If you're a professional Asian woman like me, picture this…

You're standing in front of the mirror, practicing how to ask for that well-earned promotion.

Your track record speaks volumes—stellar projects delivered, high-performing teams led, innovations implemented.

But still, something holds you back.

That hesitation isn’t just personal. For many Asian women in America, career progression is shaped by a complex interplay of cultural values, gendered expectations, and racialized performance standards.

According to the 2024 Women in the Workplace report by LeanIn.org, only 5% of Asian women advance to their first managerial role.

This isn’t just about “leaning in.” It’s about confronting a deeper leadership gap—and rewriting the narrative.

Four leadership challenges Asian women face

Let’s explore four common workplace dynamics we encounter—not just as hurdles, but as opportunities to reclaim our voice, values, and visibility. Our perspective isn’t a liability—it’s our superpower.

1. The "too quiet" perception

You’re in a meeting, actively listening, choosing your words with care—a communication style deeply rooted in many Asian cultures.

Then, your performance review lands. Comments like: “Needs to speak up more” or “Not vocal enough.”

No mention of your well-crafted strategy docs. No credit for the clarity you bring in one-on-one conversations.

You’re left feeling unseen—not for lack of value, but because that value didn’t fit a narrow mold.

2. Challenge two: The attribution gap

You present a well-researched idea on Tuesday. It’s met with polite nods.

On Thursday, a colleague—often male, often non-Asian—repeats your idea in different words. Suddenly, it’s “brilliant.”

This is more than frustrating. For many of us, direct confrontation clashes with cultural values of harmony and respect.

So we stay silent—even when our contributions are sidelined.

3. Challenge three: The dance of two worlds

You’re drafting an email to leadership about a project success. You hesitate. The team succeeded—but you led it.

Do you say that out loud?

You were raised to believe self-promotion is boastful. But in today’s workplace, silence is often misread as lack of initiative.

This is the cultural tightrope many of us walk daily—balancing humility with visibility.

4. The power of respectful silence

You were taught that wisdom means listening more than speaking. You learned from elders who modeled patience, observation, and thoughtfulness.

These strengths shape you into a discerning leader. But in fast-paced corporate environments, silence can be misunderstood as disengagement or indecisiveness.

It’s not that your insights lack impact. It’s that the room doesn’t always know when you’re choosing not to speak.

Reclaiming leadership on our terms.

We stand at a meaningful intersection—where cultural heritage meets corporate expectations.

The goal isn’t to erase one to succeed in the other. It’s to integrate them—to lead with clarity, presence, and purpose that honors where we come from.

Three Ways to Lead Authentically & Powerfully.

1. Reframe Self-Advocacy

Sharing your success isn’t bragging—it’s providing context for collaboration.

Try this:

You’re not diminishing your role, but you’re also not centering ego. That’s the sweet spot.

2. Bridging Cultural Wisdom with Professional Impact

Highlight your leadership while celebrating your team:

And consider this reframe from Sarah, a fellow professional:

3. Crafting Your Signature Presence

Your leadership style doesn’t have to look like anyone else’s. Blend collaboration and harmony with intentional visibility.

Ways to build presence without posturing:

• Share updates that spotlight both team and personal contributions
• Offer insights grounded in cultural depth and strategic clarity
• Build relationships through genuine conversations and active listening

A personal note

This journey—navigating two cultural landscapes—isn’t about choosing one or the other. It’s about bridging them with intention.

That tension you feel? It’s not a flaw. It’s a sign you’re forging a new, inclusive model of leadership.

The next time you feel the tug between honoring your roots and meeting workplace norms, pause and remind yourself: You are not shrinking. You are expanding the definition of what leadership looks like.

What cultural strengths have shaped your leadership?

How have you found ways to honor your identity while thriving professionally?

Your story matters. Sharing it doesn’t just empower you—it helps reframe the path for others.

Living Fully. Living Well.​
​– Corinna

© 2025 Corinna Kong. All Rights Reserved.

P.S. If this resonated with you, pass it along to a few friends who could use this reminder, too.