Podcast appearances and mentions of barbara annis

Barbara Annis, the world's leading corporate gender specialist, believes that men and women don't understand each other because they don't appreciate the different ways men and women relate, communicate, problem-solve, and make decisions. In this original, solutions-based book, Annis explains exactly where we differ and how to improve the way we communicate with one another. Learn of cutting-edge, scientific research into the different neurological frameworks and functions of the male and female brains and how these innate biological differences determine how we: View the world; Solve problems; Make decisions; Prioritize; Manage emotions; Deal with stress; Work in teams; and Lead. Connect with Barbara Website - https://www.genderintelligence.com/gender-intelligence-group/barbara-annis/ LinkedIn - https://www.linkedin.com/in/barbaraannis Connect with David Hill Threads Social App https://www.threads.net/@davidihillFree Webinar - https://www.davidsfreewebinar.com Real Estate University - www.realestateuniversity.clubWebsite- http://www.davidihill.comFacebook- https://www.facebook.com/davidihill/YouTube- https://www.youtube.com/davidhillcoachLinkedIn- https://www.linkedin.com/in/davidihill 20-Minute call: https://www.davidihill.com/strategycallFACEBOOK COMMUNITYPlease follow and join my Group- https://www.facebook.com/groups/ptmastery/OUR LEAD PROVIDER SPONSORS VULCAN7 https://www.vulcan7.com/pathtomastery

Today we honour women. With our co-host Barbara Annis, a renowned expert on gender intelligence, we explore the progress or lack there of in the workplace and our society. As we always multicast, we are joined live by a diverse global audience via Callin, Clubhouse, and other platforms. All the audio from these other platforms will be heard via co-host Hayman's profile. Join us live or enjoy the recordings later. Download the Callin app for iOS and Android to listen to this podcast live, call in, and more! Also available at callin.com

In this episode of Chasing the Insights, I talk to founder, thought leader and best-selling author Sheryl Anjanette. Sheryl talks to us about Imposter Syndrome, Self-Sabotage, and Burnout.  Sheryl Anjanette is a best-selling author, international speaker, thought leader, the founder of Anjanette Wellness Academy, senior associate with the Gender Intelligence Group and a founding partner of REIMAGINE, offering research-backed wellness solutions to the corporate sector. Sheryl has more than 30 years' experience in the business arena, working with companies to accelerate their business and navigate the intersection between business and mindset for work, life harmony. Sheryl holds certifications across multiple disciplines to include an advanced certification in Cognitive Behavioral Neuroscience, Clinical, Cognitive Behavioral and Eriksonian Hypnotherapy, Neurolinguistic Programming (NLP), and a clinical certification in Stress, Anxiety, and Self-Regulation. Her best-selling book, The Imposter Lies Within: provides the insight and roadmap to get past imposter syndrome with a proprietary methodology that is holistic by design. Sheryl is currently co-authoring a book with Barbara Annis, thought leader and founder of the Gender Intelligence Group and movement, Tapped Out: on burnout, scheduled for release in 2023. It is an exploration of the path to burnout with meaningful solutions at the corporate and individual level to reverse this downward trajectory.

Acknowledging gender differences can lead to a better culture and improved company performance. So asserts Barbara Annis, CEO of Gender Intelligence, who shares bold ideas on how women and men can work and win together.

Aumentar o número de mulheres na liderança da TI é a missão de Ione Coco, presidente da associação MCIO Brasil, e Cláudia Marquesani, CIO da Petz. No episódio, elas falam sobre a dura realidade de ampliar as lideranças femininas em TI, e reforçam que a equidade de gênero em tech contribui para o aumento da diversidade tão necessária à capacidade de inovação das empresas.Links do episódioO livro “Escute o que ela diz: Viés inconsciente – o que os homens precisam saber (e as mulheres têm a dizer) sobre trabalhar juntos”, de Joanne Lipman.O livro “Faça acontecer”, de Sheryl Sandberg.O livro “Work with Me: The 8 Blind Spots Between Men and Women in Business”, de Barbara Annis e John Gray, Ph.D.O livro “Start-up Nation: The Story of Israel's Economic”, de Dan Senor e Saul Singer. O livro “Meu Jeito De Fazer Negócios”, de Anita Roddick.O filme “Estrelas além do tempo”, no Disney+.Os filmes Enola Holmes 1 e 2, Na Netflix.O filme “CODE: Debugging the Gender Gap”, de Robin Hauser._____FALE CONOSCOEmail: news@theshift.info_____ASSINE A THE SHIFTwww.theshift.info

He Says, She Hears – Why Understanding How the Genders Think and Communicate Differently Can Improve Our Relationships & Health with Dr. Donese Worden & Barbara AnnisLivestreaming Thursday, 9 June 2022 at 7:00 AM PST/10:00 AM EST on OMTimes Magazine Facebook, OMTimes Radio & TV Facebook, or OMTimesTV YoutubeAlthough men and women are different, we all want the same things from our work and relationships, which is to feel valued, to learn, and to grow. So why is it that after millennia of working and living we still don't understand how each other relate to and operate in the world?The answer is that men and women think differently. We process information and communicate differently. So even when we use the same words, we often don't mean the same thing. Most of us have an intuitive sense of this but we don't think about it much. We just carry on assuming the other gender means the same thing and interprets things the same way. We listen to the other gender from our own frame of reference. And we have all seen and experienced what kinds of misinterpretations that can lead to.Barbara Annis is the CEO of Gender Intelligence Group (GIG) and a world-renowned expert on Gender, Diversity and Inclusive Leadership. Her insights and achievements have pioneered a transformational shift in mindsets for men and women across the globe on the importance of gender unity to organizational success. She is the author of several books on gender intelligence, including Same Words, Different Language – A Proven Guide for Creating Gender Intelligence at Work. Dr. Donese Worden is a Naturopathic Medical Doctor, research scientist, and global health educator who sees the enormous toll that stress in our relationships at home and at work takes on our physical, mental, and emotional health. Her training in both conventional and alternative medicine informs her whole body, mind, and spirit approach to empowering––and repowering–– her patients with the knowledge that enables them to make significant contributions to their own healing.In this episode, Barbara Annis and Dr. Donese Worden share cutting-edge, scientific research into the different neurological frameworks and functions of the male and female brains and how these innate biological differences determine how we view the world, solve problems, make decisions, manage emotions, deal with stress, work in teams, and relate to and communicate with one another at home and at work. By increasing our gender intelligence, through understanding how and where we differ, we can improve the way we communicate with one and transform not only our relationships at home and at work, but also enhance our mental, physical, and emotional health.Connect with them at https://drworden.com/ | https://www.genderintelligence.com/#Genders #BarbaraAnnis #DrDoneseWorden #SandieSedgbeer #WhatIsGoingOMVisit the What Is Going OM show page https://omtimes.com/iom/shows/what-is-going-omConnect with Sandie Sedgbeer at https://www.sedgbeer.comSubscribe to our Newsletter https://omtimes.com/subscribe-omtimes-magazine/Connect with OMTimes on Facebook https://www.facebook.com/Omtimes.Magazine/ and OMTimes Radio https://www.facebook.com/ConsciousRadiowebtv.OMTimes/Twitter: https://twitter.com/OmTimes/Instagram: https://www.instagram.com/omtimes/Youtube: https://www.youtube.com/c/OMTimesTVLinkedin: https://www.linkedin.com/company/2798417/Pinterest: https://www.pinterest.com/omtimes/

