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Kim Malone Scott

1 appearance on the record.

computed by AI from the episodes · how this works → · full disclaimer →

13statements → 1claims → 0claims resolved → 3.92/5average certainty → 2.54/5average debate potential → ≈4.0/5argument clarity, estimated →

1 not checkable as stated how the 1 claim stands · each chip opens the sources

1 assertion · 3 opinions · 9 insights · every statement was checked. The predictions and assertion are the 1 claim: statements the public record can support or contradict. 0 are resolved, and 1 names no date, number or outcome precise enough to check. Everything else (opinions, insights, what ifs, disclosures) can never be settled by the record, so it carries no assessment.

The record, in short

What the tape says about how Kim argues and how the claims held up. Everything they said, and everything said about them, is in the tabs below.

How they sound: speaking style how? →

235 words/min while actually speaking · 0.3 um and uh per 1k words

No argument clarity score for Kim Malone Scott: no usable question→answer exchanges on raw tape (a fair score needs 8+). We do not score a sample that small. Roundtable and news formats yield far fewer direct exchanges than interviews. Their coarse estimate from 5 exchanges on the produced feed is ≈4.0/5, shown at half point precision because the sample is small and produced tape scores higher.

Measured by listening to 3,554 words across 1 episode, but every recording we have of Kim Malone Scott is the aired feed, and an editor cleaned that audio before release. Some of the hesitation was cut before we ever heard it, so read these as floors: the true rates are at least this high. These are measurements of speaking style, not scores. How it's measured →

Everything Kim Malone Scott said on the a16z Podcast that made the record, most notable first. Filter by type, assessment or year in the ledger →

Opinion
Kim Scott: Obnoxious aggression is better than ruinous empathy
“I would agree that obnoxious aggression is actually better than ruinous sympathy. I'd rather have obnoxious aggression than ruinous sympathy too, but you don't have to choose between those two things.”
Kim Malone Scott Jan 2, 2019 ▶ 16:33 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Opinion
Kim Scott: Sheryl Sandberg calling me 'stupid' was exceptionally kind feedback
“A lot of people would say it was mean of Cheryl to say I sound stupid, but in fact, it was the kindest thing she could possibly have done for me in that moment.”
Kim Malone Scott Jan 2, 2019 ▶ 2:32 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Ask colleagues for feedback when they are angry with you
“Alan Eustace, who was the head of engineering at Google, said one of the best times to ask for feedback is when you know the other person is mad at you, because they're more likely to tell you what they really think.”
Kim Malone Scott Jan 2, 2019 ▶ 7:57 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Sparing an employee's feelings ultimately leads to firing them
“When you're trying to spare somebody's feelings to be nice, and then you're going to wind up having to fire them later, it's not so nice after all.”
Kim Malone Scott Jan 2, 2019 ▶ 14:35 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Assertion Not checkable as stated
Kim Scott: Women giving direct feedback risk being labeled aggressive
“There's another side to the equation, which is if you are a woman giving radical candor, you're much more likely to get unjustly accused of obnoxious aggressions.”
Kim Malone Scott Jan 2, 2019 ▶ 18:20 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Good feedback is measured at the listener's ear
“I think it's really important to remember that good feedback gets measured not at your mouth, but at the other person's ear. So often, you may think You've shown you cared, and you may think you've been crystal clear. More often than not, you have showed that …”
Kim Malone Scott Jan 2, 2019 ▶ 11:35 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Opinion
Kim Scott: Men are conditioned from childhood to soften feedback to women
“I think Men are trained from the time they're little boys to pull their punches with women.”
Kim Malone Scott Jan 2, 2019 ▶ 17:47 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Call feedback 'guidance' to avoid triggering defensive reactions
“First of all, I call it guidance, not feedback, because feedback makes us want to put our hands over our ears, and guidance is something we all long for.”
Kim Malone Scott Jan 2, 2019 ▶ 0:38 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Stop telling colleagues not to take feedback personally
“One of the pieces of advice that I often give people is just eliminate from your vocabulary, don't take it personally. Because we spend more time at work than we do in any other activity of our lives. We spend more time with our colleagues than we do with our …”
Kim Malone Scott Jan 2, 2019 ▶ 6:00 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: A manager's need to be liked leads to bad outcomes
“There's a big difference between caring personally and needing to be liked. Needing to be liked will lead you to a bad place.”
Kim Malone Scott Jan 2, 2019 ▶ 13:59 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Direct feedback across demographic differences is significantly harder
“It's hard to be radically candid with someone who looks like you. It's even harder to be radically candid with someone who doesn't look like you.”
Kim Malone Scott Jan 2, 2019 ▶ 17:11 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Praise publicly and criticize privately, but keep debate public
“I am a big believer that you praise, praise in public, criticize in, in private, but I will say there's a fine line, because debate needs to happen publicly, and there's a fine line between private criticism and public debate.”
Kim Malone Scott Jan 2, 2019 ▶ 20:04 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees
Insight
Kim Scott: Managers should leave three unimportant criticisms unsaid every day
“I think it makes a ton of sense to leave three unimportant Things unsaid every day. Especially with criticism, you only want to focus on the important things.”
Kim Malone Scott Jan 2, 2019 ▶ 23:58 a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees

Appearances (1)

EpisodeDateSpeaking time
a16z Podcast | Giving and Getting Feedback -- for Bosses and Employees Jan 2, 2019 18m
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