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	<title>Difference Works</title>
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	<link>http://difference-works.com</link>
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	<lastBuildDate>Tue, 14 May 2013 15:20:02 +0000</lastBuildDate>
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		<title>Warren Is in the House! Buffet Promoting Women</title>
		<link>http://difference-works.com/warren-is-in-the-house-buffet-promoting-women/</link>
		<comments>http://difference-works.com/warren-is-in-the-house-buffet-promoting-women/#comments</comments>
		<pubDate>Tue, 14 May 2013 15:20:02 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[Business Case]]></category>
		<category><![CDATA[Business Results]]></category>
		<category><![CDATA[Gender Balance]]></category>
		<category><![CDATA[Gender diversity]]></category>
		<category><![CDATA[progress of women]]></category>
		<category><![CDATA[Talent pipeline]]></category>
		<category><![CDATA[Women in management]]></category>
		<category><![CDATA[gender at work]]></category>
		<category><![CDATA[gender diversity]]></category>
		<category><![CDATA[men and women leading]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1833</guid>
		<description><![CDATA[Warren Buffet has joined the conversation about the importance of having women, as well as men, in leadership positions in business. He stresses men's self-interest in leveraging the talents of women. Business has done great using only 50% of the talent pool, with women essentially "on the shelf." It will do better with the talents of 100% of the workforce.]]></description>
		<wfw:commentRss>http://difference-works.com/warren-is-in-the-house-buffet-promoting-women/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>MEN AND WOMEN ARE FROM THE SAME PLANET</title>
		<link>http://difference-works.com/men-and-women-are-from-the-same-planet/</link>
		<comments>http://difference-works.com/men-and-women-are-from-the-same-planet/#comments</comments>
		<pubDate>Tue, 07 May 2013 16:46:16 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[gender stereotypes]]></category>
		<category><![CDATA[Inclusive culture]]></category>
		<category><![CDATA[Inclusive leadership]]></category>
		<category><![CDATA[Masculine Feminine Difference]]></category>
		<category><![CDATA[understanding difference]]></category>
		<category><![CDATA[difference at work]]></category>
		<category><![CDATA[Gender difference]]></category>
		<category><![CDATA[Mars and Venus]]></category>
		<category><![CDATA[masculine and feminine approaches]]></category>
		<category><![CDATA[masculine feminine continuum]]></category>
		<category><![CDATA[masculine-feminine difference]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1818</guid>
		<description><![CDATA[Recent research validates my view that we cannot stereotype men and women. Studies show that men and women operate along a continuum rather than demonstrating distinct psychological characteristics. The study debunks the "Mars and Venus" view of gender and validates the DifferenceWORKS approach. Understanding differences in masculine and feminine approaches, in both men and women, can make us more effective and more inclusive -- which is good for business.]]></description>
		<wfw:commentRss>http://difference-works.com/men-and-women-are-from-the-same-planet/feed/</wfw:commentRss>
		<slash:comments>5</slash:comments>
		</item>
		<item>
		<title>Must All Good Leaders “Lead from the Front”?</title>
		<link>http://difference-works.com/must-all-good-leaders-lead-from-the-front/</link>
		<comments>http://difference-works.com/must-all-good-leaders-lead-from-the-front/#comments</comments>
		<pubDate>Tue, 23 Apr 2013 16:09:03 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[collaborative leadership style]]></category>
		<category><![CDATA[Gender difference]]></category>
		<category><![CDATA[gendered definitions of leadership]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Masculine Feminine Difference]]></category>
		<category><![CDATA[Strengths of feminine leadership]]></category>
		<category><![CDATA[Strengths of women's leadership]]></category>
		<category><![CDATA[women and collaboration]]></category>
		<category><![CDATA[women and power]]></category>
		<category><![CDATA[Women in management]]></category>
		<category><![CDATA[collaborative leadership]]></category>
		<category><![CDATA[difference at work]]></category>
		<category><![CDATA[gender at work]]></category>
		<category><![CDATA[leading collaboratively]]></category>
		<category><![CDATA[masculine feminine differences]]></category>
		<category><![CDATA[masculine-feminine difference]]></category>
