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 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.
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 | May 14, 2013 | Business Case, Business Results, Gender Balance, Gender diversity, progress of women, Talent pipeline, Women in management |
Warren Buffet has joined the conversation about the importance of having women, as well as men, in leadership positions in business. He stresses men’s self-interest in leveraging the talents of women. Business has done great using only 50% of the talent pool, with women essentially “on the shelf.” It will do better with the talents of 100% of the workforce.
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.
