Treating equally mustn’t mean treating exactly the same!!

1. Treating equally mustn’t mean treating exactly the same!! “Men en women are different in ways that are full of opportunities for business”

2. Difference no 1 Career cycles:- start 20s, accelerate 30s, peak 40s/50s. Women don’t fit this lineair pattern (note: new generation eather) - High potential selection of leadership: 30 -35…..??!!

3. Difference no 1 Career cycles: Not only life work balance issues but…….the companies perspective about what is valued…….. 20s: “the doer” (expectation to produce: hard work, intelligence, discipline and productivity). Similar to what is expected in school where girls excel) 30s “the networker” (more than basic performance….managing one’s image, to be known and visible….and: these new rules are unwritten!!). Women are uncomfortable with self-marketing). More recognized for teammanaging= managing down i.s.o. managing up))

4. Difference no 1 Career cycles: post 40s: “the leader” (positions are picked, carreer train only passes once, while women are ready to fully participate again. The peak of women’s carreer comes later). Flexibility and non-lineair careers…..not only women’s needs but also of the coming generation Y

5. Difference no 2 Communication styles Boys seek to shine (who is the fastest, smartest, biggest, best….). Masculine style in corporate cultures Girls seek similarity (playing in pairs, listen to each other, trying to find common ground…..arrogant behaviour is not appreciated). Women’s relative modesty (in communication terms) is rarely seen positively: interpreted as lack of leadership, charisma, vision Hierarchy hurts: rather good in equal relationships but not so much in Hierarchy positions Leader of lost? Women invite other’s opinions instead of ventilating. Interpretation as weak and lack of impact Power versus rapport: men ASK when they know the answer, women when they don’t know it. Women have less appetite for power. Men take a very provacative approach in managing their own carreers, women don’t. For many managers expressed ambition is a major assumption that they have leadership potential Understanding teh differences is key

6. Difference no 3 Power and political competence Women are often oblivious to political realities. They are suspicious of corporate politics (seen as soort of corruption) Don’t teach your women to be political, rather appreciate the questioning of it Women need a manager who kicks them into a next position, has faith and supports them

7. “Corporations need to rethink their criteria for promotion and leadership” “Women need to discover their blindspot of leadership and start to believe and take a stand for “: THEIR” own way of doing things” www.tiaracoaching.com www.leapwomen.com Avivah Wittenberg: “how women mean business”