What is the BUILD leadership model in *Saving Face*?

The BUILD model outlines five pillars for effective leadership: - **Benevolence**: Show genuine care for others. - **Understanding**: Learn cultural and individual nuances. - **Interacting**: Communicate respectfully across differences. - **Learning**: Continuously adapt and grow. - **Delivery**: Follow through on commitments.

Saving Face

Q: What is *Saving Face* by Maya Hu-Chan about?

*Saving Face* explores the Chinese cultural concept of "face" (dignity, reputation, and social standing) and its global relevance in leadership and cross-cultural relationships. Maya Hu-Chan provides actionable strategies, like her BUILD model, to help leaders preserve dignity, foster trust, and navigate diverse teams effectively.

How to Preserve Dignity and Build Trust

Maya Hu-Chan

3.78 (54 Reviews)

Overview of Saving Face

In "Saving Face," Maya Hu-Chan redefines an Asian concept as a universal leadership principle. Endorsed by Marshall Goldsmith and Frances Hesselbein, it reveals how preserving dignity builds trust across cultures. What if the secret to effective leadership isn't power, but honoring others' humanity?

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Intro

Summary of Saving Face

1
The Invisible Currency That Powers Every Human Connection
00:00
00:00
A homeless man walks into Carnegie Deli and asks for food. Rather than accept charity, he insists on trading a coupon for half a sandwich-refusing the handout until he can give something in return. This small moment reveals something profound: dignity isn't a luxury reserved for boardrooms and diplomatic summits. It's the oxygen of human interaction, and when it's stripped away, relationships suffocate. For 2,500 years, cultures worldwide have understood this invisible force as "face"-the social currency that determines whether doors open or slam shut, whether teams thrive or fracture, whether careers soar or stall. What if the key to every meaningful connection in your life isn't what you say, but how you make others feel about themselves? Face isn't about avoiding awkward moments at dinner parties. It's the composite of your self-esteem, reputation, status, and fundamental sense of worth-all rolled into one invisible bank account that others constantly withdraw from or deposit into. Every time you express genuine gratitude, amplify someone's contribution, or have their back when things go sideways, you're making deposits. Every dismissive comment, public criticism, or moment of disregard? That's a withdrawal. This isn't cultural relativism or Eastern mysticism. It's universal human psychology. Whether you're negotiating in Shanghai or Seattle, managing in Mumbai or Munich, everyone shares the same core needs: appreciation, respect, authenticity, and consideration. Face is simply the framework that makes these needs visible and actionable.
2
The Architecture of Dignity and the Cost of Its Collapse
A COO faced a finance director whose department suffered a major theft. Rather than public accountability, she met privately, acknowledged the severity without humiliation, and helped shift focus from shame to solutions. The result was fierce loyalty and renewed commitment. She understood that firmness and kindness aren't opposites - they're partners in preserving someone's fundamental worthiness. Spilled water doesn't flow back into the glass. Once you've humiliated someone, that relationship changes permanently. Technology amplifies this danger - without vocal tone or body language, emails become Rorschach tests where recipients project their worst fears onto your words. Melissa, a Harvard graduate at a nonprofit, posted campus photos celebrating her achievement. Her Lebanese community responded with social media shaming for "showing off." She stopped posting, stopped celebrating, internalized shame for succeeding. John, a brilliant but abrasive coaching client, would dismiss colleagues' ideas with curt "no" responses. The breakthrough came when I connected his kung fu interest to leadership - Bruce Lee taught that mastery requires knowing yourself and creating opportunities. John learned to see colleagues as allies and practice collaborative responses. The transformation wasn't about being "nicer" - it was recognizing that his words were withdrawals from accounts he couldn't afford to deplete.
3
Authenticity Over Empty Gestures and the Paradox of Face-Saving Leadership
A cashier's mechanical "Have a nice day" isn't face-saving-it's verbal wallpaper. Authentic face-saving requires genuine intention: preserving dignity while maintaining accountability. When Chinese engineers received a 200-page English manual minutes before training, understanding only 20 percent, they sat silently confused rather than admit incomprehension. The solution wasn't lowering standards-it was emotional intelligence. We slowed the pace, created space for group questions (reducing individual exposure), provided advance documentation with graphics, and incorporated hands-on learning. Daniel Pink's research shows knowledge workers value recognition over money. Creative public recognition-like a California leader who gave personally selected beach rocks as meaningful tokens-signals that contributions matter. These aren't perks; they're strategic deposits in the face bank that fuel engagement. Here's the paradox: authentic face-saving isn't soft-it's a hard skill requiring emotional intelligence and courage. Too many leaders confuse it with conflict avoidance or tolerating poor performance. Steve Jobs valued debate like a "rock tumbler"-rough friction that polishes ideas. He created environments where team members felt valued regardless of who was right. When everyone knows their input matters, the best ideas emerge and dignity remains intact.
