{"id":21980,"date":"2020-12-26T23:23:00","date_gmt":"2020-12-27T03:23:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=21980"},"modified":"2021-01-04T20:20:29","modified_gmt":"2021-01-05T00:20:29","slug":"kim-scott-google","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/","title":{"rendered":"Kim Scott: Google Shows a Culture of Radical Candor"},"content":{"rendered":"\n

How does Kim Scott see Google implementing a culture of radical candor? What can you learn from Google’s practices?<\/p>\n\n\n\n

According to Kim Scott, Google has a culture of radical candor. There are several examples that show radical candor in practice at Google.<\/p>\n\n\n\n

Keep reading for more examples of radical candor<\/a> at Google from Kim Scott.<\/p>\n\n\n\n\n\n\n\n

Kim Scott: Google Experience<\/h2>\n\n\n\n

As a boss, your main job is dealing with the personal and professional problems of the people that report to you. While this may feel irrelevant to your work, it\u2019s important to realize that relationship maintenance is <\/em>a boss\u2019s work. For Kim Scott, Google was one of her formative experiences related to radical candor. She was a leader of high-profile teams at Google and Apple University, has found that relationship maintenance should be a top priority<\/em> when you move into a leadership position.<\/p>\n\n\n\n

Management based in radical candor is straightforward and humanizing, guided by two main principles: \u201ccaring personally\u201d and \u201cchallenging directly.\u201d <\/strong>With these two principles to guide your management style, you can accomplish the overarching goal of radical candor: creating a team<\/a> that accomplishes more than you could possibly accomplish yourself.<\/p>\n\n\n\n

Grant Your Team Autonomy<\/strong><\/h3>\n\n\n\n

Giving your team autonomy at work<\/a> leads to better results and more accomplishments, because a sense of agency\u2014not power and control\u2014builds trusting relationships<\/em>. When employees feel that they have a trusting relationship with you, they\u2019ll bring their best selves to their work, naturally collaborate better, and are more engaged with their work. This is because a relationship encourages<\/em> them to bring out their best selves, and ensures that they can trust your decisions, and you theirs. On the contrary, if they feel that their best selves are being forced <\/em>out, or feel like replaceable parts of a machine, they\u2019ll do the bare minimum.<\/p>\n\n\n\n

When loosening the reins of authority, it\u2019s important that your balance between control and freedom still offers your team a sense of structure\u2014too little structure can cause systems to break down, and can allow people to use selfish interests to rise to positions of self-made power. These balances\u2014between freedom and control, and between structure and disorganization\u2014won\u2019t come easily. It\u2019s helpful to keep in mind that you\u2019re not giving up all <\/em>control\u2014you\u2019re giving up control selectively, in a way that makes sense for everyone.<\/p>\n\n\n\n

Put some research and thought into what duties or responsibilities make sense to give up. For example, according to Kim Scott, Google doesn’t do promotions based on managerial decisions or recommendations. Any employee who wants a promotion can put together their own \u201cpromotion packet\u201d that highlights the reasons they deserve promotion, such as accomplishments, recommendations, and so on. The promotion is then considered and approved or denied by a team. This eliminates the possibility of one person having full control over another\u2019s path, and also eliminates the ability of someone to act without the interests of the whole team in mind.<\/p>\n\n\n\n

Supporting High Performance With Rapid Growth (Superstars)<\/strong><\/h4>\n\n\n\n

Don\u2019t get in their way: <\/strong>Recognize that your job is to encourage your superstars to grow beyond your team, or help them get hired to a place where they can thrive. All too many managers squash their superstars\u2019 ambitions and growth because they want to keep the great work and willing attitude for themselves and their team. Stifling your employee in this way will cause resentment, lack of motivation, and subsequently, poor work. Likewise, many managers fail to recognize when they have a potential superstar on their hands who just doesn\u2019t do great work on their<\/em> team. There are other places this person can thrive\u2014make sure you\u2019re not holding them back from pursuing better opportunities by insisting that they just try harder in their current position. Help them look for opportunities where they can do great work. <\/p>\n\n\n\n

Don\u2019t assume they want to manage: <\/strong>Thinking that growth naturally leads to management is a common mistake, because in many organizations there\u2019s a real emphasis put on \u201cleadership potential.\u201d This emphasis on leadership is unfair on several levels. It\u2019s unfair for the superstar because it naturally caps their growth. <\/strong>If they\u2019re full of potential, but not leadership <\/em>potential, there\u2019s only so far they can advance in the organization. They may have untapped growth that can continue to massively benefit the organization or their field, but they\u2019re held back because they don\u2019t want to be anyone\u2019s boss. It\u2019s also unfair to the teams of unwilling managers.<\/strong> When someone\u2019s a boss just because that was the only advancement available, they\u2019ll either do a mediocre job out of disinterest, or a downright bad job out of resentment. Bad management<\/a> limits both the growth of the employee who could thrive outside a management position, and the growth of team members who could thrive under good management. <\/p>\n\n\n\n

