by Caroline | Jan 26, 2016 | benefits of diversity, bottom line value of gender diversity, gender balance, gender inclusive, gendered definitions of leadership, images of leadership, invisible mind-sets, invisible mind-sets, Masculine Feminine Difference, obstacles for women in business, Organizational culture, progress of women, unconscious bias, unconscious images, unconscous mind-sets, understanding difference, value of difference |
Yes, there is progress in seeing more women at leadership levels in business; but the pace remains glacial. We need to understand the reasons at the deepest level – so we can pick up the pace and capture the known benefits. I was invited to post a blog on the London School of Economics Business Review. I used the opportunity to express my thoughts on the root cause. I hope you’ll read it!
by Caroline | Dec 9, 2015 | double bind, double bind, feminine leadership strengths, Gender Balance, Gender diversity, gender diversity in leadership, gendered definitions of leadership, images of leadership, unconscous mind-sets, women in leadership, women masculine style |
Unconscious gender bias doesn’t’ appear exclusively in the corporate world. As illustrated by a true story a friend recently told me, it resides in small business, too. Our unconscious (and gendered) images of leadership are everywhere. In a family business, a woman who had worked for years was passed over when the founder retired — by a much less experienced, but male, relative. How can we broaden our “pictures” of leadership?
by Caroline | Dec 2, 2015 | double bind, double bind, feedback, gender bias, gender communication, gender stereotypes, gendered definitions of leadership, judging difference, masculine communication style, unconscious bias, women aggressive communication, Women in management, women masculine style |
She is “helpful” but “too assertive.” He “shows initiative” and “solves problems.” Research shows that the language used in performance reviews for men and women is very different. The language clearly reflects underlying gender bias. Can making managers more aware of their language actually uproot and change gender biases?
by Caroline | Sep 9, 2015 | double bind, double bind, gendered definitions of leadership, masculine communication style, masculine workplace, obstacles for women in business, progress of women, Strengths of women's leadership, unconscious images, unconscous mind-sets, Women in management |
New research confirms what we know. Being one of very few women in a “male-dominated” organization or field can be stressful. Researchers found high levels of the stress hormone cortisol (“linked with later negative health outcomes”) in women in this situation. Even in industries where women are well represented, men dominate upper levels of management. It is stressful to walk the tightrope of the “double bind” and work to be heard and seen as competent. So my guess is that this research is applicable to many many women in business.
by Caroline | Jul 22, 2015 | feminine leadership strengths, Masculine Feminine Difference, unconscious mind sets, unconscous mind-sets, understanding difference |
Have you ever seen people not only judge, but actually fear, a way of doing things different from their own way? I already knew that leaders may not think of women because they do not “look the part.” Now I know they may actually fear giving assignments and promotions to a woman. They have a harder time envisioning her succeeding. And they may fear that her different (feminine) approach will not get as good a result as the more common (masculine) approach.
by Caroline | Jul 15, 2015 | comfort principal, double bind, gender bias, gendered definitions of leadership, generational differences, generations at work, invisible mind-sets, obstacles for women in business, unconscious mind sets |
Are obstacles for women in the workplace likely to disappear when Millennials run the world? In our workshops, we address the unconscious “mind-sets” that still affect women’s ability to reach their potential. We are often asked if these issues are disappearing in the younger generations in today’s workforce. Do young people truly have a less “gendered” view of leadership qualities? Will their images of leadership and success be less predictably masculine? Will gender diverse leadership be the norm?