by Caroline | Dec 10, 2013 | bottom line value of gender diversity, business case for gender diversity, comfort principal, gender diversity bottom line, gender diversity in leadership, gender inclusive, Inclusion, Inclusive leadership, invisible mind-sets, obstacles to gender diversity, unconscious images, unconscious mind sets |
Send to Kindle What stands in the way of women reaching the top? What prevents businesses from getting the promise of gender diversity? Lots of leaders appreciate the value of developing and promoting women. Lots of businesses take effective actions. Yet women are...
by Caroline | Jul 1, 2013 | appreciating difference, Balance of masculine feminine, Difference, Diversity and engagement, Effectiveness, engagement, Engagement, Gender diversity, gender inclusive, gender stereotypes, Inclusive culture, Inclusive leadership, Leveraging Difference, Masculine Feminine Difference, Organizational culture, Strengths of feminine leadership, understanding difference |
To avoid stereotyping, I use a prototype named Fran to describe feminine approaches to work and a prototype named Max to represent masculine approaches. All of us are both Fran and Max; we are “Frax.” A person who understands and appreciates both approaches can be “Frax-wise. in the sphere of personal effectiveness, a Frax-wise individual can shift his or her approach depending on the circumstance. In the sphere of relationships — working with and leading others — being Frax-wise enables one to appreciate and leverage difference, increasing engagement. In the sphere of organization, Frax-wise leaders understand how differences in Fran and Max create obstacles to gender diversity — and eliminate them.
