Carmon

Erica Jong, author of the revolutionary book The Fear of Flying, once said, Men and women, women and men. It will never work. Well, I have more faith, and more experience in the business world than Ms. Jong. I know we can make it work, at work! - and at home, too. One of the top five challenges facing womens advancement involves communication differences between women and men in charge. But communication is also a challenge for many men whether they are in charge or not.

I want to emphasize that both men and women would be well served to use each others communication style in moderation. By no means should women use a masculine style exclusively, or vice versa. One of the most damaging behaviors many women adopt is trying to become one of the guys to fit into the traditionally mans world of business. Doing so suppresses their authenticity and in the long run, this does much more harm than good.

For those who may bristle at the suggestion to ever use a style other than their own, I suggest you just simply re-frame the perception.: Isnt this a twist to the Golden Rule treating others as you would like to be treated? I.e. if you would like to be communicated with in your style, assume that others would also prefer you communicate with them in their style.

The following are communication and behavioral tips for both men and women that will help improve their productivity, working relationships, and chances for advancement.

TIPS FOR WOMEN COMMUNICATING WITH MEN (or feminine style with masculine style)

- Be succinct, to the point, but not abrupt.

- Hold details for back-up.

- Avoid tag questions, apologies, disclaimers (This is a good report, dont you think?), (Well, this is just my opinion, but).

- Take credit for your accomplishments. (Or someone else might!)

- Give updates whether asked for or not. (You are not bragging! If you dont communicate your successes to the powers-at-be, no one else will do it for you and your skills may be underestimated.)

- Reduce personal disclosure and problems. (Men dont bond and process the same way women do. This behavior makes them uncomfortable and they may view it as weak and unstable.)

- Handle conflict directly, politely, with empathy. (Be clear, to the point, but not rude or abrupt. If you are nervous about an upcoming confrontation, write out your thoughts to clarify and focus them.)

- Make some decisions independently. (Rather than consistently asking others for their opinion for consensus sake. Men see this as indecision and lack of confidence.)

- Avoid strong displays of emotions. (Men see this as weakness - too emotional and not managerial.)

- Avoid saying Im sorry. (It communicates that you were wrong and is often perceived as weakness and powerless behavior.)

- When interrupted, be direct and courteous, not sharp, but take back the floor. (Hang on a second please, thanks. Put your hand up to signal stop if you have to.)

- Remember you dont have to like someone to get the job done.

- Dont get mired in details; delegate, delegate, delegate. (Evaluate if the detail is truly necessary. If you get stuck with a big detail project, form a team to help you.)

- Communicate your vision for the company/department to men/people-in-charge, and your ideas for achieving this vision. If you dont have a vision, get one!

- Be flexible and keep a positive attitude about differences. (Different is not right, wrong, bad, or good just different!)

TIPS FOR MEN COMMUNICATING WITH WOMEN (or masculine style with feminine style)

- Dont assume womens softer style means less competent. (Its just different than your style!)

- Be personable and insert a little personal disclosure. (Research regarding employees preferences for a masculine or feminine style of management consistently shows the latter is more effective and preferred by both men and women.)

- Maintain direct but not constant eye contact. (Women perceive lack of eye contact as intentional avoidance and disinterest in listening.)

- Say please and thank you more; use demands less.

- Avoid interrupting; use active listening skills. (Demonstrate that you are indeed hearing what she is saying.)

- Offer more details, more often.

- Ask women for their input and opinions. (When you dont, women think you dont value their thoughts and contributions.)

- Watch nonverbal language for confusion or upset. (Women often dont want to ask questions.)

- Recognize that her intentions may be different than your perception of her words or behavior.

- Say, Im sorry more often. (Including for small blunders or omissions.)

- Be empathetic but not afraid of womens tears. (Its just a different way of expressing emotion. Shes been told her entire life that its acceptable and even good to cry.)

- Dont underestimate a womans capability just because she doesnt talk about her accomplishments.

- Be flexible and keep a positive attitude about differences! Different is not right, wrong, bad, or good just different!

With these tips, , I think we can continue to disprove Erica Jongs assumption that men and women together will never work. It will take commitment, consistency, and practice by both genders, but we can all eventually do it because many are working hard at this - and succeeding already!

By Jane Sanders, 877-343-2150; www.janesanders.com.

Jane Sanders, president of Authentic Leadership Resources, is a speaker, trainer, facilitator, and coach in the areas of leadership for women, strategic life planning, gender communication, presentation skills, and facilitation. With Fortune 500 clients nationwide, Jane Sanders is a powerful and respected speaker, trainer, and consultant with 17 years of corporate experience in sales and marketing and 11 years as president of her own successful company. Her academic background is in business, communication, and psychology, including an MBA from Loyola Marymount University in Los Angeles.

Clients and audiences alike describe Jane as highly results-oriented, inspirational, down-to-earth, fun, and passionate about her topics.

Jane presents keynote speeches and workshops for many companies including MassMutual, Prudential, CIGNA, Ford Motor Co., Toyota USA, Chevron, PBS, Anheuser-Busch, Ralston Purina, Xerox, Nestl, Boeing, and many more. Her association clients are many and involve several different industries. Jane also facilitates strategic planning sessions and retreats.

Jane is author of GenderSmart: Solving The Communication Puzzle Between Men and Women, and has appeared on television and radio programs to discuss her topics. Reach Jane at 877-343-2150, www.janesanders.com