A Different Kind of Visibility
The advice to “just post more on LinkedIn” may work in New York.
In Singapore, it can quietly cost you your career.
Visibility is never just “being visible.”
It is read, through the lens of culture, hierarchy, and timing.
Working with senior leaders in the U.S., Singapore, and those who move between the two, I see the same truth: the word visibility sits differently in every room. This is the work of cross-cultural executive presence.
Visibility Means Different Things, Depending on Where You Stand
National culture.
In Western contexts, early voice is initiative.
In many Asian contexts, early voice is interpreted as reaching without permission.
Corporate culture.
Founder-led firms prize storytelling and visionary presence.
State-linked, regulated, or legacy institutions prize discretion and continuity.
Industry norms.
Tech rewards public ideation — “build in public.”
Finance and healthcare reward measured speech and sponsor-backed influence.
Academic environments.
Visibility is earned through invitation, citations, and committees.
Family-owned or multi-generational businesses.
Leadership is not claimed; it is entrusted to those who demonstrate stewardship, not spotlight.
Credibility comes from loyalty, trust, and understanding the house.
Even subcultures inside the same company differ.
Strategy teams signal leadership by shaping direction.
Compliance and treasury signal leadership by protecting stability.
Not every room asks you to shine the same way. The art is knowing which kind of light belongs here.
Collection: Maison Collection
Medium: Fine Editorial Still
Volume: Vol. I — Visibility
The Difference Between Being Seen and Being Trusted
There is no universal visibility strategy.
Visibility is always interpreted through the norms of the culture, the institution, and the room you’re in.
This is why the one-size listicle, “Five Ways to Be More Visible,” is not just ineffective at senior levels, it can create friction where trust is needed most.
Posting more does not equal being seen.
Speaking more does not equal being heard.
Being impressive does not equal being trusted.
Visibility is not about volume, it is about alignment.
Alignment with:
Culture (what is honored here?)
Timing (is the room prepared to receive you?)
Hierarchy (who must acknowledge the shift?)
Audience (what does leadership sound like here?)
This is the work of executive reputation architecture, the quiet shaping of how others experience your presence, your judgment, and your steadiness over time.
In some rooms, a strong public voice signals readiness.
In others, the same move reads as impatience, self-importance, or a break in loyalty.
Not because ambition is wrong, but because how ambition is expressed carries cultural meaning.
This is why executive presence cannot be taught through generic playbooks.
It must be architected with cultural intelligence, political fluency, and a deep understanding of how leadership is read in your specific environment.
What This Looks Like in Practice
A New York-based executive in tech built external visibility through traditional media, but his promotion came from internal sponsor advocacy and his ability to reframe complex discussions calmly in the first five minutes of a meeting.
A Singapore-based leader in a manufacturing group avoided social media entirely. Her rise came from multi-team wins, cross-functional trust, and senior figures signaling “she’s ready” long before any title changed. This was an internal visibility strategy built through presence, not broadcasting.
An Associate Dean built presence by shaping discourse in her field. She contributed to national committees and offered thoughtful commentary on Twitter/X. Her influence grew because faculty and department chairs began seeking her perspective before decisions were finalized.
Same word: visibility.
Different levers.
Different rooms.
A Reflection for Your Season
At senior levels, reputations do not move because someone is more “speaks up more.”
They move because the leader understands how the room works.
This is where we begin to architect your visibility , not as performance, but as alignment.
The Five Maps
Stakeholder Map: Who grants legitimacy here?
Signal Map: What does authority sound like in this room?
Sponsor Map: Whose endorsement carries weight, and what evidence do they require?
Platform Map: Which stage or platform is trusted? Which merely feel performative?
Cadence Map: When to speak, when to host, when to publish, and when to let others narrate your rise.
If You Want a Visibility Strategy That is Bespoke to You
This is the work of The IMPACT Brand Ascension, my private advisory for senior leaders.
Not louder content. Not generic personal branding. Instead, we focus on reputation architecture: expressive signals, relational strategy, and the right cadence for your ecosystem. If the room is beginning to turn toward you, your next evolution is ensuring your presence speaks before you do.
With Love,
Jia
Return to the Maison Library and explore more letters on reputation, leadership, and legacy.
