A few pieces of advice for American business leaders in global companies: “HQ doesn’t want to hear the truth,” he said as he explained the
Here’s a funny observation. Now test me on this one. Watch what people do when they go to one of those wonderful free meals at a startup. Do they pick up a plate or a bowl? My theory. The experienced ones, the people in the know, the ones doing the real work, the people who “get it,” the true insiders, eat from a bowl. Wait. What?
Back in 2013, Asana was still a young company and some of their managers were experiencing leadership roles for the first time. So they needed to learn how to be, well, leaders. Like how to be more influential, directive, confident, and how to deal with conflict. Because if they could flourish then Asana could start to scale even faster (and without so many growing pains).
We started with just one 1:1 coaching relationship. But the good word spread fast. Soon enough more people from Asana’s management team were seeking our unique third party perspective, skill-based approach, and communications expertise to build their personal brand, strengthen their careers, and achieve more. (And did we mention the coaching program was a perk that attracted new talent? We didn’t? Well…) Eight years later and Asana is still scaling. And we’re still by their side helping them do it.