Step 1: Unknown unknown becomes Known unknown

😬 ➡ 🤔

Do you have mentors, coaches or advisors around you? These are people who have a sense of what you do and are invested in your growth. They are the ones who can help you identify blind spots. They home in on your unknown unknowns. Some examples:

• Shifting from product to people management. What don’t you know about engaging, supporting and leading people?
• Jumping into a new industry. What technology or vertical knowledge do you need to understand?
• Flagging employee engagement. What new trends, people dynamics, or competitive threats have emerged?

Are you surrounding yourself with people who can help you identify the unknown unknowns? These are blind spots that can become crippling if you don’t address them. But once you’re aware, the unknown unknown becomes a known unknown.

BTW this applies to more than work. I just read a few books, The New Jim Crow, Evicted, and Homelessness is a Housing Problem. My previously unknown unknown has become known and now I need to figure out what I want to do about it.

Step 2: Known unknown becomes Known known

🤔 ➡ 🧐

OK, once you’ve identified what you didn’t know, you can focus on deepening your understand. Research, one-on-one discussions, store checks, consumer engagements… these are all great ways to learn about your area of in-expertise. Because while others can help you identify blind spots, you own the next step in shaping your understanding of that area.

Referring to my new awareness of the homeless problem in the United States, I’m going to deepen my understanding in 2025 and define what I can do about it. Now that I’m aware, this will become part of my Social Legacy.

Step 3: Known known become Mastered known

🧐 ➡ 😎

After learning, researching, listening, and understanding, you develop a plan to grow your expertise and master the area. You’ve grown from lack of awareness to awareness to intentional development. Now, you can share what you learned with others! And this allows you to consider what’s next.

• If your opportunity was in the area of people management, perhaps you can consider growing your team.
• If you’ve now deepend your understanding of a new industry, how do you add unique value?
• If your blind spot was employee engagement, how can you help others who are struggling?

This new growth chart breaks down the basic steps from blind spot to mastery in a few digestible chunks. Now, why do I think this mindset is helpful?

Sometimes we resist the idea of blind spots, or busy ourselves in defending our expertise or leadership… rather than improving our knowledge base and growing. Hopefully the idea of unknowns and knowns takes down our defensive walls and helps shift us into a growth mindset. Because everyone’s got unknown unknowns. It’s what we do about them that matters.

For related articles, check out:

• 2 things you can do to accelerate growth
• How design thinking makes us better leaders

The post The new growth chart appeared first on Social Legacy.

Mirrors

To be at our best, we must set aside time for self-reflection. A few important checks:

• Am I sleeping well? I used to be able to get away with 4hrs a night. Then I needed 6. Today, I need at least 7. How many hours do you need? Do you use a sleeping app to track and improve your rest? I use Sleep Cycle and find it useful.
• Am I eating well? It’s become increasingly important to me to eat less processed and more organic. Recently after living with the Hadzabe tribe in Tanzania, I reevaluated my diet!
• Am I enjoying regular and varying movement? Now, I used to talk about exercise but realized that movement may be less intimidating and more inclusive. See, we don’t have to take classes, ski black diamonds or hold a particularly challenging yoga pose. What benefits our bodies is ensuring we’re moving at least 30min a day.

And what about the things we can’t see… our blind spots?

• This is where we look for mirrors. Mine are those people who love me enough to hold up an accurate reflection to me, highlighting red flags and showing me where I’m not at my best. My mirrors catch language if it’s not sounding right and keep me honest if I’m headed in the wrong direction. They know me well enough and love me enough to tell me the truth. They’re sharp and communicative, confident and caring.

Thank you Minki, Harper, Monique, Molly, Raja, Marchoe, Jon, Jay, Tim, Hannah, Jess, Viv, Angie, Rachel.