Barbara Annis is a Global expert on gender differences and why they matter. The first woman ever to crack top "salesman" at Sony, she is against teaching women to emulate men. We're fine as we are. Also joining the conversation today were Dr Donese Worden, John Fayad, Kanene Holder, Dr Jeannette Wolfe, Robert Oberhand and Susanne Nielson. This weekly show was multicast to three platforms (CallIn, TwitterSpaces & Clubhouse), and all stages were able to communicate with each other. Download the Callin app for iOS and Android to listen to this podcast live, call in, and more! Also available at callin.com

As coaches it's our job to map the internal world of our clients; understanding their unique paradigm from which they view and engage with the world is fundamental to deep transformation. In this conversation with organizational consultant Keith Merron we explore what paradigms are and how they are formed and transformed, the change process, mapping the client's paradigm, meeting the paradigm's needs and unlocking the pain body. Keith Merron is an organizational consultant and leadership developer and the founder and Managing Partner of Leadership Pathways as well as a partner at Barbara Annis and Associates. Keith's early research on the relationships between human development, managerial effectiveness and high performance played a profound role in helping shape a whole new field of study called Integral Theory. Keith has designed and led over 100 seminars and workshops for leaders. In partnership with his clients, he has successfully conducted over 25 large-system strategic, cultural, and technical change efforts.

The world we see around us is the direct result of sidelining women from major leadership capacity for millennia. It's not pretty.   After decades of gender training in the workforce, in schools, and at home, we find we got it wrong. Men and women do not approach challenges nor connection with one another in the same way. In fact, we could literally flip the script and have a more productive outcome across the board. The fact is, according to Barbara Annis (a pioneer and global consultant in gender intelligence) we cannot leave women out of major leadership roles any longer whether it be in government, military, corporations, and even at home in our personal relationships. For one thing, the female brain is hard-wired to consider consequences while the male brain is far less so. Imagine a world in which consequences had been taken into consideration when major decisions were made. This is a LONG overdue conversation that is finally happening. Dr. Donese Worden brought Annis to my attention and we had a delightful three-way conversation.

When the pandemic surged around the world, tens of millions of people were told their employment was suspended, or they were asked to work from home. Now, as the vaccine rollout is gaining steam, and cases of COVID-19 are declining in most countries, employees are being asked to return to the workplace. This has created uncertainty and an extremely stressful situation for many. Will I be safe at work? Will my job be the same? Will I be working with the same people? Will I still be working from home on a full or part-time basis? So many questions that all lead to the potential for increased anxiety. It's a challenge that companies are now turning to diversity and inclusion expert Barbara Annis for assistance with. She says many CEOs have expressed their biggest concerns as employees' wellbeing and productivity. In response, Barbara created a series of Learning Nudges, microlearning modules that can be helpful in addressing issues, specifically related to returning to work with success.   Back to Work with Success Program Overview: https://www.learningnudges.com/uploads/1/3/5/9/135923891/back_to_work_program_with_success_-_program_overview_2021.pdf   There are also important gender differences relating to ‘back to work.' Barbara explains. She says that in the research she's done, men are experiencing twice as much stress as before, and women are experiencing four times as much. Brain differences help to explain some of that, as women have a larger pre-fontal cortex, where it's believed most of our ‘consequential thinking' takes place.  Barbara says it's up to employers to provide the tools to deal with anxiety and stress in the workplace. She says they have a responsibility to set the tone for teams and be welcoming, empathetic and inclusive. Paul described an event he attended where they made special accommodation for introverts including buttons to wear, and a room where they could go go and unwind. He described as a great way to set the tone. “The biggest trap is to do nothing,” says Barbara. She says organizations shouldn't assume that everything is going to go back to normal. She says smart companies are being planful and intentional. The Back to Work with Success program is designed to empower individuals to be more self-initiated in reducing anxiety. “With our program, they can do it in brief 3 to 5 minute ‘microlearning' moments.” Overview of Learning Nudges Programs for Organizations www.learningnudges.com

Paul and Barbara kick off the podcast with a discussion about the quote “feedback is the breakfast of champions,” a quote by author Ken Blanchard in his groundbreaking book “One Minute Manager,” and co-authored by Spencer Johnson MD.  Barbara describes giving feedback as one of the biggest challenges, particularly between men and women. She says men often find they have to be cautious in giving women sensitive feedback. Research shows that women want the ‘straight goods' in feedback, but men are often uncomfortable if the feedback is met with an emotional response.  Barbara shared a story about a woman who was unsuccessful in becoming a partner in a law firm, despite meeting all the metrics for being promoted. Later, she was infuriated to receive the feedback third hand. She eventually left the firm and became a partner in a competing firm. It's an all-too common theme, and research shows men often feel they have to be more careful in giving women feedback. Paul and Barbara discussed a PowerPoint deck which was part of a workshop Barbara delivered on “Pathways to Inclusion: Giving and Receiving Feedback.”  Barbara described two important components of the workshop that led to a breakthrough for the client. She provided them with insight on the science of brain differences between women and men, and a set of tools for overcoming challenges. She believes that one important key is for men to be empowered to sponsor and mentor women. Studies show that 42% of men find it difficult to receive sensitive feedback. Barbara says the first step is to be straightforward, not vague with feedback. She says men prefer getting guidance on what specifically they can do to improve. She adds that it's always best to ‘declare your intentions' from the start, to ensure the feedback is seen as a positive and constructive way to perform better at work. Paul reflected on the statistics that show 64% of women find it difficult receiving sensitive feedback, though at the same time, 82% of women say they want more feedback. Barbara explained that part of the reason for that is that the hippocampus (memory centre) is larger in women's brains. Women tend to remember a bad experience they had in receiving feedback. Barbara says men who want to improve at giving feedback to women should remember one important fact. “Women are their own worst critic. We ruminate and scrutinize ourselves all the time,” she says. On the other hand, for men, they sometimes need to step back, reflect on feedback, and replenish their testosterone. For both men and women, the key is validation.  Link to “Work with Me: The 8 Blind Spots Between Men and Women in Business” by Barbara Annis and John Gray PhD: amazon.com/gp/product/B00BRALEGG/ref=dbs_a_def_rwt_hsch_vapi_taft_p1_i0 Link to the book ‘One Minute Manager' by Ken Blanchard Phd and Spencer Johnson MD amazon.ca/Minute-Manager-Kenneth-Blanchard-Ph-D/dp/074350917X

