Hashing Out Gender Issues: Why We Need the Outrage Jumpstart
My recent post on whether or not marketing to women has to be a women-only pursuit (short answer – absolutely not) got me thinking on a broader point: why does it take a bit of gender outrage (and, so-labeled “feminist” commentators/authors/bloggers often get things going) in order for human beings to have these important discussions? The discomfort of the topic leads us to push it back and down until it hits a breaking point in home and work (the speaking realm, the leadership realm or the marketing realm included).
Think of it as being akin to the great conversations that often come from the bigger fights in personal relationships. There’s got to be a major blow-out between the two parties before they’ll admit an issue needs to be hashed out. And, voila, the bubble bursts on false assumptions and it isn’t that hard to talk…
If it takes a fight to get men and women talking about the discomfort of gender issues – let’s go there (leaving it to “feminists” defeats the point). Imagine the consumer awareness and marketing insights that would bubble up based on such honesty? No brand would ever “get pink,” because women and men working together behind the scenes could call one another on their gender issues and work through to more effective, transparent marketing, for one. I’ve got rose-colored glasses of hope for this idea.
Anyway -
My latest HuffingtonPost piece addresses this. Here’s a quote:
…Men, indeed, have the potential of charisma, the potential to exude optimism, and the potential to be able to encourage others or be interested in mentorship programs. Our organizations and corporations may just need more gender nuance training.
But, whatever you do, don’t call such a training workshop: “Teaching men how to think like women.” Argh! Rather, skip the outrage-inducing language and tell it like it is. How about a title like: “Leveraging Your Right-Brain Leadership Skills “(as per Daniel Pink’s perspective in A Whole New Mind), for example? That’s a straightforward, non-confrontational way to categorize the types of skills today’s leaders really need — no gender (and thus, less outrage) about it.
The truth is that when we focus on the qualities or characteristics of good leaders or speakers, we will get men and women on the same page. Along the way, we will find a broader diversity in gender (and race, creed, religion, too) to share with and learn from.