• Where do we find the best mirrors? Great question, Lori. I feel so blessed to have so many authentic friends who want the best for me. Here’s a potentially unpopular thought: the best mirror may be someone you struggled with at work. Why? Well, they didn’t see you at your best or didn’t appreciate your point of view. Today in wisdom and maturity, might you learn from that experience? Were they trying to say something that you were too defensive to hear?

You may or may not agree with them, but they were brave enough to call you out. So, reach out. First, thank them for speaking truth. Then, ask where they see your blind spots. You may learn something valuable. At a minimum, you’ll likely leave a strained relationship in a better place.

Breadcrumbs

We spend so much time at work, that I think it’s fulfilling to develop meaningful relationships with our coworkers. Now, I know not everyone may agree with this, and I respect that. Some prefer to separate work and home life. But as for me, over the years, I’ve increasingly blended the two. Lori asked me, How do I develop real relationships with my coworkers?

• Create opportunities for shared experiences. It can be difficult to create meaningful connection if all we do is meet and talk business agendas. That’s why I love sharing experiences with coworkers! Look for opportunities to meet consumers together, visit stores together, and travel together. Because these are the moments we come together and find space to connect as humans.
• Leave breadcrumbs, small open doors for folks to ask more about you. For instance, my LinkedIn background is a snapshot from my last big trip. I select desktop or phone screensavers that open conversation about my family. Even today, I wear jewelry that Laini made me years ago – both because it makes me happy and because it opens conversation about my kid. What breadcrumbs might you leave about your family, interests or hobbies?

What are your tips for being at your best, and enabling more meaningful engagement?

Click here to listen to our entire episode. And here are a few related articles:

• Mirrors or Windows?
• My 3mo miracle and his love of mirrors (marginally related but a delightful video!)

Images created with Google Imagen 3

The post Being your best self: Mirrors & Breadcrumbs appeared first on Social Legacy.

The 3 P’s of my leadership brand

Jayzen asked me how I’d describe my leadership brand and I landed on an alliteration like any good P&Ger 😆. Here are my three P’s and what they mean to me:

• PERSONAL – To be human, to apologize when I’m wrong, and to utter those three difficult words (“I don’t know”) when I need to. It’s about being vulnerable and open, so people can see me, because this is foundational to building trust.
• PURPOSEFUL – To create purposefully, identifying new ways of working and realizing something useful+entertaining+compelling that should exist but doesn’t. This might mean getting intentional with time and priorities, redefining how we connect with others, or next-level storytelling.
• POSITIVE – To approach work with an energetic and curious mindset. This is not naiveté or misplaced optimism. Rather, positivity is choosing growth and asking the question, “What has to be true?” as counterpoint to “It can’t be done.”

Don’t forget: Brands evolve

So does your leadership brand, and thank God for that! I reflected on the list of people I need to apologize to, for not being at my best and sometimes at my worst. Thank goodness we grow and learn from our mistakes. And remembering this, I try to extend grace to those who negatively impacted me, too. Because everyone is a work in progress. Here are two ways I’ve evolved:

1. Softened – When I was younger, I needed to be smart and right. And as the child of Asian immigrants, I was taught to be tough and stoic. In fact, while chatting with Jayzen, I shared (for the first time) my worst memory of myself.

As Starbucks cmo, I remember a Lays brand marketer who pushed very hard to meet with me. Now, I knew we wouldn’t shelve their products so when I saw her on my calendar, I approached the meeting resentfully. You see, I forgot she was a human, trying to do her job. I was overly focused on my job and frankly, my inflated sense of self.

Even today, I feel terrible about that meeting. But I’ve learned and will never treat any interested partner or vendor that way again. Because I now realize there’s strength in softness and courage in vulnerability.

2. Integrated – Raised in Asian family, the almighty work was almost a sacred thing, held separate from home life. Coming from this environment, I treated work very differently in my earlier years. I felt the need to keep work (and the people) distant from my real self.

On the pod, I shared how Will Travis served as a mirror to my attitude and behavior. He was truthful in a helpful, gentle way – thank you Will! Because of his coaching, I now identify as human first, where who I am in life takes priority over my job title.