Barbara Annis and host Paul Colligan kick off this episode with a story about Barbara’s husband, also named Paul, who had a negative experience during an Unconscious Bias training session. Barbara explains that Unconscious Bias does not work, and companies need to stop delivering that kind of training. She says it has a reverse effect on people because: It’s a band-aid approach that has no correlation to learning; It lowers morale; It is a waste of money for companies because there’s no return on investment.   Barbara insists that even the term has negative connotations. The first word, unconscious, is about helplessness, while the second word, bias, evokes blame. She described the work she did with a company where they removed the term Unconscious Bias and replaced it with Blind Spots. It is non-blame and focuses on a-ha moments of discovery, and new insights.   Paul and Barbara discussed the experience that people have in a Gender Intelligence training session where the focus is on Blind Spots. Barbara says that once they realize it’s not about blame, but about building understanding, everything changes. There’s engagement from the start, and it’s relevant to their lives, both professionally and personally. Barbara says it takes the divisiveness out of the conversation.   Barbara described a situation where a large financial services firm faced the largest gender discrimination lawsuit in the history of Wall Street. She says the legal action came on the heels of Unconscious Bias training in the firm, prompting the company to remove UB training from any mention in its culture.   Harvard business review article “Why Diversity Programs Fail”: https://hbr.org/2016/07/why-diversity-programs-fail   Paul reflected on the benefits of a Gender Intelligent conversation around hardwired differences between men and women, and the value each gender brings to the table. He says it’s about answering the questions, “what can we learn about each other, how can we perform better with each other, and what does each style bring to the game that gives us an advantage?   Barbara referred to a quote from Dr. Fernando Flores PhD, a linguistic professor at Berkeley. He said “You can stall or initiate anything through how you use language.” Barbara says it reflects the importance of using language that engages an authentic conversation. It can make it a transformational experience for men and women.   Find the Book “Be Gender Intelligent,” by Barbara Annis and Dr. Keith Merron: https://www.amazon.com/Gender-Intelligence-Breakthrough-Strategies-Increasing/dp/0062307436     Find Barbara’s first book, “Same Words Different Language” here: https://www.amazon.com/Same-Words-Different-Language-Intelligence/dp/0134513274     Are you interested in becoming a Be Gender Intelligent Ambassador? Get in touch with Barbara’s team at tdrezet@genderintelligence.com, to learn more about the advantages of becoming a Gender Intelligent leader within your organization through our digital learning programs for men and women.

On this episode, Barbara Annis and host Paul Colligan discuss the some of the biggest challenges facing women in leadership positions. The pitfalls, identified through a survey of 2,000 women leaders, were based on two simple questions. What pitfalls they worked to avoid in their careers, and what pitfalls they may have fallen into.  7 Common Themes Were Identified Barbara says the results showed that, no matter where these women leaders lived, or what their career focus was, the same themes just kept popping up, again and again.  Take the free Introductory Program here: courses.genderintelligence.com/courses/introduction-to-e-learning Sign up for the full 7 Pitfalls program here: courses.genderintelligence.com/courses/the-7-pitfalls-for-women-leaders  Barbara and Paul discussed the themes and how they impact women in leadership positions. The top 7 pitfalls are: Making Bold Requests Self-Promotion Being Hard On Themselves The Loyalty Trap Assigned to Grunt Work Networking Negotiations Barbara shared a story about a group of male and female executives were all in the running for the CEO role at a company in Silicon Valley. She described a key gender difference that led to one of the male executives landing the position, in sharp contrast with the approach of his female counterparts. Barbara also reflected on the differences between men and women in terms of networking. Barbara says she’s convinced it all comes down to being strategic in one’s approach. Paul suggested that organizations could benefit by making sure male employees also understand these pitfalls for women. He believes this mutual insight into gender differences would allow men and women to worth together to overcome each of their pitfalls, allowing them to build on each other’s strengths. Barbara agreed and describing how some of her corporate clients came to that same conclusion. She believes this kind of acknowledgement and understanding of gender differences and the pitfalls of both men and women should begin in high school or earlier. Barbara told the story of a young female engineer who reached out to her after the engineer had hired a highly successful male career coach, only to discover that he constantly made her cry. In his mind, his confrontation style would motivate her, but instead it made her feel less confident. The female engineer later discovered that she was the first women he had ever coached. Barbara convinced her to fire the coach, and she recommended finding a new one who ‘had her back,’ and used a more positive approach in coaching. Next Week’s Topic: Giving and Receiving Feedback with Gender Intelligence

