1. PowerWomen are independent. Strong leaders. Outspoken. They hold their own in the world of men. That is not, however, the full criteria for independence. Real female independence is financial independence. Contemporary western norms continue to stereotype women as either financial dependents or secondary earners. Powerful women do not see themselves that way. They are comfortable being the breadwinners. We don't talk about this enough and we should. Financial necessity is an important driver for successful women. If more young women were made aware of the importance of financial self-sufficiency, then more of them might seek career success.
2. Don't be naive about gender inequality. At the start of their careers many PowerWomen didn't really experience or think about gender inequality. They became increasingly aware of the issues as they began to approach the top. Women currently hold more than 50% of entry-level positions but less than 7% of CEO roles. As they move past the middle ranks, the so-called permafrost, their opportunities shrink, new challenges arise, and gender inequality becomes a lived reality. Unless history is to keep repeating itself, younger women need to be better prepared to handle gender roadblocks. Or they need to get involved earlier, be part of the process to remove the blocks.
3. Women need to check their own gender bias. PowerWomen note that many of the women who drop out of senior career trajectories are responding to internalized gender bias. The job will be too hard. The family needs them. They are stymied by the incredibly strong pull of gender norms and expectations. They are not alone. Both women and men remain boxed into stereotypes created by societal expectations and norms. Female executives like PowerWomen are starting to normalize women in leadership role, but we also need to free the men to take on different roles.
4. Women in business need to stop competing against each other. It is not the way to succeed. Your competition is not that one other woman in the room. Stop believing that most of the top slots are reserved for men. Those slots are reserved for talent. The more women rise to the top, the easier it becomes to imagine the top filled with senior women. So support each other: do it for the metrics and do it for yourself.
5. Work your difference. PowerWomen all advocate retaining your individuality as you build your career. Don't try to emulate male leaders. Don't emulate anyone. Lead with authenticity. Be nurturing if you're a nurturer. Be alpha if that's what works for you. Be an enabler. Be dispassionate. Be passionate. Whatever you like. Wear what you like. Speak your own truth. PowerWomen are as different as they are alike. Just by virtue of being themselves and walking their own walk they send the message that there are many different kinds of successful women and just as many different ways to succeed.
6. Women's networks need to become more purposeful, more powerful. PowerWomen believe in women's networks—particularly when they are places to share quality information, build connections, do business, lead change. Unfortunately too many women's networks don't deliver enough benefits or wield enough power. There is little to gain from wine, nibbles and complaining. Women need their networks to be purposeful and successful. Run them like you'd run a business. Track members. Monitor results. Provide excellent content. Make sure that the members of the network are a good fit, that they can advise and assist each other. A great network provides an edge.

However, some PowerWomen note that it’s unfortunate they’re still necessary. There are potentially too many of them. And they are not all as good as they sound. Many have no clear mission, purpose or measures of success and too often their focus is more often than not on socialising for the sake of it. Worse still, many of the existing women’s business networks don’t help their members to do business or change outcomes, like increasing the numbers of female executives. The very worst offer stereotypical women’s activities in place of serious content. However the greatest problem of all, according to very many PowerWomen, is that most women’s networks are not where the power is. The power still resides in networks of men.

That said, women’s networks do have something to offer: a comfortable and supportive networking environment, which even senior women need. Senior Women need Senior Networks that provide: A like-minded cohort. A place to learn. And a chance to build important business connections.

The PowerWomen Network is successful because it understands what it is and who it represents and directs its program specifically to the needs of its demographic. It is also more successful on account of its small size/ big spirit. There is still room for the network to supercharge its future. Encouraging members to do business together. Using its influence to shape policy. Building & maintaining relationships within the existing group. So... done right, purpose-driven, dynamic and intimate enough to mimic those tight networks of trust and camaraderie that men enjoy... perhaps women’s networks can make the difference... support, inspire, build confidence, and get more women to the top.

Guita Blake, Tamara Box, Kimberley Cole, Sarah Galloway, Kate Grussing, Merle Hall, Lisa Harrington, Fiona Hathorn, Alison Horrocks, Shiva McMahon, Ursula Morgernstern, Olga Muscat, Maria Grazia Pecorari, Tanuja Randery, Antoinette Raymond, Madhavi Reddy, Claudia Ruiz-Graham, Rebecca Thomas, Fabienne Viala, Tracy Watkinson, Isabelle de Vernon and Deborah Zurkow.