		<category><![CDATA[strengths of feminine leadership]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1803</guid>
		<description><![CDATA[Concepts of good leadership are often associated with how men tend to lead (masculine forms of leadership). The feminine form of leadership is different but equally effective. Sometimes the results achieved by women who exhibit feminine leadership styles are overlooked. The focus is on how they operate and how it is different from the norm. Getting gender diversity at the top requires that we expand our definitions of leadership.]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>“Gendered” Definitions of Leadership: Who Is “Decisive”?</title>
		<link>http://difference-works.com/gendered-definitions-of-leadership-who-is-decisive/</link>
		<comments>http://difference-works.com/gendered-definitions-of-leadership-who-is-decisive/#comments</comments>
		<pubDate>Tue, 16 Apr 2013 15:59:47 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[feminine leadership strengths]]></category>
		<category><![CDATA[Gender difference]]></category>
		<category><![CDATA[gendered definitions of leadership]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Masculine Feminine Difference]]></category>
		<category><![CDATA[Men and women at work]]></category>
		<category><![CDATA[Sheryl Sandberg Lean In]]></category>
		<category><![CDATA[Strengths of feminine leadership]]></category>
		<category><![CDATA[Strengths of women's leadership]]></category>
		<category><![CDATA[women and decisiveness]]></category>
		<category><![CDATA[difference at work]]></category>
		<category><![CDATA[gender at work]]></category>
		<category><![CDATA[gendered views of leadership]]></category>
		<category><![CDATA[masculine-feminine difference]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1797</guid>
		<description><![CDATA[By "gendered" definitions of leadership, I mean definitions of leadership that are based on masculine vs. feminine ways of leading. We may associate the term "decisive," with masculine ways of making decisions and solving problems. A feminine decision includes involving others, gathering ideas and processing input. This gets great results, but may be mistaken for indecisiveness.  I want people to appreciate both masculine and feminine ways of working and free concepts of leadership from notions of gender.]]></description>
		<wfw:commentRss>http://difference-works.com/gendered-definitions-of-leadership-who-is-decisive/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Enough about Leaning In! We Need to Become Bilingual!</title>
		<link>http://difference-works.com/enough-about-leaning-in-we-need-to-become-bilingual/</link>
		<comments>http://difference-works.com/enough-about-leaning-in-we-need-to-become-bilingual/#comments</comments>
		<pubDate>Tue, 09 Apr 2013 20:54:18 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[confidence]]></category>
		<category><![CDATA[Diversity and engagement]]></category>
		<category><![CDATA[gender communication]]></category>
		<category><![CDATA[Gender difference]]></category>
		<category><![CDATA[Gender diversity]]></category>
		<category><![CDATA[gender inclusive]]></category>
		<category><![CDATA[Lean In]]></category>
		<category><![CDATA[Masculine Feminine Difference]]></category>
		<category><![CDATA[Sheryl Sandberg]]></category>
		<category><![CDATA[understanding difference]]></category>
		<category><![CDATA[women and confidence]]></category>
		<category><![CDATA[diversity and inclusion]]></category>
		<category><![CDATA[engagement and inclusion]]></category>
		<category><![CDATA[gender at work]]></category>
		<category><![CDATA[inclusive culture]]></category>
		<category><![CDATA[masculine-feminine difference]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1791</guid>
		<description><![CDATA[Sandberg's advice fits into a large genre of advice for women on how to succeed in the masculine workplace. She correctly says women need to appear more confident. The typical man speaks with confidence even when he is wrong; the typical woman speaks more hesitantly even when she is sure. While advising women to learn to speak more confidently, we need to encourage leaders to understand the gender differences in communication. Translate vs. taking literally. Bilingual cultures (inclusive cultures) allow women to feel valued and be engaged. That's good for business.]]></description>
		<wfw:commentRss>http://difference-works.com/enough-about-leaning-in-we-need-to-become-bilingual/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>“Leaning In” to Be Quarterbacks!</title>
		<link>http://difference-works.com/leaning-in-to-be-quarterbacks/</link>
		<comments>http://difference-works.com/leaning-in-to-be-quarterbacks/#comments</comments>
