[Applause]
did you know that women have been
graduating in the u.s. in greater
numbers for the last 30 years
interesting huh women even graduate in
other countries in countries that we
might not even think that they’re
graduating like Saudi Arabia we also see
that women receive more PhDs ever before
in the last seven years the workforce
has 40 percent or more of women in 80
different countries if you hear an
accent I’m Danish we’ve been working on
gender equality for 50 years long time
and we have the same numbers of senior
women at representation than you have
isn’t that amazing
so let’s figure out why because these
stats are fantastic would you agree it
shows progress but I have a secret to
share with you that there’s something
hidden in plain sight
that you might find incredibly useful to
know about let me start with my own
story if you heard a little bit about
ours first they called me the female
salesman of the year and actually when I
first won the rookie salesman of the
year they gave me a big male watch big
watch what are those square ones you
know that we now actually have it’s just
different format you know I mean so what
was interesting is that when I came to
the corporate office my boss I just
shook my hand and said good luck I’ll
give you one year how do you think that
landed three and then the first course
they ever sent me they said you know
what you need some assertiveness
training there’s something didn’t you
need something right they were going to
fix me so they sent me to San Francisco
to a training three-day training
intensive called guerrilla war tactics
for women in business
now imagine what I learned there imagine
just think about it right long time ago
1980 25 years old and I was taught how
to boom my voice lower my voice make
sure it’s stuck on the back of the wall
right spread my papers crack the first
joke walk like a man talk like a man
make sense and my boss at the end of
that year you know when we have feedback
evaluation forms
she said she has become a very dangerous
woman can you hear the catch-22 in that
first you know I need a service training
now I’m dangerous right but what was
interesting about this is that inside
Sony I did take on that male behavior
back then but with my clients I was
myself as you can see here I was
collaborative as a listener and that’s
why I was so effective but unfortunately
in side the male culture I contorted
myself to fake it now hopefully that
doesn’t happen today but it certainly
happened back then now what I did I was
there for eight years and then I stopped
and I said you know what I’m gonna coach
women how to survive in business and I
started these workshops for women to
teach them what I was taught big mistake
the first classroom that I was in there
was a woman she was a female German
scientist and she stood up in the
classroom she said why are we here why
are you treating us to fit into a male
paradigm and guess what do you think I
had one single intelligent answer to
give her nothing nada niente Mizuno so I
went home and I rethought it and I said
you know what I have made a huge mistake
it was actually pretty it was like one
of the low points of my life you know I
actually didn’t know what I didn’t know
that men and women are different and
really the key for me in my work was not
to Train women to fit into the
traditional paradigm but change the
culture transform it so it’s conclusive
of all kinds of differences so what you
can see here
is that we need to move from this man
fake business this is the shoulder pass
that I used to wear just so you know
over those shoulders right here back
like that to something else to really
understand that men and women are
different we are different boys and
girls are different how many of you have
children have you noticed the difference
right just so you know I have seven
children did you get over that for a
moment right I got remarried I had four
we made three that said right five boys
two girls five boys two girls seven
grandchildren six boys one girl so I
have my own little lab at home we’re
different now how are we different well
you know what we didn’t start
researching neuroscience of gender
didn’t until 1990 isn’t that how long
we’ve been around in this planet a long
time right now the reason we didn’t
start research till 1990 is that
scientists were concerned about harming
pregnant women which is a valid concern
right and they assumed that men and
women more or less the same so therefore
they tested only men and male animals
fascinating right here’s the problem
every cell in our body has a gender
every single cell and not studying that
created a huge breakdown and it started
with the female heart so the female
heart is different it has different
beats it’s got different protein
compositions and for example a female
heart attack shows up very different
than men and doctors did not know that
and they were literally sending women
home to die like they thought they had
the flu and they send them home because
women had different symptoms right so
that was create a kind of an explosion
of research and what we saw was that
were different in the very beginning of
the first trimester first trimester
where either X Y or X X male female or
male and before we have a brain or heart
it defines our gender I’m
sorry some gender difference that you’re
probably going to find pretty
interesting I hope so how many women in
this audience have ever asked a man when
he’s relaxing what are you thinking and
what does he say nothing now let me ask
you this why is it that all over the
world were never asked this question
women say that it’s gotta be something
to it right watch this is a male brain
at rest right so you can see the
activities there right digestion
breathing all of that good stuff right
but men are relaxing and by the way men
and boys need to do this to de-stress
and what we as women think is that
they’re what they’re not talking to us
they’re withholding we’ve got to try
something else
right no they’re relaxing and this is
what they need to do because watch the
female brain here this is the female
brain arrest so the female brain at rest
is this it’s as active as remain awake
working on problems right and the key
here is to really understand our
differences and honor them not blame
each other for our differences make
sense let’s play this out and how it
works
how it plays out in the workplace so
there’s an explosion of research that’s
happened in this but I would just want
to give you a little warning because men
and women are different but there’s also
a bell curve would you agree with that
we can’t just leave here and say all men
are there’s an old men and women of that
yeah so I’ll show you what I mean by
that but before that I’m going to really
talk to boot you about the stats that
you saw they were really great now we’re
gonna have a little moment of some stats
but just aren’t great and we haven’t
made progress and this is something we
really need to look at so let me show
you
so startup founders women are brilliant
entrepreneurs I don’t know if know that
I’m sure there’s women here they’re
entrepreneurs that are brilliant right
but look at this 17% and it hasn’t
changed in the last five years this is
us nine percent of women CEOs women have
been in middle management for 30 years
in Denmark it’s been 50 years right and
this is so interesting to me computer
engineers are at 18%
it used to be in the 80s
37% what happened
women make brilliant engineers what
happened right when Melinda Gates
graduated from engineering 30% students
graduated with her we assume that women
leave because of what having babies
right right work-life balance reasons in
the engineering world only 11 percent of
women left for that reason the other
reason was even though we tend to leave
and say we leave for personal reasons so
it kind of creates that myth the other
was that women didn’t feel valued for
their authentic self they didn’t see a
future inside the company and the
culture didn’t engage them that’s what’s
happening in engineering and it’s
happening in other parts of the world so
what I say is if we look at it from not
great minds think alike but great minds
think alike and watch what I’m saying
now I just want to mention something
because I’m talking about women a lot so
far yeah men have challenges too
especially in the context of gender men
feel political correct they feel they
have to be careful and cautious right
men it’s really fascinating one of the
things we do when we do Diagnostics we
see that men the number one challenge
they have is giving sensitive feedback
to women which can be a huge challenge
so keep in mind that their challenges
for men as well now I mentioned there’s
a bell curve in everything so we are
similar and we’re different so let’s
look at some of these differences now
keep in mind that we’re looking in the
norms there are all kinds of other
differences gay transgender and
many more differences within the bell
curve but for now we’re just going to
look at the norms this is the prefrontal
cortex by the way for those who have
daughters or sons I have some good news
and bad news
right so the prefrontal cortices the
consequence of thinking of the brain it
developed earlier in guess who girls
later and guess who boys and I remember
sitting with my sons in there as their
teens and I would say okay explain to me
when you did that what were you thinking
guess what he said exactly do you got it
right now let’s put it in the workplace
the prefrontal cortex is the
consequential thinking of the brain so
if you’re in a meeting men and you have
women there and they say it say things
like wait a minute let’s think about
this long-term and how it might affect
over here over here over here that’s an
asset that women can bring right and men
really want to get the action would you
agree what are we gonna do and how we’re
gonna do it and when we’re gonna do it
the combination of both is really the
win-win one is not better than the other
it’s just a different approach
the amygdala you’ve probably read a lot
about the amygdala but it’s a fight and
flight center of the brain but what’s
