I recently traveled to Turkey and saw a living (actually NOT living) example of how importance diversity is. At the formation of the country of Turkey, there was a “population exchange” between Greece and Turkey. Christians were sent to Greece; Muslims were sent to Turkey. Christians and Muslims had lived peacefully together for generations. Towns lost the diversity in their populations. And, as a result, towns died. Difference works! It does not work to eliminate difference. The town of Kayakoy is a memorial to the importance of difference.
The masculine form of influencing others is based on a hierarchical world-view. The feminine form is based on building and maintaining relationships. Those (men and women) who influence in a masculine way command, tell, and demonstrate dominance. Men and women who influence in a feminine way do so through persuasion. We can wisely use our understanding of these differences, and the strengths of each approach, to be more effective. Our understanding and appreciation of these differences enables us to be more inclusive. Leader who appreciate these differences are aware that they can create obstacles, for example, for feminine leaders who do not “lead from the front.” They can see leadership strengths in those who lead collaboratively.
There are two “languages” in the workplace — masculine and feminine. We use the term “Frax-wise” to describe people who understand, appreciate and leverage both masculine and feminine ways. (We are all “Frax,” a combination of Fran, the feminine prototype, and “Max,” the masculine.) If I am personally Frax-wise, I know which “language” is most effective in which circumstances. In working with others, as a Frax-wise person, I do not take speech styles literally; I know Fran may simply not be expressing his or her ideas powerfully and Max (though sounding confident) may be expressing an opinion. As a Frax-wise leader, I understand that these differences may create obstacles for those who speak “Fran” and I can lower those obstacles. I can be an inclusive leader and get the upsides of gender diversity.
To avoid stereotyping, I use a prototype named Fran to describe feminine approaches to work and a prototype named Max to represent masculine approaches. All of us are both Fran and Max; we are “Frax.” A person who understands and appreciates both approaches can be “Frax-wise. in the sphere of personal effectiveness, a Frax-wise individual can shift his or her approach depending on the circumstance. In the sphere of relationships — working with and leading others — being Frax-wise enables one to appreciate and leverage difference, increasing engagement. In the sphere of organization, Frax-wise leaders understand how differences in Fran and Max create obstacles to gender diversity — and eliminate them.
Differences can be the source of judgment and tension. Understanding can lower judgment and enable appreciation and leveraging. The sequence is: awareness, understanding, appreciation, leveraging. If we can understand and appreciate masculine-feminine differences, we gain insights and skills that enable us to appreciate and leverage all kinds of differences.