Inclusive Cultures

I read an interesting article in a recent issue of Colorado Biz magazine that made an argument for inclusive work cultures. The author, Caroline Turner states that to achieve an inclusive culture and so engage more of the work force, both male and female leadership needs to be encouraged.

The article seemed timely since I am facilitating a leadership program for a client in Washington and this afternoon was the module on Appreciating Differences. During this module, we spend several hours discussing how to create a culture of inclusion. The conversation was dynamic and open, and while we discussed all sorts of diversity topics, we did spend a reasonable amount of time discussing women in leadership roles.

There are so many strengths in the feminine style of leadership. Feminine leaders tend to share power and credit for success. Rather than build hierarchies, women are likely to build more inclusive networks. We tend to be relational and collaborative and focus on the process as well as the end game and influence through persuasion and inclusion.

Masculine leaders provide value as well; they tend to exhibit more self-confidence and to be more goal-focused, more direct and less emotional. Their more hierarchical approach offers clarity and order. Their direct style of influence and managing conflict is efficient, and their competitive spirit can enhance focus and effort.

Organizations with both male and female leaders demonstrate multiple ways of getting things done and enable more people to feel valued and heard and they increase their own ability to create an engaged workforce.