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Oscar winners and the differences between the sexes

Governance | Tesse Akpeki | 10 Mar 2010

The time has come: reaching those important milestones
After 81 years, the Academy of Motion Picture Arts and Sciences named Kathryn Bigelow as the best director for The Hurt Locker. It was the first time a woman had been given the honour.  

She was up against Avatar and the battle for best director was aptly described as 'a David and Goliath affair'. Bigelow, often reluctant to be referred to as a female director,  downplayed the achievement, saying: "I suppose I like to think of myself as a film-maker.". The film's star, Jeremy Renner, called Bigelow "a warrior, my champion and the most fortunate actor's director". Tarantino praised her as "queen of directors".

Bigelow's win counts as a watershed moment. Another first was for the best adapted screenplay; the winner is Geoffrey Fletcher (Precious, based on the novel Push by Sapphire), the first African American to win the award.  Sticking with Hollywood I am tempted to mention The Princess and the Frog, Disney’s first princess film since Mulan, which was released in June 1998.

A modern day retelling of the classic story The Frog Prince,  The Princess and the Frog finds the lives of arrogant, carefree Prince Naveen and hardworking waitress Tiana crossing paths. Prince Naveen is transformed into a frog by a conniving voodoo magician and Tiana, following suit, upon kissing the amphibian royalty. With the help of a trumpet-playing alligator, a Cajun firefly, and an old blind lady who lives in a boat in a tree, Naveen and Tiana must race to break the spell and fulfill their dreams.  While The Princess and the Frog may not have broken new ground, it makes good use of a tried and trusted format and much has been made of Tiana being the first black Disney princess.

So why am I intrigued by all this?  A few months ago I made reference to the ‘new normal’ in what has been a very uncertain environment. In the last six months I have run a range of workshops and hosted focus groups exploring the difference that differences can make and how diverse approaches can add value to organisations and teams.   On two occasions male participants suggested that I read two books.  One is called Act like a lady, think like a man by Steve Harvey and the other is Why men don’t listen and women can’t read maps. 

Through a range of concepts and questions Steve Harvey lets women inside the mindset of a man, and Act like a lady, think like a man is an enjoyable read that dispenses life stories with dose of comedy. Easy to read and based on stories to which many will relate, Steve Harvey's natural ability to tell a story shines. He sets out to help women understand men better, because in his words "too many women are clueless about men, with men getting away with a whole lot of stuff increasing her vulnerability to the games he plays".

Harvey dishes out the viewpoints of most men with unashamed honesty and provides women with direct, and often comical, advice in dealing with their male counterparts. Candid wit and down-to-earth humour keep readers laughing and empathising with the case studies used within the book.
 
My second read, How we're different and what to do about it, why men don't listen and women can't read maps adopts a  sometimes shocking, always illuminating, frequently hilarious look at where the battle lines are drawn. If there are people on your list who would like to understand the opposite sex a copy of this book may help. 

While the title may suggest a spoof, it is a humorous summary of what is known scientifically about gender differences. Written by Barbara Pease, a training specialist, and Allan Pease, a public speaker and bestselling author, the book makes a solid case for the thesis that men and women are fundamentally different because the differences are wired into the brain and are not about to be changed by political correctness. While everyone will be not be convinced, it is a highly recommended and entertaining read.  As understanding grows, as roles change, as milestones continue to be reached, what does this mean for the bigger picture, transformational leadership and for the new normal?  New chances, increased opportunities, the heralding of a changing of the guard?  Your guess is as good as mine!

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