Google gets around this particular problem with their \u201cindividual contributor\u201d career path<\/a>, which is even more prestigious than many management positions and is designed to honor the ambitions of superstars who don\u2019t want to be anyone\u2019s boss. In this position, superstars can continue growing and learning on their own terms\u2014they have no overhead supervision and have the freedom to work on projects as they see fit.<\/p>\n\n\n\n

Kim Scott: Google Gets Results With Collaboration<\/strong><\/h2>\n\n\n\n

The fourth goal of a radically candid workplace is building a highly collaborative atmosphere and a team that works together to accomplish much more than you could individually. <\/strong>The principle of caring personally is especially important to a collaborative atmosphere, for several reasons. First, it allows you to invite an exchange of perspectives\u2014that is, incorporating another\u2019s way of thinking or doing things into your own way of thinking or doing things. Second, caring interrupts the self-interested mindset of focusing only<\/em> on results. <\/p>\n\n\n\n

Charging ahead toward decisions and results\u2014without caring about the people you work with\u2014can cause a breakdown in your team. For example, at Google, Kim Scott tried to change team structures and responsibilities drastically, without letting her team in on her decision-making<\/a> process. While her ideas were good, the team fell apart. Because she\u2019d acted alone, her team felt confused or personally targeted by her changes, and some people chose to ignore the proposed workflow. Some people, angry that she\u2019d acted alone in such a drastic decision, even quit her team.<\/p>\n\n\n\n

Accomplishments don\u2019t come from diving into a problem alone, telling people what to do, and focusing only on results. They come from approaching problems and solutions collaboratively, setting your power aside, and focusing on your team members.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

