The Opinion - April 2014 by TheWXN

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What Glass Ceiling?

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Words of Wisdom from Top 100 Award Winner, Kelsey Ramsden

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What’s a Twitter?

Inspiring quotes from our 2013 Top 100 Hall of Fame Inductees

An E-interview with Head of Twitter Canada, Kirstine Stewart

10 - 11 “Ban Bossy”?

An in-depth look at why banning bossy isn’t hitting the mark.

8 Tips for Networking Success

14 - 15 WXN PHOTO GALLERY

Highlights from our events & programs over the last three months.

Canadian Female Entrepreneurs Tap into a New Industry

3 Things you need to know about canada’s anti-spam legislation

You are the Answer to Canada’s Board Diversity Issue

An interview with upcoming Canadian Female Brewers

20 - 21 Read, Digest & Smile

5 tips to keeping up with your favourite bloggers

the roadmap to leadership

breakfast with Elyse allan: courage, collaboration & Humility

A personal journey and tips on finding the way to success, from 2013 Top 100 Award Winner, Kelly Lovell

WXN’s COO, Kiersten Anas Byrick shares her top five takeaways from Breakfast with GE Canada’s Elyse Allan.

25 - 26 Quel Plafond de verre ? / what glass ceiling? A recap on our latest Top 100 Regional Awards celebration in Montréal.

APRIL 2014 | THE OPINION

A NOTE FROM WXN FOUNDER, PAMELA JEFFERY

Dear Friends and Members of WXN, I’m certain I’m not alone when I ask the question, ‘Is Spring FINALLY here?’ Although we’ve been keeping warm with all of our fantastic programs and events over the past few months, we’re ready for Spring to arrive! I’m so thrilled to be sharing the second edition of The Opinion with you, our community of 17,500 smart women. For those of you who have not yet seen the new version of our e-newsletter, it’s quite apparent that our quarterly report has had a bit of a makeover! But, in order to keep up with our new website (launched in Fall 2013), we decided that it would be fitting to have an e-magazine to share with our online community. This edition is bigger and better than our last, and we hope to continue to grow over the next two editions this year! If you or someone you know would like to contribute to our magazine, please contact our Marketing Department for more details. It’s always a bit challenging to write a letter updating our Canadian audience as a whole on everything that’s happened at WXN in the past three months – after all, WXN hosts an event every 3.5 business days! Since our last edition, we’ve celebrated all three of our Canada’s Most Powerful Women: Top 100 regional events, in Vancouver on January 30, in Calgary on March 6, and in Montreal on April 16. We continued our theme of “What Glass Ceiling?” from the Toronto Awards to all regional events, which made for inspiring and insightful discussions at each event. It never ceases

to amaze me how each Top 100 Winner is able to speak to a similar topic, yet completely make it her own, and provide a unique and eye-opening takeaway for our audience. In addition to celebrating our Top 100 Awards, our mentoring program, WXNWisdom celebrated its 10th anniversary! In celebration of this milestone, we are offering a special price to all members and friends of WXN on our mentoring programs – for those of you who may have missed this memo, fear not, this special pricing is still available until the Fall online at wxnetwork.com/ mentoring. Thank you to those members who provided feedback through our survey on the proposed amendments published by the Ontario Securities Commission (OSC), with regard to gender parity in the boardroom and on executive teams. I am also pleased to share with you that based on this feedback, WXN submitted our recommendations to the Provincial Government. These recommendations are not only impactful to Ontario residents, but to all of Canada. It is easy to define the lack in diversity of FP500 boards and executive teams as a women’s issue. It is not a women’s issue. It is an economic and business issue that affects Canada’s competitiveness and prosperity. It affects men and women of all backgrounds. WXN recognizes that change is not easy, and will require strong leadership and action now by governments and regulators, however, we are so grateful for your participation and opinions, as gender parity is essential to the development and innovation of

our country’s capital. Additionally, as you may know, Industry Canada is considering for the first time ever whether new measures to promote corporate board diversity should be included in the Canada Business Corporations Act. Your feedback from our survey will also shape our May submission to Industry Canada, and we look forward to sharing this submission with you. There are many exciting things afoot at WXN, one in particular being that Nominations for the 2014 Canada’s Most Powerful Women: Top 100 Awards are almost coming to a close. Each year I am blown away by the incredible talent and accomplishments of both Top 100 Nominees and Top 100 Award Winners, and cannot wait to see who will be named among this year’s most influential Canadian female leaders. If you have not yet Nominated a woman you think is deserving to be among this year’s Top 100, I urge you to nominate her now at top100women.ca, before nominations close on May 30, 2014 at 5:00 EDT. At WXN, we inspire smart women to lead. I hope this second edition of The Opinion inspires you. All the best, and happy Spring! Sincerely,

APRIL 2014 | THE OPINION

AT WXN, WE INSPIRE SMART WOMEN TO LEAD. THAT BEING SAID, WE’RE CONSTANTLY LOOKING FOR WORDS OF INSPIRATION TO KEEP US MOTIVATED. WE WENT BACK TO OUR 2013 TOP 100 HALL OF FAME VIDEO SHOOT, AND FOUND SOME INCREDIBLY POWERFUL QUOTES THAT WE WANTED TO SHARE WITH YOU.

