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The Gender, Leadership, Design Axis
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The Gender, Leadership, Design Axis

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In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the ...

In this evening workshop (part of the monthly Cooper Parlor event series) participants took a deeper look how the definition of leadership is changing, their individual leadership styles, and the gender and leadership dynamics in their own organizations. They then brainstormed new practices to help cultivate female and more "feminine" style leaders in their organizations. Created and facilitated by Teresa Brazen, Design Education Strategist, and Susan Dybbs, Managing Director, Interaction Design, at Cooper (www.Cooper.com).

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    The Gender, Leadership, Design Axis The Gender, Leadership, Design Axis Presentation Transcript

    • Cooper Parlor ©2013 1 The gender, leadership, design axis Facilitators: Teresa Brazen, Design Education Strategist Susan Dybbs, Managing Director, Interaction Design
    • Cooper Parlor ©2013 2 +  Why this topic +  Taking a look at leadership styles +  Cultivating leadership Agenda
    • Cooper Parlor ©2013 3 In her book Lean In, Sheryl Sandberg examines why women’s progress in achieving leadership roles has stalled. In the book she: +  Describes the double standard where ambition in women is perceived as a negative quality, but positive in a man +  Implores women not to forego career advancement for family too early in their careers +  Calls women (and men) to work together to build equality Why this topic
    • Cooper Parlor ©2013 4 A few stories….
    • Cooper Parlor ©2013 5 What is leadership?
    • Cooper Parlor ©2013 6 “ ” Leadership is a process of social influence, which maximizes the efforts of others, toward achievement of a common goal. Kevin Kruse Author, speaker, entrepreneur. Article: “What is Leadership?”, Forbes April 2013
    • Cooper Parlor ©2013 7 What is your leadership style? 1 Write down 3+ characteristics of your leadership style. Think about how you: communicate, managing tasks, make decisions, plan, give feedback, set goals, encourage or develop skills in others, manage conflict, negotiate, inspire others.
    • Cooper Parlor ©2013 8 What does leadership look like in your organization? 1 Write down 3+ characteristics of leadership in your organization. What qualities do current leaders exhibit? What qualities do people in your organization appreciate? What kind of people are promoted? Are there patterns around how leaders communicate, managing tasks, make decisions, plan, give feedback, set goals, develop skills in others, manage conflict, negotiate, inspire others?
    • Cooper Parlor ©2013 9 “Masculine“ & “Feminine“ Leadership Styles
    • Cooper Parlor ©2013 10 expressive patient long-term thinkers flexible loyal intuitive mentor collaborative positive reinforcement empathic confident decisive resilient assertive competitive direct critical independent self-reliant formal “Masculine“ & “Feminine“ Leadership Styles
    • Cooper Parlor ©2013 11 Double bind There is a mismatch between feminine qualities and the perception of what a leader is. Source: “Women Rising: The Unseen Barriers” by Herminia Ibarra, Robin Ely, and Deborah Kolb. HBR, Sept 2013.
    • Cooper Parlor ©2013 12 What does double bind look like? If women are confident/assertive, they are seen as arrogant or abrasive. If women act conventionally feminine, they are liked but not respected, deemed too emotional and soft to be strong leaders. Source: “Women Rising: The Unseen Barriers” by Herminia Ibarra, Robin Ely, and Deborah Kolb. HBR, Sept 2013.
    • Cooper Parlor ©2013 13 Have you had or witnessed an experience like this?
    • Cooper Parlor ©2013 14 Cultivating new leaders
    • Cooper Parlor ©2013 15 How is leadership cultivated in your organization? Find a partner and discuss how leadership is cultivated in each of your organizations. Think about: internal or external training programs, informal or ad hoc leadership development, mentors, how potential leaders are selected or identified, how promotions are given, career path development.
    • Cooper Parlor ©2013 16 Leadership is a complex skill. It doesn’t come naturally. ?
    • Cooper Parlor ©2013 17 Leadership requires a fundamental identity shift. ? Source: “Women Rising: The Unseen Barriers” by Herminia Ibarra, Robin Ely, and Deborah Kolb. HBR, Sept 2013.
    • Cooper Parlor ©2013 18 +  Women must establish credibility in a culture that is deeply conflicted about whether, when, and how they should exercise authority +  Human tendency to gravitate toward people like yourself +  Few female leadership role models +  Gendered career paths or work +  Double-binds ? Even more barriers for women: Source: “Women Rising: The Unseen Barriers” by Herminia Ibarra, Robin Ely, and Deborah Kolb. HBR, Sept 2013.
    • Cooper Parlor ©2013 19 What would help women get around or remove these obstacles?
    • Cooper Parlor ©2013 20 +  Practice +  Positive reinforcement +  Safe space for experimentation & coaching +  Education about obstacles ? (especially the unspoken kind) Leadership cultivation methods: Source: “Women Rising: The Unseen Barriers” by Herminia Ibarra, Robin Ely, and Deborah Kolb. HBR, Sept 2013.
    • Cooper Parlor ©2013 21 Brainstorm practices that would cultivate feminine leadership qualities. 1 2 3 Break into teams of 3-4 Pick a leadership development obstacle from your worksheet that resonates with your group Brainstorm a new practice that would tackle that obstacle and help cultivate women (or those exhibiting more “feminine” leadership traits) leaders
    • Cooper Parlor ©2013 22 Thanks @cooper parlor@cooper.com teresa@cooper.com @teresabrazen susan@cooper.com @dybbsy
    • Cooper Parlor ©2013 23 +  “Lean In: Women, Work, and the Will to Lead”, by Sheryl Sandberg +  “Do Male Leaders Need to Think More Like Women?” by Dorie Clark, Forbes, April 2013 http://www.forbes.com/sites/dorieclark/2013/04/15/do-male-leaders-need-to-think-more-like-women/ +  Excerpts from “The Athena Doctrine: How Women (And the Men Who Think Like Them) Will Rule the World” by John Gerzema. (Book now available on Amazon) https://app.box.com/s/7r9si0y2gz60mxci1m29 +  “’Feminine’ Values Can Give Tomorrow’s Leaders an Edge” by John Gerzema, HBR, August 2013 http://blogs.hbr.org/cs/2013/08/research_male_leaders_should_think_more_like_women.html +  “It’s Not Women Who Should Lean In, It’s Men who Should Lean Back”, James Allworth, HBR, April 2013. http://blogs.hbr.org/cs/2013/04/its_not_women_who_should_lean.html +  “What ‘Lean In’ Misunderstands about Gender Differences” by Christina Hoff Summers http://www.theatlantic.com/sexes/archive/2013/03/what-lean-in-misunderstands-about-gender-differences/ 274138/ +  “Why Do So Many Incompetent Men Become Leaders?” by Tomas Chamorro-Premuzic, HBR, August 2013 http://blogs.hbr.org/cs/2013/08/why_do_so_many_incompetent_men.html +  “Women Rising: The Unseen Barriers” by Herminia Ibarra, Robin Ely, and Deborah Kolb. HBR, Sept 2013 http://hbr.org/2013/09/women-rising-the-unseen-barriers/ar/3 Sources of inspiration: