by Caroline | Apr 6, 2016 | appreciating difference, benefits of diversity, bottom line value of gender diversity, gender diversity in leadership, unconscious bias, unconscious mind sets, understanding difference, understanding difference, workshops gender diversity |
Unconscious gender bias is the root cause of business’ slow progress in capturing the business benefits of gender diversity. Having unconscious bias is simply human as Shankar Vedantam shows in his book “The Hidden Brain.” It is hard to change ways we aren’t even aware we have been wired, taught or acculturated to think. Our approach starts with helping people understand and appreciate both masculine and feminine strengths – in men and women.
by Caroline | Feb 11, 2014 | bottom line value of gender diversity, business case for gender diversity, business value of gender diversity, feminine strengths, gender diversity in leadership, Inclusive culture, Inclusive leadership, Inclusivity, Masculine Feminine Difference, strengths of feminine approaches, Strengths of feminine leadership, workshops gender diversity |
Men in my workshops used to hesitate to claim feminine strengths, perhaps concerned they would be called a “sissy.” In my book and workshops, I use prototypes for masculine and feminine – Max and Fran. Men in our workshops seem comfortable acknowledging their “Fran” strengths. Maybe it is because more of them understand the value of gender diversity. Some may be convinced, e.g., by the work of McKinsey & Co. and John Gerzema, that leadership must include feminine as well as masculine perspectives. Valuing feminine strengths personally enables authenticity, effectiveness and health. Valuing feminine strengths in others contributes to inclusivity, which drives engagement and results.
by Caroline | Jan 15, 2014 | gender communication, Gender difference, Men and women at work, women and business development, women and confidence, women and sales, workshops gender differences |
In my book and blogs, I explore differences in masculine and feminine approaches to work — e.g., the value of relationships, structure, decision-making, work style and communication style. There are strengths and limitations to the feminine approach. One limitation is in selling products, services and one’s self. The feminine approach avoids the hard sell and tooting one’s own horn. I teach this difference. Yet I am personally hampered by the feminine approach to self-promotion. I have hired a coach to help me LEARN to toot my own horn and be more effective at having others see the value of what I offer.
by Caroline | Jul 31, 2013 | appreciating difference, business case for gender diversity, Gender difference, Gender diversity, generations at work, Masculine Feminine Difference, progress of women, training gender difference, training gender differences, workshops gender differences, workshops gender diversity |
My company, DifferenceWORKS is celebrating three years in business. Although women have been in the business world for decades, women are far from proportionally represented at upper levels in business. There is a compelling business case for gender diversity; businesses do better with women and men leading together. I set out to make a difference in this area. Birthdays are good times to review accomplishments; I chronicle what DifferenceWORKS has done in its first three years.