APRIL 2014 | THE OPINION

You really owe it to yourself to examine your passion, your needs, and have the courage to take the most unlikely opportunity; don’t worry about what anyone else thinks. - Christine Magee, President, Sleep Country Canada (2013 Top 100 Hall of Fame Inductee)

I think sometimes we are our worst enemy. And if we believe in ourselves and really work hard, I think we can succeed. And if you’re not happy, you have to move on to something else, because life is too short. - Lynn Jeanniot, EVP, Human Resources and Corporate Affairs, National Bank (2013 Top 100 Hall of Fame Inductee)

It’s going to take the best of everything we’ve got to succeed in the 21st century. As a country, and as a human species.

- Dr. Ilse Treurnicht, CEO, MaRs Discovery District (2013 Top 100 Hall of Fame Inductee)

Take more chances. Take more risks. And don’t be so conservative. - Leslie O’Donoghue, EVP, Corporate Development & Strategy and Chief Risk Officer, Agrium (2013 Top 100 Hall of Fame Inductee)

Look for the people you want to work with, the attitude you want to work with, and just chart your way.

- Mary Ann Turcke, EVP Field Operations, Bell Canada (2013 Top 100 Hall of Fame Inductee)

APRIL 2014 | THE OPINION

One of the key elements of happiness is knowing deeply and truly that you are where you want to be or at the very least, that you are taking action to move toward that feeling. KELSEY RAMSDEN

2013 Top 100 Award Winner President, Belvedere Place Development Ltd., and Spark Play Ltd.

APRIL 2014 | THE OPINION

If you’re not thinking of quitting, you are probably not thinking. When was the last time you considered this question: Is this my life? Well, is this YOUR life? The life you wanted to live when you were 20 and looking forward at your career with open anticipation for what the world might have in store? It probably is not, and in all honesty I hope it is not the life you imagined when you were 20 because you likely did not have enough life experience yet to know what it is that you really wanted. Perhaps you knew you wanted a child and a white car and a husband that brought you flowers but did you know the kind of environment you wanted to be surrounded by at work or the kind of best friend you would need in times of turmoil or even the point at which you draw the line on giving and taking? Odds are that in your deepest heart of hearts you now know a lot of these things. The hard truth is that many of the things we come to know about ourselves are never acted upon. We start out in our careers when we don’t yet ‘know’ – chart a course from there and then, despite changing seas and signs, neglect to check or re-correct the course. So, when we land on the distant shore of our career, we find we are not where we want to be. Is your career as you want it? As Canada’s #1 Female entrepreneur two years in a row you might assume that my angle on this one is to try and convert you to quit your job and start your own business. Your assumption is only half correct….here’s why. A number of us in careers want to stay in our careers and just need to make some changes to move toward our ideal place in the sun. The rest of us do need to quit. Which group are you in? Answer these 10 questions to find out:

1 – Have you ever felt that you had something unique to offer the world which you have not shared with them yet? 2 – Do you feel that your truest self can show up for work each day? 3 – When you leave work each day, do you feel that you are one step closer to a personal goal? 4 – When you think of your life 10 years from now, are you positioned in the right place today to be able to get there? 5 – Are you surrounded by people who challenge and inspire you in your career? 6 – If you sat beside a stranger at a dinner party who turned out to be in the same line of work as you are, would you talk work all night or switch seats? 7 – If time travel were possible and your future self met you at the breakfast table tomorrow morning, what career advice would she give you? 8 – Do you know how much money you need versus how much you want – would knowing that information change what you do for work now or looking forward? 9 – Does your career define you and are you happy with that definition? 10 – If the emotion of fear were stripped from you, what are the top three things about your current career you would change? If you answered the above 10 questions very honestly I applaud you! It can be scary taking a true account of our lives. Sometimes letting sleeping dogs lie is an easier path, unless of course the dog is going to wake up very upset that you let it sleep through its best opportunity to live out a great remainder of its life. I am often told by clients and those who approach me after I deliver a talk that they just want to feel happy. That they feel dissatisfied and that they are not living the full life they want to live.

You see, one of the key elements of happiness is knowing deeply and truly that you are where you want to be or at the very least, that you are taking action to move toward that feeling. One of my favorite quotes goes something like this: If you want something you have never had, you are going to have to do something you have never done in order to get it. For many of us, the thought of change sounds like risk…..the idea of something different brings up the possibility of failure more than it does the possibility of success…..this is why so few of us wake up one fine day and begin to move toward our ideal career or life. It is the possibility of not achieving what we set out to do that keeps us stagnant. Illogically we stay unhappy for fear of being unhappy. I wanted to write this article and share it with you because I have recently found myself entering a new era of life, and for this, I am so very grateful. I never would have become my fulfilled self in mind and body if it were not for having asked myself the above 10 questions. More than anything, I hope that you take the time for yourself to take a look at where you are at. Choose to adjust your course for where you want to be, who you want to be, to become your truest self, someone who is deeply fulfilled and happy. Isn’t that what we all want after all? In the spirit of possibility, fulfillment and the future, Kelsey

KELSEY RAMSDEN IS THE PRESIDENT OF BELVEDERE PLACE DEVELOPMENT, AND SPARK PLAY, AS WELL AS Canada’s Top Female Entrepreneur by PROFIT/Chatelaine W100 for the second consecutive year. CONNECT WITH HER ON TWITTER @KELSEYRAMSDEN, OR AT KELSEYRAMSDEN.CA.

APRIL 2014 | THE OPINION

twit·ter (verb): give a call consisting of repeated light tremulous sounds, talk rapidly and at length in an idle or trivial way, make a posting on the social media website Twitter.

AN E-INTERVIEW WITH KIRSTINE STEWART` to stay up-to-date on their world faster than ever before. This allows brands to customize and engage their followers in a real-time manner, where they can react to consumers’ inquiries and interact with popular trending topics and other brands on a magnified scale.

Twitter is constantly gaining momentum on a global scale when it comes to the number of people and businesses joining the conversation. In 140 characters or less, brands can communicate with their consumers and fans on an intimate level and put a voice behind their name. In 140 characters or less, people can broadcast their new job promotion, share their quirky thoughts, and ask their friends for restaurant recommendations. In 140 characters or less, relationships are built. Twitter allows the personal user to follow authentic communication from whoever they choose, whether it’s Oreo or a local news anchor, people are able

Back to the basics… Twitter users begin by creating a handle (or a Twitter name starting with “@”) and setting up their profile pictures and themes. Users then can follow their friends, family, celebrities, brands, etc. to fill their newsfeed. That newsfeed updates in a real-time manner, so the second your friend shares her thought on applesauce, you are seeing it in front of you. Here are a few interesting quick facts about Twitter: • One in three Anglophone Canadians won’t let a single day go by without checking into their social media feeds (Media Technology Monitor)

• In 2012, Twitter had over 500 million users around the world and has had steady growth since then • According to Statistics Brain, 135,000 people make Twitter accounts and send out over 58 million tweets each day, that’s 9,100 tweets every second! She’s the queen of the social media scene, one of the most influential leaders of the online world, and always beating me to find and share to the best content on Twitter. Kirstine Stewart, Head Canada, leads the way for at one of Canada’s most tech companies. She’s also Most Powerful Women: Top Winner (2007).

of Twitter innovation prominent a Canada’s 100 Award

I had the opportunity to connect with Kirstine and find out a behind-the-scenes look into her life as Head of Twitter Canada.

APRIL 2014 | THE OPINION

MT: How would you describe Twitter to someone who’s never heard of it? KS: Twitter is a multi directional conversation on whatever interests you the most - whenever and wherever it’s happening. MT: What’s the coolest thing you’ve seen a person (or company) do with Twitter this week? KS: Ben Mulroney said he’d be at the Raptors Playoff game while watching Twitter Canada to see if the Montreal Canadians make it to next round of the NHL playoffs! #multitasking

for ways to improve. MT: How do you balance your work/ family/Kirstine time AND manage to keep up with the social media world? KS: I don’t believe in balance, but the benefit of social and mobile media and information means you can achieve a work-life flow. MT: What advice would you give to someone who’s just beginning to set up their online brand? Where should they begin?

MT: If you could follow only one famous individual from the past (who is no longer alive), who would it be, and what would their Twitter bio say?

KS: Understand who you are, and what you mean to your audience and customer. What do they value in you the most? Is that your best strength? Make it your advantage and represent that brand in an authentic way.

KS: I would follow an explorer, like Marco Polo, imagine the pictures you’d get to see.

MT: What’s the best piece of advice you’d received that’s pushed you to be so successful?

MT: What is the company culture like at Twitter?

KS: I think the best piece of advice is that ultimately you win when you help others win. Competition should be driven towards constant improvement, of you and for those around you.

KS: The culture is amazing, incredible inclusive, supportive and always looking

--Kirstine and the millions of people around the world tweeting every day know the importance of Twitter as a multi-directional conversation. Follow her and you’ll see exciting things happening around the world, from trending support for Canadian sports teams (#wethenorth and #gohabsgo) to celebrity birthdays (#happybirthdayshakespeare), everyone is engaging with things that interest them. Kirstine might seem like a super woman in many ways, but her emphasis on using social media to your benefit in achieving a work-life balance carries resonance. Being informed and globally connected is more important than ever, and Twitter has the perfect tools to get you started.

KIRSTINE STEWART IS THE HEAD OF TWITTER CANADA @KIRSTINESTEWART AND A 2007 TOP 100 AWARD WINNER // MORGAN TODD IS THE DIGITAL AND DATABASE MARKETING COORDINATOR AT WXN

APRIL 2014 | THE OPINION

boss·y

adjective 1. fond of giving people orders; domineering. synonyms: domineering, pushy, overbearing, imperious, officious, high-handed, authoritarian, dictatorial, controlling.

