self improvement

Asia’s female leaders: How to be more confident at work

Simone Wu — Fri, 17 Jan 2025 07:00:00 +0000

Asia’s female leaders: How to be more confident at work Simone Wu

Confidence can take a dip when you work in a toxic environment, fail a test, fall out with a loved one or experience a setback at work. Everyone experiences low confidence levels in various degrees.

How confident you feel comes from life experiences related to culture, trauma, childhood bullying, parenting style, race, gender and sexual orientation – even the most highly driven individuals can experience the classic symptoms of impostor syndrome.

Understand women's confidence levels globally

The Women's Confidence report, published in March 2021, found that globally, women's sense of confidence is moderate. Commissioned by an American cosmetics company, IT Cosmetics, and conducted by consulting firm Eranos, this global women's confidence report was conducted over three years in 11 countries with 11,176 women between ages 18 to 69.

The study found that women in Mexico are the most self-confident, followed by those in China, the USA, Russia, Germany, Australia, United Kingdom, France, Hong Kong, South Korea and Japan.

Researchers for this report also worked with academic experts, and successful and confident women to provide a well-rounded perspective on a woman's confidence. According to this white paper, confidence stems from 14 different interior and exterior sources, such as intuition, resilience, routine, spirituality and support system. How you draw from them is directly related to your personality, the time of day and your current life stage.

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A brief overview of experiences that influence a woman's level of confidence from this report

28% of Australian women, or almost one in three women, affirm that they have special skills as women in a professional context, which gives them an advantage over men. This echoes the idea that womanhood gives them an edge over their male counterparts.

81% of Chinese women believe that their condition can be improved by banding together – an exceptionally high ratio compared to other countries. Chinese women are more than aware of the key role they play in society and family, as opposed to men. In a country where protests are not common practice, women are very conscious of the cause that binds them together.

62% of Hong Kong women say that they would hesitate to break the rules even if they deemed them unwarranted. Respecting the rules is still a strong cultural standard, and contesting them openly is not welcomed.

34% of Japanese women, or more than 1 out of 3 Japanese women, think that all bad things happen for a reason, and we have to accept that, even if it is hard. The ability to accept fate is valued in Japan. On top of that, almost one out of three Japanese women say they feel stress or anxiety very often.

63% of South Korean women seek inspiration and strength from their predecessor’s experiences. In work, family, individual and social situations, in general, Korean women draw great lessons from those with more remarkable experience than them.

A lack of confidence can slow down career advancement for women. In 2019, research carried out by My Confidence Matters and the University of Glasgow found that 79% of women lack confidence (compared to 62% of men) when it comes to their careers and speaking up at work.

On top of that, LinkedIn’s Gender Insights Report found that women feel that they need to meet 100% of the job description criteria before applying for a job. In comparison, men would often apply for a job after meeting about 60% of the job description.

This confidence deficit can lead to many minor issues that will build up to have a significant impact on women’s careers. Creating a psychologically safe workplace can drive meaningful behavioural shifts, according to the Grant Thornton Women in Business 2024: Strategies for Success Report.

“Following female leadership calls and conferences, I’ve seen women become more empowered and determined. Hearing from each other gives them greater permission to be their authentic selves,” shares Ngozi Ogwo, CEO at Grant Thornton Nigeria.

For instance, when women do not speak up at appraisals, they miss the chance of getting promotions and negotiating for a higher salary. Also, when you feel confident, you are more likely to act on criticisms with a positive and motivated mindset than to dwell on negativity.

Advice from Asia's female leaders: Ways to build confidence

To build confidence, it is firstly essential to identify the cause of the lack of confidence. (Here is a quick confidence quiz you can take.) And from there, work on how you can become your biggest cheerleader. Ahead, 11 female leaders share their tips for building confidence.

“In the face of new world norms, to gain confidence, leaders today have to possess a strong conviction, trust our instincts to take calculated risks, develop a lifelong sense of curiosity, excel in navigating through ambiguity to form meaningful learnings and reframe mindsets to see failures as opportunities.” – Alison Ee, Director, Head of Customer & Marketing, Omni Grocery Business at FairPrice Group.

