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Integrated Leadership (35)

Integrated Leadership: Asking the Right Questions

The Integrated Leadership model embraces and leverages the strengths of both male and female leaders. As mentioned in my last post, Integrated Leadership: Building on the Benefits, recent research revealed that its not brain differences that are behind the diverse approaches each gender takes when it comes to thinking, communications, and problem-solving.

Instead, such differences may be based on social experiences and other factors that women and men experience. Regardless of why there may be gender-based nuances in problem-solving approaches and decision-making/communication styles, when organizations adopt a more gender-balanced approach to leading others, there is a significant, positive effect: better business outcomes.

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Integrated Leadership: Building on the Benefits

There are many reasons to foster an Integrated Leadership culture—one that values, leverages, and blends the strengths of both women and men—in your organization. Gender-balanced leadership perspectives can lead to a wide range of benefits at the organizational, team, and individual levels.

The latest research published at the end of 2015 in the Proceedings of the National Academy of Sciences tells us that men and women are not always different when it comes to thinking, communications, and problem-solving. However, studies have found that the diversity of strategies and approaches often seen between men and women go beyond gender and genetics.

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