eXp COO Urges Women to Build AI Startups, Demand Active Sponsorship

The Room Was Built Without Us. Here's How We Change That With eXp Realty — Ai4

Ai4

Female tech leadership is stalled by institutional gatekeeping rather than a talent deficit, requiring women to bypass legacy corporate ladders and launch independent ventures through AI.

AI-assisted summary of The Room Was Built Without Us. Here's How We Change That With eXp Realty — original source. Check the original for full context.

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Detailed notes

## Background Published on YouTube by the Ai4 channel on August 17, 2026, this keynote features Wendy Forsythe, Chief Operating Officer at eXp Realty. The session explores how women are actively building and scaling AI yet remain underrepresented in executive decision-making, outlining practical strategies and data-driven insights to help female leaders break through structural barriers in technology leadership.

## TL;DR Wendy Forsythe challenges the traditional narrative around female leadership by examining the success of Starling Bank founder Anne Boden, demonstrating that gender disparity in the C-suite is a failure of access and institutional power rather than a pipeline deficit. She refutes limiting beliefs regarding age and pedigree, emphasizing that the majority of female founders launch enterprises in their mid-40s to mid-50s with critical, adaptive problem-solving skills. To bridge the gap, Forsythe outlines three concrete moves: building one's own table instead of waiting for a seat, demanding active sponsorship rather than passive mentorship, and operating with high-conviction boldness. Ultimately, she frames artificial intelligence as a historic equalizer that empowers women to construct new leadership paradigms and bypass legacy gatekeepers.

## Atmosphere & style The presentation carries an empowering, pragmatic, and high-energy tone that blends candid corporate realism with inspiring storytelling. Forsythe speaks with conversational warmth and decisive conviction, engaging both female leaders and male allies through sharp contrasts between passive coaching and active sponsorship. The emotional arc moves from the shared frustration of being overlooked in legacy institutions to an invigorating, tactical rallying cry for bold self-advocacy in the emerging AI frontier.

## Key takeaways - [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) Male allyship is indispensable for dismantling systemic barriers and transforming gender representation in executive leadership and technology. - [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) Anne Boden's founding of Starling Bank after being told in her 50s to retire proves that female leaders can bypass dismissive legacy structures to build billion-dollar enterprises. - [04:40](https://www.youtube.com/watch?v=bkKik4u5EN4&t=280s) The gender imbalance in executive leadership is not a talent or pipeline issue, but a structural failure to convert a deep talent pool into institutional decision-making authority. - [04:40](https://www.youtube.com/watch?v=bkKik4u5EN4&t=280s) Demographic data refutes the myth that it is ever 'too late' for female leaders, as the majority of female founders launch their companies between their mid-40s and mid-50s. - [04:40](https://www.youtube.com/watch?v=bkKik4u5EN4&t=280s) Experience across every stage of career provides invaluable perspective, equipping women with an innate ability to make complex challenges 'figureoutable.' - [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Instead of expending decades trying to secure a seat at legacy tables not designed for them, women should focus on building their own tables and supportive communities. - [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Active sponsorship is far more impactful than passive mentorship; sponsors directly advocate for women and name-drop them for open C-suite and board positions. - [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) Women must bridge the application gap by adopting a mindset of beginning before feeling 100% qualified, mirroring how men assertively step into high-stakes opportunities. - [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) Professionals must trust their capacity to adapt on the fly, recognizing that missing domain knowledge can be acquired once in the role. - [16:05](https://www.youtube.com/watch?v=bkKik4u5EN4&t=965s) Artificial intelligence acts as an unprecedented equalizer, offering an open frontier where women can scale, govern, and lead future-defining organizations.

## Detailed walkthrough ### [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) Introduction and the Story of Anne Boden

Wendy Forsythe opens her address by introducing herself as the Chief Operating Officer of eXp Realty, kicking things off with a playful "shameless plug" pointing to an on-screen QR code for her Instagram. Looking across the audience, she notes her delight at seeing so many men in attendance. She admits having harbored an initial fear that no men would show up, stressing that male allies represent an indispensable part of transforming gender representation in executive leadership and technology.

To ground her message, Forsythe shares the story of Anne Boden, asking the room if anyone recognizes the name before diving into her remarkable trajectory. Boden began at the entry level within the UK banking sector, methodically putting in the hours, earning promotions step by step up the corporate ladder, and ultimately breaking through the glass ceiling to become Chief Operating Officer at the largest bank in the UK. At that summit, she was widely celebrated at industry conferences for having secured "a seat at the table." In the early 2000s, observing the rapid evolution of technology, Boden conceived an ambitious vision to revolutionize the financial sector through digital banking. She pitched the transformation directly to her CEO—a long-time colleague who had originally promoted her to COO.

Instead of receiving executive backing, resources, or strategic excitement, Boden was met with a dismissive suggestion: the CEO told her that she had already enjoyed a stellar, barrier-breaking career, but digital banking was "way over her skis." Pointing out that she was in her mid-50s, he suggested it was time for her to hang it up and retire. Undeterred by the dismissal, Boden promptly resigned from her executive post and founded Starling Bank, the UK’s first digital bank, which eventually went on to achieve a valuation of over a billion dollars. Forsythe highlights this triumph as a definitive illustration of how modern technology empowers female leaders to rewrite their own narratives.

- **Anne Boden's trajectory:** Rose from entry-level banking in the UK to COO of the country's largest bank. - **The dismissal:** Told by her CEO in her mid-50s that digitizing banking was beyond her and she should retire. - **The outcome:** Founded Starling Bank, pioneering UK digital banking and scaling it to a billion-dollar-plus enterprise.

---

[04:40](https://www.youtube.com/watch?v=bkKik4u5EN4&t=280s) Dispelling the Myths Holding Female Leaders Back

Reflecting on Boden's experience, Forsythe connects it to the common journey shared by many in the audience—both corporate executives and startup entrepreneurs—who have repeatedly been talked over, passed over, or ignored despite consistently showing up and delivering results. Even after decades of dialogue, gender disparity persists across C-suite roles, board seats, and founding positions. Forsythe insists that bridging this divide requires identifying and dismantling the persistent falsehoods women internalize over the course of their careers.

The primary myth is the self-limiting belief that "I'm too old and it's too late," or that one lacks the ideal pedigree, background, and elite network. Forsythe directly refutes this narrative with demographic reality: statistically, the vast majority of female founders launch their businesses between their mid-40s and mid-50s. She emphasizes that professional experiences gained across every stage of life—whether in one's 20s, 60s, or 70s—are vital assets that should never be discounted. Referencing author Marie Forleo, Forsythe underscores that women bring an innate, hard-to-quantify superpower to leadership: the ability to make things "figureoutable."

