"How do I recognise ‘blokey’ behaviour and what do I do about it in the culture?”

I love this question from a male CEO who wants to create an inclusive, welcoming culture.

It’s great because it acknowledges blind spots and seeks to troubleshoot them. I find this often: male leaders want to be better leaders, and they are sometimes shocked to discover that their behaviour, or that of their team, is not always representative of what they want to create and experience.

So what is ‘blokey’ behaviour, why does it occur, and what should we do about it, if anything?

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