Chapter 4
Psychological Safety and Dismantling Invisible Barriers
Google's study of 180+ teams revealed success depends not on who is on a team but how members interact. The crucial factor? Psychological safety-the belief you won't be rejected for expressing ideas or making mistakes. Creating this environment requires three commitments: establishing turn-taking so everyone speaks equally, self-checking negative behaviors like sarcasm, and maintaining high social sensitivity to nonverbal cues. But psychological safety isn't enough. You must eliminate insider/outsider dynamics-those subtle divisions where certain members have privileged access to information or decision-making. When Noah works remotely and misses important decisions, or when informal networks form around smoke breaks, you've created unequal playing fields. Leaders must actively dismantle these barriers by sharing information transparently, including all parties in decisions, explaining unwritten rules, and amplifying unheard voices. These aren't nice-to-have practices-they're essential architecture for teams where dignity flows equally to every member.
Chapter 5
Building Relationships Like Architecture Through the BUILD Model
Most people approach business relationships reactively, hoping the right connection appears. Effective leaders act like architects-intentionally designing structures that serve specific purposes and endure. The BUILD model provides the blueprint. **Benevolence** creates loyalty through genuine care balanced with accountability. A hotel owner who helped staff with dental bills and accident costs built relationships lasting decades beyond his death. **Understanding** requires multiple perspectives: your gut reaction, empathetic consideration of others' positions, a meta view setting aside biases, and a helicopter perspective seeing the entire system. **Interaction** transcends words. Studies show only 7 percent of communication comes from actual words-the remaining 93 percent derives from body language, tone, rhythm, pace, and volume. "Well, that's just great" could be genuine praise or biting sarcasm. **Learning** keeps the structure adaptive through passion, practice, persistence, and pattern recognition. **Delivery** converges everything-applying benevolence with accountability, understanding team dynamics, maintaining regular interaction, and continuously learning about objectives. This comprehensive approach particularly benefits global leaders working across cultures and time zones.
Chapter 6
Owning Your Story and Amplifying Your Voice in Leadership
Women leaders face persistent challenges - pay gaps, harassment, and subtle authority undermining. Dr. Darlene Solomon, Agilent's CTO, built relationships with male colleagues who'd competed for her position by meeting individually, listening to concerns, and respecting their expertise. Patty McKay demonstrated cultural intelligence when implementing a leadership model called "COME" in South Korea. Recognizing its inappropriate English connotation, she wrote the explanation on paper and suggested "E-COM," preserving everyone's face. Frances Hesselbein, former Girl Scouts CEO active at 103 as president of her Leadership Institute, never planned her career but explored every open door. For women in male-dominated spaces, four strategies prove essential: Create command presence through professional appearance and confident posture. Understand and use hierarchy - ensure your proper title is used. Avoid reinforcing stereotypes like bringing coffee. Show up as an accomplished veteran - confident, comfortable, willing to share successes and failures. Our internal dialogue shapes our lives. Change your story by developing a growth mindset, thinking in the "now," and treating yourself with respect.
Chapter 7
The Thread That Connects Everything: Face as Daily Practice
Every offense-being ignored, dismissed, or treated unfairly-ultimately involves a loss of face. "It's not fair" or "it's the principle" comes down to dignity. Face works equally powerfully as a positive force. When a website representative proactively saved me $300, he wasn't just solving a problem-he was honoring my face and earning my loyalty. Consider feedback-leaders' most immediate responsibility in saving face. A simple correction to a Filipino salesperson about checking with the service department nearly cost his resignation because he interpreted it as a character attack. Negative feedback triggers the brain's threat response, creating stronger memories than positive ones. Research shows people leave jobs primarily because they don't feel appreciated-not compensation or growth. Face permeates every interaction as "imperceptible to most, but unmistakably apparent to those who understand its reach." You'll impact others' sense of worth today-the question is whether you'll do so with intention, recognizing that dignity freely given returns compounded.

