{"id":15817,"date":"2013-05-20T12:15:01","date_gmt":"2013-05-20T19:15:01","guid":{"rendered":"https:\/\/www.fireitupwithcj.com\/dev\/\/new\/\/?p=15817"},"modified":"2015-06-08T10:45:55","modified_gmt":"2015-06-08T17:45:55","slug":"core-competencies-of-women","status":"publish","type":"post","link":"https:\/\/www.fireitupwithcj.com\/dev\/core-competencies-of-women\/","title":{"rendered":"Core Competencies of Women"},"content":{"rendered":"

\"Success<\/a>What are the core competencies that women offer in the workplace? \u00a0How can women use this information to better market their skills during promotions and finding a job? \u00a0Bonita Banducci, a Gender Expert who teaches at Santa Clara University, helps companies find ways to retain women and bring more innovation and competitive advantage to their companies.<\/p>\n

Show Summary<\/span><\/h1>\n

Link to Segment 1<\/a>: Most companies lean toward evaluating their workforce based on male-oriented competencies. \u00a0What are female-oriented competencies that companies should consider if they want to tap the full potential of their women employees? \u00a0Find out about a whole category of thinking and skills that women bring that can be used to generate innovation and better solutions to problems.<\/p>\n

Link to Segment 2<\/a>: There are core competencies that have a female and male expression. \u00a0For example, a women will demonstrate being a team player in a different way than a man. \u00a0Often a women’s way is\u00a0misinterpreted. \u00a0What are other competencies that women and men express differently? \u00a0How can women narrow the divide? How can men shift their perspective on these competencies?<\/p>\n

Blog Post by our Guest<\/span><\/p>\n

Rise!-as you Lean In!<\/span><\/div>\n

There is a confidence and freedom as well as joy that my\u00a0women graduate engineering students discover in my Gender and Engineering class at Santa Clara University. The\u00a0men, too, discover a new way of seeing the world and how\u00a0to work effectively with differences with Gender Competence, as one student put it, \u201cI feel like I have a strategic advantage.\u201d<\/p>\n

There is one lesson about an everyday practice that drives\u00a0women\u2019s ideas and eventually drives women themselves out\u00a0of organizations and out of engineering, that when understood and managed applying RISE, not only retains women,\u00a0building confidence and freedom to contribute, but also\u00a0increases innovation.<\/p>\n

RISE is a model and formula for having different \u201ccompetencies\u201d of women and men working together. Relational & Individualistic = Synergy (the whole greater than the sum of the parts) and mutual Empowerment.<\/p>\n

Many women see the world through a Relational lens of\u00a0relationship and demonstrate competencies of \u201cconnecting\u00a0the dots\u201d systems thinking, multi-tasking, and sharing information to create new information.<\/p>\n

Many men see the world through an Individualistic lens of\u00a0status and independence, that give us traditional competencies of prioritized, linear thinking, focus on one thing at a time, and sharing information only as needed.<\/p>\n

The everyday practice of playing Devil\u2019s Advocate is the\u00a0ability to poke holes and find faults using deductive reasoning to bullet proof an idea. As one Individualistic Executive of a local space agency said to me, \u201cWe do science\u00a0here, Devil\u2019s Advocate is science.\u201d Relational people often\u00a0respond to Devil\u2019s Advocate as an indicator that their idea is\u00a0not good\u2014and often drop it, sometimes taking it personally\u00a0that they are not competent. Then they show up to others\u00a0as not confident and not competent.\u00a0Point out that you bring another competency, Collaboration\u00a0or Angel\u2019s Advocate, to build on an idea with \u201cwhat could\u00a0make it work\u201d and \u201cwhat else is possible with the idea,\u201d\u00a0using inductive reasoning. You frame a competency that\u00a0is otherwise invisible, unarticulated and unrewarded.<\/p>\n

You bring a new competency into the organizational culture. You can teach your Devil\u2019s Advocates by insisting, \u201cBefore we play Devil\u2019s Advocate, I want to play Angel\u2019s Advocate and bring your best thinking to this.\u201d It will be a new muscle for them. You may have to prime the pump for them, demonstrate what you mean. You can also engage them in teaching you how to stand up to Devil\u2019s Advocate, when that time comes. You will never back down again.<\/p>\n

