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Richard Hua shared thisMy heart was bursting with joy this past weekend as my daughter, Kiera Hua, married her best friend, Curtis Nishihira. ❤️ As my wife, Antonette Hua, and I walked her down the aisle, I was smiling ear to ear while crying tears of joy at the same time. There are moments in life when years of memories are condensed into a few seconds. I thought about meeting Kiera for the first time when we adopted her in Guangzhou, China, at 14 months old. I thought about the little girl we brought home who smiled and laughed all the time, who loved sweets, and who hated the feeling of sand on her feet. I thought about the first time she said, "Baba." ("Dad" in Mandarin.) And then I looked beside me and saw this remarkable young woman beginning a whole new chapter of her life. What a journey it has been. The road has been long and winding, with breathtaking highs and frighteningly dark lows. Through it all, Kiera has become stronger and wiser. Antonette and I are enormously proud of the woman she has become—resilient, kind, determined, joyful, and deeply loving toward her friends and family. This wedding wasn’t simply a celebration of a happy occasion. It was a celebration of who she has become. And somehow, my heart got to swell twice that day. Our son, Stephen Hua, officiated the wedding. His words were thoughtful, funny, wise, and deeply personal. Hearing one of my children speak so beautifully about the other brought tears to my eyes all over again. And then there is Curtis. Curtis, I am so grateful for who you are and the way you love our daughter. You are kind, considerate, adaptable, fun-loving, driven, and a wonderful partner to her. (You also love Star Wars and the MCU, which is a plus.) What I treasure most is that the two of you aren’t simply in love. You’re best friends. You laugh together. You support one another through thick and thin. You bring out the best in each other. (And the fact that you convinced Kiera to take up skiing despite her utter disdain for cold weather is truly a miracle.) That’s a beautiful foundation for a marriage. People sometimes talk about marriage as "giving away" a daughter, but that’s not how it felt to us. We aren’t losing a daughter. We’re gaining a son and another family. Kiera and Curtis now have two families who love them deeply, are cheering for them, and will be there for them through whatever life brings. May your life together be filled with love, laughter, grace, growth, soup, boba, pickleball, and many adventures. I can't wait to see the beautiful future you create together, Mr. and Mrs. Nishihira! ❤️
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Richard Hua shared thisBefore I was a Solutions Engineer or Worldwide Head at Amazon, my career dream was to be a gas station attendant. Let me explain. As a 3-year-old boy in Taiwan, riding on the back of my dad's scooter, I'd ask every few minutes, "Papa, want to get some gas?!" (He didn't need that much fuel.) I loved pumping gas. It was really fun. I truly believed that I'd be really happy doing that for a living. That little boy faced a quirky challenge that I see many adults face today: 𝗪𝗲 𝗮𝗿𝗲 𝘁𝗲𝗿𝗿𝗶𝗯𝗹𝗲 𝗮𝘁 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝘄𝗶𝗹𝗹 𝗺𝗮𝗸𝗲 𝘂𝘀 𝗵𝗮𝗽𝗽𝘆. We chase the law degree, the investment banking role, or the promotion and end up no happier than before. Or, worse yet, we're miserable. That's the trap of the mindset of "I'll be happy when..." You may not be. And you're unhappy the whole way there. Harvard psychologist Daniel Gilbert has spent decades studying “affective forecasting”—how well we predict our future emotions. One of the key findings: we’re surprisingly bad at predicting how future events will make us feel. So how do we solve the "unhappy future" conundrum? Here are 3 things to do: 1️⃣ 𝗥𝗲𝗽𝗹𝗮𝗰𝗲 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲 Talk to people who already have what you want and ask them how they actually feel. In Gilbert's research, people's experiences often predicted how others would feel better than detailed information about the experience itself. 2️⃣ 𝗥𝘂𝗻 𝗲𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝗺𝗮𝗸𝗶𝗻𝗴 𝗴𝗶𝗮𝗻𝘁 𝗯𝗲𝘁𝘀 Before I left Amazon, I worked with AWS customers around the world and kept hearing the same request: keynotes, workshops, and deeper EQ work for their orgs. When I made the leap, I had strong evidence of demand. 3️⃣ 𝗗𝗶𝘀𝗰𝗼𝘂𝗻𝘁 𝘁𝗵𝗲 𝗯𝗶𝗴 𝗺𝗼𝗺𝗲𝗻𝘁𝘀 We tend to overestimate both how intensely and how long future events will affect us. Promotions, rejections, wins, and setbacks matter—but often not as much, or for as long, as we imagine. In the end, that little boy on the scooter wasn't making serious plans for his future. He was just happy that his dad let him pump gas. 👉 What’s something you thought would make you happy—but didn’t? Or something that made you much happier than you expected? ----- ♻️ Like and share if your colleagues and friends need to hear this ➕ Follow Richard Hua for more tips on happiness, health, and success
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Richard Hua shared thisOne of my favorite research findings is from MIT: women make teams smarter. This is what I recently told a group of women leaders at the Women in AI Leadership event, sponsored by AWS. They appreciated the science, of course! But the full finding is even better, and it matters for every leader building a team in the AI era. Researchers put nearly 700 people into small teams and gave them a range of tasks: visual puzzles, brainstorming, moral judgments, negotiations. Some teams did better across the board. The researchers called it 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲. Here's what I find most fascinating: collective intelligence had little to do with the average IQ or the highest IQ on the team. What did predict it: 1️⃣ Social sensitivity: how well team members read each other's emotions. 2️⃣ Conversation turn-taking: members providing space for others to speak. Teams where one or two people dominated the conversation were less intelligent. 3️⃣ The proportion of women on the team: this is related to the first factor. On average, the women scored higher on social sensitivity. So the lever is social sensitivity. It's EQ, not IQ. And it's a skill anyone can build. This matters now more than ever. AI can give every team more IQ on demand. It can't read the room for you. Not surprisingly, the room underlined the research. I asked leaders from Open AI, Netflix, Pinterest, EA, Airbnb, and AWS, "What is one thing leaders are doing that is working in the AI era?" Their answers were the most insightful set I've heard yet: → Leading from the front and by example → Asking for feedback on what's working and not working → Being vulnerable and sharing use cases, wins, and challenges → Making a safe space to learn and experiment What impressed me was that they went beyond the obvious answers (provide access to AI tools, offer AI skills training, etc.) and talked about the most important facet of leadership in the AI era--the human factor. Thank you to Shaheen Fernandes, Erin Quinn, Lauren Larscheid, and the AWS team for hosting, and to every leader who brought so much energy and wisdom to that room. 👉 What's something you've seen or done that made a team smarter? I'd love to see in the comments! ----- ♻️ Like and share if this could help a colleague or leader build a smarter team. ➕ Follow Richard Hua for more EPIQ success tips
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Richard Hua shared thisI was thrilled to hear from Chris Voss. He just messaged me to let me know that he had an awesome time being interviewed on Amazon Talks, a podcast I launched 6 years ago at the company. I had made the introduction to my friends and current hosts, Sara Pedersen and Randi Larson. Here is one of my favorite Chris Voss techniques that I have shared with thousands of leaders all over the world. Two magical create oxytocin and earn trust: “that’s right.” Enjoy.Richard Hua shared thisThe moment someone says “That’s right,” you know they feel understood. It’s not enough to understand someone. They have to feel that you understand them.
