From uncertainty to empowerment: Leadership insights from May Wah Chan at Michael Page

With over four decades of shaping careers globally, Michael Page has witnessed countless leaders rise – both within the business and in the wider professional world. In our ‘Her Path, Your Opportunity’ series, we speak with women across our offices who have navigated pivotal moments, embraced challenges, and left a lasting impact.

In this edition, Andy Bentote, Regional Managing Director of Michael Page Asia Pacific, sits down with May Wah Chan, Regional Director of Michael Page Vietnam.

With a career spanning multiple markets and business cycles, May Wah is known for her authenticity, resilience, and ability to inspire trust. She reflects on how embracing vulnerability became a source of strength, why systems change is essential for advancing women, and the personal mindset shifts that have defined her leadership journey.

Leadership and resilience: A conversation with May Wah Chan

Andy: My daughter wanted to ask – what is one skill or mindset every girl should have to succeed?

May Wah: Self-belief. Skills can be learned, but if you don’t believe you belong at the table, you’ll hold yourself back. Self-belief doesn’t mean you’ll never feel doubt – it means you move forward anyway, trusting you can adapt and grow.

Your voice matters, even if it shakes the first few times you use it. Confidence is built through action, not by waiting until you feel ready.

Andy: Reflecting on your journey so far, what inspired you to step into leadership and how did gender equity – or the lack of it – shape your path?

May Wah: My journey into leadership evolved from curiosity, ambition, and the opportunities – or gaps – I encountered. Early on, I noticed leadership teams rarely reflected the diversity of those they led. Rather than discouraging me, it pushed me to challenge the status quo.

Gender equity, or the lack of it, made me intentional in my growth. To create space for others, I first had to step into it myself – knowing representation matters.

Andy: When you stepped in to lead Michael Page Vietnam after the previous director’s departure, how did you approach building trust and stability during that period of change?

May Wah: I knew trust had to be earned. I listened first, spending time with the team and clients through one-on-ones and informal coffees. I respected cultural nuances and focused on integration, not imposition. By showing empathy and focusing on career growth, recognition, and integrity, I aimed to support people’s success. Over time, authenticity helped rebuild trust.

Andy: What was one specific action or decision you made in those early weeks that helped your team feel supported and confident in your leadership?

May Wah: I created clarity with a clear plan and priorities. I set up quick check-ins to surface needs, celebrate wins, and keep dialogue open. I also shared more of myself, so people saw me as a partner, not just a leader. These small steps built confidence and connection.

Andy: What’s one stereotype about women leaders you’d like to break?

May Wah: That motherhood reduces ambition or productivity. Motherhood sharpened my focus, decision-making, and resilience – and deepened my empathy.

Parenthood doesn’t dilute leadership capacity – it can enhance it.

Andy: Leadership often demands both strength and vulnerability. Can you share a moment when embracing vulnerability made you more effective?

May Wah: For years, I thought leadership meant always having the answer. The pandemic changed that. In a moment of uncertainty, I told my team what I knew, what I didn’t, and that the months ahead were unclear.

That openness encouraged others to share ideas and concerns, making us stronger and more adaptable. Vulnerability is not weakness – it’s an act of trust that inspires collaboration.

Andy: What belief about leadership have you completely changed your mind about?

May Wah: I used to think leaders had to be the strongest, most unshakable presence in the room. Now I know authenticity is more powerful.

Vulnerability fosters trust, openness, and better results. Leadership isn’t about being infallible – it’s about creating the conditions for others to succeed.

Andy: What’s more critical for women’s leadership – mentorship, sponsorship, or systems change?

May Wah: All matter, but systems change is fundamental. Without equitable structures, progress depends too much on individual goodwill.

True change means flexibility without stigma, equal parental leave, and transparent career pathways – so women aren’t swimming upstream just to keep pace.

Andy: Can you share a moment when you choose between doing what was popular and what was right?

May Wah: I once had to deliver difficult news I knew wouldn’t be well received. I chose transparency over delay or softening the message.

It was uncomfortable in the short term, but it built trust. Credibility comes from aligning words with actions.

Andy: How do you manage work-life balance in a high-pressure role?

May Wah: I see it as work-life integration. Some weeks, work takes priority. Other weeks, family does. The key is being present where you are.

I recharge through running, travel, and family time, and set boundaries to protect my energy. It’s less about perfect balance – more about intentional presence.

Andy: What would true equity in leadership look like to you – and what’s one uncomfortable truth we must face?

May Wah: True equity is when we no longer say, “female leader” – just “leader”.

The hard truth is we still lose many women mid-career because workplaces fail to support them during key life stages. Until we close those structural gaps, equity will remain out of reach.

Andy: Thank you for sharing your story, May Wah. It’s a powerful reminder that leadership is both a mindset and a mission – shaped by the challenges we face and the change we choose to create.

May Wah's story reflects the wider purpose of our ‘Her Path, Your Opportunity’ series – to spotlight the diverse journeys of women at Michael Page who continue to redefine leadership.

Read more:
11 traits you need to be a highly effective leader
Why recognising women in leadership and their achievements matter
The value of mentorship and sponsorship, and what it can do for your company

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