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About
I understand that in complex, mission-driven organizations, leadership performance is rarely as simple as one person fixing something. There are usually competing priorities, unclear authority, and difficult relationships that don’t necessarily show up on an org chart. -- You get a focused 90-day reset, not open-ended coaching. The Leadership Sprint gives a capable leader 12 focused sessions to get clear on the real problem and focus on what will make the biggest immediate difference to show visible progress. Client win: One engagement increased adoption of project reporting from 62.5% to 92.3%. The work combined clearer expectations, practical tools, leadership messaging, and follow-through so people actually used the new process. Client win: A senior leader’s team was operating independently again within four weeks. That gave her more time to focus on the strategic work she had been pulled away from. This work is built for complex environments. Asia brings 20+ years of experience helping leaders work through competing priorities, unclear authority, and relationship friction, including nearly 10 years at a top comprehensive cancer center. -- The goal is to fix what is fixable before the situation gets more expensive. Instead of jumping straight to vague feedback, more training, or a long performance process, the work focuses on the few leadership moves most likely to change the outcome. Trusted in complex, high-accountability environments. Leaders at organizations including Kaiser Permanente, GSK, Southern California Edison, Microsoft, PMI, ASQ, Engie North America, AirBnB, and the Society of Women Engineers have engaged Asia to speak, coach, or develop leaders.
How to Handle Criticism with Poise and Confidence
Keynote, Workshop, Training • 60 minutes
How to Handle Criticism with Poise and Confidence Stay Grounded, Hear What Matters, and Keep Your Power Criticism can throw even strong professionals off their game. A vague comment from a boss, a sharp remark in a meeting, or feedback that feels unfair can trigger defensiveness, self-doubt, overexplaining, or a reaction people remember long after the moment has passed. This practical session helps attendees stay steady when the stakes are high. They’ll learn how to separate the feedback itself from the story they immediately start telling themselves about it, ask questions that turn vague criticism into something useful, and respond in a way that protects both their confidence and credibility. Your audience will leave with simple tools and language they can use in their very next difficult conversation, without pretending criticism does not hurt, becoming defensive, or letting someone else’s opinion derail their performance.
Key Takeaways
Audience
Emerging and mid-level leaders, high-potential professionals, women’s leadership groups, healthcare professionals, and anyone whose credibility depends on staying composed in difficult conversations. Especially valuable for audiences navigating feedback, visibility, promotion, or high-pressure working relationships.
Format
Duration
60 minutes
Delivery
Fix. Don’t Fire.
Keynote, Workshop, Training • 60
When a manager is struggling, HR and senior leaders often feel trapped between two bad options: keep hoping things improve or start moving toward a PIP, reassignment, or exit. But many performance issues are not as simple as a lack of ability or effort. The real problem may be unclear expectations, competing priorities, relationship friction, a loss of confidence, or a leader who has started reacting instead of leading. In this practical session, HR professionals and people leaders learn how to distinguish a fixable leadership gap from a situation that requires a different call. They’ll leave with a focused approach for getting clear on what is actually happening, resetting expectations, identifying the few changes that matter most, and seeing whether real progress is possible. This is not a case for lowering standards or endlessly rescuing poor performance. It is a smarter way to protect the team, recover valuable leadership capacity where possible, and make the right decision sooner when it is not.
Key Takeaways
Audience
HR leaders, people managers, executive teams, department heads, and organizational leaders responsible for addressing manager performance before it affects retention, team morale, execution, or patient/client service. Especially relevant for healthcare, nonprofit, education, and other complex organizations where replacing a leader is costly and disruptive.
Format
Duration
60
Delivery
From Task Tracker to Trusted Project Leader
Move Decisions, Build Buy-In, and Deliver the Project Promise Too many project leaders get pulled into chasing updates, managing calendars, documenting risks, and reporting what happened—while the decisions that determine success keep getting delayed somewhere else. The result is a project manager who is seen as a task tracker instead of the person who can help the organization deliver on what the project was meant to accomplish. This session helps project, program, and operations leaders make the shift from reporting activity to driving outcomes. Attendees will learn how to clarify the real project promise, engage stakeholders before resistance hardens, make the “why” clear for the people whose support they need, and move critical decisions forward even when they do not have formal authority. They will leave with practical ways to strengthen their influence, build trust with senior stakeholders, and become the project leader people rely on when the work gets complicated.
Key Takeaways
Audience
Project managers, program managers, operations leaders, PMO teams, cross-functional team leads, and emerging leaders who need to move decisions and gain stakeholder commitment without relying on formal authority. A strong fit for PMI chapters, project-management conferences, operations groups, and internal leadership-development programs.
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