Working With Jolene

Talking about Asians Americans and is a rarity. There is no foundation in most organizations about Asian american culture. The best place to start is with my introduction presentation, Aren’t Asians All Alike – the Misunderstood Americans. It’s a light, interactive and uplifting presentation to talk about Asian American representation and why it matters. This off-the shelf presentation is an easy first step to start the conversation about Asian Inclusion.

After this, we will get feedback on the knowledge and experience level of your team. Then I suggest doing Asian Inclusion Assessments to take the temperature and find the best starting point. After that, then I will suggest an action plan that meets your goals. Learning about Asian american cultures is not a check box situation. By the way, its not laborious either, I am constantly learning and its very interesting. All things your employees will learn will spark new ideas and connections, while strengthening your teams.

First, let’s learn your goals, interests and what resonates with you. Then we begin to uncover problems and figure out solutions.

The Asian employees at your company know what they experience and what they need. And they will talk to me. The category of “Asian” is deep and wide, but what we face is similar to the other AANHPIs. My role is to listen, facilitate, validate and summarize what your Asian employees  are concerns, needs and requests. Then I, anonymize, articulate in a non-threatening manner for Non-Asians to able to hear.

The challenges I see inside of companies is that Asian concerns and needs are not shared and/or are not heard or dealt with effectively. When we have the same goals, my new perspective and a liaison to facilitate, educate, then we can make better progress together with an Asian Inclusion Action Plan.

Yes, I can.

As a presenter/professional speaker it is my responsibility to keep you engaged. If you fall asleep or do not remember the points of my program, then the blame is on me.  The presentation has to be interactive to get attention and to be remembered. My experience as a corporate entertainer and working primarily with engineers has given me special powers to connect with techies.

The last two decades my primarily market was large progressive and tech companies. I have spent lots of time with White Y chromosomes usually older Gen Y, Gen X and many boomers.

Yes.

It is important to show publicly that leaders are on board with the training. If they are sitting on the side line, training isn’t as effective. Lead by example is crucial if you want the employees to participate.

Before producing a meeting, event or training, it is important for me to understand who we are working with. I have spent almost two decades being the youngest in many environments. Certainly, I can comfy working with my contemporaries, but I am often work with 65-75 to year olds. With my time as president for Washington state for the National Speakers Association President for 3 years, along with my business, I am at ease working with this age group.

How much time do you have? The common thread of my products and services is they were all new. No one has heard of any my new services. I like to create.

I am no longer a spring chicken and I have accumulated a few titles: Fun Specialist, Meeting Maximizer, Conference Reporter, Curiosity Catalyst, Team Builder, Moderator, Speaker, Event Planner, Organizer, Content Creator, Youtuber, Corporate Entertainer, and Culture Explorer.

Recently I have tied in my team building, meeting maximizing, interviewing, innovation and culture exploring to serve as the Asian Inclusivity Consultant. The need for companies to be inclusive is imperative as the demographics change. Employees can be inclusive to be kind, but also because it will bring in more business.