WE’RE BEING TOLD TO EMBRACE OUR INNER BOSSYNESS, BUT ARE WE MISSING SOMETHING BIG HERE? BANNING THE WORD BOSSY SEEMS TO BE A GAME OF SEMANTICS WE HAVEN’T QUITE FIGURED OUT YET. friend’s mom included), demanded she receive the largest slice of cake (before anyone else - including the birthday girl - had any), and when it came time to opening presents, thought my friend “wasn’t doing it properly”, so she ripped every present out of her hands and opened them herself.

I vividly remember my neighbour’s 6th birthday party. We all wore floral dresses, ribbons in our hair, ate colourfully layered Jell-O cake, and whacked her mother’s homemade piñata with a hockey stick until Rockets, Hershey’s Kisses, and Gobstoppers flew through the air.

Did Sophie’s display of overly authoritative, domineering behaviour simply imply that she was destined to become a great leader? Did we misunderstand her lack of manners and bossy attitude for blossoming leadership skills?

Everything was absolutely lovely, except for Sophie.

The word “bossy” is defined as “fond of giving people orders; domineering.” Synonyms include: pushy, overbearing, imperious, officious, high-handed, authoritarian, dictatorial, controlling. Certainly, this is not an attribute that one would encourage young female ‘leaders’ to strengthen.

Sophie ordered everyone around (my

By definition, “bossy” people are not

good leaders.They are rude, bad listeners, and have a general disrespect (and great disdain) toward others in charge. Instead of leading by listening, they take over, without any regard for others. Bossy boys? They are the same. The most admired and respected leaders are those who listen before they lead; skills certainly not possessed by Sophie. She was not a leader. To this day, her behaviour at that party still serves as a reminder of everything I should avoid in being a leader. Sophie was, without a shadow of a doubt, a very bossy girl. So what does this have to do with anything? Facebook’s COO, Sheryl Sandberg, is an absolute icon when it comes to championing female leadership. Her tenacity (and audacity) thrust her into the spotlight after she sparked one of the biggest feminist global movements we’ve seen in a while from her book, Lean In: Women,Work, and the Will to Lead.

APRIL 2014 | THE OPINION

By ‘Leaning In’, Sandberg encouraged us to own our ambitions, lean into our careers, and to not shy away from empowering ourselves, or our fellow female leaders. Aside from the obvious criticism it received, as not all women are able to fully devote themselves to their corporate lives (ahem, mothers), the movement was truly empowering, and undeniably sparked a new wave of feminism. In 2014, Sandberg launched yet another initiative, called the “Ban Bossy” campaign. The movement was led in partnership with several celebrities (including Michelle Obama, Jane Lynch, Beyoncé) and the Girl Guides of America, demanding that we put a ban on the word “bossy”. The reason? Apparently, the word has a harmful effect on young women, causing them to shy away from pursuing leadership opportunities. After all, they’re not “bossy”, they’re “good leaders”, right? Within hours of launching, the campaign went viral; it had its own website, hashtag (#BANBOSSY), as well as a celebrity-backed video on YouTube. When I first watched Sandberg’s celebrity endorsed video, I felt empowered. I felt mighty, and most of all, I felt proud to be a woman. The only reason why, if I’m being completely honest, is because “Ban Bossy”, in itself, is pretty catchy, and seeing a handful of powerful, influential female leaders coming together to empower women around the world is nothing short of uplifting. But it wasn’t because I agreed with the ban. My “a-ha moment” of empowerment happened with the delivery of the last line in the video, by pop-queen Beyoncé herself: “I’m not bossy, I’m the boss.” Lightbulbs quickly went off in my head and I realized THAT’S what Sheryl is trying to (unsuccessfully) get across: she wants to challenge gender stereotypes. Just because I’m telling my colleagues to do something doesn’t make me “bossy”, it makes me the boss. Women in leadership roles are considered the b-word when they make demands, but typically, when a man makes the same requests, he is viewed as a leader to be respected.

APRIL 2014 | THE OPINION

Naturally, quickly after the campaign launched, the world was buzzing about “Ban Bossy” – but not all of it was good press. If you Google “Ban Bossy”, you’ll see that the first 20 hits you get, aside from banbossy.com, are articles bashing the movement, the two most aggressively titled, “Ban Bossy”- Why ‘Feminism’ poisons EVERYTHING and Ban ‘bossy’? Suck it up, girls What’s wrong with this? The entire world is publically bashing a movement that attempts to nurture blossoming young female leaders. Had Sheryl led her campaign with Beyoncé’s line instead, this global discussion would have been less about banning a word that “offends our children” (and might hinder them from developing their leadership skills), and more about challenging gender stereotypes, empowering female leaders to begin asserting themselves professionally. Despite having only one (very strong, celebrity-backed) leg to stand on, rather than shedding a positive light on female empowerment, “Ban Bossy” achieved the opposite. “Ban Bossy” advocates are so caught up in their quest to ensure that young women don’t get discouraged from becoming leaders, that they haven’t taken a moment to step back and realize that “bossy” isn’t the word they’re looking for: it’s “b***y”; it’s “controlling”; it’s “micromanager”. By banning a word, you give it infinitely more power than it previously held. It becomes taboo, controversial, but most of all, it becomes a weapon for those who choose to use it maliciously. So it’s important to choose the word you’re banning wisely. Is it really a good idea to ban a word that might be the only saving grace in ensuring that our children grow up with manners and respect for others?