Key Themes in Saving Face

cross-cultural intelligence
preserving human dignity
social capital management
psychological safety
intercultural conflict resolution

Quotes from Saving Face

Face represents far more than avoiding embarrassment-it's the fundamental currency of human dignity.
Authentic face-saving requires genuine intention, not empty platitudes.
Face encompasses your self-esteem, self-worth, identity, reputation, status, pride, and dignity.
We all share the same fundamental human needs-appreciation, respect, authenticity, and consideration.

Characters in Saving Face

Maya Hu-ChanAuthor and global leadership expert
MelissaHarvard graduate used as a case study on shame
Sara KonrathResearcher who studied empathy trends

About the Author

Maya Hu-Chan, bestselling author of Saving Face, is an internationally recognized leadership expert, executive coach, and cross-cultural management authority. A Top 8 Global Solutions Thinker (Thinkers50) and World’s Top 30 Leadership Guru, her work focuses on fostering trust, dignity, and inclusive leadership in global organizations. Her insights draw from decades of coaching Fortune 500 executives and founding Global Leadership Associates, a consultancy specializing in bridging multicultural workplace challenges.

Hu-Chan’s acclaimed book Global Leadership: The Next Generation, a Harvard Business School Working Knowledge recommended title, established her as a visionary in developing adaptable leaders for interconnected teams. A columnist for Inc.com and contributing author to 14 business books, she merges academic rigor—including a master’s degree from the University of Pennsylvania—with real-world experience as a former CEO and broadcaster.

Saving Face became an Amazon #1 bestseller, with translations spanning multiple languages, and remains a go-to resource for leaders navigating identity, respect, and collaboration in diverse environments. Born in Taiwan and based in San Diego, Hu-Chan’s bilingual fluency and cross-cultural perspective underpin her global credibility.

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FAQs About This Book

Saving Face explores the Chinese cultural concept of "face" (dignity, reputation, and social standing) and its global relevance in leadership and cross-cultural relationships. Maya Hu-Chan provides actionable strategies, like her BUILD model, to help leaders preserve dignity, foster trust, and navigate diverse teams effectively.

This book is ideal for leaders, managers, and professionals working in multicultural environments. It’s particularly valuable for those seeking to improve empathy, resolve conflicts, and build inclusive workplaces through culturally aware communication.

Yes—the book offers practical tools for improving cross-cultural collaboration and leadership effectiveness. Its blend of real-world anecdotes, frameworks like BUILD, and focus on preserving dignity makes it a timeless resource for global professionals.

The BUILD model outlines five pillars for effective leadership:

Benevolence: Show genuine care for others.
Understanding: Learn cultural and individual nuances.
Interacting: Communicate respectfully across differences.
Learning: Continuously adapt and grow.
Delivery: Follow through on commitments.

Losing face refers to damaging one’s dignity, reputation, or social standing—often through public embarrassment, broken trust, or disrespect. Hu-Chan emphasizes proactive strategies to avoid causing others to lose face, such as active listening and culturally sensitive feedback.

The book contrasts Eastern collectivist values (where face is tied to group harmony) with Western individualist perspectives. Hu-Chan provides examples of misinterpretations, like direct criticism in hierarchical cultures, and offers solutions to bridge these gaps.

Absolutely. The book teaches leaders to recognize subtle cues (e.g., silence, indirect requests) that signal discomfort in diverse teams. By prioritizing empathy and cultural awareness, managers can resolve tensions and strengthen collaboration.

Some readers note the concepts lean heavily on Eastern cultural frameworks, requiring adaptation for predominantly Western teams. However, most praise its actionable advice for globalized work environments.

Hu-Chan highlights virtual communication pitfalls, like tone misinterpretation in emails, and advises leaders to clarify intent, acknowledge contributions publicly, and avoid unilateral decisions to maintain trust across distances.

As workplaces grow more global and hybrid, understanding cultural nuance remains critical. The book’s focus on dignity, adaptability, and inclusive leadership aligns with modern DEI initiatives and remote management challenges.

“Face is the currency of trust in relationships.”
“To give face is to create loyalty; to cause loss of face is to breed resentment.”

These emphasize the lifelong impact of dignity in professional interactions.

Unlike general leadership guides, Saving Face uniquely integrates cultural anthropology with practical tools for global teams. It complements books like The Culture Map by focusing specifically on dignity-driven communication.

