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

1. 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

2. 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
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3. Workbook page 16
Views of Competencies
©2009-2010 Banducci Consulting
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4. CAVEAT
Workbook page 7
There Are NO Absolutes
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5. 8 Cultures that Make Us Who We Are
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6. 6

7. Workbook page 15
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8. ©2009-2012 Banducci Consulting
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9. Workbook page 3
A World of Innovation!
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10. 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
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11. 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.
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12. 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
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13. 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
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14. Different Responses to Difference
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15. 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
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16. 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
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17. 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
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18. Workbook page 5
What is Gender?
――That complex of social meaning
attached to our biological sex.‖
M. Kimmel Ph.D. Men’s Lives
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19. Archetyping & Stereotyping
• Stereotyping COMMANDS/DEFINES
—like a rule, a ―stop‖ sign
• Archetyping WARNS/ILLUMINATES
—like a ―deer crossing‖ sign
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20. From Leadership and the Sexes
Michael Gurian and Barbara Annis
Source: Dr.Daniel Amen
SPECT imaging
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21. From Leadership and the Sexes
Michael Gurian and Barbara Annis
Source: Dr. Daniel Amen SPECT imaging
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22. 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
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23. 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.‖
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24. Asking for What You Want
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25. 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
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26. What a Wonderful World It
Would Be!
New Realms of Possibility
©2009-2010 Banducci Consulting
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27. 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
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