leaders”, not to ban people from raising their children to listen to others, share, and be respectful of one another. So how do we bounce back? I’m a firm supporter for the development of strong leadership skills in young children. As a now 26 year-old woman who went to an all-girls school, I can say without hesitation that I’m a feminist, who never shied away from putting my hand up first, speaking my mind, or from leading a group as a child, a student, and now as a young professional. I was, and still am, a leader - but I was never bossy. Why are we playing a game of semantics when we should be focusing on the bigger picture at hand? Let’s raise young girls to put up their hands, to not shy away from leadership opportunities, and to believe that they are just as capable as their male colleagues. Let’s raise strong leaders, rather than shelter these future leaders from the possibility of being discouraged by one word; especially one whose meaning does not match the intent of the ban. If we’re going to ban a word and inspire our children to become fearless leaders, let’s ban “can’t”, let’s ban “won’t”, and let’s ban “impossible”. Let’s raise our children to believe in themselves, to have thick skin, so that IF someone calls them “bossy”, they’ll have the courage to stand up for themselves. Not only that, they’ll also have the ability to hear the constructive criticism in that statement, so that they can improve their leadership style from Draconian to democratic. If we had banned the word “bossy” when I was 6, Sophie’s leadership style, according to Sandberg, would be today’s benchmark for good leadership, and that’s not the type of world I’d like to live in. After all, I prefer to open my own presents.

If we take Sandberg’s advice, Sophie’s bossy behaviour would have been lauded, rather than reprimanded. Is this the kind of leadership style we want to nurture in our children? Ultimately, we’re trying to ban people from viewing opinionated, outspoken young women as “demanding” and “authoritative”, rather than as “good

KELLY TYSON IS THE MANAGER OF DIGITAL MARKETING AT WXN

Do you believe you’re good at networking, but are frustrated when you aren’t able to get any traction? Or, do you wish you could just fade into the background when you are at a party, only talking to the people you already know? Business cards – I am constantly surprised when I am talking to people at networking sessions and they have forgotten their business cards. Carry them with you at all times! I have even given out a business card when I was in the midst of getting a prenatal ultrasound! There are always opportunities to connect. Well, I have news for you. Extroverts and introverts can both be excellent networkers who can build strong relationships and reel in the deals (and the job offers/promotions). Both types of personalities offer different strengths and challenges to networking. For instance, an extrovert may have more confidence to approach a group of people and talk to them. But an introvert will spend a great deal of time really listening to others and taking in the details of the conversation, which will be immensely important in building relationships after the party for the follow-up calls. Here are 8 tips for networking success: Be Yourself – Everyone has something to bring to the table when networking. It is important to bring YOU! If you are guarded, people will not get a sense of who you really are and it will be difficult to connect with you. If you try too hard to be the life of the party, you may be seen as somebody who is only out for fun but cares little about their business. Relax – Remember everyone at the event is a person hoping to connect with others, just like you. With this in mind, make a point of approaching at least 5 new people at every event you attend.

Be passionate about your product or service… or else find the door – This may sound harsh, but I actually think if your personal values don’t line up with the product or service that your company sells, you need to leave the organization. How can you passionately talk about your business when networking if you are not excited about it. If you are not enthusiastic about what you offer, others won’t be interested in what you stand for. And honestly, isn’t life too short to work at a place that doesn’t light you up? Put the technology away – If you are going to socialize at events, then you need to focus on the face-to-face interaction. People often pull out their smart phones when they have a moment at these sessions, but what they don’t realize is that others may be ready to approach them but when they see the technology out, they don’t want to interrupt. You’d be surprised what opportunities you are missing out on when you bring your technology to the party. Go online – Networking online is exploding. I have received as many new coaching clients through my online networking as through my face-to-face meetings. It seriously pays to go online. To be successful at online networking, you need to reach out and connect

with others. Online relationship-building may be a more comfortable networking forum for introverts who can sit behind their computers and connect with others. The key is to reach out to others. Invite them to be a part of your network. Join up for groups that reflect your interests and comment on others’ posts. Then, if possible, follow up with an invite to meet in person. Follow-up – We know that the follow-up is key to cashing in on your networking efforts, but this is one of the greatest areas of missed opportunity because people don’t make time for it and then wonder why they didn’t get the deal.The day after your networking event, send everyone you received a business card from an email and ask them for lunch. At the lunch, continue the dialogue and then ASK them for their business. Tell them exactly what you want them to do and then share the benefit to them of doing what you are requesting. If at first you don’t succeed, keep connecting with them and building the relationship. Use your gut – I am a big advocate of using the gut instinct. So much so, I am even writing a book on it. Have you ever walked into a room and just felt a connection with someone there? Perhaps your eyes met or you just felt something really intriguing about this person. When you feel this way, make the effort to walk over to that person and say hi. Every time I have felt this kind of ‘pull’ towards someone, I have never regretted making the effort to reach out to him or her. Something good has always come from it.