interesting that’s happening here is it
calm so in difficult situations how many
of you have mothers in difficult
situations women tend to calm the
situation right imagine if we had the
most complex difficult situation we had
women at the table like politics just a
thought
right governments all over the world war
right risky business like Wall Street
this is an interesting combination I
wrote an article gender blind spots on
Wall Street please grab it it talks
about this now the insula how many women
have had an intuition and you’ve talked
yourself out of it and then you say oh
my god I knew
all along yeah trust your intuition
women have that intuitive sense and in
meetings experiment with these
differences don’t take my word for it
but these differences show up all the
time how women remember everything it’s
just connected for us we can remember
all the earliest situations dating back
to the first date right it’s connected
and for men it’s not connected men
remember the gist of it but not the
actual memory and we misinterpret men
don’t we we say well if he doesn’t
remember that wonderful vacation we went
to and all the details we did right
obviously he wasn’t particularly engaged
in application you with me so there’s
those potential misinterpretation of
differences so this is what I find
really fascinating at this for a long
time all over the world men find this
conversation incredibly freeing what do
I mean by that men say we can actually
talk about this remember the politically
correct challenges we can actually have
this conversation and women find it
incredibly validating and I’ll give you
two examples
I had a CEO who was very concerned about
bringing these topics up saw the
differences but really thought they’ve
gone through bias training and all kinds
of things and thought oh no we can’t
talk about that but I see it with my
daughter I see it with my wife and I see
it with my female colleagues but we’re
not talking about it right when they
went through the science he really got
to open up there was a woman in Silicon
Valley who was in an audience in the
science he was an engineer and she heard
the science and she said and I heard her
the table she was it was a breakout
table and she said and I thought there
was something wrong with me now you got
to get this when I was at Sony I thought
there was something wrong with me I had
a coach for a long time I met him once a
week at lunch and I said I can’t stand
this anymore he’s suck it up and get
back in there
right who wants to suck it up and get
back in there for the rest their lives
right she found incredibly validating so
I’m going to share two stories with you
one is with millennial sales guy who was
in charge of a technology company global
sales business and he said this he said
I had no idea I treated everybody
equally therefore I treated them the
same I have no women on my sales team
but I didn’t think it mattered at all
no women this is 2017 no women in sales
team didn’t matter at all he took a
stand and he transformed his sales team
and he has 50 50 men and women and he
says different words a little more rude
than I would say so I’m gonna say it
differently
he says paraphrasing we have gotten the
best results we ever had but not only
that my team is so engaged other people
come to our offices and say what are you
smoking
because they’re so engaged together men
and women working and winning together
another example is a engineering firm
that was command-and-control
hierarchical siloed you get what I’m
saying right
very traditional engineering and we did
a diagnostic and I showed it to the
senior team it wasn’t pretty how they
reacted just so you know in terms of how
women were feeling but the CEO took a
stand and he said we’re going all the
way with this and this is the first time
I’ve seen this timeline on this to keep
in mind in nine months get this nine
months that’s like a pregnancy right
they transformed that culture to an
inclusive culture and this is what a
woman who was Ted had been there – an
engineer for 22 years she said I have
never felt so valued and included my CEO
calls me and asked me for my opinion
remember command and control
hierarchical right it’s like a won a
million dollars so that’s the
possibility to really engage in this
conversation now imagine
if we could create a world where we move
through the distinction of great minds
think alike to create my distinct
unalike what if we appreciated those
different differences we’ve seen
organizations be able to do that all
over the world we need a lot more you
know we’re failing at educating boys in
elementary school today because we don’t
understand the differences imagine if we
could bring that to the equation to
create gender intelligent teachers
general intelligence leaders so my dream
of course I have to tell you my dream
right is to create a world that works
for everyone is to create a world where
we valued girls and boys for the
contributions they brought imagine think
of certain countries imagine if that
happened thank you
[Applause]
did you know that women have been
