Are Men and Women Leading the Same Way? Capitalizing on Gender Differences

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Learning Objective: Explore the gender differences in leadership styles that increase productivity With the new way that businesses are working and adjusting to new risks from hackers, environmental, and social challenges, managers are looking for new techniques to analyze unique strategies to sustain long-term organizational growth. Studies show that there is a substantial amount of evidence regarding the leadership concept that is supported alongside the gender characteristics, which further reveal some interesting tendencies in the future of the business world. In this seminar, we will discuss the potential relationship between gender and leadership style, with the overarching question: “Are Men and Women Leading in the Same Way?” At the end of this seminar, participants will be able to: 1. Examine the main gender differences in terms of leadership. 2. Identify criteria to support a comparative analysis. 3. Discuss potential barriers that affect performance. 4. Ascertain methods for improving organizational performance through a better leadership style.

Leadership & Management

Are Men and Women Leading
the Same Way?
Capitalizing on Gender Differences

Presenter & Panelists
• Moderator - Jermaine Stanley, Founder & CEO, Stanley Consulting Group
• Presenter - Beth Howell, Co-Lead & Co-Author SHERPA Institute
• Salma Jutt, Division Vice President, Commercial, Chronic Pain Therapies,
Americas, Abbott Neuromodulation
• Panelist - Matt Moon, Delivery Manager, Utilities, Actalent

Learning Objective: Explore the gender differences in leadership styles that increase
productivity
With the new way that businesses are working and adjusting to new risks from hackers,
environmental, and social challenges, managers are looking for new techniques to
analyze unique strategies to sustain long-term organizational growth. Studies show that
there is a substantial amount of evidence regarding the leadership concept that is
supported alongside the gender characteristics, which further reveal some interesting
tendencies in the future of the business world. In this seminar, we will discuss the
potential relationship between gender and leadership style, with the overarching
question: “Are Men and Women Leading in the Same Way?”

Capitalizing on Gender Differences
• Human Rights – all of humanity should be treated humanely and have
opportunity in our global landscape
• Human rights are rights inherent to all human beings, regardless of race, sex,
nationality, ethnicity, language, religion, or any other status. Human rights
include the right to life and liberty, freedom from slavery and torture, freedom
of opinion and expression, the right to work and education, and many
more. Everyone is entitled to these rights, without discrimination.
(https://www.un.org/en/global-issues/human-rights)
• Gender – 2, 50, 100 or more depending on list sourced
• Stereotypes and biases: Is gender really making the difference?

Women in the Workplace
2021
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

At the end of this seminar, participants will be able to:
1. Examine the main gender differences in terms of leadership.
2. Identify criteria to support a comparative analysis.
3. Discuss potential barriers that affect performance.
4. Ascertain methods for improving organizational performance through a
better leadership style.

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Learning Objective: Discuss techniques for promoting yourself during an interview Do you know the benefits of establishing a positive and professional representation during an interview? Promotions depend on preparation and practice but knowing what to prepare and how to practice is essential. Mastering the Interview Training Materials holds the knowledge of the qualities that employers desire. Expanding your expectations of the questions that will be asked during an interview can give you an incredible advantage over other applicants for the position. Even more, demonstrating your unique skills through a well-articulated answer to interview questions will put you in the lead. Taking the initiative to prepare for an interview can create new opportunities for career development in your industry. After this seminar, the participants will know: a. What are the standard interview questions, and how to prepare your answers? b. What information do I need to know for every interview? c. How do I answer tough questions? d. What are good questions to ask your interviewer? e. How to answer the question: “So tell me about yourself? f. What do I do after the interview? g. What are common interview mistakes?

