Asian leadership (outside of Asia), let’s change norms.

When thinking about leadership in Asia, what comes to your mind? Strongmen in some countries, highly competent in others, innovators, tiger economies, self-sufficient, lifting themselves out of poverty in 50 years, middle income countries, great food and it can go on. When it comes to Asian leadership, in particular East Asian leadership in international organizations, fortune 500 companies, a country where your ancestors have immigrated, then good luck. If we have been educated in a cultural frame that is not known in the organization or community we live in, probably our ambitions to be in a leadership position will be … invisible. We are perceived as obedient, lacking personality, working hard but unable to communicate how good we are “the work will speak for itself”. For Asian women, it gets worse. If we are too noisy, then we have sharp elbows.

We are told as women: speak out, do not use the weak verbs (I think, I believe that…), don’t over apologize, don’t start your phrase with “I am sorry…”. Instead, ‘exude confidence with my words, tone and body language”. Uhh. We are told as Asians: brag about your work, be assertive (but not too much), take accent attenuation course, be visible. Being Asian and a woman can not be worse to be considered for a leadership position.

?As with the workshop on women empowerment I recently attended, I believe mordicus that we do not have to be folded like a handkerchief, that we do not have to reinforce the social bias. Instead, we should work towards explaining that there are different norms and different leadership styles.

The Government of New Zealand is pioneering work in this area. Their civil service commission developed in 2022 a publication “How Asian leaders can grow & flourish in the New Zealand Public Service” to foster new norms. It is grounded in data (yes Asians are under-represented) and explain the cultural difference to the decision makers and the civil servants across the country. On one side, individualistic norm, on the other side, collectivist norm (graphs shown in this article comes from the publication). On one side, no bragging, on the one side ‘me, me, me’. That does not make neither of us bad. ?Understanding where we are all coming from, helps with recognizing our respective talents and our ability to mobilize others for change, that is exactly what leadership is about.