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Richard Hua shared thisIn the early years of my marriage, I kept failing the person I loved most. Not on purpose. My wife would come to me hurting, and most of the time, she'd walk away feeling unheard, like I was trying to fix her instead of understand her. My intentions were good. My skills were rudimentary. I didn't know how to ask real questions. I didn't know how to sit with someone's pain without rushing to solve it. Unpleasant emotions, hers and mine, made me uncomfortable, so I did the engineer thing and tried to "resolve" them as fast as possible. And when I kept getting it wrong, I told myself a story. "I'm just not good at this. I wasn't born with the empathy gene. What's the point? I stink at it, and it's too hard." That story felt like honesty. It was a trapdoor. Because if empathy is something you're either born with or you're not, then failing means you should quit. But here is the reality: empathy is not fixed. It's a skill that can be developed. There are specific things you can learn. How to ask a better question. How to stay quiet a beat longer. How to sit in the discomfort instead of running away from it. And the discomfort I was so afraid of? It was never going to kill me. I just wasn't used to it yet. The research backs this up. People with a growth mindset respond differently to failure. They pay more attention to their mistakes, persist longer, try different strategies, and are more likely to learn and improve. Research also suggests the story we construct about our setbacks matters. People who find growth in difficult experiences tend to show greater well-being, self-compassion, and forgiveness. The story you tell yourself about a failure shapes what you do next—and who you become after it. Same failure. Two different stories. Two different futures. Eventually I changed my story. I stopped treating "I'm bad at this" as a judgment and started treating it as a starting point. I tried again. I got it wrong again. I tried again. "I'm not good at this" became "I'm not good at this...yet." Slowly, the skill came. I love this definition of FAIL: First Attempt In Learning. (For me, it was the second and third attempt too, but you get the idea.) The same guy who couldn't do this at his own kitchen table went on to teach EQ and empathy to hundreds of thousands of leaders globally. Now that's what I call irony. So if I can change, you can change. Your mindset about failure is within your control. Change the story, and you change the outcome. 👉 What's a failure you reframed, and how did it help you grow? I'd love to hear! ----- ♻️ Like, share, and repost if your colleagues and friends need to hear this ➕ Follow Richard Hua for more EPIQ success tips
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Richard Hua shared thisI just got called out by Chris Yeh, Reid Hoffman's "Blitzscaling" co-author, in front of a live podcast audience. Chris was recording an episode of the Silicon Valley Podcast with host Shawn Flynn. Someone in the room asked him how he became friends with so many "rich, famous and powerful" people. His answer was profoundly simple: "I became friends with them before they were rich, famous, and powerful." Then he used me as his example. He told the room he met me when I was just coming off over two decades of missionary work. I hadn't done anything significant in the tech world yet. Now, when people ask him how he knows Rich Hua, "the world's leading expert on EQ who is super influential all over the world," he tells them the story. I was honored that he mentioned me, especially considering the company I'm in (“friends of Chris Yeh”). Chris made friends with people who were interesting and fun to be around. The fame and fortune came later, if at all. I've watched plenty of smart, ambitious people do the reverse. They build relationships based on title and treat everyone like a sales prospect. They give "networking" a bad name. It rarely works. People can feel it when you're disingenuous. In the EPIC framework I created at Amazon, the C stands for 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻. It's based on genuine interest in and curiosity about another person. It's both a quality (actually wanting to learn) and a skill (knowing how to have a conversation). AI can draft you an eloquent email. It can't make you curious about the person on the other side. Here's the part that made the moment especially cool. That podcast only happened because I introduced Chris to Shawn. One of my favorite things to do is connect people with each other. I knew these two would click. They're both smart, ambitious, generous people making a positive difference with their lives. Most introductions result in a nice coffee or Zoom meeting. (Which is a perfectly good outcome.) This one turned into a conversation on: ✨ Why knowing what people pay attention to is now a real competitive advantage ✨ Where AI could threaten human happiness, and where it could add to it ✨ Why spending time with younger generations keeps you from developing blind spots ✨ The personal value of mentorship Here is one of my core philosophies of life: Make friends wherever and whenever you can. Then introduce them to each other. You never know what magic might happen from there. One of them might be a guy coming back from decades of missionary work who becomes Chief EQ Evangelist at a Fortune 10 company. Thank you, Chris, for advising me when I was making the biggest (and scariest) career pivot of my life. And thank you, Shawn, for a conversation I'll be thinking about for a long time. 👉 Who's someone you became friends with before they were "somebody"? I'd love to hear the story! ----- 🎙️ Full episode links in the comments. You'll walk away happier. ♻️ Like and repost to benefit your colleagues and friends.
