by Caroline | Aug 20, 2013 | better decisions, feminine thinking, Gender difference, Gender diversity, gender inclusive, Inclusion, Inclusive culture, Inclusive leadership, Masculine Feminine Difference, masculine thinking |
The prototypical masculine world view and feminine world view are different. The masculine sees things hierarchically. The feminine sees things in terms of relationships. One “driver” of differences in behavior is the differences in thinking. The male brain is wired for focus and linear thinking. The female brain is wired to gather and synthesize.The reason better decisions come from gender-diverse groups is because of the balance of these two ways of thinking. We need both!
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 | 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.