		<pubDate>Tue, 26 Mar 2013 15:12:35 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[Gender diversity]]></category>
		<category><![CDATA[Lean In]]></category>
		<category><![CDATA[Men and women at work]]></category>
		<category><![CDATA[Sheryl Sandberg]]></category>
		<category><![CDATA[Sheryl Sandberg Lean In]]></category>
		<category><![CDATA[understanding difference]]></category>
		<category><![CDATA[women and ambition]]></category>
		<category><![CDATA[Women in management]]></category>
		<category><![CDATA[business case retention of women]]></category>
		<category><![CDATA[gender at work]]></category>
		<category><![CDATA[Lean in]]></category>
		<category><![CDATA[men and women at work]]></category>
		<category><![CDATA[retention of women]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1783</guid>
		<description><![CDATA[I respond to a football analogy about Sheryl Sandberg's book, Lean In. My brother suggested most women don't want to be at the top in the business world. Like a "tight end" on a football field, they should be happy with their role and not worry that they are not the quarterback. The point of Sandberg's book is that IF a woman wants to reach the top, she should lean in. My point is that the playing field is not level. Lots of women who are qualified to be quarterback are held back and hold themselves back.]]></description>
		<wfw:commentRss>http://difference-works.com/leaning-in-to-be-quarterbacks/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Adapting Our Behavior: Are We Being Inauthentic? Or Effective?</title>
		<link>http://difference-works.com/adapting-our-behavior-are-we-being-inauthentic-or-effective/</link>
		<comments>http://difference-works.com/adapting-our-behavior-are-we-being-inauthentic-or-effective/#comments</comments>
		<pubDate>Tue, 19 Mar 2013 17:00:56 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[adapting and effectiveness]]></category>
		<category><![CDATA[authenticity]]></category>
		<category><![CDATA[conforming and authenticity]]></category>
		<category><![CDATA[Diversity]]></category>
		<category><![CDATA[adapting and authenticity]]></category>
		<category><![CDATA[difference at work]]></category>
		<category><![CDATA[diversity and inclusion]]></category>
		<category><![CDATA[effectivness]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1756</guid>
		<description><![CDATA[It is natural for newcomers to observe a group's norms and conform their behavior. Adapting can be exhausting, especially if done unconsciously or for too long. But adapting our behavior is sometimes important for our effectiveness. If I "flex" to be more effective, I am not being inauthentic -- any more than I am inauthentic if I try to speak French in a meeting  in France!]]></description>
		<wfw:commentRss>http://difference-works.com/adapting-our-behavior-are-we-being-inauthentic-or-effective/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Ambition: Sandberg Says Women Need More of It</title>
		<link>http://difference-works.com/ambition-sandberg-says-women-need-more-of-it/</link>
		<comments>http://difference-works.com/ambition-sandberg-says-women-need-more-of-it/#comments</comments>
		<pubDate>Tue, 12 Mar 2013 15:51:50 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[ambition]]></category>
		<category><![CDATA[conforming and authenticity]]></category>
		<category><![CDATA[Gender difference]]></category>
		<category><![CDATA[Gender diversity]]></category>
		<category><![CDATA[Inclusive culture]]></category>
		<category><![CDATA[Inclusive leadership]]></category>
		<category><![CDATA[Masculine Feminine Difference]]></category>
		<category><![CDATA[Sheryl Sandberg Lean In]]></category>
		<category><![CDATA[women and ambition]]></category>
		<category><![CDATA[Women in management]]></category>
		<category><![CDATA[double bind]]></category>
		<category><![CDATA[inclusive culture]]></category>
		<category><![CDATA[masculine feminine differences]]></category>
		<category><![CDATA[Sheryl Sandberg]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1776</guid>
		<description><![CDATA[Sheryl Sandberg goes beyond the issue of "having it all." She suggests that women need to demonstrate more ambition. To avoid stereotyping, I suggest the question is whether women in general are less ambitious or express it differently. Sandberg is observing differences in how the prototypical male and female express ambition. The masculine way is to compete and win. Women in general are less likely to ask for what they want; they wait to apply for a position until they feel fully qualified; they have a harder time taking credit for their successes. We can coach women to appear more ambitious in the masculine way. I would like to see equal focus on coaching leaders to recognize and appreciate differences.]]></description>