“A good start is to model leadership – by taking a page from the many leaders, we see around us. No one is born a perfect leader. We all build a unique stack of different skills, such as communication, strategy, and people management, that help us become better managers throughout our careers. Having said that, modelling will only take you so far. After some years of experience, it’s just as important to transition to trusting yourself, your instincts, and that stack of skills you’ve now developed fully.” – Angelia Teo, Founder at Futura.

“What’s worked for me is taking risks and stepping out from my comfort zone, which sounds unusual coming from a Chief Risk Officer, but it’s really about taking calculated risks. Also, speaking at conferences and publishing thought leadership articles help build my confidence too. I enjoyed that connection with people, and that also helps me build confidence. Another way to build confidence is to have a sense of passion and purpose in whatever you do.” – Anita Menon, Chief Risk Officer at Prudential BSN Takaful Berhad.

“I was not born with confidence. I had to work on it and build it up over time. I think having the humility to know that I am not perfect is one thing. The second thing is to know that, sometimes, things fail no matter how hard I try. It is about the ability to learn from your mistakes and rebound from failures. Also, I was a math major, so my approach is to look at problems, no matter how complicated they seem, and break them down into little pieces. So to me, confidence is not about having no fears. It is, realising that you have the strength to overcome those fears.” – Farra Siregar, VP, Strategic Partnerships at Zuellig Pharma.

“What really helped me was being able to come to the realisation of my weaknesses. I do believe my own strength, as well as knowing my weaknesses are important. One of the ways to gain more confidence as a leader is to embrace my weakness. I am a quick learner and fast thinker, which can also, at times, become a weakness. If you think you need to know everything in your team, you’re in trouble. For example, I’m not an expert in manufacturing or supply chain as I grew up in marketing and sales before becoming a general manager. So instead of hiding the fact that I have certain knowledge gaps in these functional areas, I try to embrace them by pausing before speaking. And by asking more questions before I jump to conclusions.” – Huilin Min, Vice President & Managing Director, Castrol Greater China

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“I realised that to gain confidence, I needed to practise. It’s all about practice. A lot of people were asking technical questions, and I started to spend a lot of time presenting in conferences; every year in the early 1990s, there were four to five conferences around the Asia Pacific. So I started to build confidence by [doing] repetitive work, repetitive presentations, each time trying to figure out what to do better than the next, and hearing feedback from people and what works for them. So it’s gaining confidence by pushing yourself into areas that make you uncomfortable. I still have butterflies in my belly every time I go up on stage!” – Irene Oh-Buhrfeindt, Vice President in Sales and Commercial Strategy, APAC at Tronox Limited.

“Everybody learns from their lessons and failures. That is how we can achieve success. I’m not sure if you have heard of the writer from Japan called Junichi Watanabe. He wrote a book called The Power of Insensitivity, about the sensitivity of [people], about how we care about the comments of others, about our failures, about how we are fragile. We call this ‘office glass heart’, so if you have an ‘office glass heart’, that is a problem. You will be easily beaten and lose your confidence. That’s why, according to Watanabe, we need to build up this power of insensitivity, put aside the comments from others and do the right thing. Gradually, the confidence will grow. At Ping An, we call this ‘AQ’, or ‘Adversity Quotient’. It is your ability to stand up in a challenging environment.” – Jingle Pang, Group Head of Business Tech & Ops at Zurich Insurance

“It always starts with domain knowledge. Confidence, for me, always comes from a good mastery of whatever that thing is. The second factor is about having a support system. Having a group of advisors, such as mentors, sponsors, your peers, your friends or family members, who can see you, see the value in you, that can really help you.” – Paula Wang, Managing Director, Google Play, APAC at Google.

“Knowledge is important. As I’ve said before, I benefit from the fact that my work and personal life are so closely aligned. The rest of it has to do with preparation. Do your homework because nothing replaces that. It adds to your knowledge and ability to solve big problems. I have also gained experience and confidence by working with people, gathering inputs and taking feedback, especially when preparing for critical decisions. So my advice is this: keep learning and keep practising. I learnt so much from interacting with my children, and it is incredible when they tell you the most honest feedback. I think, in life, we have to learn to receive feedback in the raw form. Don’t miss those opportunities. Sometimes you build confidence just by engaging with your own children.” – Penny Wan, Member Board Of Directors at Dr. Reddy's Laboratories.