Barbara Annis begins the program by sharing some of the fundamental differences between men and women when it comes to conflict. She says the sexes really do react to conflict differently. Women tend to internalize conflicts and ruminate about it. Men tend to externalize it. They will often make a decision to either resolve it or move on, which as Barbara explains, links to the fight or flight response. What is S.A.R.A.? Shock, Anger, Rejection, Acceptance Barbara describes SARA as the path that men and women take as they go through situations of conflict. Her advice is not to get stuck in Shock, Anger or Rejections, but to commit to a period of ‘short-term’ suffering where you truly ‘feel’ those moments, but have a genuine intention to get to Acceptance. While men tend to get stuck in being angry and women often get stuck in rejection, Barbara believes we are ineffective in communicators when we are in either state. Blame-Frame and Outcome-Frame These are the two frames of reference that Barbara refers to in her books and workshops. She says blame is really about creating a win-lose. I’m right and you’re wrong. On the other hand, Outcome Frame is really about asking ‘what’s ’the win-win here?’ How can we get to understanding? Using Triangulation Barbara’s described the theory of ‘triangulation’ where people in the workplace choose to complain to others rather than taking on conflict in a direct way with an individual. Barbara explains why ‘triangulated behavior’ only complicates things, but it’s a pattern people fall into. She believes that rather than involving other people, it’s better to go directly to the individual you are having a conflict with to resolve it. The key is having ‘zero commitment’ to triangulation. What Can We Do About It? A Gender Intelligence Worksheet: The next time you’re in a conflict situation, take a few moments to review and apply each of these 6 ways to reach a positive resolution. Ten Techniques for Resolving Conflict: Regardless of gender, these techniques will help you when you find yourself in a conflict with a colleague: 1. Stay calm. One big thing that can intensify conflict is anger. To keep the conflict from escalating, take a mental step back and remain calm. Chances are if you can remain calm, those around you will calm down as well. 2. Listen to understand. Once the anger sets in, we tend to stop listening to understand and we start listening to argue back. It will be difficult, but you need to practice your active listening skills and listen to understand. 3. Own what is yours. Are you part of the problem? Take ownership of your mistakes and apologize for them. This will usually surprise people—in a good way—and make them more open to resolving the conflict. 4. Leave a little room for doubt. Rather than insisting that you are right and the other party is wrong, leave a little room for doubt. Take the opportunity to check your sources and confirm what you know. While you still may be right, you are gathering more information. 5. Use an “I” message. “I” messages describe the experience from your point of view without blaming the other party. Using an “I” message is a way to express your needs, expectations, and problems to your listener in a non-‐confrontational way. Some examples: •I expect...•I understood you to say...•It was my understanding that...•I guess I misheard. Please...•I would appreciate it if...•I need... 6. Attack the problem, not the person. If you want your point to be heard, depersonalize your comments and talk only to the issue. Rather than accusing the other party, frame your statements towards finding a solution. For example, instead of “You’re always getting that wrong,” frame the statement as “Let’s look at why this keeps happening.” 7. Avoid finger pointing. In conflict resolution, assigning blame is only helpful in one situation—if you assign it to yourself. When trying to resolve a conflict, figuring out whose fault something is does nothing to solve the problem. Instead, focus on problem solving, not finger pointing. 8. Pick your battles. Do you need to be right, or do you need to resolve the conflict? It’s human nature to want to be right. Unfortunately, this gets in the way of conflict resolution. Right or wrong, if the issue means a lot less to you than it does the other party, it’s best to concede. 9. Focus on now. Stay out of the past — it doesn’t belong in conflict resolution. Bringing up old arguments or problems will do nothing to help solve the existing conflict. Instead of focusing on what went wrong, or who didn’t do what (both in the past), shift the focus to finding a solution. 10. Be willing to let it go. Don’t hold on to past conflict. This only gets in the way of your ability to resolve conflict in the future.

After a busy life raising a family and building a career in sales at Sony, Barbara Annis turned her interest in gender differences into a lifelong mission to bring Gender Intelligence into the workplace. In today’s episode, Barbara shares the story of her journey with Paul, and explains why there’s so much more to accomplish. One of the biggest ‘a-ha’ moments for Barbara was when she realized she wasn’t being fully authentic in her life. She describes how her persona at work, where she took on ‘alpha’ male behaviors to fit in and compete with her male colleagues, clashed with who she really was. Paul shared how when he first met Barbara, he instantly understood what she meant using the term “Gender Intelligence.” He says the title of Barbara’s first book, “Same Words, Different Language,” also rang true to him. Barbara described the process of writing, then editing her first book. She says it was well received, and a common reaction from people was “why didn’t I know this 20 years ago?” She says it was always her goal to create balanced learning for both men and women, without blame. She says men find it very freeing, and women find it incredibly validating. Find Barbara’s first book “Same Words, Different Language” here: https://www.amazon.ca/Same-Words-Different-Language-Intelligence/dp/0134513274  Barbara and Paul discussed some of the books Barbara co-authored. She described how her work with author Michael Gurian led to their partnership to write “Leadership and the Sexes. Find “Leadership and the Sexes” by Barbara Annis and Michael Gurian here: https://www.amazon.ca/Leadership-Sexes-Science-Business-2008-08-25/dp/B01FKWTYO0/ref=sr_1_1?dchild=1&keywords=annis+gurian&qid=1618508935&s=books&sr=1-1  Paul and Barbara also discussed Barbara’s book with John Gray entitled “Work With Me,” and how the two authors collaborated on ways to be authentically Gender Intelligent at home and at work. Find “Work With Me” by Barbara Annis and John Gray here: https://www.amazon.ca/Work-Me-Intelligence-Succeed-Barbara/dp/B00QAU26YC/ref=sr_1_2?dchild=1&keywords=barbara+annis+john+gray&qid=1618509058&s=books&sr=1-2  Today, Barbara describes her life as being much different than it was before the Covid-19 pandemic. Due to the success of her books and consulting work, Barbara spent many years ‘living out of a suitcase,’ and traveling from one keynote address to another. Today she does most of her work virtually. She says she’s finally convinced that workshops can be delivered virtually, and it’s an extremely useful platform for learning. That’s a big advantage for companies that wanted her to be able to scale her corporate learning programs globally. Barbara says the pandemic hasn’t changed her mission to bring the value of Gender Intelligence to thousands of organizations. She says a key to that is her “Be Gender Intelligent” online learning platform. It’s a 15-hour program where learners can earn their Gender Intelligence Ambassador certification. To learn more about the “Be Gender Intelligent” learning platform here: https://www.genderintelligence.com/digital-learning/ 