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Richard Hua shared thisI've coached many high-performing leaders who push their people hard. Many of them have the same blind spot I had. For years, I had a simple leadership playbook: set high expectations, hold people accountable, provide lots of feedback along the way. Push hard, deliver results, and we all grow and succeed. They may not like it at the time, but they'll thank me later. Then one of my people told me, "Why are you so hard on me all the time? Do you really dislike me that much?" That's when it hit me. My standards were fine. My people just didn't believe I cared. (The irony was that I did care. But if people don't believe you care, the effect is the same. Your leadership comes across as demanding rather than inspiring.) Here's what changed for me, and what I've taught tens of thousands of leaders at Amazon and beyond: 1️⃣ 𝗦𝘁𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻. Say it out loud: "I'm telling you this because I believe in you, and I am confident you will rise to the occasion." You may need to say it more than once, especially when the pressure is high or the feedback is particularly tough. 2️⃣ 𝗔𝗹𝗶𝗴𝗻 𝘁𝗵𝗲 𝗽𝘂𝘀𝗵 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗶𝗿 𝗴𝗼𝗮𝗹𝘀. Find out what motivates them: gaining experience, learning a new skill, expanding their influence. When you push someone in service of their own goals, the challenge makes sense. Now the pressure is not a demand but an investment. One of my favorite analogies is a great personal trainer. They regularly push you past your comfort zone (some days they believe in your potential more than you do). They do all this to help you achieve your goals. And what would you call a personal training session where you felt totally comfortable and barely broke a sweat? A waste of money. Great leaders work the same way. They push you and give you honest feedback, backed by genuine belief in you. Being uncomfortable is a feature, not a bug. As Harvard psychologist Susan David says, "Discomfort is the price of admission to a meaningful life." I'd add that it's also the price of admission to meaningful work. High expectations and high care produce inspiring leadership. That combination brings out the best in others and makes them want to stick around. 👉 Who is a leader who pushed you hard and also believed in you? How did it impact you? I'd love to hear in the comments! ♻️ Like, share, and repost if your colleagues and friends could use a reminder. ➕ Follow Richard Hua for more EPIQ success tips.
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Richard Hua shared thisI had two different global roles at Amazon, both of which involved a lot of stress. Good thing stress was my friend. My days were filled with high expectations, ambiguous environments, long hours, skeptical leaders, and constant reinvention. This was true as Business Development Manager for Aurora PostgreSQL and then as Worldwide Head of EPIC. Like many, I considered stress my enemy for many years. Things changed after I watched Kelly McGonigal's TED talk, "How to Make Stress Your Friend." I figured I'd try it. It worked. And there is solid research behind it. McGonigal, a health psychologist at Stanford, points to a study that tracked 30,000 adults for 8 years. The people under heavy stress had a 43% higher risk of dying. But only if they also believed stress was bad for them. The people under the same stress who didn't see it as harmful? They were the least likely to die in the entire study, including those with very little stress. It wasn't the stress that was hurting people. It was the belief that stress was hurting them. Researchers estimated that over those 8 years, 182,000 people died early, not from stress, but from believing it was bad for them. So here's the first belief worth challenging: 𝗦𝘁𝗿𝗲𝘀𝘀 𝗶𝘀 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗲𝗻𝗲𝗺𝘆. 𝗧𝗵𝗲 𝘀𝘁𝗼𝗿𝘆 𝘆𝗼𝘂 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗮𝗯𝗼𝘂𝘁 𝗶𝘁 𝗶𝘀. See your pounding heart and sweaty palms as your body rising to a challenge rather than falling apart, and your physiology shifts. Your blood vessels stay relaxed. Your body shows up less like anxiety and more like excitement. That reframing is a self-management skill, and it sits at the heart of EQ. McGonigal's second big finding is the one that fewer people talk about. And it challenges an even deeper belief. Under pressure, most of us do the same thing: we hunker down, protect ourselves, and stop giving. We go into survival mode. The research says that instinct is backwards. In another study she cites, every major hardship raised the risk of dying by 30%. But not for everyone. The people who spent time caring for others showed zero stress-related increase in death. Zero. Here's the neurobiology: stress doesn't just release cortisol (a well-known fact), it also releases oxytocin, a hormone that pushes you toward people. Your body is nudging you to connect with others because connection is what helps you recover. So here's the second belief to challenge: 𝗛𝗲𝗹𝗽𝗶𝗻𝗴 𝗼𝘁𝗵𝗲𝗿𝘀 𝘂𝗻𝗱𝗲𝗿 𝘀𝘁𝗿𝗲𝘀𝘀 𝗺𝗮𝗸𝗲𝘀 𝘆𝗼𝘂 𝗺𝗼𝗿𝗲 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝘁, 𝗻𝗼𝘁 𝗹𝗲𝘀𝘀. This is why I've never believed emotional intelligence is "soft." Reframing your stress is EQ. Helping others when your instinct says otherwise is EQ. Both are skills you can develop. As a recovering "genius robot," I'm living proof of it. 👉 What story have you been telling yourself about stress? I'd love to hear in the comments. ----- ♻️ Like, share, and repost to help your colleagues and friends ➕ Follow Richard Hua for more EPIQ success tips
