by Caroline | Apr 17, 2015 | appreciating difference, benefits of diversity, business value of gender diversity, comfort principal, Diversity and engagement, double bind, gender bias, Gender difference, Inclusion, Inclusive leadership, invisible mind-sets, leveraging differences, Masculine Feminine Difference, obstacles for women in business, obstacles to gender diversity, unconcscious bias, unconscious mind sets, women in business, women in leadership |
Rich and I delivered a well-received workshop at the third annual WILD Summit (Women Inspiring Leadership Development from the Women’s Council of the Leeds School of Business at CU). We framed as choice (the conference theme) the ability to value and leverage both masculine and feminine strengths. We demonstrated that being able to choose which is most effective in a particular situation is an important career skill. Appreciating both approaches makes one a better and more inclusive leader; the result is broader team engagement, leading to better results. We tackled the subject of how masculine-feminine differences run up against unconscious biases or mindsets, creating obstacles for women in business – and, therefore, gender diversity.
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.
