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Panel: Engaging Men in Gender Competence

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Information about Panel: Engaging Men in Gender Competence
Education

Published on March 8, 2014

Author: dkosaraju

Source: slideshare.net

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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.com
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Engaging Men in Gender Competence Men and Women Building Effective Partnerships at Work Bonita Banducci 650-529-9336 banducci@genderwork.com www.genderwork.com www.gendercompetence.com

Workbook page 6 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 ©2009-2010 Banducci Consulting 2

Workbook page 16 Views of Competencies ©2009-2010 Banducci Consulting 3

CAVEAT Workbook page 7 There Are NO Absolutes ©2009-2010 Banducci Consulting 4

8 Cultures that Make Us Who We Are ©2009-2010 Banducci Consulting 5

6

Workbook page 15 ©2009-2010 Banducci Consulting 7

©2009-2012 Banducci Consulting 8

Workbook page 3 A World of Innovation! 9

Workshops and Resources Gender and Engineering INNOVATION—What’s Gender Got to Do With It? Calling Out the Brilliance of Women Bonita Banducci 650-529-9336 banducci@genderwork.com www.genderwork.com www.gendercompetence.com/publications ©2009-2010 Banducci Consulting 10

Workbook page 1 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. 11

Workbook page 1 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: eliminate blame and build understanding. To • 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 12

Workbook page 2 Steps for Making Communication Differences Work Acknowledge Differences Stop making yourself or others wrong Know Yourself Get Into Another’s Shoes Recognize Strengths and Points of Diminishing Returns Understand Differences Adopt Differences of Others Adapt Do unto others as they would do themselves – speak your ideas in their language Let others know what works for you Others to Your Differences ©2009-2010 Banducci Consulting 13

Different Responses to Difference ©2009-2010 Banducci Consulting 14

Carol Bartz Story Learning 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. Sales DKDK KDK MKDKDK KDK K 15

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 16

Unmasking the Gender Effect & Building Gender Competence • • • • 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 17

Workbook page 5 What is Gender? ――That complex of social meaning attached to our biological sex.‖ M. Kimmel Ph.D. Men’s Lives ©2009-2010 Banducci Consulting 18

Archetyping & Stereotyping • Stereotyping COMMANDS/DEFINES —like a rule, a ―stop‖ sign • Archetyping WARNS/ILLUMINATES —like a ―deer crossing‖ sign 19

From Leadership and the Sexes Michael Gurian and Barbara Annis Source: Dr.Daniel Amen SPECT imaging 20

From Leadership and the Sexes Michael Gurian and Barbara Annis Source: Dr. Daniel Amen SPECT imaging 21

Managing Wants and Needs for Information Flow 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 22

Managing Wants and Needs for Information Flow He says, ―Women need to know everything.‖ She says, ―Can’t Stand to be left out of the loop.‖ ©2009-2010 Banducci Consulting 23

Asking for What You Want ©2009-2010 Banducci Consulting 24

Prevent & Resolve Issues and 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 25

What a Wonderful World It Would Be! New Realms of Possibility ©2009-2010 Banducci Consulting 26

Workbook page 8 Understanding Differences Leadership and the Sexes Using Gender Science to Create Success in Business Michael Gurian and Barbara Annis Talking 9 to 5 Men and Women in the Workplace Deborah Tannen, PhD ©2009-2010 Banducci Consulting 27

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