The Rule of Three: Give yourself space to evolve.

We often get itchy to change jobs, seek promotion, or move to a new opportunity… before we’re ready. You see, I believe it takes more than two years to maximize what you can learn and contribute in a job. By staying in a role for three years, you give yourself time to evolve:

• Year One: The first time you do something (like budget, marketing, or comp planning), you’re mostly learning. Now, you’ll get the job done, but most likely, not in an optimized fashion.
• Year Two: This time, the process feels familiar, and you’ve got a list of things you’d do differently. You’ll ask smarter questions, get further ahead of timelines, and deliver a better product.
• Year Three: Now you’re majorly contributing! You got the the process and you’re nailing the timeline. You focus your attention on optimization, getting more efficient and creative in ways of working to create an outstanding product. What you do and how you do it raises the bar.

Thanks Jayzen for an awesome conversation! 🫶 Click here to listen to the full podcast

Click here to access my other podcasts like Build your Leadership Legacy and check out a few related articles below:

• 3 most underrated leadership traits
• Management vs. Leadership

The post What’s your leadership brand? appeared first on Social Legacy.

What is Orbiting the Giant Hairball?

It’s a fanastic book! Written by a 30-year veteran at Hallmark Cards, the book honors creativity and considers its intersection with the bottom line.

That topic is still important and relevant – and there’s a second layer to the concept that resonates with me. You see, if the hairball is the complex center of corporate (critical with great gravitational pull, if a bit hairy), entrepreneurial leaders thrive when we find a good spot to orbit. That is, identify where we may benefit from the organization’s resources while still pioneering outsized growth.

So I’m orbiting the hairball.

I’ve enjoyed leading the Jovian planets, those circling a little further from the sun. So, what defines a Jovian planet in the corporate world? It’s when you’re charged with an audacious change management agenda and empowered with decision-making to right/grow the P&L.

Working abroad half of my career, geography has frequently set that context. But even before that, I worked on the Walmart customer team for P&G, which was one of the most fun jobs I’ve had!

Should I keep orbiting the giant hairball?

Naturally, after answering the first question, I wondered if this is steady state or even future state. I know I’m comfortable here – and with my recent role leading West, I’ve gotten much closer to the sun… leading more of a terrestrial planet (yes that’s twice I’ve cited NASA in this post). You can take the nerd out of science but you can’t… well, you know.

Anyway, it’s the right question – and the reason I’m sharing here is, we should all take time to reflect on where we’ve been, where we are, and where would like to be.

• What are the contributing factors to a space where you thrive?
• Does what worked for you 10 years ago work for you today?
• What gets your heart fluttering and your imagination racing?

Here’s to your orbit. May you fly high and soar.

For related articles:

• What you need from your boss to succeed
• The power of reflection: becoming unbreakable
• Sizzles and pops: joy in the workplace
• The power of social legacy in the workplace

The post Orbiting the Giant Hairball appeared first on Social Legacy.

As I interviewed Jessica Gleeson for the P&G Alumni podcast, she commented on the responsibility of a person working in two cultures. As an American running a business in China, she sees her role as bridging understanding and connecting people… and I couldn’t agree more!

Whether it’s bridging China and US, client and agency, diversity of background or thought, every leader owns helping our people (and ourselves) continue to evolve from weird to wonder.

Getting from Singular to Supported

Jess also spoke about the difference between mentorship and sponsorship, an important distinction. Mentors invests in us – they help us figure out who we want to be and where we want to go. We can share without filter because mentors listen and help us sift through the clutter. They help us develop skills to become the leaders we aspire to be. So, it’s super important to find a mentor who you can trust completely and who has your best interests at heart.