graduating in the u.s. in greater
numbers for the last 30 years
interesting huh women even graduate in
other countries in countries that we
might not even think that they’re
graduating like Saudi Arabia we also see
that women receive more PhDs ever before
in the last seven years the workforce
has 40 percent or more of women in 80
different countries if you hear an
accent I’m Danish we’ve been working on
gender equality for 50 years long time
and we have the same numbers of senior
women at representation than you have
isn’t that amazing
so let’s figure out why because these
stats are fantastic would you agree it
shows progress but I have a secret to
share with you that there’s something
hidden in plain sight
that you might find incredibly useful to
know about let me start with my own
story if you heard a little bit about
ours first they called me the female
salesman of the year and actually when I
first won the rookie salesman of the
year they gave me a big male watch big
watch what are those square ones you
know that we now actually have it’s just
different format you know I mean so what
was interesting is that when I came to
the corporate office my boss I just
shook my hand and said good luck I’ll
give you one year how do you think that
landed three and then the first course
they ever sent me they said you know
what you need some assertiveness
training there’s something didn’t you
need something right they were going to
fix me so they sent me to San Francisco
to a training three-day training
intensive called guerrilla war tactics
for women in business
now imagine what I learned there imagine
just think about it right long time ago
1980 25 years old and I was taught how
to boom my voice lower my voice make
sure it’s stuck on the back of the wall
right spread my papers crack the first
joke walk like a man talk like a man
make sense and my boss at the end of
that year you know when we have feedback
evaluation forms
she said she has become a very dangerous
woman can you hear the catch-22 in that
first you know I need a service training
now I’m dangerous right but what was
interesting about this is that inside
Sony I did take on that male behavior
back then but with my clients I was
myself as you can see here I was
collaborative as a listener and that’s
why I was so effective but unfortunately
in side the male culture I contorted
myself to fake it now hopefully that
doesn’t happen today but it certainly
happened back then now what I did I was
there for eight years and then I stopped
and I said you know what I’m gonna coach
women how to survive in business and I
started these workshops for women to
teach them what I was taught big mistake
the first classroom that I was in there
was a woman she was a female German
scientist and she stood up in the
classroom she said why are we here why
are you treating us to fit into a male
paradigm and guess what do you think I
had one single intelligent answer to
give her nothing nada niente Mizuno so I
went home and I rethought it and I said
you know what I have made a huge mistake
it was actually pretty it was like one
of the low points of my life you know I
actually didn’t know what I didn’t know
that men and women are different and
really the key for me in my work was not
to Train women to fit into the
traditional paradigm but change the
culture transform it so it’s conclusive
of all kinds of differences so what you
can see here
is that we need to move from this man
fake business this is the shoulder pass
that I used to wear just so you know
over those shoulders right here back
like that to something else to really
understand that men and women are
different we are different boys and
girls are different how many of you have
children have you noticed the difference
right just so you know I have seven
children did you get over that for a
moment right I got remarried I had four
we made three that said right five boys
two girls five boys two girls seven
grandchildren six boys one girl so I
have my own little lab at home we’re
different now how are we different well
you know what we didn’t start
researching neuroscience of gender
didn’t until 1990 isn’t that how long
we’ve been around in this planet a long
time right now the reason we didn’t
start research till 1990 is that
scientists were concerned about harming
pregnant women which is a valid concern
right and they assumed that men and
women more or less the same so therefore
they tested only men and male animals
fascinating right here’s the problem
every cell in our body has a gender
every single cell and not studying that
created a huge breakdown and it started
with the female heart so the female
heart is different it has different
beats it’s got different protein
compositions and for example a female
heart attack shows up very different
than men and doctors did not know that
and they were literally sending women
home to die like they thought they had
the flu and they send them home because
women had different symptoms right so
that was create a kind of an explosion
of research and what we saw was that