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Richard Hua shared thisThis is a really important message for all of us who value our brains. Small habits can have big impact. For better or for worse.Richard Hua shared thisAI is junk food for your brain. (New in Fast Company.) This is a piece I’ve been working on for a while. It feels kind of important. If it moves you, please share. https://lnkd.in/guR3DS7e
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Richard Hua reacted on thisRichard Hua reacted on thisLast night’s fourth edition of "Hard Things: Physical AI" was our best yet. Chris Yeh is one of Silicon Valley’s sharpest—and fastest—thinkers. His insights-per-hour rate is genuinely hard to match, and the conversation covered far more ground than a typical panel. We had a full house at Foley & Lardner LLP. Thank you to Louis Lehot for the partnership and for hosting us, as always. The full video is coming soon. Subscribe to Mavka Events on Luma: https://luma.com/mavka to get an invitation to the next Hard Things conversation.
Experience & Education
Licenses & Certifications
Volunteer Experience
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Project Mentor - "Leading Creativity and Innovation" Course
Stanford University Graduate School of Business
- 2 years 1 month
Science and Technology
Provide project topics and mentor GSB students in "Leading Creativity & Innovation" course.
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Volunteer Consultant
Exceptional Kids Soccer (E-soccer)
- 11 years 1 month
Children
E-soccer is a groundbreaking soccer program that brings together both typical and special needs kids in a fully-inclusive environment (www.e-soccer.org). Played many roles for the organization including coach, volunteer recruitment manager, and parent liaison.
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Volunteer Community Coordinator
HOPE Worldwide
- 6 years 3 months
Health
Helped organize volunteer groups of up to 2,000 people for projects in Manila, Philippines and SF Bay Area.
Publications
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Build an Innovator’s Mindset: How emotional intelligence can supercharge transformation
AWS Executive Insights
See publicationInnovation isn't just a cognitive process—it's also an emotional one. In this e-book, I explore how emotional intelligence (EQ) is the secret ingredient that supercharges transformation, from managing stress and building psychological safety to fostering the kind of generative conflict that leads to breakthrough ideas. Drawing on neuroscience, AWS's EPIC Leadership framework, and my own journey, I share practical tools leaders can use to help their teams innovate continuously — not just…
Innovation isn't just a cognitive process—it's also an emotional one. In this e-book, I explore how emotional intelligence (EQ) is the secret ingredient that supercharges transformation, from managing stress and building psychological safety to fostering the kind of generative conflict that leads to breakthrough ideas. Drawing on neuroscience, AWS's EPIC Leadership framework, and my own journey, I share practical tools leaders can use to help their teams innovate continuously — not just occasionally. Because to win hearts and minds, leaders need far more than a great strategy.
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Deepening Your Defenses Why CISOs must lead with emotional intelligence to maximize cybersecurity outcomes.
The Washington Post
Cybersecurity leaders who invest in emotional intelligence gain a powerful edge — not just in managing their teams, but in driving better security outcomes. AWS's EPIC Leadership framework (Empathy, Purpose, Inspiration, Connection) gives CISOs practical tools to build psychologically safe teams, reduce burnout, and make faster, clearer decisions under pressure. With nearly half of cybersecurity leaders expected to leave their roles due to burnout, emotionally intelligent leadership isn't a…
Cybersecurity leaders who invest in emotional intelligence gain a powerful edge — not just in managing their teams, but in driving better security outcomes. AWS's EPIC Leadership framework (Empathy, Purpose, Inspiration, Connection) gives CISOs practical tools to build psychologically safe teams, reduce burnout, and make faster, clearer decisions under pressure. With nearly half of cybersecurity leaders expected to leave their roles due to burnout, emotionally intelligent leadership isn't a soft skill — it's a strategic imperative.