On the other hand, sponsors help us move into our next roles, they advocate for us. Sponsors talk about us when we’re not in the room and show up for us even if we aren’t in the room. We must be equally intentional about finding a sponsor; they must be in a position to help you. As well, a sponsor should be willing to speak up on your behalf, which means they need to have enough visibility to your work in order to speak meaningfully about it.

So, let’s get from Weird to Wonder and from being Singular to Supported!

To listen to the full podcast, click here and check out this page for all my podcasts (as host and guest!)

The post Getting from Weird to Wonder appeared first on Social Legacy.

1. What to do in your 20’s, 30’s and 40’s

Shaun offered a clear Learnings/Leaders framework, which I wish I’d heard 20 years ago!

– 🙇🏻‍♀️ In your 20’s, ACQUIRE knowledge. Don’t worry so much about proving your expertise. Rather, invest in learning.
– 🙋🏻‍♀️ In your 30’s, IMPLEMENT knowledge. Now you’ve got some good experience and insight. Exercise it to drive results.
– 👩🏻‍🏫 In your 40’s SHARE knowledge. At this point, you’re (hopefully) successful and wise. Teach what you’ve learned.

2. American vs. Chinese education

Shaun kicked off this topic with the statement, “I think there’s something wrong with higher education in America.” He feels the emphasis on AP’s and lack of innovation in American education is negatively impacting our students. Specifically, as a result of trying to get into the best colleges, educators may be focusing too much on rote memorization.

Meanwhile, the Chinese educational system used to be so weak that parents regularly invested in outside-school tutoring (called buxiban). But today, the system has been improving dramatically, focused less on rote memory and more on innovation.

Wow, I resonate with this observation deeply! Personally, I have always wanted to be as involved in education as possible. To that end, I started a tutoring company in college and have enthusiastically embraced every opportunity to teach these last few decades. And reflecting on my lived experience having worked in China since the early 2000’s, I don’t think it’s overly dramatic to say that the two countries have sort of swapped roles. Today, the U.S. may not focus enough on meritocracy and creativity, while China is actively embracing educational reform (to listen to this portion, check out the 31 minute mark).

3. China is the “Next China”

Shaun frequently hears the question, “What’s the next China?” His answer is, CHINA is the next China! He shared a few interesting stats. Folks have cited the slowdown of China’s growth to about 5% a year. Now if China continues to grow at 5% a year, that’s like adding a Thailand + Vietnam economy combined!

He talks about the all-important scale – while Vietnam is fast-growing, it’s still tiny. So the only country that can rival China’s economic growth potential is India, but the per-capita GDP is still only 1/6 that of China. That’s why Shaun believes that come end-2024, China will account for a third of all global economic growth this year. Makes sense – at least for the next few years, China is the “next China.”

To listen to our entire episode, click here 👉 https://bit.ly/460ec2w 👈

For all my podcasts, click here and for related articles, check out:

• The Chinese word for Creativity
• The Chinese word for Crisis
• 3 things I learned this AANHPI Heritage Month
  
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1. AGILITY – Let’s consider how we might bend, not break. By doing so, we can cultivate agility in our responses to all that life throws at us. Consider the bamboo plant – its tensile strength is stronger than oak and even steel!* Yet, bamboo can bend so far that its tips touch the earth. Like the bamboo plant, we can learn to yield to pressure, enabling some give against stressful forces. Then as the pressure lifts, we flex and stand back up, stronger than before.

2. SELF-AWARENESS – We must know ourselves, otherwise we risk bending so far, we are unable to recover our original shape. You see, self awareness helps us avoid yielding so much that we lose too much of ourselves.

3. SUPPORT SYSTEM – Self awareness is important, but any of us can lose our center of balance. This is where a support system comes in. Strong, loving hands which know and value you, can help retain your sense of self. They come alongside and wrap around you, bolstering and supporting you. A support system can help you bounce back as you borrow from their strength.

Now back to the question, “Was I born this way?”

Absolutely not. Here’s how I became more unbreakable… and still learning every day.

