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1 Our findings and how they impact our program design 1 Women as the Majority Women focus too much on being in the minority in the corporate world In terms of purchasing power and workforce numbers women are not a minority and shouldn’t be treated as such. Active Career Management Women tend to spend less time actively managing their career. Different Leadership Styles Women have different ways of achieving results, and leadership qualities that are becoming more important as our organisations become less hierarchical and more loosely organised around matrix structures Women ≠ Men “Many women believe they have to act like a man to be successful.” “Need to acknowledge that women and men act differently. We approach challenges and problems differently.”

Our findings and how they impact our program design 2 Being Authentic “Many women are not themselves at work, they are scared to be in case they are assessed negatively.” Passion “Strong women often have incredible passion for what they are doing where their work is linked to a larger goal/idea.” Need for Role Models “Women would like to hear testimonials from other women - especially those that testify to the fact that women DO have more options than always being torn between career and children.” Reframing “Women need to challenge their own assumptions about what is possible.”

3 Our findings and how they impact our program design 3 Managing the Ups & Downs Women tend to experience emotional ups and downs more often and more intensely then men do. The Balancing Act Women working full time still take on 75% of the housework and childcare activities. Recovery techniques “Women need to learn recovery techniques.” Using All our Energy “Women also have ‘masculine’ energy but rarely use it, making it uncomfortable when they do act hard and tough.”

4 Our findings and how they impact our program design 4 Finding Our Powerful Selves “Confounded by the escalating pressures of extreme jobs and penalized for taking an off-ramp or a scenic route, many talented women downsize their expectations of themselves. This is a huge issue” Active Career Planning “I’ve noticed that men tend to look further ahead and consider if something is good for them and their career; women can be more task focused. Sit down and think about your career: what would you like to do, how will you get there, what’s possible?” Benefits of networking People with strong networks and good mentors enjoy more promotions, higher pay, and greater career satisfaction. Ask for what you want “Behave like an equal, whilst playing to your strengths, define what you want and ask for it”

5 Our findings and how they impact our program design 5 Share your Successes Powerfully Women tend to promote themselves and their successes less than men; they expect that their hard work will be noticed. Women as Visionaries Women score lower on ‘envisioning’ – the ability to recognize new opportunities and trends in the environment and develop a strategic direction for an enterprise. Garnering Support Men tend to be better at garnering support from mentors and sponsors.

6 Next programme dates June 15-17, 2010 & October 19-21, 2010 London 6