were different in the very beginning of
the first trimester first trimester
where either X Y or X X male female or
male and before we have a brain or heart
it defines our gender I’m
sorry some gender difference that you’re
probably going to find pretty
interesting I hope so how many women in
this audience have ever asked a man when
he’s relaxing what are you thinking and
what does he say nothing now let me ask
you this why is it that all over the
world were never asked this question
women say that it’s gotta be something
to it right watch this is a male brain
at rest right so you can see the
activities there right digestion
breathing all of that good stuff right
but men are relaxing and by the way men
and boys need to do this to de-stress
and what we as women think is that
they’re what they’re not talking to us
they’re withholding we’ve got to try
something else
right no they’re relaxing and this is
what they need to do because watch the
female brain here this is the female
brain arrest so the female brain at rest
is this it’s as active as remain awake
working on problems right and the key
here is to really understand our
differences and honor them not blame
each other for our differences make
sense let’s play this out and how it
works
how it plays out in the workplace so
there’s an explosion of research that’s
happened in this but I would just want
to give you a little warning because men
and women are different but there’s also
a bell curve would you agree with that
we can’t just leave here and say all men
are there’s an old men and women of that
yeah so I’ll show you what I mean by
that but before that I’m going to really
talk to boot you about the stats that
you saw they were really great now we’re
gonna have a little moment of some stats
but just aren’t great and we haven’t
made progress and this is something we
really need to look at so let me show
you
so startup founders women are brilliant
entrepreneurs I don’t know if know that
I’m sure there’s women here they’re
entrepreneurs that are brilliant right
but look at this 17% and it hasn’t
changed in the last five years this is
us nine percent of women CEOs women have
been in middle management for 30 years
in Denmark it’s been 50 years right and
this is so interesting to me computer
engineers are at 18%
it used to be in the 80s
37% what happened
women make brilliant engineers what
happened right when Melinda Gates
graduated from engineering 30% students
graduated with her we assume that women
leave because of what having babies
right right work-life balance reasons in
the engineering world only 11 percent of
women left for that reason the other
reason was even though we tend to leave
and say we leave for personal reasons so
it kind of creates that myth the other
was that women didn’t feel valued for
their authentic self they didn’t see a
future inside the company and the
culture didn’t engage them that’s what’s
happening in engineering and it’s
happening in other parts of the world so
what I say is if we look at it from not
great minds think alike but great minds
think alike and watch what I’m saying
now I just want to mention something
because I’m talking about women a lot so
far yeah men have challenges too
especially in the context of gender men
feel political correct they feel they
have to be careful and cautious right
men it’s really fascinating one of the
things we do when we do Diagnostics we
see that men the number one challenge
they have is giving sensitive feedback
to women which can be a huge challenge
so keep in mind that their challenges
for men as well now I mentioned there’s
a bell curve in everything so we are
similar and we’re different so let’s
look at some of these differences now
keep in mind that we’re looking in the
norms there are all kinds of other
differences gay transgender and
many more differences within the bell
curve but for now we’re just going to
look at the norms this is the prefrontal
cortex by the way for those who have
daughters or sons I have some good news
and bad news
right so the prefrontal cortices the
consequence of thinking of the brain it
developed earlier in guess who girls
later and guess who boys and I remember
sitting with my sons in there as their
teens and I would say okay explain to me
when you did that what were you thinking
guess what he said exactly do you got it
right now let’s put it in the workplace
the prefrontal cortex is the
consequential thinking of the brain so
if you’re in a meeting men and you have
women there and they say it say things
like wait a minute let’s think about
this long-term and how it might affect
over here over here over here that’s an
asset that women can bring right and men
really want to get the action would you
agree what are we gonna do and how we’re
gonna do it and when we’re gonna do it
the combination of both is really the
win-win one is not better than the other
it’s just a different approach
the amygdala you’ve probably read a lot
about the amygdala but it’s a fight and
flight center of the brain but what’s
interesting that’s happening here is it