We know that today, women influence 80% of purchases. They often manage the day-to-day expenses of the family but aren’t generally managing the family wealth or investments. Barbara Annis interviews Jo Ousterhout, a financial coach who has been described as a champion of women’s political and economic leadership. Ousterhout acknowledged the latest data that show women will control 60 to 70% of the world’s wealth by 2030. She says we shouldn’t be all that surprised by the number considering that in many marriages, the husband is older, and men don’t live as long as women generally. Watch the full interview with Jo Ousterhout here: https://www.youtube.com/watch?v=nT6lXaBiCNw  Barbara reflected on research showing that 72% of women fire their financial advisor within a year of their spouse passing away. She discusses how gender differences are at the core of that. She says it’s important to hire a Gender Intelligent financial advisor. That’s someone who recognizes that women often bring a different approach and perspective in the way they interact with a financial advisor. Paul and Barbara discuss what approach to take in dealing with a financial advisor who is not Gender Intelligent in their approach to male and female clients. Barbara recommends intervening in a non-blame way. She describes a recent situation with her husband where he was able to do this effectively. Barbara discussed the adage “be interested, not interesting.” She says the solution to creating a more Gender Intelligent experience for women customers isn’t to replace male salespeople or financial advisors with women, but rather to train staff of both genders to be more Gender Intelligent. Barbara and Paul discuss the neuroscience underlying the way in which men and women think and view the world. Barbara explains male convergent thinking and female divergent thinking, and how they are both important, and a real strength, especially when combined. Paul reflected on his experience at the Gender Intelligent Deep Dive, a 3-day workshop and learning event Barbara holds annually. He says that for he and his wife, one of his biggest ‘take-homes’ was that women aren’t generally great negotiators for themselves, but they are often incredibly good at negotiating for others. Paul and Barbara ended the discussion with some thoughts on Barbara’s favorite quote by Lily Tomlin. “I always wanted to be somebody, but now I realize I should have been more specific” To learn about Barbara’s innovative microlearning program called “Learning Nudges”, visit the website here: www.learningnudges.com 

In this HCI Podcast, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Dr. Keith Merron about building extraordinary organizational cultures. See the video here: https://youtu.be/-cvX1BpW6B0. Dr. Keith Merron (https://www.linkedin.com/in/keithmerron/) is a highly respected Organizational Consultant and Leadership Developer and is the founder and Managing Partner of Leadership Pathways as well as a partner at Barbara Annis and Associates. Keith received his Doctorate from Harvard University in 1985, where his studies spanned the fields of human and organization development. His early research on the relationships between human development, managerial effectiveness and high performance played a profound role in helping shape a whole new field of study called Spiral Dynamics. Keith has designed and led over 100 seminars and workshops for leaders. In partnership with his clients, he has successfully conducted over 25 large-system strategic, cultural, and technical change efforts. Companies hire Keith for one of the following three reasons: (1) To achieve sustainable high performance and industry leadership, (2) To design and lead innovative leadership training programs, and (3) For building extraordinary organizational cultures. His work has positively impacted Hewlett-Packard, AmeriGroup Corporation, MedCath, Wang Laboratories, General Public Utilities, WorldCorp, CSAA, Endocare, The Healthcare Financial Management Association, as well as over 350 other companies and organizations. Additionally, he is the author of five books on human and organizational change: Riding the Wave: Designing Your Organization for Enduring Success, Consulting Mastery: How the Best Make the Biggest Difference, and The Golden Flame: The Heart and Soul of Remarkable Leadership, Inner Freedom: Living Authentically the Life You Were Truly Meant to Live and Gender Intelligence: Breakthrough Strategies for Increasing Diversity and Improving Your Bottom Line. Keith teaches leadership, teamwork, and change management at Hult School of Business and is in high demand as a speaker on the subject of leadership and building extraordinary organizational cultures. Check out Dr. Westover's new book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy.  Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine.  Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

The Gender Intelligence community is growing. Early adopters in finance and technology are now being joined by manufacturing and mining companies, as they too recognize the benefits of building inclusive cultures through an understanding of the value of gender differences. On today’s show, Barbara and Paul discuss the progress of Vale, one of the world’s largest mining companies, with more than 76,000 employees at operations in 30 countries. The firm, founded in Brazil in 1942, has declared that its mission is to transform natural resources into prosperity and sustainable development. Part of that is a recognition that diversity is at the core of its people and the people it serves. Barbara Annis describes the challenges that Vale faced, and the catalyst that moves the company to further define and declare its goals around building a diverse, and more gender-balanced workforce. Gender Intelligence can benefit companies in several ways: “difference thinking” better leadership improved communications greater safety help individuals to feel valued empower women in the workplace Recommended Reading: For individuals interested in learning the concepts and principles of Gender Intelligence, read Barbara’s book, “Same Words, Different Language.” - https://amzn.to/38M9SHY For organizations and teams interesting in implementing Gender Intelligence within your company, read Barbara’s book, “Gender Intelligence.” - https://amzn.to/2OH3ieR  Interview with Dino Otranto, COO, Vale Base Metals As part of an interview series for International Women’s Day, Barbara spoke with Dino Otranto, Chief Operating Officer, Vale Base Metals. Barbara described his authentic commitment to Gender Intelligence and inclusion, and how it connects to Vale’s mission. See the full interview with Dino Otranto here: https://www.youtube.com/watch?v=8GXRAe2qFJA For more information, contact the Gender Intelligence Group: tdrezet@genderintelligence.com or 1-877-922-2462 ext. 120

Microlearning is gaining traction in the corporate training world. More and more educators and instructional designers are realizing the benefits of bite-sized learning, compared to workshops or longer form e-learning. The Gender Intelligence Group has launched its “Learning Nudges” program, delivering 3- to-5-minute micro training modules on a weekly basis, over a 6-month period. The focus is on inclusion, with specific Learning Nudges relating to these topics: Gender Racial and Cultural Religion Disability Each nudge is made up of a short scene with relatable animated characters, followed by a short video with insight and advice from Gender and Inclusion expert Barbara Annis. 2:18 – Audio example of a Learning Nudge 4:25 – Audio example of the commentary segment for a Learning Nudge Barbara explains to Paul the importance of expanding the learning program to cover every aspect of diversity. The Learning Nudges are gleaned from thorough research and through experiences shared by clients. Barbara says she’s discovered through behavioral economics the importance of the repetitive nature of ongoing Learning Nudges, to create building blocks of learning. It’s learning that can happen anywhere, anytime on mobile devices. Gender Intelligence Group started a pilot program to test Learning Nudges with 1,000 employees at Zions Bank. The organization found the ‘real-time’ learning to be extremely valuable. In 2020, U.S. companies spent more than $8 billion on mandatory harassment training. Paul and Barbara discuss how that leads to battle fatigue, and how Learning Nudges shift the paradigm in numerous ways. Barbara’s goal is to introduce Learning Nudges into the educational system, in partnership with Pearson Education. The current Learning Nudges program delivers microlearning moments weekly, over 6 months. At the end, learners earn a certification and badge as an “Inclusion Ambassador.” Website: http://www.learningnudges.com Learning Nudges Overview Video: https://www.youtube.com/watch?v=S903AM_liVE