1. AGILITY – I like stretching the edges of comfort because the more I become comfortable with discomfort, the more I find I’m able to bounce back to my center of gravity. In fact, I delivered a TEDx talk about just this topic (TEDx on Killing chickens). Whether it was embarking on a 24-hour survival course, trying out kite surfing, or changing industries throughout my career, these intentional stretches have helped me develop resilience.
2. SELF-AWARENESS – I’m a pretty straightforward person and used to approach circumstances with a black and white mindset. Over time, friend, mentors, and self-reflection have helped me develop a deeper sense of self-awareness. In fact, I look back on my former self and realize how much I lacked a nuanced view of myself and the world around me. Because here’s the thing – life is a journey and we are continually developing a deeper understanding of who we are.
3. SUPPORT SYSTEM – Here’s where I feel inordinately blessed. Despite all my failings, life has introduced the most incredible, loving, considerate humans who lift me up. They build into me, love and advise me, gently pointing out my inconsistencies and shortcomings. Friends, don’t run from or shut out the people who sharpen you. Because that generous energy produces friction, which becomes the source of our growth and the seed of resilience.

In conclusion, in an effort to become unbreakable, practice agility with an intentional focus on building a deeper awareness of self. Identify and engage your support system (and thank them for all they do for you!)

For related articles, check out:

• How resilience helps manage our energy
• The three traits I look for when hiring (spoiler alert: resilience is one!)

*Bamboo has an average tensile strength of about 1,400 pounds per square inch (psi), but can reach up to 28,000 psi, which is stronger than oak and maple. This is also stronger than steel, which has a tensile strength of 23,000 psi (Source)

All images made with Dalle 3

The post Becoming unbreakable appeared first on Social Legacy.

What is Ignoragance?

Bernd refers to this toxic recipe as an efficient way to exit the Chinese market quickly 😆 Ignoragance is when ignorance meets arrogance.

Our German auto expert described how Western companies watched with arrogant posture, as Chinese companies began to build cars. Those Western companies failed to keep a close eye on what was happening in the market. And now that same ignoragance is requiring expensive JVs to gain entry to, or stay in, the China market. In sum, those companies “ignored the local brands and were arrogant enough to think they could capture any trend and do it better than anyone else, especially the Chinese.” Wow.

💡APPLICATION: Where do we experience Ignoragance? Are there areas in our own lives where we may approach issues with a degree of ignorance + arrogance? How might we become less ignoragant?

1. Educate ourselves – intentionally take in different points of view. We can proactively avoid ignorance if we constantly try to stay informed on different perspectives. For more, I just wrote about taking in different voices here.
2. Focus on the great – if we consistently look to the most inspiring, mind-blowing innovations, we can avoid that brand of arrogance which comes from ‘having been the best’. Instead, we remain curious about what’s coming and what might be.

OK, so what is Conrelevance?

It’s the beautiful thing that happens when convenience meets relevance. It’s about setting what’s convenient and relevant for the customer as our North Star. Next, Bernd described how traditional auto makers lost the plot – they engineered what they knew and expected the customer to pay for it. Now, can you just imagine their stunned reaction when electrification undulated across the country?!

In summary, Bernd described a razor-sharp focus of the Chinese on a key question: “What can I sell?” They constantly ask, “Is there a customer need? How can I tailor it to what matters to our customer?” This is conrelevance, my friends.

The success of a leader doesn’t mean the success of an organization.

This is an important insight I captured, and had to throw in the mix! How often do we incorrectly ascribe success or failure to a leader? Given transitions between leaders, depending on lead times in industry, we may get the credit of successful results, which we didn’t lead. On the other hand, we can be blamed for poor results, for which the path had been laid long before our arrival.

💡APPLICATION: What success or failure are we attributing to the leader or their predecessor? Given how frequently leaders change roles, this can serve as a very clarifying question. And incidentally, it’s why I particularly respect those who have led successful businesses for a long time.