Carey-Ann Oestreicher is the Chief Engagement Officer at Potential Unlimited

APRIL 2014 | THE OPINION

Clockwise from top left: WXN’s Top 100 Transit Shelter Ad at the corner of King St. and York St. in Downtown Toronto; The Honourable Michelle Rempel giving a keynote at Top 100 Calgary; Top 100 Winners from Québec and the Maritimes at prix Top 100 Montréal; Dominique Dionne, Pascale Pageau and Dr. Judith Woodsworth having a laugh during our panel discussion at prix Top 100 Montréal; WXN Breakfast at The Rideau Club in Ottawa; Rose Reisman giving a keynote at our Evening Cocktail Series in Toronto at the National Club; Tracy Crook, Pamela Jeffery and Debby Carreau at our Lean In Breakfast in Vancouver; Elyse Allan giving a keynote at a Breakfast at the Rosewater Supper Club in Toronto.

APRIL 2014 | THE OPINION

Clockwise from top left: Calgary’s Mayor Naheed Nenshi at Top 100 Calgary; Google Canada’s Sabrina Geremia giving a keynote at our Evening Cocktail Series in Toronto at 2nd Floor Events, Pamela Jeffery, Laureen Harper and Jocelyn Laidlaw at Top 100 Calgary; Kelsey Ramsden, Kathy Cheng and Dr. Janet Morrison at our Breakfast in Toronto; WXN Members at our Evening Cocktail Series event in Toronto; ‘What Glass Ceiling?’ Breakfast event in Richmond Hill with Michelle Dubé, Nandini Jolly and Catherine Karakatsanis; Ladies enjoying a Breakfast event in Vancouver; Lieutenant-Colonel Krista Brodie, Dr. Lucy Miller, and Debby Carreau partaking in a panel discussion at Top 100 Calgary.

DON’T SEE YOURSELF IN ANY OF OUR PHOTOS? CHECK OUT OUR IMAGE GALLERY AT WXNETWORK. COM, OR VISIT OUR FACEBOOK PAGE (FACEBOOK.COM/WXNEVENTS). 15

APRIL 2014 | THE OPINION

canadian female entrepreneurs tap into a new industry

Mandie Murphy is building a brewery. After years of planning marketing strategies for pasta and pay-as-yougo cell plans, cider and spirits, the communications pro left behind a predictable paycheque in January to oversee a massive renovation on Toronto’s east side. I met her inside the shell of a promising future, 6,000 square feet, in the early stages of being stripped down, ripped apart and rebuilt to support fermenters, a canning line, tasting room, retail store and an eerily spectacular new boardroom. Bricks, wood planks and support beams, hidden for decades by stale, off-white paint, now wait patiently to be revealed. The four-inch concrete floor will go, to be replaced by a more solid foundation and better plumbing. South facing light will pour through a passage currently covered by an enormous garage door. The whole job, according to Murphy’s most optimistic projection, should be completed early in 2015. To finance the build, Murphy explains (with the certainty and wisdom of one that did so successfully) that she and husband / partner Mark had to show they had a model worthy of investor confidence. “We needed to raise capital and the best way to do that was to prove we had an idea and recipes that work in the market. The fund-raising process went quickly; much more quickly than we ever would have imagined.” Officially producing beer for commercial production since April of

2013, Left Field Brewery will continue as a contract brewer (meaning the recipes are produced by another brewery that has excess capacity) until the new facility is complete. In the meantime there’s still the day-to-day business of sales calls, invoicing, merchandising, blogging, tweeting, retweeting and organizing a full schedule of promotional events. Right now Murphy doesn’t have the time to join a female-only beer network... but she appreciates that they’re there. Nicole Barry, on the other hand, is part of three. The co-founder of Winnipeg’s Half Pints Brewery is part of the Pink Boots Society, Barley’s Angels and Women Enjoying Beer. “It’s great to network with other females in the industry and craft beer lovers, especially while over a pint.” Barry likes to joke that she’s “the coolest accountant you’ll ever meet.” A CGA, she spent nearly ten years in senior accounting and management roles before switching gears. “The transition was easy for me as I always had a dream of being an entrepreneur and in fact that’s why I studied and worked in accounting. I obtained the practical knowledge and experience to properly run a company before opening one.” Coming from a family of entrepreneurs and farmers she knew that opening a brewery would be “full of blood, sweat and tears,” but knew all along that preparation was her key to success. Historically, brewing has been a feminine vocation. Throughout beer’s many millennia of bringing people together, women have assumed most of the responsibility for producing and selling the beverage that nourished communities and local economies. It was only in the last few hundred years – as society moved from agricultural to industrial – that the men took a larger role in its manufacture and distribution. In Canada, one of the country’s best

