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 | Jan 7, 2015 | appreciating difference, benefits of diversity, bottom line value of gender diversity, business value of gender diversity, gender communication, gender diversity in leadership, invisible mind-sets, Lean In, Masculine Feminine Difference, roots of masculine feminine differences in nature, women self promotion, women tooting own horn |
Joanne Lipman’s recent article in the WSJ provides a “guide” for men to women at work. She says that women get enough advice and provides some to men. Men should understand that women have a different way of speaking; they should not wait for women to raise their hands; they should not fear that a woman will cry and should give direct feedback. And they should recognize that women work hard for the credibility that comes automatically to them. Good advice!
by Caroline | Dec 10, 2013 | bottom line value of gender diversity, business case for gender diversity, comfort principal, gender diversity bottom line, gender diversity in leadership, gender inclusive, Inclusion, Inclusive leadership, invisible mind-sets, obstacles to gender diversity, unconscious images, unconscious mind sets | Send to Kindle What stands in the way of women reaching the top? What prevents businesses from getting the promise of gender diversity? Lots of leaders appreciate the value of developing and promoting women. Lots of businesses take effective actions. Yet women are...
by Caroline | Oct 16, 2013 | balance of masculine and feminine, business case for gender diversity, comfort principal, double bind, gender inclusive, Inclusive culture, Inclusive leadership, invisible mind-sets, invisible mind-sets, leading from the front, Masculine Feminine Difference, obstacles for women in business, unconscious mind sets |
There are three unconscious “mind-sets” that give rise to obstacles for women in business. They are the double bind, the comfort principle and unconscious images of leadership. We all have both masculine and feminine ways; we call that being “Frax”–a blend of the prototype of the masculine (Max) and the prototype of the feminine (Fran). Being “Frax-wise” is being “gender intelligent.” Frax-wise leaders are conscious of the mind-sets that create barriers and so work to lower them.
by Caroline | Oct 9, 2013 | bottom line value of gender diversity, Business Case, double bind, double bind, invisible mind-sets, invisible mind-sets, judging difference, obstacles to gender diversity, progress of women, women masculine style |
Unconscious mind-sets are at the root of the barriers that cause women in business to disengage and not reach their potential. These are the obstacles to gender diversity. One is the “double bind.” If you are aware of this (it is not unconscious), you can alter your thinking and behavior. Women can whine and call “unfair” (it isn’t). But it is a reality. They can improve their skill of reading situations and choosing whether to operate in a masculine or feminine way. They can help others see this invisible barrier but must avoid defensiveness.
by Caroline | Sep 4, 2013 | business case for gender diversity, causes of disengagement, comfort principal, double bind, Gender diversity, invisible mind-sets, Masculine Feminine Difference, obstacles to gender diversity, progress of women, Sheryl Sandberg Lean In, unconscious images |
I am seeing more and more focus on the issue of why there are not more women at the leadership level of U.S. business. Yet there is so little progress. I agree with other experts that the causes exist at the unconscious level. Our goal is to create awareness of the invisible obstacles to gender diversity at the top — the double bind, the comfort principle and unconscious images. Lowering these obstacles starts with awareness. Like the blind spot in our car, once we know about it, we can manage it. We can change mind-sets once they are conscious.