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Dr. Keith Merron about the qualities of remarkable leadership. See the video here: https://youtu.be/42hTp1C3AfQ. Dr. Keith Merron (https://www.linkedin.com/in/keithmerron/) is a highly respected Organizational Consultant and Leadership Developer and is the founder and Managing Partner of Leadership Pathways as well as a partner at Barbara Annis and Associates. Keith received his Doctorate from Harvard University in 1985, where his studies spanned the fields of human and organization development. His early research on the relationships between human development, managerial effectiveness and high performance played a profound role in helping shape a whole new field of study called Spiral Dynamics. Keith has designed and led over 100 seminars and workshops for leaders. In partnership with his clients, he has successfully conducted over 25 large-system strategic, cultural, and technical change efforts. Companies hire Keith for one of the following three reasons: (1) To achieve sustainable high performance and industry leadership, (2) To design and lead innovative leadership training programs, and (3) For building extraordinary organizational cultures. His work has positively impacted Hewlett-Packard, AmeriGroup Corporation, MedCath, Wang Laboratories, General Public Utilities, WorldCorp, CSAA, Endocare, The Healthcare Financial Management Association, as well as over 350 other companies and organizations. Additionally, he is the author of five books on human and organizational change: Riding the Wave: Designing Your Organization for Enduring Success, Consulting Mastery: How the Best Make the Biggest Difference, and The Golden Flame: The Heart and Soul of Remarkable Leadership, Inner Freedom: Living Authentically the Life You Were Truly Meant to Live and Gender Intelligence: Breakthrough Strategies for Increasing Diversity and Improving Your Bottom Line. Keith teaches leadership, teamwork, and change management at Hult School of Business and is in high demand as a speaker on the subject of leadership and building extraordinary organizational cultures. Check out Dr. Westover's new book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

The gender intelligence conversation gets a bit more personal as Barbara Annis, author of Results At The Top, examines why it matters "everywhere else," including the home, the hospital, and in difficult conversations.    In the final episode of the Gender Intelligence mini-series, Baraba Annis talks about how gender intelligence can be the difference between life and death, as in the case of heart attacks, but also how companies have implemented the gender intelligence research to completely transform their businesses and in some cases double or triple their yearly revenue. Research on the gender differences of our bodies didn’t exist before 1990. At that time the US Health department couldn’t figure out why more women than men were dying of heart attacks, and when they looked into the cause they found that 72% of women had entirely different symptoms when they had heart attacks. They didn’t know what they didn’t know, because before 1990 the US Health department only tested men and male animals. Once they started looking they found a slew of gender differences. 80% of autoimmune diseases occur in women, Alzheimer’s is more predominant in women, so is dementia. If you want to take care of your health, particularly if you’re a woman, ask your doctor if they have any research on gender differences. Knowing these differences and being willing to push your doctor to look into the research can be a life or death situation. There are differences in the genders in how they handle difficult conversations as well. Women tend to take things personally, where they internalize conflicts, whereas men tend to externalize things. This can cause problems between men and women and create power struggles if we don’t understand where each gender is coming from. There is equal learning for both men and women in this regard. Women tend to seek understanding, men tend to seek space and resolution, and there are a few simple things that you can do to make a conversation work between the genders. Honoring each other’s differences and avoiding the blame game is the key. Dr. Hubble Hendricks says that we go through three phases of committed relationships. The first is the romantic phase where everything is great. The second is the power struggle phase where gender differences occur. Only 7% of us enter the third spontaneous acceleration phase where people can be themselves and loved for who they are. With an understanding of gender intelligence and the science around how the genders interact, more people can reach the third phase of a committed relationship. Due to the rise of the #metoo movement, many men reported that they became uncomfortable mentoring or networking with women. Dr. Annis has created a program that has empowered men to raise their standards but also to engage other men. Gender intelligence is about men and women working and winning together. When we understand the how of it, it becomes really empowering. Home relationships are becoming much more important in the age of Covid-19. The research showed that the same themes came up in most situations where the genders are working at home. Stress has increased considerably across the board, especially for women. The challenges of communication have increased as well. Men and women deal with conflict differently, with women tending to internalize conflict and men externalizing it. As stress levels have increased, so have the incidences of conflict. Men and women are different, and by celebrating and honoring those differences we can do more together. When you feel valued and heard, your happiness goes up. The more you understand the other gender and how they communicate and operate, the happier and more productive your relationship. Several companies have implemented the research of gender intelligence and transformed their businesses in as little as 12 months. Understanding the differences in the genders in your personal life can allow you to become closer to people important to you. Learn and engage in the research and it will have a lasting positive impact on your life. Imagine if we created a world that was gender intelligent, where we valued boys and men and valued girls and women for who they were. It starts with you.

In this continued conversation on Gender Intelligence, Barbara Annis, author of Same Words Different Langauge, and CEO of Gender Intelligence Group (GIG) examines the role of gender intelligence in the workplace.  Topics include blindspots in the workplace and the need for gender intelligence to be a "business imperative."  Find out why it’s absolutely imperative that businesses understand gender intelligence if they want to create effective teams and produce extraordinary results. Learn how gender intelligence impacts the workplace as well as what blindspots we have about the opposite gender that are holding us back and how to overcome them. There is an important difference between gender equality and gender intelligence. In the course of 30 years of research and results from implementation, we are seeing major impacts on many different areas of business. An inclusive culture in a business is a major asset. When you have men and women at the table practicing gender intelligence it increases innovation and improves decision making. There is $8 billion a year spent in corporate America on diversity training, and it has no correlation to any impact whatsoever. It actually creates education apathy, whereas by applying gender intelligence training many companies have reported massive declines in incidences of harassment. The neuroscience of gender intelligence has been around since 1990 but it’s still surprising how many people do not understand or deny the evidence of gender differences. Understanding the reality of gender differences and the neuroscience involved allows us to appreciate our differences instead of ignoring or tolerating them. Just recruiting additional women into a work culture of men is futile. Women value different things and creating a gender intelligent culture is how a business can reduce turnover. In the process of studying the sustainable impact of gender intelligence, Barbara found that companies that implemented gender intelligence made more progress in a handful of years than they did in a decade and a half with diversity and inclusivity training. Bringing women into a sales call can open up a whole new avenue of understanding. Women tend to notice things that men don’t focus on which can lead to insights into what a customer wants and feels that would be otherwise missed. Women weigh options and ruminate more than men, which is often at odds with the way men think and take action quickly. Finding a balance between the two approaches leads to better results. Girls develop their prefrontal cortex earlier than boys, which is why they tend to be more risk-wise than boys the same age. Neuroscience has proven that men and women think differently. It becomes a business imperative to see both perspectives and get better results, the key is in avoiding the blind spots that prevent us from taking the next step. Women have a blindspot in the belief that men don’t care. Men do care and want women to succeed, the challenge is in the comfort level within the #metoo era. A powerful conversation occurs when men say they do care, but they don’t know what the next step is or how to express that. For men, the blind spot is the belief that women aren’t ambitious, which couldn’t be further from the truth, but you can hamper women’s ambition if the culture is lacking. If you don’t provide a means for the ambition to be fulfilled inside of your own organization, it’s going to be fulfilled elsewhere. Another big assumption on men’s part is that women are fragile. The truth is that women negotiate differently, they tend to negotiate poorly for themselves but more effectively for other people. This is often interpreted by men as a weakness or fragility of women in the workplace. Gender intelligence applies beyond the workplace, parents need to realize the sons and daughters require a different approach to parenting. One size does not fit all. It’s the same with health differences and conflict in relationships, gender differences require a better understanding of gender intelligence in order to thrive. Be curious, learn something of the other gender and then ask. Make no assumptions and be curious about new learning.

