Certainly as professional service providers, we are promoting (on the surface anyway) what appears to be gender neutral skills. So what does that mean? It means that service providers such as CPA’s, attorneys, money managers etc. are selling the benefits of their education and experience. We are, as such, our own product and that product consists of our professional skills and reputation.

But does the above description of a service provider really encompass all of the skills a women brings to the (provider) table? Is it possible that a woman’s contribution is different from a man’s simply by virtue of the fact that she is a woman. And if so, what are those contributions and differences? Further, if we accept that differences exist, are those differences something that should be promoted and how?

In my attempt to reconcile these questions, I stumbled onto an article by Ronald Alsop titled “Men Do Numbers, Women Do Strategy” [CareerJournal.com September 21, 2005,]. In this article Mr. Alsop indicates that recruiters who responded to the Wall Street Journals Harris Interactive business-school survey acknowledged differences that they observed in male versus female M.B.A. recipients.

The recruiters indicated that the “men [were] perceived as forceful, if sometimes overly pushy leaders, as well as more adept in math.” However, the women tended to “interact more effectively with clients and colleagues and [excelled] in strategy and communications.”

Okay so now I’m intrigued. Based on the Harris survey, it would appear that women and men contribute in similar but also different ways. So naturally with my curiosity heightened, I wanted to explore other sources of information that could clarify these differences.

My quest for clarity uncovered the following study: “Critical Mass on Corporate Boards: Why Three or More Women Enhance Governance” published in 2006 by Kramer, V. W Konrad, A.M. Erkut S. [copies of the report can be ordered from the Wellesley Centers for Women’s Publications Office.] This study found the following interesting dynamics when women were brought into the board room.

Women, as the study reveals, tended to convey “a collaborative leadership style that benefits boardroom dynamics by increasing the amount of listening, social support and win-win problem solving. Although women are often collaborative leaders, they do not shy away from controversial issues.”

Many of the studies respondents “[believed] that women were more likely than men to ask tough questions and demand direct and detailed answers. Women also [brought] new issues and perspectives to the table, broadening the content of boardroom discussions to include the perspective of multiple stakeholders.”

Although the above study (and survey) highlight the contributions that women bring, I don’t think the results of either are surprising to the majority of today’s business women. The results certainly didn’t surprise me.

But what’s the bad news? There must be some study out there that shows something negative? So I diligently bombarded the internet with Google searches looking for something that would provide an apposing view. Not surprisingly, I didn’t find much. Lets face it. If that study does exist, its probably buried in some obscure antiquated archive due to its gender biased views.

However the studies that I did find definitely show that attitudes have changed over time.

Check back soon to read more about what I discovered.

© Copyright 2007 Stacie Clifford. All rights reserved