How does Kim Scott see Google implementing a culture of radical candor? What can you learn from Google’s practices? According to Kim Scott, Google has a culture of radical candor. There are several examples that show radical candor in practice at Google. Keep reading for more examples of radical candor at Google from Kim Scott.<\/p>\n","protected":false},"author":6,"featured_media":13542,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,34,30],"tags":[177],"class_list":["post-21980","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-communication","category-work","tag-radical-candor","","tg-column-two"],"yoast_head":"\nKim Scott: Google Shows a Culture of Radical Candor - Shortform Books<\/title>\n<meta name=\"description\" content=\"What does radical candor look like in practice? For Kim Scott, Google demonstrates a culture of radical candor. Here are some examples.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Kim Scott: Google Shows a Culture of Radical Candor\" \/>\n<meta property=\"og:description\" content=\"What does radical candor look like in practice? For Kim Scott, Google demonstrates a culture of radical candor. Here are some examples.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\" \/>\n<meta property=\"og:site_name\" content=\"Shortform Books\" \/>\n<meta property=\"article:published_time\" content=\"2020-12-27T03:23:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-01-05T00:20:29+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/s3.amazonaws.com\/wordpress.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1840\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Rina Shah\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Rina Shah\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\"},\"author\":{\"name\":\"Rina Shah\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/d07435826f13a8f422d5d333dceac287\"},\"headline\":\"Kim Scott: Google Shows a Culture of Radical Candor\",\"datePublished\":\"2020-12-27T03:23:00+00:00\",\"dateModified\":\"2021-01-05T00:20:29+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\"},\"wordCount\":1125,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg\",\"keywords\":[\"Radical Candor\"],\"articleSection\":[\"Business\",\"Communication\",\"Work\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\",\"name\":\"Kim Scott: Google Shows a Culture of Radical Candor - Shortform Books\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg\",\"datePublished\":\"2020-12-27T03:23:00+00:00\",\"dateModified\":\"2021-01-05T00:20:29+00:00\",\"description\":\"What does radical candor look like in practice? For Kim Scott, Google demonstrates a culture of radical candor. Here are some examples.\",\"breadcrumb\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage\",\"url\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg\",\"contentUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg\",\"width\":2560,\"height\":1840},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.shortform.com\/blog\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Kim Scott: Google Shows a Culture of Radical Candor\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#website\",\"url\":\"https:\/\/www.shortform.com\/blog\/\",\"name\":\"Shortform Books\",\"description\":\"The World's Best Book Summaries\",\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.shortform.com\/blog\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\",\"name\":\"Shortform Books\",\"url\":\"https:\/\/www.shortform.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png\",\"contentUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png\",\"width\":500,\"height\":74,\"caption\":\"Shortform Books\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/d07435826f13a8f422d5d333dceac287\",\"name\":\"Rina Shah\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/560b3bc3d51625f9becff4fded992607b156f274aa36bc07f8a4285a1d72cdc8?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/560b3bc3d51625f9becff4fded992607b156f274aa36bc07f8a4285a1d72cdc8?s=96&d=mm&r=g\",\"caption\":\"Rina Shah\"},\"description\":\"An avid reader for as long as she can remember, Rina\u2019s love for books began with The Boxcar Children. Her penchant for always having a book nearby has never faded, though her reading tastes have since evolved. Rina reads around 100 books every year, with a fairly even split between fiction and non-fiction. Her favorite genres are memoirs, public health, and locked room mysteries. As an attorney, Rina can\u2019t help analyzing and deconstructing arguments in any book she reads.\",\"url\":\"https:\/\/www.shortform.com\/blog\/author\/rina\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Kim Scott: Google Shows a Culture of Radical Candor - Shortform Books","description":"What does radical candor look like in practice? For Kim Scott, Google demonstrates a culture of radical candor. Here are some examples.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/","og_locale":"en_US","og_type":"article","og_title":"Kim Scott: Google Shows a Culture of Radical Candor","og_description":"What does radical candor look like in practice? For Kim Scott, Google demonstrates a culture of radical candor. Here are some examples.","og_url":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/","og_site_name":"Shortform Books","article_published_time":"2020-12-27T03:23:00+00:00","article_modified_time":"2021-01-05T00:20:29+00:00","og_image":[{"width":2560,"height":1840,"url":"https:\/\/s3.amazonaws.com\/wordpress.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg","type":"image\/jpeg"}],"author":"Rina Shah","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Rina Shah","Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#article","isPartOf":{"@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/"},"author":{"name":"Rina Shah","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/d07435826f13a8f422d5d333dceac287"},"headline":"Kim Scott: Google Shows a Culture of Radical Candor","datePublished":"2020-12-27T03:23:00+00:00","dateModified":"2021-01-05T00:20:29+00:00","mainEntityOfPage":{"@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/"},"wordCount":1125,"commentCount":0,"publisher":{"@id":"https:\/\/www.shortform.com\/blog\/#organization"},"image":{"@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage"},"thumbnailUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg","keywords":["Radical Candor"],"articleSection":["Business","Communication","Work"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.shortform.com\/blog\/kim-scott-google\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/","url":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/","name":"Kim Scott: Google Shows a Culture of Radical Candor - Shortform Books","isPartOf":{"@id":"https:\/\/www.shortform.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage"},"image":{"@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage"},"thumbnailUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg","datePublished":"2020-12-27T03:23:00+00:00","dateModified":"2021-01-05T00:20:29+00:00","description":"What does radical candor look like in practice? For Kim Scott, Google demonstrates a culture of radical candor. Here are some examples.","breadcrumb":{"@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.shortform.com\/blog\/kim-scott-google\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#primaryimage","url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg","contentUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg","width":2560,"height":1840},{"@type":"BreadcrumbList","@id":"https:\/\/www.shortform.com\/blog\/kim-scott-google\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.shortform.com\/blog\/"},{"@type":"ListItem","position":2,"name":"Kim Scott: Google Shows a Culture of Radical Candor"}]},{"@type":"WebSite","@id":"https:\/\/www.shortform.com\/blog\/#website","url":"https:\/\/www.shortform.com\/blog\/","name":"Shortform Books","description":"The World's Best Book Summaries","publisher":{"@id":"https:\/\/www.shortform.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.shortform.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.shortform.com\/blog\/#organization","name":"Shortform Books","url":"https:\/\/www.shortform.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png","contentUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png","width":500,"height":74,"caption":"Shortform Books"},"image":{"@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/d07435826f13a8f422d5d333dceac287","name":"Rina Shah","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/560b3bc3d51625f9becff4fded992607b156f274aa36bc07f8a4285a1d72cdc8?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/560b3bc3d51625f9becff4fded992607b156f274aa36bc07f8a4285a1d72cdc8?s=96&d=mm&r=g","caption":"Rina Shah"},"description":"An avid reader for as long as she can remember, Rina\u2019s love for books began with The Boxcar Children. Her penchant for always having a book nearby has never faded, though her reading tastes have since evolved. Rina reads around 100 books every year, with a fairly even split between fiction and non-fiction. Her favorite genres are memoirs, public health, and locked room mysteries. As an attorney, Rina can\u2019t help analyzing and deconstructing arguments in any book she reads.","url":"https:\/\/www.shortform.com\/blog\/author\/rina\/"}]}},"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/08\/okr-history-measure-scaled.jpg","_links":{"self":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts\/21980","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/comments?post=21980"}],"version-history":[{"count":3,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts\/21980\/revisions"}],"predecessor-version":[{"id":22518,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts\/21980\/revisions\/22518"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/media\/13542"}],"wp:attachment":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/media?parent=21980"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/categories?post=21980"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/tags?post=21980"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}