panel: engaging men in gender competence
DESCRIPTION
Panel: Engaging Men in Gender Competence Moderator: Bonita Banducci, Santa Clara University School of Engineering and Banducci Consulting Panelists: Faisan Ahmed, Mountz Inc; Motaz Hajaj, Chess Tag; Noé Lozano, Santa Clara University; Scott Lynn, Oracle and Udaya Bhaskar Yalamanchi, EMC Voices Conference 2014 www.globaltechwomen.comTRANSCRIPT
Engaging Men in Gender Competence
Men and Women Building Effective Partnerships at Work
Bonita Banducci650-529-9336 [email protected]
www.genderwork.comwww.gendercompetence.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
©2009-2010 Banducci Consulting
8©2009-2012 Banducci Consulting
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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
©2009-2010 Banducci Consulting
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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
©2009-2010 Banducci Consulting
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Different Responses to Difference
©2009-2010 Banducci Consulting
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
DKDKKDKMKDKDKKDKK
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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.
©2009-2010 Banducci Consulting
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
©2009-2010 Banducci Consulting
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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.”
©2009-2010 Banducci Consulting
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
©2009-2010 Banducci Consulting
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What a Wonderful World It Would Be!
New Realms of Possibility
©2009-2010 Banducci Consulting
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
©2009-2010 Banducci Consulting