by Caroline | Apr 15, 2014 | balance of masculine and feminine, bottom line value of gender diversity, collaborative leadership style, Gender difference, Gender diversity, gender stereotypes, Masculine Feminine Difference, masculine strengths, Men and women at work, obstacles to gender diversity, unconscious images, women masculine style |
In this guest blog, Rich Grenhart looks at the evolution of attitudes about gender relations. As we better understand the value of masculine and feminine approaches for both genders, we can observe and even affect the evolution of thinking. There are vestiges of the “might makes right” world of the caveman in businesses that value competition over collaboration. John Gerzema thinks it is time to have a balance of masculine and feminine ways of thinking and leading. Understanding that masculine and feminine qualities arise in both genders frees men to demonstrate feminine strengths and women to demonstrate masculine strengths. The pace of reaching gender equality has been too slow. We need to contribute to the evolution toward gender equity!
by Caroline | Mar 18, 2014 | benefits of diversity, bottom line value of gender diversity, business value of gender diversity, Gender diversity, gender diversity in leadership, gender stereotypes, gendered definitions of leadership, invisible mind-sets, Lean In, Men and women at work, obstacles to gender diversity, unconscious images, unconscious mind sets, value of diversity, Women in management |
One of the mindsets that create obstacles for women in the workplace is “unconscious images.” We have mental pictures of how leadership looks and what women want and can do. In our workshops, we bring this and other mindsets to conscious awareness. In the news, we see women leaders and experts, including Fortune 500 CEO’s. Lean-In.org and Getty Images have joined these efforts to broaden our images of women’s potential. They have published a gallery of 2,500 images of women and men that challenge old stereotypes.
by Caroline | Jul 16, 2013 | appreciating difference, Balance of masculine feminine, better decisions, Difference, Effectiveness, Gender difference, gender stereotypes, Inclusive leadership, leveraging differences, Masculine Feminine Difference, obstacles to gender diversity, strengths of feminine approaches, strengths of masculine approaches |
If feminine ways of making decisions are “Fran,” and the masculine approach to decision-making is “Max,” we are all “Frax.” We are “Frax-wise” when we can use and appreciate both approaches. In the area of decision-making, Max’s approach (the masculine)) is to focus on the goal and approach it in a logical, linear and efficient way. Fran focuses also on the process, gathers ideas, involves others and synthesizes input. Both ways are valuable in different circumstances. Frax-wise people know when to use which; they appreciate someone whose approach is different from their own and know the value of having both on a team. Frax-wise leaders know this difference can create obstacles and work to lower those obstacles.
by Caroline | Jul 1, 2013 | appreciating difference, Balance of masculine feminine, Difference, Diversity and engagement, Effectiveness, engagement, Engagement, Gender diversity, gender inclusive, gender stereotypes, Inclusive culture, Inclusive leadership, Leveraging Difference, Masculine Feminine Difference, Organizational culture, Strengths of feminine leadership, understanding difference |
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.
by Caroline | Jun 4, 2013 | Business Case, Business Results, Difference, Gender Balance, Gender difference, Gender diversity, gender stereotypes, gender stereotypes, Masculine Feminine Difference, Stereotypes, strengths of feminine approaches, strengths of masculine approaches |
In my quest for gender diversity in leadership, I use the concepts “masculine” and “feminine.” And I use prototypes of each. My point is to avoid stereotyping men and women. I use a common understanding of these concepts to help people see the strengths of both AND to see that both men and women have both. Using different terminology would not make my point as clearly.