known brewing legacies began with Susannah Oland, who moved from England in 1865 with her father’s recipe for Brown October Ale. Although her first brewing venture in the New World was sold off following the death of her husband, seven years later she formed S. Oland, Sons and Co. Brewery in Halifax. One branch of that family enterprise would spawn the modern-day Moosehead Brewery, another would purchase and guide Alexander Keith’s until its sale to Labatt in 1971. Moosehead is now the largest, independently-owned Canadian brewery. Keith’s is still operated by Oland Brewery, now a piece of the world’s largest brewer, Anheuser-Busch InBev. Although currently a male dominated industry, Murphy insists – at least as far as craft beer is concerned – that’s a numbers thing, not a mindset. “There’s still a lack of women in terms of employment in the industry. Not employment opportunities, just participation in the industry, but you do see that area growing dramatically. “From a gender point of view I can’t emphasize enough how inclusive the industry is, and just because you attend a beer event and there’s bearded men everywhere doesn’t mean that it’s not inclusive. It’s very welcoming. I would encourage women who are interested to get out there and explore, because you’ve never seen a friendlier industry, or more inclusive industry.” It’s a sentiment Barry echoes.“Working in the craft beer industry is like joining a family – we are all so supportive and collaborative. I don’t think any other industry out there can compare. It really is something unique and special.” Dan Grant is a Certified Beer Specialist and freelance writer, living in Toronto. Soon to be launching a series of tutored, beer appreciation and lifestyle events, he blogs at BrewScout.wordpress.com.

APRIL 2014 | THE OPINION

Three things you need to know about Canada’s Anti-Spam Legislation Canada’s incoming anti-spam legislation on your mind? Us too. That’s why we asked our friends at Conduit Law for their perspective on the three key things we should all be aware of. electronic message” (CEM), or “any electronic message that encourages participation in a commercial activity”, without the recipient’s prior consent. This opt-in scenario obviously changes the equation and puts the onus on you to demonstrate consent to receiving your marketing emails. Imagine the scene: it’s been a long day at the office, and you just want to pack up and go home. Before you get up to leave, you decide to open an official looking letter from the Federal government. It’s a notice of infraction from the government. Your company is accused of sending spam emails and infringing new anti-spam legislation. The fine is significant. This is serious. Welcome to the new world of anti-spam legislation Canada. This fictional scenario might seem farfetched, but it is not. As of July 1, 2014, a comprehensive and potentially punitive regime comes into force with new antispam legislation in Canada. The following are three important things that you need to know in order to avoid such a dreaded scenario. 1.The new “opt-in” clause: Your first priority is to add an “optin” clause to your outgoing marketing emails. The anti-spam legislation Canada has added this requirement for outgoing emails. In the past marketers could rely on the “unsubscribe” button. This is no longer sufficient. Canadian law requires that your mailing list ask for the emails by opting in. Anti-spam legislation Canada introduces the need for the new “optin” clause, one that prohibits the sending of any business related “commercial

2. How to handle your current mailing list: The time to act is now. Until July 1, 2014, you can send an email message to your mailing list requesting that your clients, subscribers and newsletter recipients “opt in” to receive future emails. After July 1, 2014, simply sending the request will be considered spam and will be against the law and will fall afoul of anti-spam legislation Canada. A tricky situation that arises is the exchange of business cards at a social gathering, the question being, does the exchange itself constitute consent? Is the “fishbowl at a conference” method of acquiring business cards sufficient for implied consent? There is no simple answer. Under the new anti-spam legislation Canada, sending marketing emails without consent is spam and is subject to fines. The only way to avoid the fines is to have actual consent from the recipient and the burden of proof is on you to show consent. The anti-spam law allows for implied consent but this is risky and could result in fines for your business. Another thing to keep in mind, there is no grandfather clause. You need to obtain consent from everybody currently on your mailing list.

3. Violators, beware! Fines of up to $1 million: The government is serious about spammers. Anti-spam legislation Canada provides for penalties of up to $1 million for individuals, and corporations are liable for up to $10 million.The legislative objective is compelling, and is meant to send a stern warning to businesses that anybody choosing to break the anti-spam legislation Canada might face serious punishments. This is a law with teeth and you can expect the government will find a way to enforce the new rules. Take the time now to ensure that your email messages comply with the anti-spam legislation. To find out if your email marketing complies with the new anti-spam legislation, please do not hesitate to contact us at Conduit Law. We would be pleased to work with you and your team to update your email policies and ensure compliance with the law. To speak with a Conduit Law lawyer or to learn more about this topic, you can contact Peter Carayiannis (pc@ conduitlaw.com or 416-800-0894 x201). Please visit us at conduitlaw.com This newsletter is not legal advice and provides only an overview of the subject-matter. Receiving this newsletter does not create a solicitor-client relationship and may not be relied upon by you. The information in this newsletter may not be applicable to your particular circumstances. Always seek specific, qualified and competent legal advice. This newsletter is offered for information purposes alone. 2014 © Conduit Law Professional Corporation. All rights reserved. No reproduction without prior written consent.

