by Caroline | Aug 13, 2013 | appreciating difference, collaborative leadership style, feminine leadership strengths, Gender difference, Inclusive leadership, invisible mind-sets, judging difference, leading from the front, Masculine Feminine Difference, Men and women at work, obstacles to gender diversity, Strengths of feminine leadership, strengths of masculine approaches, understanding difference, understanding 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.
by Caroline | Aug 6, 2013 | better decisions, Business Case, business case for gender diversity, Business Results, Engagement, feminine leadership strengths, Masculine Feminine Difference, progress of women, strengths of feminine approaches, Strengths of feminine leadership, strengths of masculine approaches, Strengths of women's leadership |
Leigh Buchanan’s article talks about a new book by John Gerzema, “Between Venus and Mars.” I see many parallels. Both our work and Gerzema’s are based upon the importance of employee engagement to productivity and profitability. We both see that women have typically conformed to masculine workplace values and styles. Most important, we agree that the workplace needs both masculine and feminine styles of leadership and that the best leaders combine strengths of both. We agree that the best decisions result from having both masculine and feminine thinkers involved and find value in both masculine and feminine forms of communication. We need more women in leadership because a balance of men and women means we are more likely to have a balance of masculine and feminine strengths. And that leads to better business results.
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 9, 2013 | appreciating difference, Business Case, Business Results, confidence, Diversity and engagement, Gender Balance, gender communication, gender inclusive, Inclusive leadership, judging difference, leveraging differences, Masculine Feminine Difference, obstacles to gender diversity, Strengths of feminine leadership, strengths of masculine approaches, understanding difference |
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.
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.
by Caroline | Mar 5, 2013 | Balance of masculine feminine, better decisions, Business Results, Engagement, Gender Balance, Gender difference, Gender diversity, Inclusive culture, Inclusive leadership, Leadership, Leveraging Difference, Masculine Feminine Difference, Men and women at work, Strengths of feminine leadership, strengths of masculine approaches |
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.