		<wfw:commentRss>http://difference-works.com/ambition-sandberg-says-women-need-more-of-it/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>The Strengths of “Women’s Leadership”: Is There Any Such Thing?</title>
		<link>http://difference-works.com/the-strengths-of-womens-leadership-is-there-any-such-thing/</link>
		<comments>http://difference-works.com/the-strengths-of-womens-leadership-is-there-any-such-thing/#comments</comments>
		<pubDate>Tue, 05 Mar 2013 16:51:43 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[Balance of masculine feminine]]></category>
		<category><![CDATA[better decisions]]></category>
		<category><![CDATA[Business Results]]></category>
		<category><![CDATA[Engagement]]></category>
		<category><![CDATA[Gender Balance]]></category>
		<category><![CDATA[Gender difference]]></category>
		<category><![CDATA[Gender diversity]]></category>
		<category><![CDATA[Inclusive culture]]></category>
		<category><![CDATA[Inclusive leadership]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Leveraging Difference]]></category>
		<category><![CDATA[Masculine Feminine Difference]]></category>
		<category><![CDATA[Men and women at work]]></category>
		<category><![CDATA[Strengths of feminine leadership]]></category>
		<category><![CDATA[strengths of masculine approaches]]></category>
		<category><![CDATA[balance of masculine and feminine]]></category>
		<category><![CDATA[Business Case]]></category>
		<category><![CDATA[diversity and inclusion]]></category>
		<category><![CDATA[engagement and inclusion]]></category>
		<category><![CDATA[gender at work]]></category>
		<category><![CDATA[masculine feminine differences]]></category>
		<category><![CDATA[men and women at work]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1759</guid>
		<description><![CDATA[More and more studies link gender diversity and higher returns. Some suggest this is because of unique ways women lead. I disagree. All women do not lead alike. Both men and women lead in masculine ways; both have "feminine" elements to their leadership. The best leaders value and leverage both masculine and feminine strengths. When they do, more people feel valued -- and engaged. Having more women at the top makes it more likely a group will have a balance of masculine and feminine strengths; more likely more people are engaged; more likely decisions will be better.]]></description>
		<wfw:commentRss>http://difference-works.com/the-strengths-of-womens-leadership-is-there-any-such-thing/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Engagement and Diversity: Expanding Engagement for Better Results</title>
		<link>http://difference-works.com/engagement-and-diversity-expanding-engagement-for-better-results/</link>
		<comments>http://difference-works.com/engagement-and-diversity-expanding-engagement-for-better-results/#comments</comments>
		<pubDate>Tue, 19 Feb 2013 17:35:35 +0000</pubDate>
		<dc:creator>Caroline</dc:creator>
				<category><![CDATA[Business Results]]></category>
		<category><![CDATA[causes of disengagement]]></category>
		<category><![CDATA[Diversity and engagement]]></category>
		<category><![CDATA[Engagement]]></category>
		<category><![CDATA[engagement]]></category>
		<category><![CDATA[Inclusion]]></category>
		<category><![CDATA[Leveraging Difference]]></category>
		<category><![CDATA[Retention]]></category>
		<category><![CDATA[understanding difference]]></category>
		<category><![CDATA[Business Case]]></category>
		<category><![CDATA[difference at work]]></category>
		<category><![CDATA[Diversity]]></category>
		<category><![CDATA[diversity and engagement]]></category>
		<category><![CDATA[diversity and inclusion]]></category>
		<category><![CDATA[engagement and inclusion]]></category>

		<guid isPermaLink="false">http://difference-works.com/?p=1752</guid>
		<description><![CDATA[Common sense -- and studies -- confirm that engaged people do better work and are more likely to stay. Engagement is linked with retention, productivity and profitability. Feeling different -- like an "outsider" -- can undermine engagement.Spending energy figuring out the rules and fitting in takes energy away from quality and efficiency. In today's diverse workforce, leaders cannot engage everyone the same. Leaders must understand and appreciate difference to have broad engagement.]]></description>
		<wfw:commentRss>http://difference-works.com/engagement-and-diversity-expanding-engagement-for-better-results/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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