calm so in difficult situations how many
of you have mothers in difficult
situations women tend to calm the
situation right imagine if we had the
most complex difficult situation we had
women at the table like politics just a
thought
right governments all over the world war
right risky business like Wall Street
this is an interesting combination I
wrote an article gender blind spots on
Wall Street please grab it it talks
about this now the insula how many women
have had an intuition and you’ve talked
yourself out of it and then you say oh
my god I knew
all along yeah trust your intuition
women have that intuitive sense and in
meetings experiment with these
differences don’t take my word for it
but these differences show up all the
time how women remember everything it’s
just connected for us we can remember
all the earliest situations dating back
to the first date right it’s connected
and for men it’s not connected men
remember the gist of it but not the
actual memory and we misinterpret men
don’t we we say well if he doesn’t
remember that wonderful vacation we went
to and all the details we did right
obviously he wasn’t particularly engaged
in application you with me so there’s
those potential misinterpretation of
differences so this is what I find
really fascinating at this for a long
time all over the world men find this
conversation incredibly freeing what do
I mean by that men say we can actually
talk about this remember the politically
correct challenges we can actually have
this conversation and women find it
incredibly validating and I’ll give you
two examples
I had a CEO who was very concerned about
bringing these topics up saw the
differences but really thought they’ve
gone through bias training and all kinds
of things and thought oh no we can’t
talk about that but I see it with my
daughter I see it with my wife and I see
it with my female colleagues but we’re
not talking about it right when they
went through the science he really got
to open up there was a woman in Silicon
Valley who was in an audience in the
science he was an engineer and she heard
the science and she said and I heard her
the table she was it was a breakout
table and she said and I thought there
was something wrong with me now you got
to get this when I was at Sony I thought
there was something wrong with me I had
a coach for a long time I met him once a
week at lunch and I said I can’t stand
this anymore he’s suck it up and get
back in there
right who wants to suck it up and get
back in there for the rest their lives
right she found incredibly validating so
I’m going to share two stories with you
one is with millennial sales guy who was
in charge of a technology company global
sales business and he said this he said
I had no idea I treated everybody
equally therefore I treated them the
same I have no women on my sales team
but I didn’t think it mattered at all
no women this is 2017 no women in sales
team didn’t matter at all he took a
stand and he transformed his sales team
and he has 50 50 men and women and he
says different words a little more rude
than I would say so I’m gonna say it
differently
he says paraphrasing we have gotten the
best results we ever had but not only
that my team is so engaged other people
come to our offices and say what are you
smoking
because they’re so engaged together men
and women working and winning together
another example is a engineering firm
that was command-and-control
hierarchical siloed you get what I’m
saying right
very traditional engineering and we did
a diagnostic and I showed it to the
senior team it wasn’t pretty how they
reacted just so you know in terms of how
women were feeling but the CEO took a
stand and he said we’re going all the
way with this and this is the first time
I’ve seen this timeline on this to keep
in mind in nine months get this nine
months that’s like a pregnancy right
they transformed that culture to an
inclusive culture and this is what a
woman who was Ted had been there – an
engineer for 22 years she said I have
never felt so valued and included my CEO
calls me and asked me for my opinion
remember command and control
hierarchical right it’s like a won a
million dollars so that’s the
possibility to really engage in this
conversation now imagine
if we could create a world where we move
through the distinction of great minds
think alike to create my distinct
unalike what if we appreciated those
different differences we’ve seen
organizations be able to do that all
over the world we need a lot more you
know we’re failing at educating boys in
elementary school today because we don’t
understand the differences imagine if we
could bring that to the equation to
create gender intelligent teachers
general intelligence leaders so my dream
of course I have to tell you my dream
right is to create a world that works
for everyone is to create a world where
we valued girls and boys for the
contributions they brought imagine think
of certain countries imagine if that
happened thank you
[Applause]
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