Whenever my twin teenage sons are sitting in the back of the car on the way to waterpolo, I notice just how different boys play than girls. They're constantly ribbing each other, playfighting and giving each other a 'roast'. It's in a marked contrast to how most girls of their age act and these differences have a tendency to play out in certain ways in the workplace.
Recently I was talking with Wendyl Nissen on Radio Live's Long Lunch about these differences, and just how they can cause misunderstandings in the workplace, along with some tips to help manage them. It's not that girls don't fight with their sisters or friends (because there are plenty of girls that do), it's just that the nature of fighting (or play fighting) is very different between the sexes.
In the current workplace environment, many men and women are confused just how they relate to each other in the workplace, especially in a social context, how they might joke or create camaraderie to develop a good workplace culture.
This is about men and women working together for better performance, with most men concerned how they interact with their female colleagues without causing offence, and everyone being more careful around the use of bawdy jokes, teasing and how they mentor more junior staff members.
Listen here to find out more. We'll be looking at concerns expressed by men, including "Can I give a compliment to a woman?" or "How do we manage dinner when we're working late", and concerns for women around "How do I express my boundaries without causing offence?" or "How do I sit better with conflict?"
Women and men bring valuable and different strengths to business, it's critical to business outcomes that misunderstandings between the sexes are minimised through supportive best practice structure and training techniques. Everyone needs the support and clarification around what's okay and what's not okay, with this then providing a framework within which each can thrive. When the boundaries are not established, and misunderstandings occur (often escalating from simple differences in how women and men communicate), then problems will occur.
Men too want to be part of a solution, the worst mistake is not addressing issues and then not involving both men and women as allies in creating the best outcome of high performance with good work culture and staff engagement.
If you would like help leading your diverse team for better trust, engagement and performance, using neuroscience-based techniques to leverage peoples differences to become a unifying strength, please contact us here.
To your success.