Other authorsSee publication -
What surprising skills do leaders need to innovate with generative AI?
The Guardian
See publicationGenerative AI demands more than technical skills. The leaders who will thrive are those who combine digital literacy with emotional intelligence, including adaptability, curiosity, and comfort with ambiguity. Leaders must also master two key capabilities: regulating their stress response to think more clearly under pressure, and fostering a culture of trust and intelligent failure that empowers teams to experiment boldly with AI. In the end, succeeding with generative AI is less about knowing…
Generative AI demands more than technical skills. The leaders who will thrive are those who combine digital literacy with emotional intelligence, including adaptability, curiosity, and comfort with ambiguity. Leaders must also master two key capabilities: regulating their stress response to think more clearly under pressure, and fostering a culture of trust and intelligent failure that empowers teams to experiment boldly with AI. In the end, succeeding with generative AI is less about knowing the technology and more about winning the hearts and minds of your people.
Courses
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Assembly Language (VAX 11/750)
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Compiler Design
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Complex Data Structures
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Computer Architecture
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Digital & Analog Circuit Design
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Economics
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Efficient Algorithms & Intractable Problems
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German
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Graph Theory & Combinatorics
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Psychology
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Software Development (Lisp, C, Assembly)
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Honors & Awards
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2021 Amazon Deliver Results Award
AWS WW Specialist Org - Database Team
This award goes to the employee that most embodies Amazon's Leadership Principle of Deliver Results. "Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle." The RDS/Aurora GTM Specialist team delivered outsized results in 2021, helping the overall database sales org exceed their goals.
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2021 Amazon Hire & Develop the Best Award
AWS WW Specialist Org - Industry & Segments Team
This award is given to the employee who typifies the Amazon Leadership Principle of Hire and Develop the Best. "Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development." Recognized for launching and scaling the EQ@Amazon initiative and positively impacting…
This award is given to the employee who typifies the Amazon Leadership Principle of Hire and Develop the Best. "Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development." Recognized for launching and scaling the EQ@Amazon initiative and positively impacting the lives and careers of 100,000+ Amazonians over the past few years.
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MVP Sales Consulting Manager - Cloud Success Team Collaboration - FY16Q3
Oracle Corporation
Awarded for excellence in collaborating with Cloud Success Managers to enable customer success and drive adoption of Oracle Public Cloud among Enterprise customers.
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MVP Solutions Engineer of the Quarter - FY14Q2
OracleDirect - North America Enterprise Technology Sales Division
Recognizes Solutions Engineer who makes the greatest contribution to the organization across both U.S. sales hubs.
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Sudden Impact Award - Solutions Engineer - FY14Q1
OracleDirect - North America Enterprise Technology Sales Division
Recognizes Solutions Engineer who makes an immediate and significant contribution
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Edward Kraft Scholarship
UC Berkeley
Awarded to top 100 Freshmen based on academic achievement.
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Regents' & Chancellor's Scholarship
UC Berkeley
University of California's most prestigious academic distinction
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Eta Kappa Nu
Mu Chapter - Berkeley
Electrical & Computer Engineering Honor Society
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Golden Key International Honour Society
UC Berkeley Chapter
Recognizes scholastic achievement and excellence among college students
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Tau Beta Pi
California Alpha Chapter - Berkeley
Engineering Honor Society
Test Scores
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SAT
Score: 1600/1600
Languages
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Chinese
Limited working proficiency
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German
Limited working proficiency
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Latin
Limited working proficiency
Organizations
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Mensa Society
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Toastmasters International
President, OracleDirect Toastmasters
-Advanced Communicator Silver Advanced Leader Bronze Led club to achieve President's Distinguished status for the first time in its history
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