Butting heads with your loved ones in lockdown? Listen as Barbara Annis shares how to use gender intelligence to connect deeper and resolve conflict in today’s episode of the Genius Network podcast.  Don't miss another episode of Genius Network, subscribe today at GeniusNetwork.com/Subscribe. If you’d like access to the video, show notes or the exercise to help you take action on what was discussed, please visit www.GeniusNetwork.com/146. Here’s a glance at what you’ll learn from Barbara and Joe in this episode:  How you can empathize and connect more deeply with family and friends while being at home. From Breakdown to Breakthrough: The different ways men and women have breakthroughs. What men and women can do right now to work together, live together, and win together. Why being curious is so important for connection (PLUS: A simple secret to greater empathy). The superpowers (and kryptonite) men and women have during a crisis like COVID-19.

Barbara Annis, author of Results At The Top, Work With Me, and Same Words, Different Language discusses the origin of the concept of Gender Intelligence, the neuroscience behind it, and where she hopes to go with the show.   Gender intelligence is transforming the way we think about communication, relationships, and conflict between the genders by revealing the differences that make each gender unique. Learn how Barbara Annis coined the term of gender intelligence decades ago and has since made it her mission to take the idea of gender intelligence mainstream. The idea of gender intelligence came from Barbara’s struggle with the concept of gender equality. People tend to think gender equality means treating the genders the same and don’t take the differences between the genders into account. When you stand for gender intelligence, you are actually looking at the differences between men and women and how to appreciate them as competitive advantages. Women tend to solve problems in a way that’s more contextual with a focus on seeking to understand the issue. For men, they are more focused on getting the facts and taking action. When men and women work together to solve problems, we get the best of both approaches. The idea of gender intelligence is finding its way into more industries including engineering, mining, and space exploration. In neuroscience, we assume that men and women are mostly the same, but recent developments in the 1990s led us to looking more at the differences between male and female brains. The biggest blindspot in neuroscience has been the fact that the whole body of knowledge was based on testing the male brain exclusively up until that point. Autoimmune diseases and Covid-19 are examples of how men and women are affected differently by the same disease. Great minds think unalike. As companies learn to understand gender intelligence and appreciate the diversity of thought, they are producing better results. Brain scans of a resting male brain compared to a resting female brain reveal one of the fundamental differences between men and women. A woman’s resting brain state is still full of neural activity, and understanding this can help both genders understand what the other needs to destress and relax. The challenge in relationships between the genders is when we begin resisting the differences. A common myth that women share is that men don’t listen, when they in fact listen differently. Honoring the differences instead of resisting them is vital. Barbara started the podcast to make the knowledge of gender intelligence more accessible to people, and one of the big goals of the show is to test assumptions. Gender intelligence isn’t about making broad stereotypes and more about having the ability to adapt to the way people around you think and communicate. Barbara began her career as the first woman in sales at Sony and found herself taking on the predominant male paradigm and behaviour. She realized that today we don’t need to do that anymore and that the science of gender intelligence is revealing a better, more effective way. Future episodes of the podcast will be focused on gender differences and the challenges that each gender faces in the workplace, as well as tools and strategies to navigate those challenges. We’ll also explore the differences in health between the genders and what we need to do to understand what men and women need to stay healthy. Cross-gender communication and relationships is complex for all people and all generations. Gender intelligence is ultimately about providing understanding. When we understand each other, we improve our morale and our engagement, but also our effectiveness with one another.

Barbara Annis breaks down how online reviews can build or break your business. Go to www.geniusnetwork.com/131 to access the show notes for this episode along with an exercise to help you action on what Barbara teaches. Here’s a glance at what you’ll learn from Barbara in this episode: Gender Intelligence: I Was Once Blind But Now I See Barbara shares strategies for increasing diversity and improving your bottom line The powerful difference between gender equality and gender intelligence 5 brain and communication differences between men and women and why they are important Companies that do THIS ONE THING have on average a 34% increase in revenue… The interesting reason why women can be the best promoters of your business How to improve innovation, build engaged teams and culture, minimize risk and boost financial performance One simple change that tripled a company’s revenues (and how you can use it in your business)

Episode 146 is live! This week, we talk with Barbara Annis in New York, NY. Barbara is the founder and CEO of Gender Intelligence Group. She works to build greater understanding of the unique differences that men and women bring to business. She’s also the author of multiple books, including Results at the Top: Using Gender Intelligence to Create Breakthrough Growth. Barbara encourages people to move away from the concept of “great minds think alike” to “great minds think un-alike.” On today’s episode, Barbara shares how to find gender intelligence in a new job, and how to create it in our existing workplace. She explains why we should move away from the idea of "culture fit." Barbara also shares her perspective on Silicon Valley's culture and why women really leave companies. Listen and learn more! You can play the podcast here, or download it on iTunes or Stitcher. To learn more about Barbara, visit her website at http://www.genderintelligence.com/. You can also follow her on Twitter at @GenderIntGroup. And, you can find her book Results at the Top: Using Gender Intelligence to Create Breakthrough Growth on Amazon. Thanks to everyone for listening! And, thank you to those who sent me questions. You can send your questions to Angela@CopelandCoaching.com. You can also send me questions via Twitter. I’m @CopelandCoach. And, on Facebook, I am Copeland Coaching. Don’t forget to help me out. Subscribe on iTunes and leave me a review!

