What is your preferred communication style when mentoring (in-person, video conference, phone, informal check-ins, structured meetings, etc.)?
In-Person, Video Conference, Email, Phone Call, Text / SMS.

Why do you want to become a mentor in this program?
I had the privilege of serving as a mentor in last year’s cohort, and it was one of the most meaningful professional experiences I’ve had in recent years. Seeing growth, confidence, and clarity develop in someone else—while also learning from their perspective—reminded me of how important it is to give back through time, guidance, and genuine connection.

Throughout my career, I’ve been fortunate to have mentors who opened doors and offered honest insight at pivotal moments. Serving as a mentor allows me to pay that forward—to help young professionals navigate challenges, strengthen their leadership, and see the broader purpose behind their work.

Hawai‘i’s next generation of leaders will shape not only our economy but also our communities and values. If my experience in public service, business, and community work can offer even a small measure of encouragement or perspective, then it’s an honor to contribute.

What specific skills, knowledge or experience can you share with your mentee?
I hope to share lessons learned from working at the intersection of leadership, community service, and complex organizational management. My experience leading the Hawai‘i Public Housing Authority—one of the largest in the nation—has taught me the importance of integrity, accountability, and empathy in decision-making.

Beyond public service, I can offer practical insights from building and managing businesses, navigating government partnerships, and leading diverse teams through periods of change. I’ve also learned how to balance vision with discipline—how to translate ideas into achievable goals without losing sight of the human impact behind each decision.

Equally important, I hope to share the “soft skills” that shape meaningful leadership: listening deeply, communicating clearly, and leading with compassion. My goal is to help my mentee identify their own strengths, think strategically, and cultivate a sense of purpose that sustains them throughout their career.

What are your expectations for a mentor-mentee relationship?
I see the mentor-mentee relationship as a partnership built on trust, openness, and mutual respect. My main expectation is that we create a safe space for honest conversation—where questions, challenges, and even uncertainties can be shared without hesitation.

I don’t expect perfection or constant progress; I value authenticity and a willingness to learn. I hope my mentee feels empowered to set their own goals, to think critically about their path, and to use our discussions as a sounding board for growth.

In turn, I expect to learn from my mentee’s experiences and perspective. Every generation faces new realities, and these exchanges help both of us grow. Ultimately, my goal is to foster a relationship that continues beyond the program—one grounded in encouragement, shared learning, and purpose.

How do you approach problem-solving and conflict resolution?
I approach problem-solving by first seeking understanding before seeking solutions. I believe most conflicts or challenges arise from incomplete information, differing perspectives, or unmet expectations—so the first step is to listen carefully and create space for all voices to be heard.

Once the issue is clearly understood, I focus on identifying shared goals and areas of alignment. I’ve found that people are more willing to collaborate when they feel respected and part of the solution. I emphasize facts, transparency, and empathy—addressing the issue, not the person.

When decisions must be made, I balance logic with compassion, always keeping in mind the broader impact on people and community. To me, true resolution isn’t just about ending disagreement—it’s about restoring trust and ensuring that everyone walks away feeling valued.

For problem-solving, I focus on identifying the root cause rather than just addressing symptoms. I break complex challenges into manageable components, evaluate potential solutions, and prioritize those that align with long-term goals. Strategic thinking and adaptability are key to finding innovative yet practical solutions.

When it comes to conflict resolution, I emphasize maintaining professionalism and fostering mutual respect. I aim to create a space where open and honest communication can occur, seeking common ground while addressing concerns. My experience managing large teams, diverse stakeholders, and high-pressure situations has taught me the importance of patience, empathy, and objectivity in resolving disagreements.

Ultimately, I strive to turn problems and conflicts into opportunities for growth, improvement, and stronger relationships. My goal is to lead by example, promoting a collaborative and solutions-focused mindset.

How do you envision success for your mentee, and how will you measure it during the program?

For me, success in this program isn’t defined by titles, promotions, or immediate results—it’s about growth, clarity, and confidence. I would consider the mentorship successful if my mentee leaves the program with a stronger sense of purpose, greater self-awareness, and practical tools to navigate their professional journey.

I hope my mentee will feel more comfortable asking difficult questions, more confident making decisions, and more grounded in their personal and professional values. Progress can be seen in small but meaningful ways—greater focus, better communication, and the ability to turn challenges into opportunities for learning.

Ultimately, success is when my mentee feels empowered to take the next step in their path with both courage and humility, knowing that they have someone who believes in them and will continue to support their growth beyond the program.