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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