Difficult Conversations e-learning Course
Who should take this course?
This training has been designed for adult women of any race of ethnicity who
- Want or need to improve their conflict and/or communication skills.
- Have been avoiding a confrontation or anticipate needing to face one.
- Know that women are perceived as either too hard or too soft, but not just right, and want to close the gap between:
- The level of assertiveness at which they tend to communicate, and
- The level at which they would need to communicate in order to achieve their personal and professional goals.
- Want a solution to the problem caused by these two facts:
- Both men and women are prejudiced against women, considering them less likable when they are highly assertive,, and
- This could harm a woman’s career in ways she may not even be aware of.
- Want to stop avoiding asking for what they want because they recognize they have been paying handsomely for this, financially and otherwise. (For instance, not negotiating a salary offer can cost a woman as much as three-quarters of a million dollars over her working lifetime.)
- Minority women who want to understand how the cultural stereotypes related to their assertiveness may harm their career:
- African American women, who tend to value the open expression of their opinions, and who are often perceived as argumentative and dominant, forceful and aggressive, and are penalized with social rejection.
- Asian American women who have been stereotyped as being overly competent, yet not warm, sociable, aggressive, or assertive.
- Hispanic women who are stereotyped as submissive, self-sacrificing, restricted to home, chaste, dependent, and respectful of the male.
- Want to better understand how women communicate.
- Want to evaluate this training for the women they live or work with.
General Learner Characteristics:
- Adults ages 18-60
- Education level: High school through a graduate degree.
- Work experience: 0-25+ years.
- Fluent in the English language.
- Computer-literate to navigate Udemy as an on-line learning environment.
- With a basic knowledge of business etiquette.
 Catalyst (2007). The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don’t. Retrieved on 3/1/2016 from http://www.catalyst.org/knowledge/ double-bind-dilemma-women-leadership-damned-if-you-do- doomed-if-you-dont-0.
 Lao, R. C., Upchurch, W.H., Corwin, B.J., & Grossnickle, W.F. (1975). Biased Attitudes Toward Females as Indicated by Ratings of Intelligence and Likability. Psychological Reports, 1975, 37, 1315-1320.
 Catalyst (2005). Women “Take Care,” Men “Take Charge:” Stereotyping of U.S. Business Leaders Exposed. NY: Catalyst.
 Babcock, L. and Laschever, S. (2009). Ask for It: How Women Can Use the Power of Negotiation to Get What They Really Want. NY:Bantam Books.
 Davis, S. (2015). The ‘‘Strong Black Woman Collective’’: A Developing Theoretical Framework for Understanding Collective Communication Practices of Black Women. Women’s Studies in Communication, 38:20–35.
 Catalyst (2007). The Double-Bind Dilemma for Women in Leadership: Damned if You Do, Doomed if You Don’t.
 Li, P. (2014 ). Hitting the Ceiling: An Examination of Barriers to Success for Asian American Women. Berkeley Journal of Gender, Law & Justice.
 Andrade, S. (1982). Family Roles of Hispanic Women: Stereotypes, Empirical Findings, and Implications for Research. In Work, Family, and Health: Latina Women in Transition. Zambrana, R. (Ed.)
Instructional Design Portfolio