panel: engaging men in gender competence

Engaging Men in Gender Competence

Men and Women Building Effective Partnerships at Work

Bonita Banducci650-529-9336 [email protected]

www.genderwork.comwww.gendercompetence.com

http://www.genderwork.com/

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Men’s and Women’s Cultures

INDIVIDUALISTIC• Emphasizing status and independence • Giving information only as needed • Doing one thing at a time • Step thinking—compartmentalizing and prioritizing

RELATIONAL• Connection• Sharing information • Doing many things at once • Web thinking—seeing all ramifications of a concern

Workbook page 6

©2009-2010 Banducci Consulting

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Views of CompetenciesWorkbook page 16


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CAVEAT

There Are NO Absolutes

Workbook page 7


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8 Cultures that Make Us Who We Are


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Workbook page 15


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A World of Innovation!

Workbook page 3

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Workshops and Resources

Gender and EngineeringINNOVATION—What’s Gender Got to Do With It?

Calling Out the Brilliance of Women

Bonita Banducci650-529-9336 [email protected]

www.genderwork.comwww.gendercompetence.com/publications


http://www.genderwork.com/

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Course Objectives

• “Mine the Gold” of each individual of your organization by understanding gender differences

• Build Collaboration and Innovation by identifying and permeating organizational culture with new competencies

• Increase Promotability of people who work effectively with different communication styles and competencies.

• Enrich Organizational Community Begin a dialogue for valuing differences to take into the workplace and the global marketplace.

Workbook page 1

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What You Will Learn--How To:• Understand Different Communication

Styles, brain science, perception and logic of men and women and how your words impact others.

• Create Your Own Solutions to Gender Issues: To eliminate blame and build understanding.

• Use New Rationales for dealing with persistent obstructions to organizational effectiveness.

• Acknowledge, Adapt, and Adopt for more effective communications and innovation.

• Permeate Organizational Culture with New Competencies— Empower Different Attributes of Leadership

Workbook page 1

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Steps for Making Communication Differences Work

Acknowledge Differences

Stop making yourself or others wrong

Understand Differences

Know YourselfGet Into Another’s ShoesRecognize Strengths and Points of Diminishing Returns

AdoptDifferences of Others

Do unto others as they would do themselves – speak your ideas in their language

Adapt Others to Your Differences

Let others know what works for you

Workbook page 2


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Different Responses to Difference


Carol Bartz StoryLearning Points

• What women know, and they don’t know how they know it.

• What men know, and they don’t know they really don’t know.

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Sales

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Learning Points• Different perceptions of competency can kill

off diversity of thought and ability to solve complex problems and innovate.

• Lack of understanding and skill can breed confusion and frustration rendering an otherwise very competent contributor incapacitated: both women and men.

• Understanding differences empowers everyone to expand their communication skills, competencies, and leadership.


Unmasking the Gender Effect& Building Gender Competence

Our approach—”Computer Model”• Brain Science—Hardware • Relational/Individualistic Lenses—Operating System• Business/Organizational Competencies--Apps• Communication and Leadership Styles—Apps

Our Methodology—”RISE Model”Relational & Individualistic>Synergy>Empowerment

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What is Gender?

““That complex of social meaning attached to our biological sex.”

M. Kimmel Ph.D. Men’s Lives

Workbook page 5


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Archetyping & Stereotyping

• Stereotyping COMMANDS/DEFINES—like a rule, a “stop” sign

• Archetyping WARNS/ILLUMINATES—like a “deer crossing” sign

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From Leadership and the Sexes Michael Gurian and Barbara Annis

Source: Dr.Daniel Amen SPECT imaging

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From Leadership and the Sexes Michael Gurian and Barbara Annis Source: Dr. Daniel Amen SPECT imaging

Managing Wants and Needs for Information Flow

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She says, “Men don’t ask for directions.”He says, “I’ll do this myself.” “ Can’t trust anyone to tell the truth.”


Managing Wants and Needs for Information Flow

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He says, “Women need to know everything.”

She says, “Can’t Stand to be left out of the loop.”


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Asking for What You Want


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Prevent & Resolve Issuesand Eliminate “Walking on

Eggshells”

• Reduce Bias – in Leadership Behavior Expectations

• Clarify When – One’s “Yes” is Another’s “No”– One’s Bond is Another’s Break

• Educate – Without Retreat or Blame


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What a Wonderful World It Would Be!

New Realms of Possibility


Understanding Differences

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Leadership and the SexesUsing Gender Science to Create Success in Business

Michael Gurian and Barbara Annis

Talking 9 to 5Men and Women in the Workplace

Deborah Tannen, PhD

Workbook page 8


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