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LEARNING PLAN

Voice of the True Self

In an era of superficial communication, finding your genuine resonance is a competitive advantage. This plan is designed for leaders and speakers who want to bridge the gap between their inner identity and their public presence by removing physical and mental blocks.

1 h 12 m•3 Sections

LEARNING PLAN

The Psychology of Human Connection

In an era where digital barriers are rising, mastering the mechanics of face-to-face influence is a critical competitive advantage. This plan is essential for leaders, negotiators, and anyone looking to turn social interactions into meaningful strategic connections.

1 h•4 Sections

LEARNING PLAN

The Hidden Language of Trust

In an era of digital disconnect, mastering the nuances of human behavior is essential for effective leadership and conflict resolution. This plan is designed for professionals and negotiators who need to read between the lines and build psychological safety in high-stakes environments.

2 h 18 m•3 Sections

LEARNING PLAN

Be a respected person

In today’s interconnected world, personal character and emotional intelligence are the ultimate currencies for professional and personal success. This plan is ideal for aspiring leaders and professionals who want to transition from being merely liked to being deeply respected and influential.

6 h 29 m•4 Sections

LEARNING PLAN

Command respect and presence naturally

This plan is essential for professionals and aspiring leaders who feel overlooked or struggle to assert themselves in high-stakes environments. It provides a comprehensive roadmap for transforming internal self-belief into a powerful external presence that commands natural authority.

5 h 12 m•4 Sections

LEARNING PLAN

The Hidden Drivers of Human Behavior

Understanding the unseen psychological forces that dictate our actions is essential for effective leadership and communication. This plan is ideal for professionals, managers, and anyone looking to master social intelligence and group dynamics.

30 m•3 Sections

LEARNING PLAN

Lead with Courage and Care

This learning plan is designed for leaders who struggle with people-pleasing or conflict avoidance. It provides the psychological tools and structural frameworks needed to transition from hesitant management to confident, respected leadership.

1 h 12 m•3 Sections

LEARNING PLAN

The Charisma Blueprint

In an era where soft skills drive professional success, mastering the mechanics of influence is essential. This plan is designed for leaders and professionals looking to transform social anxiety into a strategic advantage through structured communication frameworks.

1 h 36 m•4 Sections

Explore Your Way of Learning

Saving Face isn't just a book — it's a masterclass in Leadership. To help you absorb its lessons in the way that works best for you, we offer five unique learning modes. Whether you're a deep thinker, a fast learner, or a story lover, there's a mode designed to fit your style.

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Saving Face

Overview of Saving Face

Summary of Saving Face

The Invisible Currency That Powers Every Human Connection

The Architecture of Dignity and the Cost of Its Collapse

Authenticity Over Empty Gestures and the Paradox of Face-Saving Leadership

Psychological Safety and Dismantling Invisible Barriers

Building Relationships Like Architecture Through the BUILD Model

Owning Your Story and Amplifying Your Voice in Leadership

The Thread That Connects Everything: Face as Daily Practice

Key Themes in Saving Face

Quotes from Saving Face

Characters in Saving Face

About the Author

Download Summary of Saving Face

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FAQs About This Book

What is Saving Face by Maya Hu-Chan about?

Who should read Saving Face?

Is Saving Face worth reading?

What is the BUILD leadership model in Saving Face?

How does Saving Face define “losing face”?

What cultural differences does Saving Face address?

Can Saving Face improve workplace communication?

What are common criticisms of Saving Face?

How does Saving Face apply to remote teams?

Why is Saving Face relevant in 2025?

What quotes from Saving Face are impactful?

How does Saving Face compare to other leadership books?

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Explore Your Way of Learning

Quick Summary Mode

Read or listen to Saving Face Summary in 9 Minutes

Fun Mode

Saving Face Lessons Told Through 22-Min Stories

Personalize Mode

Experience Saving Face in your own learning style

See More Stories?

Summary of Saving Face

The Invisible Currency That Powers Every Human Connection

The Architecture of Dignity and the Cost of Its Collapse

Authenticity Over Empty Gestures and the Paradox of Face-Saving Leadership

Psychological Safety and Dismantling Invisible Barriers

Building Relationships Like Architecture Through the BUILD Model

Owning Your Story and Amplifying Your Voice in Leadership

The Thread That Connects Everything: Face as Daily Practice

Users also liked

Discover more