56d968eda0a0760d70ad4cd59337b5d58868add213185d302d Why Differences Between Male and Female Leaders Matter ? - New Business Ideas

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Why Differences Between Male and Female Leaders Matter ?

Do men and women lead differently? Several studies and my own research show they do, which isn't surprising given our perception of gender distinctions.
What's more interesting is how they differ and why it matters to your company's leadership development.
Most would assume variations in management style would correlate to gender stereotypes, but the truth is quite the contrary. These are generalizations that most likely apply more often than not; of course, there will always be exceptions. Some women have traits that are more frequently associated with men and vice versa, and these generalizations don't take into account differences in industry or personality.
But whether you're leading a team or working within one, understanding the difference in leadership characteristics between men and women can help you interact with your colleagues more effectively.
Whether you have characteristics that are more common to men, women or some combination of both, here are some lessons you can learn.
Women are generally found to be transformational managers. They generally score higher than men in terms of how they inspire others, act as a positive role model, display empathy, empower and motivate their teams be creative risk takers.
On Point collected data on the influencing skills of 116 men and 107 women across organizations and industries. We found women are more likely to use two specific tactics for gaining others' support and commitment when approaching their colleagues and direct reports. The first is Inspirational Appeals, or appealing to another person's values, ideas or emotions and generating enthusiasm. The second is Consultation, or appealing to another person's expertise by asking him or her to suggest improvements. While men and women both use these tactic to the same extent with their colleagues, women tend to use it more than men when appealing to bosses and direct reports.
Female leaders also scored higher in terms of self-development. They are more apt to request feedback, scrutinize their own performance and strive to be better. Female leaders displayed moxie, a more dominant collection of strengths including initiative, integrity and drive in addition to compassion and emotional i ntelligence.
On average, men ranked higher in their ability to communicate using clear and concise language to convey plans, strategies or processes without deviating from the purpose of a discussion or making vague or nonspecific statements.
Male leaders were also found to be more adept at problem solving. They are tactical in their approach, well-formulated in their execution and overall, strong decision-makers.
Men also ranked higher than women in overall technical or professional expertise. One theory is that because historically, men have belonged to the professional workforce longer and therefore, have been exposed to a greater number of opportunities and experiences, they possess stronger skills in these areas.
Male and female leaders have much to learn from one another, and using the other's strengths to further develop their own weaknesses will enhance their ability to perform.
1. Hone communication skills by refining and simplifying what you wish to say. Speak with confidence and purpose guided by a "to-the-point" mentality.
2. Develop a greater strategic perspective by objectively looking at issues, identifying the changes required, acknowledging challenges and developing a detailed plan for execution.
3. Don't legitimize, or assert that you're making a request or decision because you have the authority to do so, unless you're working within a new group where members are unaware of your authority. This is one of the least effective leadership tactics, but our research found women are more likely to use it, perhaps because they may feel their authority is in question in a given situation.
4. Improve your level of expertise in technical and professional capacities by absorbing every lesson available. Attend seminars, find a mentor and never cease to learn from your own mistakes or the mistakes of others.
1. Adopt a more collaborative mentality, be open to the ideas of others and encourage creative risk-taking by providing employees with positive reinforcement and constructive criticism.
2. Look for opportunities to consult your direct reports. Our research showed both men and women tend to use a consultative approach when influencing colleagues, but men tend to be less likely to seek input from those who report to them.
3. Never stop analysing your own performance. There is no such thing as job security and just as you expect your team members to excel, you too should lead by example.
4. Step outside your comfort zone and try a new approach. The best leaders find a way to balance authority with transformational leadership qualities to both guide and inspire teams to reach their potential.

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