Career Coaching Tips for Asian Professionals: Navigating Jobs, Networking, Finding Mentors, and Asking for Help

The professional world can be a challenging landscape to navigate. 

How do you determine your ideal career, especially when facing pressure from peers and family? 

Once you’ve figured out where you want to go, how can you land your “dream job”? 

Then, once you’ve gotten the role, why do some people get promoted and “rise through the ranks” so quickly? What happens if you get fired or you’re unemployed for a long time? Does all of this lead to career success and, ultimately, life satisfaction?

These questions are hard enough to answer to begin with. However, for people who grew up with different cultural expectations, these questions can feel overwhelming.

If you grew up with different norms around communication styles and decision-making, you’ll have more hurdles to overcome when answering the aforementioned questions. Traditional values around humility, respect for hierarchy, and the desire to not "rock the boat" can sometimes clash with Western corporate norms, making it harder for Asian professionals and students to self-promote, ask for help, or build a network. 

Thankfully, there’s good news. Our coaches at Anise Health have created an action-oriented guide with concrete tips to help progress towards your career goals. Here’s some comprehensive, tailored advice to help Asian professionals thrive professionally while staying true to your cultural values. 

1. Build a Strong Professional Network

Networking can feel daunting if you’re not used to the idea of reaching out to people you don’t know. In many Asian cultures, strong relationships are built through known points of contact, such as longtime friends or connections within close-knit communities. 

An example of this is the importance of GuanXi (关系) in Chinese culture. Literally, GuanXi translates to “relationship” and refers to the manners by which one develops personal trust and strong connections with others, often involving moral obligations and exchanging favors. In the professional world, it commonly refers to the networks or social connections used to open doors and facilitate deals. But the Western concept of professional networking often emphasizes "cold" connections, which can feel unfamiliar or uncomfortable.

There’s not a “right” or “wrong” culture. These practices are simply different, and what drives this contrast are different views on loyalty, trust, and risk.

To make networking more manageable:

• Start with warm connections (alumni, professional organizations, or friends of friends). Being introduced by someone can help establish credibility and ease initial conversations.

• Research networking events near you and create a schedule to attend several convenings. When you’re at the event, try to focus on quality over quantity of connections. It’s better to have a few high-quality leads rather than more low-quality leads after an event.

• Seek out Asian affinity groups within companies or industries. They offer a shared cultural context and often provide a safe space to practice networking.

• Practice small talk. In Western settings, small talk builds rapport and shows interest in the person beyond professional credentials. This doesn’t have to mean being “fake” — try to notice small things you share in common or appreciate about the person, and springboard from there. 

Try to view networking as an exchange of ideas rather than self-promotion. Approach it with a mindset of building relationships, learning, and offering your own insights in return.

2. Find Mentors to Craft a Personal Board of Directors

Finding a mentor can be transformative, but it does often require you to initiate and structure the relationship. Cultural norms around hierarchy and respect can make it challenging to ask someone more senior for guidance.

Here are some strategies to consider:

• Consider where you need support and what profiles of mentors would best support you: Your mentors should be able to give you meaningful insights to help unblock challenges and enable you to better reach your goals. Then, create a list of potential mentors by looking for people who have relevant experience. You can begin by looking at profiles within your cultural community - perhaps within your faith, sports league or dance group. Not to mention, ask around! You may be surprised how often someone knows someone who’s willing to help. Having mentors who share your background can help provide cultural context, while those from different backgrounds can offer diverse perspectives on navigating corporate culture.

• Commit to a regular check-in schedule: Evaluate what is feasible with your schedule, and try to keep your mentor updated. For example, you could put a calendar invite to grab coffee or tea every 3 months or send out a quarterly email with a brief synopsis of your progress.

• Frame it as a two-way learning opportunity: Approach potential mentors with a mindset of mutual learning. Highlight what you admire about their career and ask how you can support their goals too.

• Use structured mentorship programs: Many organizations, especially large companies, have structured mentorship programs where it’s easier to initiate these connections.

To begin, aim to have 3 people on your Personal Board of Directors. You can go to them to get their advice on things like negotiating salaries, applying to graduate school programs, or choosing between job offers. Remember that nurturing these relationships take time.

3. Learn How to Navigate Workplace Politics

Being successful at a job is not just what you know, but it’s often who you know. This requires developing soft skills to identify what traits are valued in a workplace. There are often invisible dynamics between people that may seem illogical but can equally shape critical professional decisions around layoffs, promotions, and strategic investments.

Many Asian professionals grow up with values around self-reliance and "saving face," which can translate into an unwillingness to ask for help at work. But in most Western work cultures, not asking for help can be interpreted as a lack of engagement or reciprocity Or not being a “team player”.

Consider these tactics to reframe your approach:

• View asking for help as a strength, not a weakness: When you ask for help, you’re showing that you want to get the job done right and are invested in learning.

• Be specific and direct: Instead of saying, “I’m not sure how to approach this,” try, “Can you help me understand the best way to handle X?” It shows thoughtfulness and respect for the other person’s time.

• Leverage internal and external resources: Look for resources such as employee resource groups, diversity councils, and professional associations (e.g., Ascend, National Association of Asian American Professionals). These groups often have a wealth of information and mentorship available.

4. Build a Growth Mindset

You will make mistakes. The goal in life is not to never make mistakes, but to bounce back faster. This is known as resilience, and it is a skill that can be cultivated over time.

One way to do this is to reduce inner criticism and be your own best champion. This does not mean being ego-centric, selfish, bombastic, self-centered, or even narcissistic. In particular, this does not mean avoiding blame, never admitting mistakes or apologizing. It means to not berate yourself if you have made a mistake, and to remind yourself that mistakes can be helpful to learn if you take intentional steps to correct them.

In many Asian cultures, humility is a prized value. But in Western corporate environments, self-promotion is often necessary to stand out and get credit for your work. This doesn’t mean bragging—it means making sure your contributions are visible and understood.

To self-advocate without feeling out of character:

• Keep a “brag sheet”: Track your accomplishments and share them during performance reviews or when appropriate. Use factual language: “I led a team of X to achieve Y result, resulting in Z impact.”

• Share success as a team effort: If promoting yourself feels uncomfortable, frame your achievements in terms of team success: “Our team’s efforts resulted in X.”

• Look for allies and sponsors: Sponsors (senior leaders who can advocate for you) can help elevate your profile without you needing to directly self-promote.

5.  Call Out Stereotypes and Biases

The Ascend Foundation produced reports about Asian executive representation in corporate America, pulling from EEOC Workplace Diversity Data, and have created an Executive Parity Index (EPI). This is the ratio of one group’s representation at the executive level versus its representation at the professional level. It’s a simple metric to compare how different groups are faring in your management pipeline. If EPI is equal to 1, then a group’s representation is the same at the top and bottom of the pipeline. If the EPI is less than 1 or below parity, then there are fewer at the top relative to those at the bottom.

One takeaway in the Executive Parity Index is that the EPI for Asian men lags behind all other men. EPI for Asian women lags behind all cohorts, including all other women, as seen in the chart below.

The report also finds that one of every 12 white men and 1 of every 28 white women in the professional workforce is an executive, yet only 1 of every 30 Asian American men and 1 of every 64 Asian American women have reached that level.

They also looked at this specifically in Silicon Valley (data from 2007-2015). It is important to look at the West because nearly half of all Asian Americans lives in the Western part of the US (30% in CA alone)

1. Although there are nearly as many Asian Professionals as White Professionals in many companies, White Men and Women are in aggregate 154% more likely to be an Executive compared to their Asian counterparts (highlighting intersectionality)

2. In 2020, Asians were the least likely demographic to be promoted to management positions, and only 6% of corporate executives were Asian

One reason these trends may be occurring is because Asian professionals are often subject to stereotypes like being seen as passive, overly technical, or not leadership material. Overcoming these perceptions requires intentional strategies:

• Challenge passive stereotypes: Speak up in meetings, even if it’s to ask clarifying questions or support a colleague’s point.

• Broaden your skillset: If you’re seen as too technical, look for opportunities to lead cross-functional projects or volunteer for roles that require people management skills.

• Address microaggressions directly but respectfully: If someone makes a comment that feels dismissive, use the opportunity to educate. For example, “I’d like to share another perspective,” or, “What do you mean by that?”

6. Build a Personal Brand

A strong personal brand is essential for career growth. This is not about being boastful but rather about being clear on what you stand for and what you offer.

• Identify your key strengths and values: Are you known for reliability, creative problem-solving, or technical expertise?

• Share your insights: Consider writing articles, speaking at conferences, or volunteering for panels in areas you’re passionate about. This positions you as a thought leader.

• Leverage LinkedIn: Use LinkedIn to share your thoughts, highlight your accomplishments, and connect with others in your field.

7. Understand What Influences Your Career Choices

Asian American and Pacific Islanders (AAPI) are often guided by family expectations and collective priorities when making career decisions. For some, this might mean choosing stable, high-prestige professions like medicine, law, or engineering, while suppressing creative pursuits or entrepreneurial ambitions.

First, be aware of how these demands impact you and how you respond to them. The pressure may make you feel stressed, guilty, and experience imposter syndrome, which isn’t productive and doesn’t help you reach your goals.

Second, acknowledge where these demands come from without feeling responsible for fixing all of them. If your parents are pressuring you, their actions may be a coping mechanism from intergenerational trauma and a desire for stability and safety. You can set loving boundaries to help both you and them manage tricky situations.

Finally, ask yourself questions to get at the core of what drives you and what you’re aspiring towards. These questions can include:

• How do you want to feel about your career when you retire? 

• What do you want to achieve in your lifetime? Not the wishes of your parents, your friends, or society at large - you.

• If you were reading your own obituary, what would you want it to say about you? 

• What career path would bring me fulfillment, even if it's unconventional?

• How can I respect my family's values while pursuing a path that suits me?

Navigating these choices with both internal and external considerations in mind can help create a balance between honoring family expectations and pursuing personal passion.

You can get a meaningful career in an authentic manner. But, spoiler alert, it will take some hard work to put this advice into action. If you need help finding a therapist who understands your cultural context, we at Anise Health are deeicated to helping you.

Conclusion

Asian professionals face unique challenges in navigating their careers, but with thoughtful strategies around networking, mentorship, and self-advocacy, these barriers can be overcome. Embracing both cultural strengths and adopting new professional norms can help you build a fulfilling and impactful career path. Stay authentic to your values, seek out allies and mentors, and take pride in your own journey of growth and success.