Forsythe asserts that the historical disparity is not a talent deficit. The pipeline has always been overflowing with capable, highly qualified women. The systemic roadblock has always been converting that deep pool of talent into positions of institutional power and decision-making authority, moving toward an era where female founders and C-level executives are a standard reality rather than a celebrated anomaly.

- **Demographic data:** The majority of female business founders launch their companies in their mid-40s to mid-50s. - **Core philosophy:** Experience across every decade provides invaluable leadership perspective that cannot be captured solely on a resume. - **The pipeline reality:** The leadership pipeline is already full of talented women; the structural challenge is access to genuine power and position.

---

[09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Three Actionable Strategies: Tables, Sponsorship, and Boldness

```mermaid flowchart TD accTitle: Three Strategies for Advancing Female Leadership accDescription: Flowchart outlining the three concrete tactical actions: building your own table, securing active sponsorship over passive mentorship, and operating with boldness.

subgraph Strategies["Tactical Action Plan"] A["1. Build Your Own Table"] --> A1["Create aligned communities"] A --> A2["Speak goals out loud"]

B["2. Demand Sponsorship"] --> B1["Move beyond passive coaching"] B --> B2["Secure advocates who name-drop for board & C-suite seats"]

C["3. Act with Boldness"] --> C1["Ask before you are ready"] C --> C2["Step into high-stakes rooms early"] end ```

Moving from diagnosis to execution, Forsythe delivers three tactical strategies designed for immediate implementation by both women and men in leadership:

1. **Build Your Own Table:** Rather than spending decades striving for a seat in male-dominated boardrooms that were never designed for how women think and lead, women must construct their own tables. This involves curating authentic support networks, identifying allies who actively understand one's vision, and boldly voicing ambitious goals aloud. 2. **Advocate for Sponsorship over Mentorship:** Forsythe critiques traditional career advice that urges women to seek mentors or life coaches, characterizing it as passive guidance that implicitly treats the systemic barrier as a personal deficit. While coaches refine internal skills, they do not open locked doors. In contrast, men routinely practice active sponsorship—proactively pitching peers for open board seats or executive positions by name. Forsythe calls on women to become vocal sponsors for one another, urges male leaders to actively sponsor women in their networks, and instructs women to ask power brokers directly for sponsorship rather than advice. 3. **Be More Bold:** Grounded in high-conviction action, leaders must overcome hesitation by making bold asks and launching initiatives before feeling completely ready. Stepping into rooms early and asking for opportunities creates the momentum necessary to fundamentally shift career trajectories.

| Approach | Focus | Mechanism | Outcome | |:--- |:--- |:--- |:--- | | **Mentorship / Coaching** | Internal Skill Development | Offering passive advice, coaching, and feedback behind closed doors | Builds individual capabilities but does not open institutional doors | | **Active Sponsorship** | Institutional Access & Placement | Direct advocacy, making calls, putting names forward for boards and executive roles | Secures tangible seats in decision-making rooms and boardrooms |

[15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) Overcoming Hesitation: Beginning Before You Are Ready

Wendy Forsythe addresses a well-documented disparity in career advancement: many women miss out on promotions because they feel they do not check every single skill listed on a job description. In stark contrast, men often look past the exhaustive list of qualifications entirely, eagerly raising their hands with an attitude of, "Yeah, pick me. Pick me. I'm ready." Forsythe urges women to abandon that hesitation, step up boldly, and "make the ask" even when they do not feel completely prepared.

The key to seizing these opportunities lies in trusting one's innate capability to adapt on the fly. Women possess a remarkable ability to figure things out as they go, meaning the missing knowledge can easily be acquired once in the role. Rather than waiting for permission or the perfect set of credentials, professionals need to be bold enough to kick open the door themselves to generate genuine momentum and lasting change.

- **The Application Mindset Gap**: Women frequently hold back until they meet 100% of a job's requirements, whereas men readily apply regardless of criteria gaps. - **Actionable Rule**: "Begin before we're ready" and trust the capacity to problem-solve and adapt once the door is open.

---

[16:05](https://www.youtube.com/watch?v=bkKik4u5EN4&t=965s) Leveling the Playing Field: Building Our Own Table with AI

Reflecting on the story of Anne Boden—who revolutionized the banking industry in the UK and worldwide, became a billionaire, and now focuses heavily on philanthropy and women's leadership—Forsythe emphasizes the profound lesson Boden's career offers. The legacy rules of who gets to build companies and lead industries were never written for women, but the future is undeniably being built by them. Because of this, women should no longer waste energy asking for a seat at an existing table; they have the power to construct their own.

```mermaid flowchart TD accTitle: Transitioning from Legacy Structures to the AI Frontier subgraph Legacy["The Legacy Paradigm"] A["Rules built without women"] --> B["Waiting for 100% qualification"] B --> C["Asking for a seat at the table"] end subgraph AI_Era["The AI Frontier"] D["Level playing field created by AI"] --> E["Channeling bold leadership"] E --> F["Building our own tables & changing the world"] end ```

Artificial intelligence represents a completely new frontier that creates an unprecedented level playing field for female leaders and builders. Forsythe closes the session by rallying the audience to channel their inner Anne Boden and reshape the world around them. Concluding her talk, she thanks the attendees for staying through to the end of the conference day, urging everyone to remain bold and fearless while offering to connect at the back of the room, on Instagram, and through her book and website at wendyforsythe.com.

- **Creating New Spaces**: "We don't need to ask for a seat at the table. We can build our own table." - **The AI Opportunity**: AI functions as an equalizer, presenting an open frontier where women can scale and govern next-generation enterprises. - **Connect & Continue**: Forsythe invites attendees to stay connected via her website (wendyforsythe.com), Instagram, and her book available on Amazon.

## Notable quotes > [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) shameless plug — Wendy Forsythe

> [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) a seat at the table — Wendy Forsythe

> [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) way over her skis — Wendy Forsythe

> [04:40](https://www.youtube.com/watch?v=bkKik4u5EN4&t=280s) I'm too old and it's too late — Wendy Forsythe

> [04:40](https://www.youtube.com/watch?v=bkKik4u5EN4&t=280s) figureoutable — Wendy Forsythe

> [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Build Your Own Table — Wendy Forsythe

> [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Advocate for Sponsorship over Mentorship — Wendy Forsythe

> [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Be More Bold — Wendy Forsythe

> [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) Yeah, pick me. Pick me. I'm ready. — Wendy Forsythe

> [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) make the ask — Wendy Forsythe

> [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) Begin before we're ready — Wendy Forsythe

> [16:05](https://www.youtube.com/watch?v=bkKik4u5EN4&t=965s) We don't need to ask for a seat at the table. We can build our own table. — Wendy Forsythe

## Mentioned Wendy Forsythe, eXp Realty, Anne Boden, Starling Bank, Marie Forleo, Ai4, Instagram, Amazon, wendyforsythe.com

## Video description Wendy Forsythe - Chief Operating Officer, eXp Realty

Women are building AI. They're deploying it, scaling it, and governing it — and they're still underrepresented in the rooms where the biggest decisions get made. This isn't a pipeline problem. The pipeline is full. In this session, Wendy Forsythe — CMO of eXp Realty and a practitioner of AI-led business transformation — makes the case that advancing women in tech leadership requires a fundamentally different strategy. Drawing on real data about women who built billion-dollar companies from scratch, she challenges the assumptions holding talented women back and delivers three concrete moves attendees can act on immediately. The future of AI is being built by women. It's time the leadership structures reflected that.

[Source](https://www.youtube.com/watch?v=bkKik4u5EN4)

中文简报

eXp COO呼吁女性创立AI初创企业并争取实质赞助 科技界女性领导力受阻源于体制门槛而非人才短缺，亟需女性绕过传统企业晋升阶梯，借助AI自主创业。 Wendy Forsythe通过剖析Starling Bank创始人Anne Boden的成功历程，挑战了关于女性领导力的传统观念，指出高管层的性别差距本质上是准入渠道与体制权力的缺失，而非人才储备不足。她驳斥了有关年龄与资历背景的局限性认知，强调大多数女性创始人在40多岁至50多岁期间创业，并具备关键且适应力强的问题解决能力。为弥合这一差距，Forsythe提出了三项切实举措：不再被动等待席位而是自立门户、积极争取实质性赞助而非被动导师指导、以高度坚定的魄力开展行动。最终，她将人工智能视作具有历史意义的平衡器，赋能女性构建全新的领导范式并绕开传统的体制把关者。 Wendy Forsythe 以 Anne Boden 在50多岁被劝退休却成功创办估值超十亿美元的 Starling Bank 为例，阐明现代科技正赋能女性领导者绕过陈旧体制，改写自身职业叙事。 (0:04) 高管层的性别失衡并非人才库匮乏，而是未能将深厚的人才储备转化为机构决策权；人口统计数据表明，大多数女性创业者正是在40多岁至50多岁期间成立公司的。 (4:40) 推动女性晋升需要三大策略：不再耗费数十年争夺旧牌桌席位而是自建平台、寻求能直接提名推荐董事及高管职位的积极“赞助”（Sponsorship）而非被动导师指导，并始终保持果敢行动。 (9:35) 女性应打破必须满足100%任职资格才申请的心理壁垒，学会在“完全准备好之前”果断迈进并边做边学，借助 AI 创造的全新公平竞争环境主导下一代企业发展。 (15:11)

Reading summary

Wendy Forsythe, Chief Operating Officer of eXp Realty, argues that traditional corporate structures were not designed for women, contending that female leaders must bypass legacy gatekeeping by building their own ventures, demanding active sponsorship, and leveraging emerging technologies like artificial intelligence. Dismantling Career Myths and Founder Timelines (4:40) Grounding her perspective in corporate data and industry history, Forsythe challenges the assumption that women face career roadblocks due to talent shortages or late starts. She highlights the trajectory of Anne Boden, who rose through the UK banking sector to become Chief Operating Officer of the country's largest bank, only to be dismissed by her CEO in her mid-50s when pitching a transition to digital banking. Rather than retiring as suggested, Boden resigned to launch Starling Bank, pioneering UK digital banking and scaling it to a valuation exceeding one billion dollars. Forsythe notes that demographic data reflects Boden's timing, as the vast majority of female founders launch their enterprises between their mid-40s and mid-50s. She emphasizes that cross-decade career experience represents a critical leadership asset, asserting that the persistent disparity in C-suite and board roles is not caused by a pipeline deficit—which she describes as already filled with qualified women—but by structural hurdles that prevent qualified talent from accessing institutional power. Replacing Passive Mentorship With Active Sponsorship (9:35) Forsythe critiques conventional executive coaching and mentorship, arguing that advising women to seek passive guidance implicitly frames systemic barriers as personal skill deficiencies. While internal coaching aids individual skill development behind closed doors, Forsythe stresses that it does not open institutional gates or grant board access. Instead, Forsythe advocates for active sponsorship, a practice routinely utilized by male networks. Sponsorship involves public, direct advocacy, such as pitching candidates by name for open executive seats and board positions. She calls on women to become vocal sponsors for each other, advises professionals to ask power brokers for sponsorship rather than advice, and emphasizes that male allies are essential partners in actively opening decision-making rooms to female leaders. Overcoming Qualification Hesitation by Acting Early (15:11) Addressing disparities in career progression, Forsythe highlights a documented gap in how candidates evaluate career moves: women frequently hesitate to apply for promotions unless they meet 100 percent of the job requirements, whereas men regularly pursue roles despite qualification gaps. Forsythe urges women to abandon hesitation by adopting a practice to "begin before we're ready" and making bold requests before feeling completely prepared. Referencing author Marie Forleo, she emphasizes that women possess the adaptability to make challenges "figureoutable," meaning missing operational knowledge can be learned on the fly once inside the role. Leveraging Artificial Intelligence to Build New Tables (16:05) Because legacy corporate rules were developed without female input, Forsythe argues that leaders should stop expending energy requesting entry into existing rooms and instead construct their own tables. She points to artificial intelligence as an open frontier that provides an unprecedented level playing field for female entrepreneurs and executives, offering the tools required to scale independent, next-generation enterprises outside of legacy constraints. Forsythe concludes that lasting parity will come from women asserting decision-making power and leveraging new technologies to construct their own organizations; however, she leaves open the question of how legacy corporate institutions will respond if mid-career female talent systematically bypasses traditional executive tracks to build independent ventures.

精炼阅读摘要

eXp Realty 首席运营官 Wendy Forsythe 指出，传统商业高管层与董事会结构并非为女性设计，女性领导者无需在既有规则下被动争取席位，而应打破年龄与资历偏见，依托主动赞助与人工智能技术开创新赛道。 破除年龄壁垒与人才管道神话 (4:40) Forsythe 认为，女性在董事会、高管层（C-suite）及创始人中长期代表性不足，根本原因并非缺乏合格人才。她指出，行业人才储备库中始终拥有充足的高素质女性，体制性障碍在于未能将这批人才有效转化为拥有实质决策权的领导者，以及女性往往会内化关于年龄、资历和精英人脉的虚假限制。 针对“年龄过大”的普遍顾虑，Forsythe 引述人口统计特征指出，多数女性企业创始人的创业年龄集中在 40 岁中期至 50 岁中期。她以英国数字银行 Starling Bank 创始人 Anne Boden 为例：Boden 从银行业基层晋升至英国最大银行的首席运营官，但在 50 多岁提出数字银行规划时被首席执行官以年龄为由建议退休。Boden 随后辞职创立了估值超过 10 亿美元的 Starling Bank。Forsythe 强调，职业生涯各阶段积累的经验赋予了女性在复杂环境中解决实际问题的核心能力。 倡导主动赞助而非被动指导 (9:35) 在推动女性晋升的具体策略上，Forsythe 批评了过度依赖“导师制”（Mentorship）或人生教练的传统建议。她认为这类指导属于被动建议，隐含地将系统性晋升障碍归咎为个人能力不足；虽然有助于提升内部业务技能，但无法直接推开决策层的大门。 与之相对，Forsythe 极力推崇“主动赞助”（Sponsorship）机制。男性高管在职场中普遍通过直接推荐同行姓名来协助其获取董事席位或管理职位。Forsythe 呼吁女性领导者相互提供公开赞助，督促男性高管将女性纳入实质推荐名单，并建议女性直接向掌权者索取赞助与职位举荐，而非仅寻求意见反馈。 克服完美倾向并在就绪前行动 (15:11) Forsythe 分析了职场晋升申请中存在的性别心态差异。普遍现象表明，许多女性倾向于在自身完全符合招聘要求的每一项条件后才申请晋升，而男性在面对相同的任职资格要求时，即便存在技能缺口也会积极争取机会。 针对这种过度谨慎的心态，Forsythe 主张“在彻底准备好之前就采取行动”。她援引作家 Marie Forleo 的观点指出，女性具备极强的现场适应与应对能力，任职所需的专门知识完全可以在履职过程中补齐。专业人士应当克服等待完全具备资历的犹豫，及早介入高门槛的商业场合以掌握职业主动权。 依托人工智能重构全新决策阵地 (16:05) Forsythe 总结指出，历史上的商业与行业规则是在缺乏女性参与的情况下制定的，女性无需继续将精力耗费在争取传统会议室的既有席位上，而应当主动搭建符合自身治理理念的新平台。 Forsythe 认为，人工智能代表了一片尚未被传统既得利益固化的全新前沿，为女性建设者创造了更具平等性的竞争环境。她鼓励女性领导者借助技术工具开创新事业，像 Anne Boden 一样打破既定框架，主导未来新一代企业的规模化发展与治理规则。 Forsythe 的演讲重点围绕破除资历偏见、推动权力层面的主动赞助以及借助 AI 新兴技术构建自主商业体系展开。演讲的核心目标在于激励女性克服决策犹豫并动员男性高管成为盟友，但并未就如何突破传统风险投资结构对女性创始人的资本限制等更具体的落地阻力展开深入论证。

Detailed notes — zh

## Background 本视频由 Ai4 于 2026 年 8 月 17 日发布在 YouTube 平台上。页面介绍指出，eXp Realty 首席运营官 Wendy Forsythe 结合 AI 驱动的企业转型经验，探讨了女性在科技最高决策层代表性不足的问题，通过女性从零打造数十亿美元企业的真实数据，挑战限制女性晋升的传统偏见，并为参会者提供了三项可立即落地的实操策略。 ## TL;DR 演讲以 Starling Bank 创始人 Anne Boden 在 50 多岁被劝退后逆袭创立独角兽数字银行的故事开篇，指出女性在传统权力结构中常被边缘化并非人才短缺问题。Wendy 破除了年龄与人脉等限制女性发展的认知枷锁，强调女性天生具备把未知烂摊子理顺解决的实践智慧。针对改变职场权力失衡，她提出了自建专属牌桌、积极争取强力举荐人（Sponsor）以及在未完全准备好前大胆果断出手三大关键策略。最后，她呼吁女性把握 AI 带来的全新平等机遇，摆脱资格焦虑，勇敢开创新规则并重塑领导力格局。 ## Atmosphere & style 整场演讲氛围振奋人心且极具号召力，开场以风趣幽默的自我调侃拉近距离，随后迅速切入严肃而犀利的商业痛点剖析。Wendy 的台风干练沉稳又充满温度，语言掷地有声且极具穿透力，将女性职场困境的真实辛酸转化为敢于掀桌破局的昂扬斗志。整场分享的情感曲线从对偏见的冷静审视层层升温至对自我力量的觉醒，给听众带来既务实清醒又热血沸腾的赋能感。 ## Key takeaways - [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) 男性在推动科技行业及企业高管层提升女性代表性的变革中扮演着不可或缺的关键角色。 - [00:48](https://www.youtube.com/watch?v=bkKik4u5EN4&t=48s) 前银行高管 Anne Boden 在 50 多岁提出数字化银行设想被劝退休后，毅然辞职创立估值超 10 亿美元的数字银行 Starling Bank，证明技术能重写女性职业路径。 - [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) 女性面临的人才储备库是充实的，但在高管层与董事会等最高决策层中长期缺席的问题仍未得到根本解决。 - [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) 破除女性面临的年龄与人脉偏见：数据表明创业女性平均年龄多在 40 至 50 岁中段，且女性天生具备“凡事皆有解”（Figureoutable）的复杂问题解决能力。 - [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) 策略一：与其在为传统男性架构量身打造的旧体系里争夺席位，女性更应自建属于自己的社群与新牌桌（Build your own table）。 - [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) 策略二：从被动的“寻找导师”（Mentorship）转向积极争取“举荐人机制”（Sponsorship），让拥有实权者在关键决策场合直接背书推荐。 - [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) 策略三：果断出手并克服资格焦虑，倡导“在自认为完全准备好之前就勇敢开口、果断启程”（Ask & start before you're ready）。 - [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) 男性申请岗位时往往忽视未满足的技能项而大胆争取，女性也必须摆脱完美主义设限，发挥实践中边做边学的应变能力。 - [16:05](https://www.youtube.com/watch?v=bkKik4u5EN4&t=965s) 旧商业规则在制定之初未曾为女性留有席位，但 AI 爆发带来的新前沿正在重塑公平竞技场，未来应由女性主动开创新规则。 - [17:07](https://www.youtube.com/watch?v=bkKik4u5EN4&t=1027s) 号召女性唤醒内心的开拓者精神（释放内心的 Anne Boden），抓住 AI 变革窗口勇敢前行、无所畏惧地改变世界。 ## Detailed walkthrough ### [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) 女性领导力转型与开场 eXp Realty 首席运营官 Wendy Forsythe 在开场时热情地向在场观众问好，并打趣地展示了屏幕上的 Instagram 个人二维码，笑称这是“一开场就毫不掩饰的自我推介”。她指出，接下来的演讲将聚焦于女性领导力、正在发生的行业变革，以及女性当前所面临的巨大机遇。看到台下坐着不少男性观众，Wendy 特别表达了欣慰之情。她坦言，在走上讲台之前，她曾担心现场可能看不到男士的身影，但事实上男性在推动科技与管理层女性代表性变革的过程中扮演着不可或缺的关键角色。 ```mermaid flowchart TD accTitle: 女性科技领导力转型的核心路径 subgraph S1["突破认知枷锁"] A["打破年龄与人脉偏见"] B["发挥女性解决问题的本能"] end subgraph S2["三大实战策略"] C["策略一：自建席位<br/>（打造专属生态与社区）"] D["策略二：寻求举荐<br/>（从被动指导转向实质背书）"] E["策略三：果断出手<br/>（在准备好之前大胆争取）"] end S1 --> S2 ``` --- ### [00:48](https://www.youtube.com/watch?v=bkKik4u5EN4&t=48s) Anne Boden 的故事：被劝退后创立数十亿美元数字银行 为了说明技术如何重写女性领导者的职业剧本，Wendy 分享了英国银行业传奇女性 Anne Boden 的经历。Anne 从英国一家银行的基层岗位做起，历经无数个日夜的辛勤付出与层层晋升，最终打破了银行业根深蒂固的玻璃天花板，升任英国最大银行的首席运营官（COO）。作为跻身 C-Suite 高管层的少数女性，她在各大行业会议上屡获赞誉，被视作女性在传统权力桌上赢得一席之地的典范。然而在 2000 年代初期，敏锐捕捉到科技变革浪潮的 Anne 萌生了通过数字化彻底革新银行业的构想，并满怀信心地向多年来提拔她、共事已久的 CEO 提出了数字化银行的蓝图。 令人意想不到的是，这位 CEO 不仅没有给予支持、资源或团队，反而委婉地建议已处于 50 岁中段的 Anne “是时候退休了”。对方认为她拥有辉煌的履历、打破了女性壁垒，但数字化与银行业科技对她而言似乎“有些操之过急、超出了能力范围”，不如体面地功成身退。面对这种傲慢与偏见，Anne 没有选择妥协，而是断然辞去最高 COO 职务，自立门户创立了英国第一家纯数字银行 Starling Bank。这家完全由她从零打造的企业，后来估值与收购规模突破了 10 亿美元。Wendy 借此强调，这个故事之所以振奋人心，不仅是因为其完美的结局，更因为它生动证明了技术正赋予女性改写游戏规则的全新力量。 - **基层跃升至高管**：Anne Boden 从初级职位一步步晋升至英国最大银行首席运营官（COO）。 - **遭遇偏见与劝退**：50 多岁提出全行数字化战略时，被首席执行官以“技术过难、年龄已高”为由劝告退休。 - **逆袭建立独角兽**：毅然辞职创办英国首家数字银行 Starling Bank，最终成就逾 10 亿美元市值的商业神话。 --- ### [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) 破除谎言：年龄、人脉与女性“凡事皆有解”的底气 结合现场观众在企业或创业历程中的普遍经历，Wendy 直指女性常常遭遇的职场困境——在发言时被插话、在晋升时被忽略、在提出想法时被视而不见，却依然日复一日坚持付出。尽管人才储备库中挤满了优秀的女性，但高管层、董事会以及创始人席位中的性别失衡几十年来始终未能根本改变。Wendy 认为，要打破这种僵局，首先必须破除长期灌输给女性的两大谎言：“太老了、太晚了，错过了黄金窗口期”以及“缺乏相关背景、缺乏人脉圈子”。 真实的数据彻底打破了这些思维枷锁：当前绝大多数女性创业者的平均年龄其实集中在 40 岁中段至 50 岁中段，女性不仅没有落后，技术红利反而带来了前所未有的窗口。无论身处 20 岁、60 岁还是 70 岁，女性积累的人生经验都是无法被抹杀的财富。Wendy 引用畅销书作者 Marie Forleo 的观点指出，女性拥有一种无法在履历表或学位证书上体现的特质——“凡事皆有解”（Figureoutable）。女性天生具备把复杂烂摊子梳理清楚、将未知事物搞定的实践智慧，这种能力正是现代领导力中最核心的资产。女性进入权力高层不应再被视为偶发的“惊喜”，而应当成为职场常态。 --- ### [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) 改变局面的三大战术策略：自建席位、寻求举荐与果断出手 为了从长期的空谈转向切实可行的行动，Wendy 面向在场所有人提出了三项具有高度实操性的策略： 首先是**自建属于自己的桌子（Build your own table）**。女性几十年来一直试图在男性为自己量身打造的传统董事会桌上抢占一张椅子，但这种模式往往收效甚微，因为女性的领导风格和思维模式与传统男性架构截然不同。与其在一个本就不是为自己设计的体系里争破头，不如去构建自己的社群，大声说出自己的目标，寻找能够真正支持并为你发声的伙伴。 其次是**积极争取并实践“举荐人机制”（Advocate for sponsorship）**。Wendy 犀利地指出，“找导师（Mentor）或找教练（Coach）”是职场上最常见却往往收效有限的被动建议。导师只能指导技能，却无法为你推开紧闭的大门。相反，男性高管之间早已熟练运用举荐人机制——当有董事会空缺或高级职位时，他们会直接打电话说：“你得找 Fred，或者聊聊 Joe，他非常合适”。女性在董事会等最高决策层长期缺席，正是因为缺乏这种直接动用影响力的举荐人。因此，女性向上寻求支持时，不要只请求对方做导师，而要明确请求其成为自己的举荐人（Sponsor）；同时，在场的男性与女性高管也应主动拿起电话，为优秀的女性人才向关键决策层背书。 最后是**更加大胆果断（Be more bold）**。Wendy 告诫所有女性，千万不要等到自认为“万事俱备”时才采取行动，“在准备好之前就勇敢开口提出要求，在准备好之前就果断启程”（"Ask before you're ready. Start before you're ready"）。唯有敢于主动敲门、走进房间、提出诉求，才能从根本上扭转职场动能与个人发展轨迹。 | 维度 | 导师/教练机制（Mentorship / Coaching） | 举荐人机制（Sponsorship） | |:--- |:--- |:--- | | **主要定位** | 提供被动指导、传授经验、提升个人技能 | 主动利用自身职权与人脉资源为人才背书 | | **行动方式** | 闭门谈话、给予反馈与职业建议 | 在关键决策场合向他人推荐：“你应该找 Wendy” | | **实际效果** | 提升被指导者的内部能力 | 直接推开高层大门，拿下董事会席位与高管实职 | | **核心诉求** | “请教教我该怎么做” | “请在有重大机会时为我举荐并打电话” | ### [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) 克服资格焦虑：在尚未准备好之前勇敢迈出第一步 许多女性之所以错失晋升机会，根源在于她们往往认为自己必须完全符合职位描述中列出的每一项技能要求才敢申请；然而男性在面对同样的岗位时，甚至根本不在乎技能清单，他们只会自信地举手高呼：“选我，选我，我准备好了！”女性必须彻底摆脱这种自我设限的思维枷锁，变得更加大胆、敢于主动争取，并在“自认为完全准备好之前就先开始行动”。女性拥有一项极其出色的特质——在实践中解决问题的应变能力，只要拿到机会，就一定能在推进过程中把问题摸索清楚。 关键在于必须鼓起足够的勇气去主动踹开那扇机会的大门，为自己争取舞台。这种勇于迈步的姿态不仅能打破现状，更能为个人的职业生涯创造不可阻挡的上升势头与变革力量。 ### [16:05](https://www.youtube.com/watch?v=bkKik4u5EN4&t=965s) 榜样的力量：规则并非为我们所写，但未来由我们开创 回顾安·博登（Anne Boden，英国移动挑战者银行 Starling Bank 创始人）的传奇经历，她不仅彻底颠覆了英国乃至全球的银行业运作模式，成功跻身亿万富翁行列，如今更投身于大量慈善事业，全力支持女性领导力发展，成为无数女性的榜样与灵感来源。安·博登带给行业最深刻的启示在于：时代的规则已经发生了根本性改变。 旧有的商业与权力规则在制定之初确实未曾考虑过女性的席位，但这并不妨碍未来的世界正由女性亲手塑造。女性已经不再需要卑躬屈膝地去“乞求分得一张桌子旁的席位”，而是完全有能力“亲手打造属于自己的新牌桌”。 ```mermaid flowchart TD accTitle: 重塑职场发展逻辑 subgraph OldMindset["传统模式 / 旧规则"] A["等待满足全部技能要求"] --> B["向既有权力结构乞求席位"] end subgraph NewMindset["AI 时代 / 新范式"] C["在未完全准备好前大胆争取"] --> D["利用 AI 赋能与应变能力破局"] D --> E["打造属于自己的全新牌桌"] end ``` ### [17:07](https://www.youtube.com/watch?v=bkKik4u5EN4&t=1027s) 拥抱 AI 新前沿：释放内心的安·博登，去改变世界 人工智能技术的爆发正在为女性提供一个前所未有的公平竞技场。无论是技术的赋能还是全新的商业空间，这都是摆在所有女性面前的一片崭新边疆。演讲呼吁所有参会女性唤醒内心深处的“安·博登”，把握当下千载难逢的历史机遇，无所畏惧地去开创新天地、改变世界。 在演讲尾声，Wendy Forsythe 向坚持到会议最后的现场观众致以感谢，并寄语大家要“勇敢前行，无所畏惧”（Go be bold. Go be fearless）。她还提及自己在亚马逊上架的个人著作以及个人官方网站（wendyforsythe.com），并热情邀请大家在社交平台（Instagram）保持关注，同时欢迎在场嘉宾在会后移步会场后方进行面对面的深入交流与联结。 ## Notable quotes > [00:04](https://www.youtube.com/watch?v=bkKik4u5EN4&t=4s) 一开场就毫不掩饰的自我推介 — Wendy Forsythe > [00:48](https://www.youtube.com/watch?v=bkKik4u5EN4&t=48s) 有些操之过急、超出了能力范围 — CEO > [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) 太老了、太晚了，错过了黄金窗口期 — Wendy Forsythe > [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) 缺乏相关背景、缺乏人脉圈子 — Wendy Forsythe > [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) Figureoutable — Marie Forleo > [05:03](https://www.youtube.com/watch?v=bkKik4u5EN4&t=303s) 凡事皆有解 — Marie Forleo > [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Build your own table — Wendy Forsythe > [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Advocate for sponsorship — Wendy Forsythe > [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) 你得找 Fred，或者聊聊 Joe，他非常合适 — Wendy Forsythe > [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) Ask before you're ready. Start before you're ready — Wendy Forsythe > [09:35](https://www.youtube.com/watch?v=bkKik4u5EN4&t=575s) 在准备好之前就勇敢开口提出要求，在准备好之前就果断启程 — Wendy Forsythe > [15:11](https://www.youtube.com/watch?v=bkKik4u5EN4&t=911s) 选我，选我，我准备好了！ — Wendy Forsythe > [17:07](https://www.youtube.com/watch?v=bkKik4u5EN4&t=1027s) Go be bold. Go be fearless — Wendy Forsythe > [17:07](https://www.youtube.com/watch?v=bkKik4u5EN4&t=1027s) 勇敢前行，无所畏惧 — Wendy Forsythe ## Mentioned Wendy Forsythe, eXp Realty, Anne Boden, Starling Bank, Marie Forleo, Instagram, Amazon, Ai4 ## Video description Wendy Forsythe - Chief Operating Officer, eXp Realty Women are building AI. They're deploying it, scaling it, and governing it — and they're still underrepresented in the rooms where the biggest decisions get made. This isn't a pipeline problem. The pipeline is full. In this session, Wendy Forsythe — CMO of eXp Realty and a practitioner of AI-led business transformation — makes the case that advancing women in tech leadership requires a fundamentally different strategy. Drawing on real data about women who built billion-dollar companies from scratch, she challenges the assumptions holding talented women back and delivers three concrete moves attendees can act on immediately. The future of AI is being built by women. It's time the leadership structures reflected that. [Source](https://www.youtube.com/watch?v=bkKik4u5EN4)

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[0:04] Wendy Forsythe: 一开场就毫不掩饰的自我推介 [0:48] CEO: 有些操之过急、超出了能力范围 [5:03] Wendy Forsythe: 太老了、太晚了，错过了黄金窗口期 [5:03] Wendy Forsythe: 缺乏相关背景、缺乏人脉圈子 [5:03] Marie Forleo: Figureoutable [5:03] Marie Forleo: 凡事皆有解 [9:35] Wendy Forsythe: Build your own table [9:35] Wendy Forsythe: Advocate for sponsorship [9:35] Wendy Forsythe: 你得找 Fred，或者聊聊 Joe，他非常合适 [9:35] Wendy Forsythe: Ask before you're ready. Start before you're ready [9:35] Wendy Forsythe: 在准备好之前就勇敢开口提出要求，在准备好之前就果断启程 [15:11] Wendy Forsythe: 选我，选我，我准备好了！ [17:07] Wendy Forsythe: Go be bold. Go be fearless [17:07] Wendy Forsythe: 勇敢前行，无所畏惧

Source quotes

[0:04] Wendy Forsythe: shameless plug [0:04] Wendy Forsythe: a seat at the table [0:04] Wendy Forsythe: way over her skis [4:40] Wendy Forsythe: I'm too old and it's too late [4:40] Wendy Forsythe: figureoutable [9:35] Wendy Forsythe: Build Your Own Table [9:35] Wendy Forsythe: Advocate for Sponsorship over Mentorship [9:35] Wendy Forsythe: Be More Bold [15:11] Wendy Forsythe: Yeah, pick me. Pick me. I'm ready. [15:11] Wendy Forsythe: make the ask [15:11] Wendy Forsythe: Begin before we're ready [16:05] Wendy Forsythe: We don't need to ask for a seat at the table. We can build our own table.

Original transcript

[0:04] I'm Wendy Foresight, chief operating officer of  EXP Realy. I'm delighted to be here with you. [0:10] There is a QR code up there. You can follow me on  Instagram. Shameless plug right out of the gate. [0:16] But what I get to talk to you about for  the next few minutes is women in leadership [0:22] and the transformation that is happening for women  in leadership and the opportunity that we have. [0:30] And I love that I'm seeing so many gentlemen in  this room because I had this fear coming into it [0:35] that I was not going to see any gentlemen because  gentlemen, you're a big part of the transformation [0:40] that is happening around representation for women  in leadership and particularly in technology. So [0:48] I want to start off with telling you a story and  this is a story about a lady named Anne Bowden. [0:54] Does anybody know this name? Okay, I'm so happy  that I'm getting to introduce you to this woman. [1:01] An is now I'm gonna say retired, although I  don't know if she would exactly agree with that [1:09] description. U but let me tell you about An's  career. An had a career in banking in the UK [1:18] and she started off as many of us who have  climbed the corporate ladder did. She started [1:28] um at an entry-level position at a bank in the  UK and she put in the hours, she did the work, [1:37] she got a promotion to the next level  on that proverbial corporate ladder [1:43] and she put in the work and was promoted up to  the next level and raised the ranks all the way up [1:51] to chief operating officer, which was a big deal  in banking in the UK. She broke the glass ceiling, [2:02] a female in the seauite in the banking  industry. She got patted on the back. She was [2:10] breaking the barriers all of us ladies in the  room like that. That was she would like go to [2:16] conferences, right? And be like, "Oh, so  great that you got a seat at the table." [2:24] Ann had an idea and this was in the early 2000s.  She was seeing technology change and she had an [2:32] idea around digital banking and how that could  change and revolutionize the banking industry. [2:42] and she went to her CEO at the time and at this  time she was COO of the largest bank in the UK [2:51] and she pitched her CEO the idea  of how to digitize their bank. [3:00] And instead of getting support,  getting backing, getting maybe a team, [3:10] getting some excitement around opportunity. This  CEO who she had worked with for a number of years, [3:21] who had in fact elevated her to the  COO role, suggested, wait for it, [3:30] maybe it was time for her to retire,  that she'd had a stellar career, [3:38] that she had raised through the ranks,  that she had broke the barriers for women, [3:43] but that technology digitiz digitization of  banking. This all seemed way over her skis [3:53] and that, you know, she was in her mid50s  now. It was probably time that she, you know, [4:01] hung it up and retired. Okay, how do  you guys feel about this story so far? [4:07] I can tell you how an felt about this story. Ann  actually resigned from her position as COO of [4:15] the largest bank in the UK. She went and founded  her own bank, the first digital bank in the UK. [4:23] It was called Starling Bank. That bank later  went on to sell for over a billion dollars. [4:33] I like that story a lot. [laughter] And I like  that story obviously because of the ending, [4:40] but I like that story because it's such  an example of how technology is rewriting [4:48] this chapter for us as female leaders. And I think  this conference is such a grand example of that [4:56] as you walk the hallways, walk the exhibit hall  and look at everything that is happening here. [5:03] So, let's think about all of our  journeys. And for those of you, [5:09] whether you're on the entrepreneurial side or the  corporate side of your careers, you've been here. [5:16] You have been in the situations where you have  been talked over. You've been passed over. You've [5:23] been ignored. Yet, you've still showed up. You've  still put in the work. You've still put forth your [5:28] ideas. You've still continued to persist. Yet  we still have this challenge in the world where [5:37] we're not seeing equal representation of gender  in roles, whether that is in leadership roles, [5:47] in sea level roles or in entrepreneurial  roles, in founding roles in businesses. [5:55] And it hasn't changed over the decades. And we  still have to ask ourselves why. And then more [6:03] importantly, we have to ask ourselves how do we  start to change that. And I think it starts with [6:12] recognizing that we have really been told  I think a few lies as women along the way. [6:20] And some of those lies that we've been told is  that we're either too old and it's too late. [6:27] Have any of you been either told that yourself?  That inner voice has told you that is, "Oh, [6:32] it's too late for me now. I'm too old.  I miss that window." Or, "I don't have [6:37] the right background. I don't have the right  connections. I don't know the right people." [6:41] And I think that both of those circumstances  are things that we need to let go of. So, [6:47] if any of you in this room have had your inner  voice telling you either of those two things, [6:55] I'm too old. it's too late or I don't have  the right connections. You need to let that go [7:01] because what we're seeing is that female  founders are actually in their mid40s to [7:08] mid50s statistically today and that's the va that  is the vast majority of female founder businesses [7:15] is in that age group. We are not too old and  it is not too late. There is huge opportunity [7:22] and technology is a big reason for that. The  other thing that is important for us to remember [7:29] is that our experiences matter. And I don't  think age has anything to do with this. [7:35] Whether you're in your 20s, whether you're  in your 60s or in your 70s, our experiences [7:44] allow us such opportunity and we bring those  experiences forward into everything that we do. [7:54] And those experiences should not be  discounted. And I think particularly as women, [8:00] women have a quality that doesn't show up on  a resume, that doesn't show up on a degree, [8:10] that doesn't show up in a class that we  took. And it's a quality that is just [8:18] one that Marie Folio calls figure outable. Has  anybody read that book or follow follow that [8:24] author? Like women just figure stuff out, right?  Like that is a quality that we just have and [8:34] that experience matters in what we do as leaders.  So the pipeline is full of talented women, [8:43] but the pipeline has always been full of talented  women. How do we get more of them into the roles [8:50] of power and position? That has always been  the challenge. And we're starting to see more [9:00] get into those roles of power and position,  but not nearly enough. There's not equality. [9:06] And that is the goal is to have equality there.  It shouldn't be something that gets called out [9:13] of oh wow you're in a seale role oh wow you are  a founder like that is something that is special [9:21] that is something that is a surprise to  see it should just be that is what it is [9:29] the pipeline is full of talented women  this room is full of talented women [9:35] so what do we do about it I want to give you three  things, three strategies that each one of us, [9:43] men and women in this room, can do to change the  outcome because I think we've been talking about [9:52] this for a long time, but we don't talk  about actions that we can actually take. [9:58] So, I want to get really tactical in this. So, let  me give you the first one. The first one goes back [10:05] to the title of the talk. I think as women, we  need to build our own table. We have tried for [10:13] decades to find a seat at the table that men have  built in boardrooms and that just doesn't work. [10:22] We don't lead the same way as men. We don't think  the same way as men do. If we fight for a seat at [10:31] a table that wasn't built for us, we're not going  to create change. We need to build our own tables. [10:39] What that means is find your own community. Find  people who will support and advocate for you. [10:47] Find those people who understand what  your goals are. Speak your goals out loud. [10:56] Build your own table. Coming to events like  this is a tremendous way to start building [11:01] your own table. So I want you to like write  that down and internalize that. How will I [11:06] build my own table for my business, for my  future, for my career, for my leadership? [11:14] The second one is really important  and this is advocate for sponsorship. [11:23] So throughout my career, especially early  on, I was told find a mentor or find a coach. [11:31] Anyone else told that? Yeah. It's common advice  that we all get. Here's the problem with that [11:37] advice and why I think that's bad advice is it's  passive advice and it's projecting as if it is [11:47] on us as female leaders to somehow  solve a problem that we have. So [11:58] when I find a coach or a mentor that doesn't it  it helps me build my skills but what it doesn't [12:05] do is it doesn't open up the doors. It doesn't  get me in the rooms. It doesn't going back to my [12:14] table analogy get me a seat at the table which  is why I never get that chair at the table. [12:22] That's where sponsorship comes into it. Here's  what men do for each other, and I have observed [12:27] this my entire career, and I pointed this out  to my CEO because I observed him doing it. [12:36] Men do things like this. Hey, listen. You  got a you got an opening on the your board. [12:43] You know, my my friend Fred, Fred would be great  for that board opening. You should talk to Fred. [12:48] Oh, hey, you need you got you need a you got  a job opening. Oh, you need somebody for this? [12:54] My my friend Joe. Joe, you need to talk to Joe.  Joe would be great. Let me introduce you to Joe. [13:00] You guys heard these conversations happening.  When's the last time you heard a woman do that [13:05] for another woman? When's the last time you heard  a man do that for a woman? That's sponsorship. [13:13] Women do not do that for each other. I see head  shaking. Women do not do that for each other. [13:20] Women need sponsors. You need to become a sponsor  for other women. Men, we need you to become [13:28] sponsors for other talented women that you know  in your life. It's the only way we're going to get [13:36] women on boards, which we're not represented on  at all, which hasn't changed because we don't have [13:43] sponsors. We're told, "Get coaches, get mentors."  Coaches and mentors don't make those calls. [13:50] They don't say, "Hey, talk to Fred. Talk to  Joe." That's what sponsors do. So, think about [13:57] sponsorship. And ladies, ask people who are in  positions of power and authority to sponsor you. [14:07] Don't ask them to be your coach. Don't ask them  to be your mentor. Ask them to be your sponsor [14:13] because your sponsor picks up the phone when  they know there's opportunities and says, [14:19] "Wendy would be great for that opportunity. You  need to talk to Wendy." Those are the people that [14:25] you need advocating for you. Those are the people  who will change the dynamic and the trajectory [14:32] of your future. Make sense? All right.  Okay. Third thing is we got to be more bold [14:42] because you need to be able to ask that question  that I suggest just suggested that you asked [14:46] and being more bold. Ask before you're  ready. Start before you're ready. [14:53] That is so important. Make the ask. Get into the  room. When we do that, things start to change. [15:02] that action will have such a tremendous  impact on the momentum and the trajectory. [15:11] Do you know a lot of women do not get the  promotions because they don't feel like they [15:17] have all the skills that the job description  listed. Men don't even look at the skills that [15:26] the job description listed. They just said  like, "Yeah, pick me. Pick me. I'm ready." [15:32] We have to let go of that. We have to jump  in and be more bold and make the ask and [15:41] begin before we're ready. Because remember,  we have the amazing quality of just figuring [15:48] things out. You'll figure it out when you get the  opportunity. You just got to be bold enough to [15:55] kick open the door and get the opportunity for  yourself. It will create change and momentum. [16:05] So let me go back to an changed the banking  business in the UK and across the world [16:14] became a billionaire and you can look  her up today. She is leading a life. Uh [16:22] does a lot of philanthropy, does a lot with  women and leadership and is truly an inspiration. [16:32] But one of the things that I think  she really imprinted on me is that [16:40] the rules have changed and that the rules of who  gets to build something were not written for us, [16:52] but the future is being built by us. So let's go  build that future and let's make it a great one. [17:02] We don't need to ask for a seat at  the table. We can build our own table. [17:07] And I think one of the huge  opportunities that AI in particular [17:13] and why it was such a tremendous delight to  get to be here at this particular event is that [17:22] artificial intelligence has given a level playing  field to women. the things and the opportunities. [17:35] It's a whole new frontier out there for us  ladies. Let's go channel our inner Ann Bowden [17:42] and go change the world because that  is the opportunity that we have. [17:48] So, thank you so much for hanging in  there to the end of the day with me. [17:52] Go be bold. Go be fearless. Follow me  on Instagram. I've also written a book [17:59] that's available on uh Amazon and my website  is wendyforsight.com. I'll be hanging around [18:06] at the back afterwards. Would certainly love to  connect with um any of you. Thank you so much.