“Confidence comes from deepened competence and capability: Read widely, learn continually through courses, industry and peer dialogues, and equivalent professional platforms to triangulate insights and form unique points of view. You can also find someone more senior and from a different field to mentor you and harness alternative perspectives. In turn, take on younger individuals as your mentees to give back the knowledge acquired.” – Romona Loh, Deputy Director, Ministry of Trade and Industry, Singapore.

“Self-care. A person who is happy and well can lead better. You’re relied upon for decisions and motivation for the entire team. What you do is very contagious and can impact everyone. So caring for yourself, ensuring that you exercise and sleep well, that’s probably the most important thing. So when it comes to self-doubt and self-criticism, just being aware of these thought processes allowed me to understand that they are just that – thoughts. They are not real.” – Teresa Condicion, Founder and CEO of Shoplinks.

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Simone Wu

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What to do if you don’t get the salary increment you want

Simone Wu — Mon, 15 Jan 2024 01:00:00 +0000

What to do if you don’t get the salary increment you want Simone Wu

Asking for a pay rise is nerve-wracking for most professionals – and hearing “no” can feel like a personal blow. However, a rejected rise request isn’t always a reflection of your performance. Often, the decision may be driven by broader business realities such as budget constraints, economic conditions, or company-wide freezes.

The good news? A “no” doesn’t have to be the end of the conversation. If you respond wisely, it can be the beginning of a strategic career move.

In this guide, you’ll learn how to:

Assess your expectations and performance before taking next steps
Build a strong, data-backed case for your next salary discussion
Negotiate non-monetary rewards when a pay rise isn’t possible
Get clarity on why your request was declined
Adapt your approach to your career stage
Decide on your next move with a clear plan

Step 1: Reflect on your expectations and performance

Before taking any next steps, it’s crucial to assess the situation objectively.

Staying professional in the moment

Hearing “no” can be disappointing, but how you react is crucial. Your goal is to stay professional, maintain your composure, and set the stage for a productive follow-up.

Express gratitude, not frustration: Thank your manager for their time and for considering your request. This shows you value the conversation, even if you’re disappointed.
Manage your emotions: Avoid getting angry, defensive, or emotional. Your immediate response should be calm and measured.
Transition to a path forward: Instead of dwelling on the “no,” pivot to the future. Express your commitment and your desire to grow.

Script to use:

Thanks for taking the time to consider my request and for being upfront with me. While I’m a bit disappointed we couldn’t move forward on a pay rise right now, I’m still really committed to the team. Could we set up a time to discuss my performance and what I should focus on to work toward a future rise in my current salary?

Evaluate your performance

Did you meet or exceed the goals set out in your KPIs or performance reviews? Were there any missed targets that might explain the decision? A frank review of your recent contributions will help clarify whether the “no” was performance-related or driven by external factors. You should also consider any additional responsibilities or increased responsibilities you’ve taken on without a corresponding pay increase.

Research market benchmarks

Did your salary expectations align with market standards? Employers are more likely to approve increment percentages that are in line with current pay rate for your role. Use reputable salary guides from several recruitment agencies to compare data across sources. Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and market-aligned.

Look at ranges specific to your job function, location, and seniority to ensure your ask is reasonable and aligned with the market rate.

If your performance has been strong and your salary request well-researched, you’re in a solid position to re-engage the salary negotiation conversation when the timing is right. But in the meantime, there’s real value in preparing for your next opportunity to ask — and that means building a stronger case, grounded in data.

Step 2: Build a data-informed case for the future

A rejection today doesn’t mean a rejection forever. Use this opportunity to prepare for a stronger discussion down the line.

Track your impact

Start compiling a list of your key contributions, ideally with quantifiable outcomes. This could include increased revenue, cost savings, process improvements, project wins, or stakeholder feedback. These are the concrete results that make your worth visible to your manager and the company.

Prepare documentation

Maintain a comprehensive file that includes performance reviews, key metrics, client testimonials, and project deliverables. Having these ready makes future salary conversations more compelling and evidence-based.

Proactively schedule a follow-up

Ask your manager when it would be appropriate to revisit the topic. Align on specific goals or milestones that would warrant a review – and wait for a response. Request regular check-ins to track progress.

Script to use:

Thanks for meeting with me. Following up on our last conversation, I took some time to review my contributions and prepare a case for my continued growth here. I want to walk you through some of my key accomplishments and discuss how we can align my goals for the next period.

Step 3: Explore non-monetary compensation

Having your accomplishments well-documented strengthens your case. But what if budget constraints still stand in your way? That’s when it is time to think beyond just base pay.

If your employer is dealing with a tight budget, they may not be able to offer more money right now – but that doesn’t mean all negotiation stops.

Know your alternatives

Benefits like additional leave days, flexible work hours, training stipends, wellness allowances, or expanded responsibilities (with a future path to promotion) can increase your job satisfaction and career growth. These are often great alternatives to a salary increase.

Be clear on what you value

Would you benefit from formal mentorship, attending conferences, or access to coaching? Sometimes, professional development investments can be just as impactful as financial incentives in advancing your long-term career.

Bring up the conversation professionally

Come prepared with your ideas and present them as win-win solutions. Keep the tone collaborative – it’s about what keeps you motivated and engaged, which ultimately benefits the business.

Script to use:

I understand that a salary increase may not be feasible right now. Given my commitment to growing with the company, I was hoping we could discuss some other options. I’m particularly interested in [mention specific benefits like flexible work hours or a training course] because I believe it would help me be even more productive in my role.

Step 4: Understand the reason behind the rejection

But what if the answer is still no? How do you move forward without losing momentum or morale? Getting clarity on the “why” behind the rejection helps you plan your next move. Don’t walk away without asking for feedback.

If it’s a budget constraint

Companies often have fixed salary budgets – especially during downturns or restructures. In some cases, businesses may offer promotions in title without an immediate salary increase.

While this can feel unfair, it’s worth considering the long-term benefits. A title change could enhance your CV, broaden your influence, or position you for a future rise or external opportunity. Evaluate whether the new salary that may come later is worth the wait.

If it’s a performance issue

Request specific, constructive feedback. Which areas need improvement? What would success look like in your manager’s eyes? Ask to co-create a performance plan with clear metrics and timelines so you have a path forward.

Securing a firm commitment

Sometimes, a manager’s feedback can be vague or non-committal, with phrases like, “We’ll see what happens next quarter” or “Just keep up the good work.” This leaves you without a clear plan. Your goal is to turn a vague promise into a concrete, measurable roadmap.

Push for specifics: Acknowledge their feedback, but politely ask for measurable goals. Don’t leave the meeting without a clear understanding of what “success” looks like.
Formalise the plan: Suggest co-creating a written plan with specific milestones. This isn’t about being distrustful; it’s about creating a shared document that ensures you’re both aligned.
Define timelines: Get a specific date on the calendar for a follow-up discussion. This creates accountability and shows you are serious about your development.

Script to use:

Thank you for that feedback. To make sure I’m focusing on the right priorities, could we map out a few key metrics I can focus on over the next quarter? I’d also love to schedule a check-in in three months to review my progress and discuss compensation again.

Seek outside perspective

Mentors, former managers, or peers in your industry can offer an objective view. Sometimes, talking it out helps you assess whether the feedback is valid or if you may be undervalued.

Step 5: Tailor your strategy based on seniority

The way you handle a rejected rise may vary depending on your career stage.

Early-career employees

Focus on learning and development opportunities. Your first few years are about building your portfolio and proving your reliability. Even if salary is off the table, you can negotiate for project exposure, mentorship, or training – all of which boost your long-term value and build new skills.

Mid-career professionals

You likely have a track record of success. If so, emphasise impact and results in your next compensation conversation. This is also the stage where job title, responsibility scope, and work-life balance start to matter more – so you can negotiate on multiple levels.

Senior leaders

At this level, salary conversations are deeply tied to company’s financial health. Your strategy should include evidence of your leadership impact, revenue growth, team outcomes, and alignment with business objectives. You can also explore equity-based incentives, succession planning discussions, or strategic involvement in decision-making for a higher salary or higher pay package.

Step 6: Plan your next move

Sometimes, despite your best efforts, the answer won’t change. That’s when it’s time to consider your other options.

Re-evaluate fit

If you’ve hit a ceiling, are not being recognised, or sense a mismatch in values, it may be time to move on. Don’t rush – take time to reflect on what kind of company culture, leadership style, and growth trajectory would better suit your career.

