To be honest, I never planned to work on layoffs.
In fact, I always tried to avoid them.

But over the years, I kept getting pulled into the same stressful situations.
Founders & CEOs forced to make hard decisions.
Senior leaders suddenly facing exits they didn’t choose (despite stellar performances).

And both sides carrying more risk than they realised.

I’ve spent 15+ years in recruitment and talent acquisition, working with startups, scale-ups, and leadership teams across growth and contraction.

I’ve seen what happens when exits are rushed, poorly framed, or left unmanaged.

For Founders & CEOs:
->Reputation damage on LinkedIn and Glassdoor.
->Higher risk of lawsuits for wrong practice.
->Loss of trust from the team that stays.
->Hiring becoming slower, harder, and more expensive.

For Senior Talents:
->Financial loss for 6-8 months in average.
->Loss of confidence and career clarity.
->Reactive job searches (100+ applications -> 0 interview).
->Strong careers drifting into compromised next moves (stress, salary, no other choice).

That’s the intersection I work in today.

I support Founders & CEOs through a confidential, outplacement retainer service designed to reduce risk on both sides of the exit.

Instead of leaving HR to manage everything, or asking employees to “figure it out,”
I step in as a neutral, experienced partner.

Advising founders on timing, messaging, and sequencing.
Protecting employer brand and internal morale.
Helping senior talents reposition their CVs, LinkedIn profiles, and job search strategy.
Preparing them to re-enter the market with credibility and momentum.

One approach.
One standard.
One accountable partner.

For Founders & CEOs, this is about leadership, reputation, and future hiring.
For Senior Talents, it’s about dignity, direction, and control over what comes next.

I typically work with:
*Asia-based Founders & CEOs
*Tech / SaaS / Startups (10–200 employees)
*Senior professionals navigating voluntary or involuntary career transitions

This isn’t generic coaching.
It’s structured risk management for moments that define careers and companies.

If you’re a Founder or CEO navigating exits — or a Senior Leader impacted by one —
and want to handle it properly, you know where to find me.

All conversations are confidential.

Frederic Bonifassy

High-performing leaders don't stall in Asia because they lack skills.
They stall because culture rewrites the rules, and no one gives you the playbook.

If you're leading in Vietnam, China, or across Asia, you've felt this:
• You adapt fast, but trust stays thin.
• You deliver, but early missteps cost momentum.
• You sense the codes, but playing them feels like shrinking.
• You need traction now, but trial-and-error is too expensive.

You don’t need to become someone else to lead here.
You need your leadership to translate.

I coach global leaders across Vietnam and Asia, helping you build credibility early, earn trust fast, and accelerate execution in complex cultural environments.


What we work on
• Decoding cultural cues without losing yourself
• Leading with presence that lands locally
• Creating alignment, ownership, and delivery from Day 1
• Performing under pressure with clarity and resilience

Because when your leadership lands,
➝ Teams move faster
➝ Decisions stick
➝ Trust compounds
➝ Impact becomes visible


Who I work with
• Expats leading in Vietnam (or relocating soon)
• Regional leaders managing multicultural Asia teams
• Global Vietnamese navigating cross-border authority
• HR & Talent Leaders building culture that holds


Why clients trust me
• Former AB InBev Partner, Asia
• 20+ years leading teams across France, China & Vietnam
• Executive coaching grounded in business reality, not theory
• Strategic clarity + operational traction under pressure


If you’re stepping into Vietnam or Asia and want to land stronger, faster:
Start with the Vietnam Credibility Hub: Decoder • Masterclass • Call (link in bio & featured section)


Keystoners - Julie Sivan 

P.S. French-Vietnamese. I’ve been the outsider, the bridge, and the decision-maker. No superpowers: just hard-earned cross-cultural clarity.

Julie Sivanthaphanith

1 team. 8 nationalities. 11 people.
0 shared playbook - until recently.

How do you build trust across cultures
when one team holds multiple definitions of trust?

Vietnamese, Filipino, Indonesian, Chinese, Singaporean, Thai, Australian, and French

The kind of workshop I love running!

The regional leader, a few months into the role, said:
“𝘐 𝘵𝘩𝘰𝘶𝘨𝘩𝘵 𝘵𝘩𝘢𝘵 𝘸𝘦’𝘳𝘦 𝘣𝘢𝘴𝘪𝘤𝘢𝘭𝘭𝘺 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦,
𝘯𝘰𝘸 𝘐 𝘴𝘦𝘦 𝘩𝘰𝘸 𝘤𝘶𝘭𝘵𝘶𝘳𝘢𝘭 𝘧𝘳𝘪𝘤𝘵𝘪𝘰𝘯𝘴 𝘪𝘮𝘱𝘢𝘤𝘵 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦.”

This is a first-class team:
High expertise. Global exposure. Strong drive.

They saw cultural differences every day.
But they just didn’t work through them.

Trust defaulted to competence, hierarchy, and speed.
Dialogue came later, if at all.
Reflection stayed private.
Silence passed for agreement.

No conflict. Just weight.

Trust existed, but unevenly.
Different rules at the same time.

That’s the moment trust stops being a feeling
and becomes a 𝘀𝘆𝘀𝘁𝗲𝗺 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

𝗧𝗲𝗮𝗺𝗢𝗦 exists for that moment:
a leadership operating system I created,
that design how trust, decisions, and alignment actually work across cultures.
So teams stop guessing and start moving together.

We made trust explicit instead of assumed.
Clarified what alignment really meant.
Redesigned decision moments so they no longer compensated for invisible gaps.

Energy came back. Decisions landed faster.
Trust stopped being emotional labor, and became infrastructure.

Traction, without the emotional tax.

If your diverse team is capable but feels heavier every quarter, the issue isn’t trust.

It's a system left to interpretation.

And interpretation is expensive.

Question worth sitting with:
Where is your team still guessing how trust is supposed to work?

Julie Nguyen Sivanthaphanith

The Leadership Coach for Expats in Vietnam & Global Vietnamese • I make sure you thrive in & from this Culture | Corporate & Individual trainings

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The Battle

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Julie Sivanthaphanith

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The Battle

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Julie Sivanthaphanith's LinkedIn Performance

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