PETER CARAYIANNIS IS THE SENIOR PARTNER AT CONDUIT LAW

APRIL 2014 | THE OPINION

increase the breadth of their board. The alumni remain in a database that can be accessed by corporate members of the Council. Alumni also increase their network of board members, CEOs and board-service seekers. Sarah Kavanaugh, a Diversity 50 board candidate in 2012, had this to say about the program:

Women currently hold 15.6% of board director positions in FP500 companies, according to Canadian Board Diversity Council (CBDC) research. Our Annual Report Card for 2013 indicates that it could be the year 2097 before women arrive at parity with men on corporate boards if we continue at this rate. We can’t wait that long. What is holding us back? Why is female representation on boards of directors not advancing at a faster rate? It’s not because of qualifications. Studies done by Norway’s Centre for Corporate Diversity show that women who serve on boards are usually more highly educated than their male colleagues (Quast). And it’s not company performance. The Credit Suisse Research Institute showed an analysis in 2012 that companies with one or more women on the board showed higher returns and better average growth than those without (Curtis). It must be a lack of awareness and a slow rate of turnover on corporate boards that is keeping women at the low percentage of representation on boards. What can we do about it? We can educate the governance community on board diversity best practices—and that’s what the CBDC is doing. In addition, the CBDC recognizes diverse members of the professional community who are ready for board service. Every year they announce a cohort of Diversity 50 board-ready candidates who are showcased as potential board members to both not-for-profit and publicly traded companies looking to

“Part of expanding my network was applying for and joining Diversity 50 ... I joined the OSC as a Commissioner after one year, then the private company AST and this spring I joined WPT, my first public board, followed by HudBay this summer. In each case, the organization was looking for someone with my skills, finance and investment banking, so being in the right place at the right time is important. It is clear to me that there is a growing desire by boards to include women … I am sure the visibility I gained from being on the Diversity 50 list was helpful as these Boards searched for candidates.” I can’t wait to see that desire grow to encompass all groups that are under-represented on corporate boards, but the first step is gender equality. You can help the CBDC make that first step by becoming one of the Diversity 50 of 2014. Apply by filling out your profile at www.boarddiversity.ca/diversity-50.

Let’s reach our goal of parity. And let’s do it before 2097.

SOURCES Canadian Board Diversity Council. Annual Report Card 2013. Curtis, Mary, Christine Schmid and Marion Struber. “Gender Diversity and Corporate Performance.” Credit Suisse Research Institute. https://www.creditsuisse.com/newsletter/doc/gender_diversity.pdf Quast, Lisa. “Getting More Women in the Boardroom – Should the U.S. Use Mandatory Quotas Like Europe?” Forbes. http://www.forbes.com/sites/ lisaquast/2011/11/28/getting-more-women-in-the-boardroom-should-the-u-suse-mandatory-quotas-like-europe/

TANNYS WILLIAMS IS THE SENIOR MANAGER AT THE CANADIAN BOARD DIVERSITY COUNCIL (CBDC) Applications for the 2014 Diversity 50 close on June 6.

APRIL 2014 | THE OPINION

Bloggers have become a ready source of information, interesting commentary and useful links that can help you keep up with the professional and cultural joneses amidst a schedule that doesn’t stop between work and play. Blogs offer perfectly packaged jolts of information that fit snuggly into your routine, be it your commute, your coffee run, or your partner’s bad day rant. That said, staying on top of your favorite bloggers can add its own level of time-pressed stress. Here are five easy tips to help you stay on top of the blogs you love.

What do a social media maven, a post-happy pinterest mama and a celebrity raw food chef all have in common? Blogs! And that means they hold a special place in the lives of many, dishing out the latest and greatest on topics you’re passionate, or even mildly curious, about.

1. Helpful Tech One great way to manage your blogs is to make use of helpful technologies. While there are lots of excellent options out there, these are some of our favourite freebies for reading, organizing and sharing the content of your best-loved blogs.

APRIL 2014 | THE OPINION

Pocket: If you’re looking for a way to digitally dog-ear interesting blog posts while on the go, Pocket is a great crossfunctional app.Whenever you see a blog post that intrigues you, while skimming through your Twitter feed or browsing through your blogs, you can send it directly to your Pocket where it will be archived for future reading.You can easily download the Pocket app onto your phone, tablet and personal computers so that you can view saved content on any device, even while offline, and check off articles as you go. It’s as simple as that! Flipboard: If you like the idea of flipping through your favourite blog content, pre-digital age style this app allows you to do just that but through an e-magazine experience. Flipboard lets you “flip” through the pages of your must-reads and it also aggregates all of your social channels, blogs included, into your own personalized magazine. Flipboard’s visual appeal is equally matched by its functionality, and it gets to know you and recommends things you might like to read. Flipboard and Pocket can even be used in conjunction by selecting interesting blog posts in your Flipboard reader and saving them in your Pocket for later. Feedly: If you like accessing all of your e-content in one place, without hunting down the news yourself, Feedly is an app that does it all. You can search for your go-to blogs, add them to your list (and if you like, categorize them for easier reading per tip number 4), and then Feedly will collect and combine the content, in real time. For those who heavily mourned the loss of Google Reader, