In her book, executive coach Jane Hyun discusses how Asians can improve their career path. The book contains countless examples showing that hard work alone doesn't earn promotions. Working hard is important to establish credibility. But Asians still have to improve at being visible and vocal. They must become self-aware of their emotions. They should know their own strengths. They must maintain confidence when challenged and resolve conflict with courage. The book also provides valuable tips on interviewing and mentoring. Being opportunistic and intentional in presenting yourself builds your network. Finally, there are also thought exercises for readers to try. Be ready to commit a few hours to make the most of them.

Takeaways:

1. Adapt doesn't mean compromise. Some people fear "acculturation" because they won't be true to themselves. This could lead to a loss of identity and traditions. People can address this problem in two ways. The first is to share more of who they are with their colleagues. Jane mentions when an Indian employee invites others to eat Indian food for lunch. His colleagues enjoy it so much, the cuisine becomes a regular spot in their rotation. The other is to connect with other minorities in the company. Preserving our cultures involves also two steps. Start by creating a sense of belonging through unity. Then share what's unique with others so they can appreciate what you offer.

2. Redefine respect. A big struggle is how to show respect for others. For Asian youth, it means taking what elders or superiors say at face value. With other cultures, avoiding necessary topics is what conveys a lack of respect. If you can't be honest about difficult things with people important to you, how much do you care about them? A friend's bad habits were fraying our relationship, but I feared how he would react if I confronted him. I didn't know how to handle conflict, and I was likely to back down if he got defensive. Thinking he would improve on his own was unrealistic. If I cared for him, I would challenge him on his behavior. I then trust he receives my feedback well, and that he does his part to repair our relationship. Instead, I settled for passive restraint, and the friendship eroded anyway.

3. Reevaluate what questioning means. Humility is a key component to change questions from an accusatory tone to a considerate one. When you ask questions with curiosity, you show interest in addressing what's important. Doing so avoids antagonizing people and encourages collaboration. For instance, I teach dance lessons to raise money for worthy causes. Sometimes, an organization might ask for my help without addressing compensation. A proximal question ("What's your budget?") feels gentler but still addresses what's necessary. In contrast, a direct question ("What are you going to pay me?") could come across as selfish. For more ideas on how to use tactful questions, check out Humble Inquiry by Edgar Schein.

4. Leverage your differences as strengths. This principle ties into the bigger theme of visibility. Hoping others will notice your efforts isn't a viable strategy. Unless your boss is Asian, superiors won't interpret your deference as respectful. You have to find a way to leave an impression without being ostentatious. If you're good at something, your company might realize that on their own. Telling them would still be quicker. Standing out doesn't have to feel lonely. It means you're unique. The more comfortable you feel with your uniqueness, the sooner you will draw others to it. Few pharmacy school classmates shared my love for dancing. But when those same people later invited me to their weddings, they looked to me to start the party.

This book's thorough content covers everything minorities need to advance their careers. A lot of the content is for business settings, but the principles apply to all professions. If you are a minority who needs guidance or someone who works with minorities, this book will help you.