[almostdeadguy]

Being kind and knowing how to deliver disagreement in a constructive way is important. Human beings aren’t perfect logical subjects immune from emotion (thankfully). Hopefully a good manager can take steps to address this or help mediate conversations where such a person might struggle. But places where “playing the game” (like withholding valid concerns with a decision) is a criteria for success are not long for this world

[ajmurmann]

One danger I see with brilliant jerks is that they can also lead to others not sharing their legitimate concerns. If someone who is usually right calls you stupid frequently when you speak up or just make a suggestion you'll eventually stop making suggestions. Psychological safety is core to teams self-correcting. Of course you could also only hire people with very aggressive communication styles. I've seen this work but it obviously Congress with its own downsides.

[almostdeadguy]

I don’t disagree with this at all, psychological safety is important and abusive jerks don’t belong on any team. It’s also important to try to understand if someone is being intentionally rude and callous or simply being blunt/potentially being misunderstood.