Click here to listen to the full podcast and here for our first of the series with Trevor Lai.

For related articles, check out:

• Life is an emerging market – how key insights from developing markets apply to our daily lives
• Make good micro-choices – small decisions become habits which become our way of life.

The post Ignorigance and Conrelevance 🤔 appeared first on Social Legacy.

Write a list of hypotheses.

1. When you first accept the offer, you hold an initial view of the company and the business opportunity that draws you. So while it’s fresh, write down what attracted you to the job and what value you believe you can contribute.
2. Add to that list of hypotheses… in your first week, and then every week for your first month. Outline ways you think the business can be improved, optimized, and grown.
3. As you wrap each week, bring that list back out. Cross out incorrect assumptions, edit based on new information, add new thoughts and ideas.

As you edit this list each week, you’ll hone those hypotheses with richer context and knowledge. As you do, bring the breadth of your experience and wisdom into the mix. And together, this list will serve as your lighthouse – it defines what you will achieve in this role. And even as you (inevitably) feel tossed amongst the waves, keep your eyes on that beacon.

Your list becomes your legacy.

By your third month, this list should be pretty tight. And do you know what you’ve done? You’ve defined the legacy you will leave in this role.

Here’s a mental image many of us carry. Have you ever transitioned jobs? You know how when you move on, the team celebrates you with drinks and cake? Lovely people take turns talking about your achievements and thank you for your accomplishments, right?

Well, how much more intentionally do you enter a new role when you define that list of hypotheses upfront? You’re starting with the end in mind; that focus will serve you in achieving more with more focus, which will benefit the company richly, too.

And that is how NOT to drink the Kool-Aid!

This topic came up as I recorded a podcast with Stacy Mayer. To listen, click here.

For related articles, check out:

• Legacy in the workplace
• Living with intention
• Who are you?
• For other podcasts I’ve recorded, click here.

Photo credits: lighthouse by Zetong Li

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1. They grant you independence

No handcuffs on your desk! You are given a healthy amount of freedom to do your work. And equally importantly, you’re clear on the degrees of freedom. We can survive in lots of suboptimal environments because we’re smart and tough, but I think we deserve to thrive! That means getting clear on these key points:

• When do you need to inform or escalate?
• What are key milestones to check in?
• How much budget are you empowered to spend?
• Which meetings will your boss want to sit in on?

If your boss is willing to align on the what, you will be empowered to own the how.

2. Your boss invests in your development

Lots of water, sunlight and fresh air! Your boss proactively asks how you’d like to grow and develop. They provide opportunities for growth and learning, demonstrating personal interest in helping you develop your craft.

• Are they checking on your hours, honing in on hours spent? 👎
• Do they invest an unhealthy amount of energy on ensuring and tracking time in office? 👎
• Or do they ask what you where you’d like to be in 3 years? 👍
• Will they invest in growth opportunities for you? 👍

3. Your leader prioritizes community

We all want to feel like we’re part of something bigger than ourselves. And the same is true at work; we’ll be more committed and engaged in what we do, if we have a community where we feel cared for, respected, and trusted. Is this a priority for your boss?

• Do they encourage people to jump in and lead when good ideas are raised?
• Are they regularly recognizing culture leaders in the workplace, formally or informally?
• Do they fund events, encouraging connection and personally showing up?

If your boss does these 3 things:

1) Grant a clear degree of independence, 2) Invest in your development, and 3) Prioritize community, I think you’re in a good place! However, if you find any of these lacking, I’d suggest respectfully raising the topic and serving up suggestions. If that still doesn’t work, perhaps you engage HR for advice on how to partner on creating a thriving workplace. Because we all want to work where we’re set up for success, and we can each own our part in creating that environment.

For related articles, check out:

• What we can learn from moss – resilience in the workplace
• Creating a culture of belonging
• Are you having fun at work?
• The power of tacit learning – the benefits of working alongside great people

Photo credits: almani water plants,

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