Barbara Annis, Founding Partner of Gender Intelligence Group (GIG), is a world-renowned expert on Inclusive Leadership through Gender & Cultural Intelligence, advocating the value and practice of this new type of leadership in Fortune 500 companies and numerous organizations worldwide. Her insights and achievements have pioneered a transformational shift in cultural attitudes across the globe on the importance of gender unity to organizational success. Barbara began her career as the first women in sales at Sony and became the first woman Sales Manager with 14 Outstanding Sales Achievement Awards and Sony's MVP Award.  Over the past 27 years, Barbara Annis and her 51 global associates have facilitated over 8,000 corporate workshops and conducted thousands of leadership assessments and executive coaching sessions. GIG has introduced breakthrough research on the practice and benefits of inclusive leadership and gender diversity.  Additionally, GIG offers diagnostics, workshops, and coaching sessions both onsite and online. Barbara Annis is chair emeritus of the Women's Leadership Board at Harvard Kennedy School and was recently conferred the International Alliance for Women, Lifetime Achievement Award. Her extensive studies have included work with exceptional thinkers such as famed psychologist Dr. Virginia Satir, Dr. Fernando Flores, Director of the PhD program in Linguistics at Berkeley University, and Dr. Willis Harman, Founder and President of the Noetic Sciences Foundation. Barbara has produced four transformational books: Her latest book, Gender Intelligence: Breakthrough Strategies for Increasing Diversity and Improving Your Bottom Line (May 2014) co-authored with Dr. Keith Merron, represents the culmination of twenty-seven years of gender-based research and global practice that uniquely apply cutting-edge brain-based research to the workplace.  It offers leaders the mindset and systemic changes needed to transform their organizations, bridge the gap between men and women at all levels of leadership and management, and in the process, create more inclusive and productive organizations.   She is also the co-author of Results At The Top: Using Gender Intelligence To Create Breakthrough Growth. What if your company could gain a greater profit share of the market simply by promoting more women into its senior management team? Sounds like a no-brainer, and despite nearly every study done in the past three decades proving companies with women leaders deliver superior performance, the number of women in the C-suites of companies all over the world is noticeably low. Results at the Top is written for the men who know the value female leaders bring to the table and need a tangible way to get them there. Whether you're building your leadership team from scratch or trying to transform long-established norms for a competitive advantage today, the practical guidance inside wastes no space with blame for the current state of women leaders and goes straight to the immediate steps organizations can take to change it. It gives you everything you need to both create the internal systems for promoting gender diversity on every step of the career ladder and motivating employees to celebrate its shared, bottom-line benefits. Up-to-date viewpoints don't confuse equal with same and go in-depth into the scientific differences between men and women that can complement each other to produce higher performing teams. Along with neurological variances, there are societal behaviors men and women need to recognize and substitute with more productive and advantageous ones. Through eye-opening research and illustrative examples from the real world, both sexes gain a deeper understanding of how we got here and the pioneering systems companies in the highest echelons of their industries are using to evolve leadership development all the way to the top. This everyday guidebook will immediately change the way you approach work with: A powerful new evaluation method for assessing the source of gender diversity in a company's leadership Concrete strategies men can use to champion greater gender diversity along with ways men and women can improve collaboration in order to run better organizations Focused coverage on addressing gender diversity with Millennials—and don't be surprised when you find they're not so different The most satisfying part of Results at the Top is watching your company's performance soar as gender bias disappears.  

Are you considering raising capital? Meet Stephanie Newby. As founder of NY-based Golden Seeds, an investment firm providing early stage capital to women-led tech companies, and as CEO of a big data startup raising outside capital, Stephanie has been on both sides of the table. Stephanie weighs in on the value of taking risk, how to find the right investors for your startup, and what it takes to lead a fast growth company. She also shares key takeaways from successfully closing a recent Series C round of growth equity financing. Notes Audra Ryan CFO at Crimson Hexagon Just Using Big Data Isn’t Enough Anymore by Randy Bean, Harvard Business Review The Advantage, Enhanced Edition by Patrick M. Lencioni, iBooks Todoist: To-Do List | Task Manager TEUXDEUX a simple, designy to-do app RICHARD BRANSON: 'Social justice is good for business' by Rachel Butt, Business Insider Golden Seeds Takes Bold Steps to Empower Women Entrepreneurs by Emmie Twombly, HuffPo Gender Intelligence by Barbara Annis & Keith Merron, iBooks Additional Reading Going Against the Flow: Stephanie Newby, CEO of Crimson Hexagon by Charu Sharma, HuffPo She founded Golden Seeds to change corporate culture for women. Here's why she left — and why she doesn't regret it by Caroline McMillan Portillo, Bizwomen Sageview leads $20 mln investment in Crimson Hexagon by Stephanie Rogan, The PE Hub Network 10 Things Entrepreneurs Need to Know about Entrepreneurship by Murray Newlands, Inc. The Growth Equity In Venture Capital by Glenn Rieger, TechCrunch 8 Secrets to Credible Startup Financial Projections by Martin Zwilling, Entrepreneur How To Boost Confidence When Seeking Funding For Your Startup by Sujan Patel, Forbes How founders can tell a great startup story by Elisa Schreiber, Fortune Guest bios & transcripts are available on www.broadmic.com.

As the recent Jill Abramson kerfuffle at the New York Times, has shown, gender issues still impact the workplaces of even the most public and apparently tolerant of companies.Perhaps in seeing that, and so many other examples, we might realize that we are approaching these issues in the wrong way.  Diversity is not just about numbers, or quotas and expecting everyone to be the same. Homogenization is not diversity.  Being forced to Lean In, is not about recognizing one's strengths, but about mimicking the strengths of others.We still need to learn that while overall acceptance is important, diversity lies not in one size fits all, but in celebrating differences and taking full advantage of the different intelligences that different individuals and different genders bring to the workplace.  These are the issues that Barbara Annis and Keith Merron take up in Gender Intelligence: Breakthrough Strategies for Increasing Diversity and Improving Your Bottom Line.My conversation with Barbara Annis and Keith Merron: 

Talking Gender Intelligence: Blind Spots between Men and Women in Business with Barbara Annis, the Author of Work with Me, the 8 Blind Spots between Men and Women in Business