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Software developers are intended to be massive, highly leverageable value creators for their companies and teams - using their creative and technical talent to build products themselves or mission-critical systems that facilitate the delivery of value inside the business. The blunt truth, however, is that many software developers would screw up tying their own shoes when left to their own devices. There's an abundant corpus of work out there on how managers routinely let down their software developers through insufficient planning, communication, listening, and support. In this talk we're going to explore the inverse - how individual software developers contributing to a project unintentionally sabotage their teams, their companies, their projects, and themselves through: * Immutable technical preferences + biases; * Bad attitudes; * Poor listening; * Inflexible and unproductive learning styles; * Risk aversion; * Incuriosity; * And more! Most importantly, in this talk we're going to try to address how we can help shift developers who want to learn and improve, but are have trouble executing, become the high value contributors they'd like to be.

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This paper "Beyond the Codes: Repositioning Towards a Sustainable Development," presented in 2013, underscores the crucial role of effective communication in driving sustainability within engineering practice. While traditional engineering approaches have relied heavily on codes of measurement and standardization to ensure safety and efficiency, the paper argues for a fundamental repositioning of engineering towards sustainability. This repositioning, depicted as going "beyond the codes," urges engineers to integrate sustainability principles into their work. Engineers must recognize that sustainability encompasses environmental stewardship, social equity, and economic prosperity, transcending mere compliance with technical standards. This broader mandate requires engineers to engage in dialogue with diverse stakeholders, including policymakers, industry leaders, and communities. Effective communication becomes paramount in fostering collaboration and garnering support for sustainable initiatives. Moreover, engineers must embrace a new mindset that positions sustainability as a core aspect of their profession. They must advocate for sustainability within their organizations, challenging existing norms, and championing innovative solutions. This shift in perspective requires engineers to become proficient communicators, capable of articulating the value proposition of sustainability to various audiences. Internal communication within engineering firms is equally vital, fostering a culture of collaboration and innovation. Engineers must share knowledge, expertise, and best practices to accelerate the adoption of sustainable technologies and practices. Visual communication tools, such as data visualization, can aid in conveying complex technical information effectively. Ultimately, the paper emphasizes that effective communication is essential for repositioning engineering towards sustainability. By embracing communication as a core competency and championing sustainability, engineers can navigate the complexities of the 21st century and pave the way for a more sustainable future.

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Are Men and Women Leading the Same Way? Capitalizing on Gender Differences

2. Are Men and Women Leading the Same Way? Capitalizing on Gender Differences

3. Presenter & Panelists • Moderator - Jermaine Stanley, Founder & CEO, Stanley Consulting Group • Presenter - Beth Howell, Co-Lead & Co-Author SHERPA Institute • Salma Jutt, Division Vice President, Commercial, Chronic Pain Therapies, Americas, Abbott Neuromodulation • Panelist - Matt Moon, Delivery Manager, Utilities, Actalent

4. Learning Objective: Explore the gender differences in leadership styles that increase productivity With the new way that businesses are working and adjusting to new risks from hackers, environmental, and social challenges, managers are looking for new techniques to analyze unique strategies to sustain long-term organizational growth. Studies show that there is a substantial amount of evidence regarding the leadership concept that is supported alongside the gender characteristics, which further reveal some interesting tendencies in the future of the business world. In this seminar, we will discuss the potential relationship between gender and leadership style, with the overarching question: “Are Men and Women Leading in the Same Way?”

5. Capitalizing on Gender Differences • Human Rights – all of humanity should be treated humanely and have opportunity in our global landscape • Human rights are rights inherent to all human beings, regardless of race, sex, nationality, ethnicity, language, religion, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more. Everyone is entitled to these rights, without discrimination. (https://www.un.org/en/global-issues/human-rights) • Gender – 2, 50, 100 or more depending on list sourced • Stereotypes and biases: Is gender really making the difference?

6. Women in the Workplace 2021 https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

7. At the end of this seminar, participants will be able to: 1. Examine the main gender differences in terms of leadership. 2. Identify criteria to support a comparative analysis. 3. Discuss potential barriers that affect performance. 4. Ascertain methods for improving organizational performance through a better leadership style.

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