a vague contrast version.
Verify that all 4 scripts are specific enough for a stranger to identify the exact behavior being addressed.

Write your praise scripts

Vague praise feels good in the moment but gives the recipient nothing to act on. Specific praise tells someone exactly what they did well so they can repeat it.

In your Google Doc, scroll down to the Praise and Criticism Scripts section.
Think of 2 real team members who recently did something specific you want to praise.
For the first team member, write a heading: Praise Script 1.
Write a Vague Version first. This is what you would naturally say without any structure. Something like "Hey, great work on that project."
Below it, write the CORE Version with all four parts explicitly labeled: Context, Observation, Result, Explore.
Repeat for the second team member under a Praise Script 2 heading.

The specificity test

After writing each CORE praise script, apply this test: if you removed the person's name, would a stranger know exactly what action you are praising?

If the answer is no, your praise is still too vague. Add the specific behavior, the date or meeting it happened in, and the observable result it produced.

Read back your two praise scripts. Each CORE version should name a concrete action, a specific time or project, and a clear result that the person produced.

What does a strong contrast look like?

Your Vague Version might say: "You did a great job on the presentation." Your CORE Version would say: "Context: In Monday's client pitch. Observation: You restructured the pricing slide to lead with ROI numbers instead of features. Result: The client asked follow-up questions about implementation instead of pushing back on cost. Explore: What made you decide to restructure it that way?"

The contrast makes the value of CORE immediately obvious. The person receiving the CORE version knows exactly what to repeat.

Write your criticism scripts

Criticism is where most managers freeze. The key is that Radical Candor criticism contains two things: a clear statement of the gap AND a genuine expression of investment in the person's growth.

Think of 2 real situations where you need to give criticism. These could be a missed deadline, a quality issue, a collaboration gap, or a pattern you have noticed.
Under a Criticism Script 1 heading, write the Vague Version first. This is what you would naturally say or what you have been avoiding saying entirely.
Below it, write the CORE Version with all four parts labeled.
In the Result section, name the impact clearly. Do not soften it.
In the Explore section, frame your invitation as genuine investment. For example: "I want to figure this out together because the quality of your other work tells me this is solvable."
Repeat for the second situation under a Criticism Script 2 heading.

What separates Radical Candor criticism from Obnoxious Aggression?

Both name the gap directly. The difference is the Care Personally dimension. Your criticism script should contain language that shows genuine investment in the person's growth. Look for phrases that acknowledge their strengths, frame the feedback as something you believe they can solve, or express your stake in their success.

If your script only names the problem without any care language, it has drifted into Obnoxious Aggression. Add the growth investment back in.

Struggling to write the criticism scripts?

If you find yourself softening the Observation or avoiding the Result, that is your Ruinous Empathy default showing up in real time. Name the discomfort, then write the direct version anyway. The structure protects both you and the recipient.

Help me write a direct criticism script that still shows care.

Review all four scripts for specificity

Before you consider this section complete, each of your 4 scripts needs to pass the specificity test.

Read through all 4 CORE versions in order.
For each one, cover the person's name and ask: would a colleague reading this know exactly what behavior is being praised or criticized?
If any script fails this test, go back and add more specific detail to the Observation and Result sections.
Confirm that each criticism script contains both a clear gap statement and at least one sentence showing genuine investment in the person's growth.

Your Praise and Criticism Scripts section should now contain 4 entries, each with a Vague Version and a CORE Version. The contrast between the two versions in each pair makes the value of the CORE structure undeniable.

Why write the vague version at all?

The side-by-side contrast cements why the structure matters. When you can see your natural instinct next to the structured version, you build awareness of your default patterns. Over time, your natural instinct starts to sound more like the CORE version.

You now have 4 structured scripts ready to use. But well-structured feedback still fails if delivered at the wrong time or in the wrong setting. Next, you will annotate these scripts with delivery principles so you know not just what to say, but when, where, and how to say it.

Plan Delivery with HHIIPP

Your Praise and Criticism Scripts now contain structured, specific feedback that hits both dimensions of Radical Candor. The final piece is delivery: knowing not just what to say, but when, where, and how to say it.

Well-structured feedback still fails if delivered at the wrong time, in the wrong setting, or in a way that feels like a character judgment about who someone is. The HHIIPP principles give you a delivery checklist that ensures your timing, format, and framing match the quality of your content.

In this step, get ready to:

Annotate your 4 scripts with HHIIPP delivery principles.
Rewrite any personality-targeting language into behavior-targeting language.
Star one script and write a pre-conversation prep plan for delivery this week.

Annotate your scripts with HHIIPP delivery principles

HHIIPP stands for six principles that govern how feedback lands at the listener's ear. Each letter addresses a different dimension of delivery that can make or break even perfectly worded feedback.

What does each letter in HHIIPP mean?

Helpful: What is your intent for the person? Humble: What might you be wrong about? Immediate: When will you deliver this relative to the event?

In-Person: Will this be face-to-face, video call, or synchronous chat? Praise publicly or criticize Privately: What is the appropriate setting? Not about Personality: Does your script address behavior and actions, not character?

In your Google Doc, scroll to the Delivery Plans section.
Copy all 4 of your CORE scripts from the Praise and Criticism Scripts section into Delivery Plans.
Above each script, add a delivery annotation that addresses all six HHIIPP principles.

Here is the structure to follow for each annotation:

Helpful: Write one sentence stating your intent for this person. What do you want them to gain from hearing this?
Humble: Write one sentence acknowledging what you might be wrong about or what context you might be missing.
Immediate: State when you will deliver this relative to the event. Within 24 hours? At the next one-on-one? Explain your timing choice.
In-Person: State the delivery format. Face-to-face, video call, or synchronous chat. Explain why this format fits.
Praise publicly or criticize Privately: Name the specific setting. A team meeting? A private one-on-one? A Slack channel?
Not about Personality: Confirm that your script targets a specific behavior or action, not a character trait.

Complete the HHIIPP annotation for all 4 scripts before moving on.

Why annotate before delivering?

Writing out your delivery plan forces you to think through logistics before emotions take over. Most feedback fails not because the words are wrong, but because the timing, setting, or framing undermined the message.

The annotation becomes a pre-flight checklist you can review in the minutes before a real conversation.

You should now have 4 scripts in your Delivery Plans section, each with a complete HHIIPP annotation above it.

Rewrite personality-targeting language to behavior-targeting language

The "not about Personality" principle is the one most managers violate without realizing it. Phrases like "you're disorganized" or "you're not a team player" feel like feedback, but they attack identity rather than naming a specific action the person can change.

Review your 2 criticism scripts specifically.
For each one, read every sentence and ask: could the person hear this as a statement about who they ARE rather than what they DID?
Underline any language that targets personality or character traits.
Rewrite each underlined phrase to target the specific action or behavior instead.

What does this rewrite look like?

Change "you're disorganized" to "the report was submitted two days after the deadline with three sections incomplete." Change "you don't care about quality" to "the last two PRs shipped without the agreed-upon testing steps."

The behavior version is actionable. The person knows exactly what to do differently. The personality version leaves them feeling attacked with no clear path forward.

After rewriting, re-read each criticism script from start to finish. Every sentence should now describe something the person did or produced, not something they are.

Your criticism scripts should now read as clear, specific, and entirely focused on observable actions.

Star one script and write your pre-conversation prep

A playbook only works if you use it. This final exercise bridges the gap between writing practice and a real conversation you will have this week.

Look at your 4 annotated scripts and choose ONE that you will deliver within the next week.
Mark it with a star (type ★ or use the emoji picker) so it stands out visually.
Below the starred script, add a heading: Pre-Conversation Prep.

Under your Pre-Conversation Prep heading, write three short paragraphs addressing:

Anticipated emotional response: How do you think this person will react? Will they be surprised, defensive, relieved, or something else? Write 1-2 sentences on what you expect.
Gauge strategy: How will you tell whether the feedback is landing? If you see sadness cues, you will move up on the Care Personally dimension by acknowledging their feelings and showing support. If you see anger cues, you will resist matching their energy and increase care while restating your intent.
Adjustment plan: If the conversation goes sideways, what will you do? Write your fallback. This might be pausing the conversation, asking what they are hearing, or scheduling a follow-up.

What is the feedback gauge?

Feedback is measured at the listener's ear, not the speaker's mouth. You might intend to be caring and direct, but what matters is how the other person receives it.

Watch for emotional cues during the conversation. Sadness signals you should increase care. Anger signals you should resist matching their energy and move up on the Care Personally dimension.

Save your Google Doc.

Your Feedback Playbook is now complete. Scroll through the full document from top to bottom.

Confirm you can see all five sections: Framework Reference, My Feedback Diagnosis, CORE Rewrites, Praise and Criticism Scripts, and Delivery Plans.
Confirm your Delivery Plans section has 4 scripts with HHIIPP annotations, rewritten criticism language, and one starred script with a pre-conversation prep note.

Use this before every feedback conversation

Open this document 5 minutes before any one-on-one where you plan to give feedback. Glance at the Framework Reference to ground yourself, then review your starred script or write a quick new one using the same CORE + HHIIPP structure.

Secret mission

Write a Real Feedback Conversation Plan

You've practiced with past examples. Now write a complete conversation plan for a real feedback situation you're currently facing. This means identifying a real person, preparing for their emotional response, and committing to deliver within one week.

Clean Up Your Resources

This project runs entirely in Google Docs, so there are no ongoing costs or background processes to worry about. Decide whether to keep your Feedback Playbook as-is, or remove it if you no longer need it.

Resources you used:

Google Doc: "My Radical Candor Feedback Playbook" (stored in your Google Drive).

Keep everything running

No action needed. Choose this if you plan to use your Feedback Playbook before upcoming one-on-ones or feedback conversations.

Your Google Doc stays in Google Drive and is accessible from any device.
Consider bookmarking the document or pinning it in Drive for quick access before meetings.
Return to the Playbook after delivering your starred script to fill in the post-delivery reflection section.

Pause - I'll come back to this later

Your Google Doc stays safely stored in Google Drive even if you do not open it for months. There is nothing to pause or shut down.

Your Feedback Playbook remains in Drive until you choose to delete it.
No background processes or storage costs are associated with a Google Doc.

Delete - I don't want to use this again

Remove your Feedback Playbook from Google Drive entirely.

Open Google Drive at drive.google.com.
Find "My Radical Candor Feedback Playbook" in your recent files or use the search bar.
Right-click the document and select **Move to trash**.
To permanently delete it, click **Trash** in the left sidebar, right-click the document, and select **Delete forever**.

That's a Wrap!

Nice work! You've built a personal Feedback Playbook that transforms vague management instincts into structured, caring, direct feedback you can deliver with confidence.

You've learned how to:

Diagnosed your default feedback quadrant by classifying real past conversations against the Care Personally and Challenge Directly dimensions, identifying the specific gap in your natural style.
Rewritten your own feedback using the CORE method (Context, Observation, Result, Explore) and verified that both dimensions are present in every rewrite.
Created delivery-ready praise and criticism scripts annotated with HHIIPP principles so you know not just what to say but when, where, and how to say it.
Wrote a complete real feedback conversation plan with emotional preparation, a gauge strategy for reading the recipient's response, and a 48-hour follow-up plan (Secret Mission).

Ready to quiz yourself?