Begin exploring new opportunities

Before you start applying for a new job, research salaries for your target roles using multiple reputable salary guides. Compare job descriptions, market demand, and pay ranges. This will help you negotiate confidently and avoid accepting a lateral move that doesn’t address your goals.

Exit professionally

If you decide to resign, avoid framing money as the sole reason. Exiting on a positive note by keeping it gracious and professional keeps your reputation intact and your references strong. Focus on your career development goals and appreciation for the experience gained.

Script to use:

This was a difficult decision, but I’ve accepted a new opportunity that more closely aligns with my long-term career goals. I’m so grateful for my time here, and I’ve truly valued the experience and skills I’ve gained. I’m happy to help ensure a smooth transition during my final two weeks.

Know your worth, but stay strategic

Your salary doesn’t define your value – but knowing what you’re worth, and how to communicate it, is essential to a fulfilling career. Use feedback constructively, document your wins, and approach every salary discussion with clarity, evidence, and confidence.

When the time is right, be ready to have that conversation again – or to take the next big step elsewhere.

Need help benchmarking your salary? Download our latest Salary Guide to compare ranges across roles, industries, and seniority levels.

Explore salary insights

To get a comprehensive view of salaries and market benchmarks across various industries and roles in Hong Kong, download the full 2025 Salary Guide, which features the average salary of roles in Hong Kong's dynamic job market, or use our Salary Comparison Tool to see how your salary compares to industry standards.

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5 ways to use negative feedback to your advantage

Naren Sankar — Wed, 11 Oct 2023 08:14:28 +0000

5 ways to use negative feedback to your advantage Naren Sankar

We’ve all been there – having to grapple with criticism, no matter what rung of the professional ladder we’re on. Hearing that your work may not be up to par is universally jarring. However, after a few decades in business, I’ve learned that this feedback is not to be dreaded, but rather, it is a powerful tool for personal and professional growth. It’s all about how we interpret and react that makes the difference. So, let’s unpack how we can transform the way we handle challenging feedback and turn it into a powerful tool for personal and professional development.

1. Learn to View Feedback as a Growth Opportunity

It’s easy to feel hurt when you hear something negative about your work. But I try to look at it differently. That critique is just a spotlight on areas where I can do better. It’s like someone giving you a roadmap to become the best version of yourself. They’re showing you where you can grow and excel, and it’s an amazing opportunity for personal and professional growth.

2. Avoid Defensive Reactions

We tend to get defensive when we hear something negative about ourselves. It is human nature. I’ve been there. But it’s also the quickest way to block your growth.

3. Get Clarification and Follow-up

Make sure you really understand the feedback. If anything’s unclear, don’t be shy to ask for clarification. The first step in making the most of feedback is truly listening to what it says.

4. Engage in Self-Reflection

I often find that the advice pushes me into some self-reflection. It makes you think about what you did right and what you did wrong. It’s a spark that gets you exploring and reflecting on how you can be better.

One crucial thing, though, is to be constructive with yourself. So don’t dwell too much on the negatives; look at what the feedback teaches you and how you can improve.

5. Make a Motivating Plan and Stick With It

Once you’ve taken the feedback on board, the key point is to then switch quickly towards making a clear plan. I will often push the feedback to the back of my mind and put all my focus forward. This plan should be positive yet simple, with strengths as well as development areas and some clear actions you can easily execute on a daily or monthly basis. Then, of course, you need to be disciplined with yourself to genuinely stick with the plan.

It’s not easy to go through this process, but extremely rewarding when you see the results.

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Andy Bentote

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5 ways to handle interview nerves

Anonymous — Fri, 26 Mar 2021 03:35:46 +0000

5 ways to handle interview nerves Anonymous (not verified)

If you're feeling nervous in the lead up to a job interview, rest assured you are not alone. Most people experience a degree of nervousness before and during a job interview. Nerves are a natural response to an important event, and simply indicate that you care about getting it right.

Being too nervous can hold you back, though, so it’s important to know how to relax. Follow these tips to ace your interview:

1. Visualise success

Top performers in all walks of life use visualisation techniques to overcome nervousness. Visualisation simply involves running through the interview in your mind ahead of the event. Picture yourself entering the room feeling calm and in control.

Visualise yourself standing tall, smiling and shaking hands with ease. Imagine answering questions with confidence and poise, building a good rapport with the interviewers and leaving the room feeling happy with your performance.

Focusing on the best-case scenario will help you keep your composure in the lead-up to the interview. Your positivity and confidence will show during the interview, and the employer will probably mirror your positive energy. If you are confident that you deserve the job, they may just feel the same.

2. Practise your responses

Interview nerves are often caused by a fear of the unknown, or concern that you are going to freeze or say the wrong thing. To avoid getting flustered, rehearse answers to common interview questions. This will help you to feel more comfortable and confident in your ability to provide coherent, succinct responses on the day.

You may also be thrown an unexpected question. Try practicing your answers out loud with a friend to get feedback on your delivery. If you can't get a friend to help, consider recording yourself answering hypothetical questions, then play it back to hear how you sound. If you use a video recorder, watch for nervous body language and try to be mindful of any fidgeting that could reveal your nervousness.

3. Be prepared

If you don't prepare yourself for the interview, nerves can really take over. Taking the time to prepare for your interview will help you stay relaxed, and the interviewer will be able to tell you've put some time and effort in before turning up.

Confirm the name and contact number of your interviewer, the time you should arrive and what you plan to wear. Ensure you have all relevant documents on hand, including your CV and examples of past work. Give yourself plenty of travel time in case you get delayed – being late could lose you the job before you've even begun. Being on time will also give you the opportunity to compose yourself prior to the interview.

4. Take your time

Taking your time is something you associate with being relaxed. Give yourself ample time to answer the questions as they come. When feeling nervous at an interview, you may be tempted to rush your responses. This will often cause you to miss the point of the question and leave the interviewer struggling to keep up as you hurry through your answer.

Avoid stumbling over your sentences by taking a few seconds to consider what it is you’re being asked. Breathe deeply, then focus on articulating your answer slowly and clearly. If you forget what the question was, avoid giving an answer that you hope might be correct. Instead, keep calm and ask the interviewer if they feel you have covered their key points. Don’t forget that you can ask questions too.

5. Think positively

Mindset is a powerful thing. Changing the way you think about an interview can have a huge impact on the amount of pressure you feel. A positive mindset will be evident to your potential employer. Be sure to smile and reflect your positivity through your body language as well. Rather than thinking that you’re being judged, try viewing the interview as an exciting challenge to overcome.

Remind yourself of past successes and concentrate on the strengths you could bring to the role. Avoid putting expectations on yourself to give perfect answers, or thinking about things over which you have no control, such as the competition. Instead, focus your energy on simply giving the best interview you can.

self improvement

Asia’s female leaders: How to be more confident at work

Understand women's confidence levels globally

A brief overview of experiences that influence a woman's level of confidence from this report

Advice from Asia's female leaders: Ways to build confidence

Join over 60,000 readers!

Job Match

Topics

Popular Articles

What to do if you don’t get the salary increment you want

Step 1: Reflect on your expectations and performance

Staying professional in the moment

Script to use:

Evaluate your performance

Research market benchmarks

Step 2: Build a data-informed case for the future

Track your impact

Prepare documentation

Proactively schedule a follow-up

Script to use:

Step 3: Explore non-monetary compensation

Know your alternatives

Be clear on what you value

Bring up the conversation professionally

Script to use:

Step 4: Understand the reason behind the rejection

If it’s a budget constraint

If it’s a performance issue

Securing a firm commitment

Script to use:

Seek outside perspective

Step 5: Tailor your strategy based on seniority

Early-career employees

Mid-career professionals

Senior leaders

Step 6: Plan your next move

Re-evaluate fit

Begin exploring new opportunities

Exit professionally

Script to use:

Know your worth, but stay strategic

Explore salary insights

Join over 60,000 readers!

Job Match

Topics

Popular Articles

5 ways to use negative feedback to your advantage

1. Learn to View Feedback as a Growth Opportunity

2. Avoid Defensive Reactions

3. Get Clarification and Follow-up

4. Engage in Self-Reflection

5. Make a Motivating Plan and Stick With It

Join over 60,000 readers!

Job Match

Topics

Popular Articles

5 ways to handle interview nerves

1. Visualise success

2. Practise your responses

3. Be prepared

4. Take your time

5. Think positively

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