The first time I did an exercise to practice both Devil\u2019s Advocate and Angel\u2019s Advocate, two men who had been working on an environmental engineering problem together, came up with a solution they had not thought of before. This drove home, to me, just how foreign Angel\u2019s Advocate collaboration can be.<\/p>\n

At the space agency, the executive who said \u201cDevil\u2019s Advocate is science,\u201d responded to the exercise with a woman colleague with\u201cwe had so much fun with all the new ideas bubbling up, we didn\u2019t even play Devil\u2019s Advocate.\u201d He could see that Devil\u2019s Advocate had been keeping the lid on\u00a0 innovation, people proposing new ideas, realizing they did not want to stand before a firing squad.\u00a0 Indeed, the highest ranking woman, next in line to run the agency, told me she had a new vision for the agency she had only shared with some women because she did not want to stand before the\u00a0firing squad. With anticipated budget cuts to space projects, she envisioned taking on Homeland Security, Global Warming and Renewable Energy\u2014her secret\u2014until she saw her male colleagues learn to play Angel\u2019s Advocate and could \u201ctrust\u201d them with her vision.<\/p>\n

Business schools are beginning to teach \u201cimprov,\u201d responding to ideas with a \u201cyes, and…\u201d to not block ideas. Women need to teach this Relational competency too.<\/p>\n

Notice that many Relational competencies are what you think is common sense, but they are not common, they are different and can be misunderstood unless you define them as competencies. Bringing all your Relational competencies to the table, speaking about them, pointing out the value and working them together with traditional competencies will have you, your colleagues and your organization RISE.<\/p>\n

About Our Guest<\/span><\/h1>\n
\n

\"Bonita<\/p>\n

Bonita Banducci teaches Gender and Engineering for Santa Clara University’s School of Engineering Graduate Program in the Core Curriculum, Engineering and Society. She is an Gender expert on how to retain and promote women in the Engineering Workplace for Mentornet, which provides professional mentors to women and underrepresented minorities in Science Technology Engineering and Math (STEM) majors in hundreds of universities throughout the United States. She is President of Banducci Consulting based in Hayward. Her original research in one of Silicon Valley’s Fortune 500 companies “What is the Contribution Women Make that Could be the Strategic Advantage in the Global Marketplace?” launched her specialization in Unmasking the Gender Effect. Banducci is a founding faculty of the Santa Clara University’s Global Women’s Leadership Network, sponsored by the Leavey School of Business and is a faculty member and coach for the Women Leaders for the World Program. She has taught Leadership Experience at the Leavey School of Business.<\/p>\n

Banducci’s training work in gender differences and leadership, based in brain science, language, perception, paradigms and “Competencies,” adds a powerful dimension to coaching women and men, facilitating change and accelerating new behaviors. Her workshops and focus group work provide new thinking to leadership, and increase productivity, innovation, and promotability for both women and men.<\/p>\n

As Senior Consultant for Banducci Consulting, she has worked with Adaptec, Amgen, Booz Allen Hamilton, Cisco, Hewlett Packard, Intel, Johnson & Johnson, KLA-Tencor, Leadership Sunnyvale, Lifescan, Sun Microsystems, NASA Ames, Navy Corps of Engineers, US and California Environmental Protection Agencies, Xilinx, as well as organizations from local government, Santa Clara County and City and County of San Francisco and social benefit sectors, The Girl Scouts, YWCA and Center for Philanthropy at Indiana University.<\/p>\n

Banducci represented the Santa Clara County Commission on the Status of Women at the UN World Conference on Women in Beijing leading a workshop on “Creating Partnership of Women in Business with Women in Development for Sustainable Global Development.”<\/p>\n

She has delivered workshops at Santa Clara University, University of San Francisco, Haas School of Business at UC Berkeley, Indiana University-Purdue University at Indianapolis, and Stanford’s Institute for Research on Women and Gender as well as women in technology conferences, WITI, Society of Women Engineers, Santa Clara University Women and Business.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

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