Grace Meets Grit
Recently, I asked a few people to share words that come immediately to mind when I ask about men and women in leadership positions:
- Salary inequity
- Unequal representation
- Powerful when the best of both are valued
- Need for a level playing field
- Mars and Venus
There are many misunderstandings when we talk about men and women in leadership.
Daina Middleton takes on the topic in her new book, Grace Meets Grit: How to Bring Out the Remarkable, Courageous Leader Within. In her book, she demonstrates the inherent value of both feminine and masculine leadership styles and how all of us can benefit from an understanding of the value of the different strengths of the sexes. Daina’s experience includes over three decades of business leadership experience in a male-dominated industry. She shares her firsthand observations and stories to help everyone become more effective at leading others. Daina is also an advocate for a more inclusive and practical approach to working together.
I had the opportunity to ask her more about her work.
Why Gender Bias Training Falls Short
What’s wrong or missing from the ongoing discussion of gender in the workplace? Why is current gender bias training falling short?
The good news is the gender equality conversation is actually happening. In fact, Google Trends indicates gender equality has actually increased over the past decade. And the equality discussion certainly must continue because the pay parity gap remains large despite the focus on equality. However, a focus on equality is insufficient because equal literally means the same. While their contributions are equally valuable, men and women bring different behaviors to leadership and this is a very good thing. Women are often measured against male leadership behaviors – mostly because men are still largely in charge. The result is unfortunate because there are many benefits to both the male “Grit” style of leadership as well as the more relationship “Grace” approach. Obviously, I am over generalizing to make a point. Most of us have both male and female qualities, and the best leaders strive to cultivate both within themselves as well as within their organizations.
“Inspiring leaders know that trust is vital to inspiration.” -Daina Middleton
We All Have Grace and Grit Within Us
Grace and grit. Would you give us a little background on each and how they fit into your model? Do you find that naming grace and grit causes a backlash at all in terms of stereotyping?
A person’s leadership style is based on his or her communications style. Women tend to use communications to establish intimacy and build and maintain relationships. This is what I refer to as the Grace style of leadership. Men (the Grit style), on the other hand, tend to use communications to drive immediate, tangible outcomes, preserve status, and avoid failure.
The male leadership style is an exclusive club, even though it’s often not intentionally exclusive. And, while both women and men bring equal value to the workplace, equal does not mean they are the same. Many times, these differences cause misunderstandings in the workplace at best. At worst, I have actually seen a great leader lose her job because her boss, who was a man, thought she didn’t know how to make decisions because the way she approached decision-making was different from his own. This is what first sent me down the path to beginning a new gender dialogue that allows us to have meaningful conversations about how women lead differently than men. Only then will we understand the value both bring to the workplace.
As I mentioned above, calling Grace the more relationship-focused female style and Grit the status-conscious, immediate action male style of leadership provides us with a non-confrontational approach to talk about our differences. Bias training is largely focused on helping men understand what it’s like to be a woman. Do you think men will remember this in the heat of a challenging business situation? Probably not. And in fact, all the research shows bias training has largely been ineffective in changing behaviors in the workplace for exactly this reason. We all have both Grace and Grit within us. I, for instance, have a more Grit style approach, which at times can be abrasive. My team recently reminded me of this by asking if I had left Grace at home that day. Their question prompted me to think about my behaviors and adapt them for the situation. All great leaders have good awareness of their own style and the needs of others and have the ability to have productive dialogue around them.
ILM Survey: 1/2 of women doubted their job performance compared to less than 1/3 of men.
What’s the traditional leadership style in the workplace? How is this changing?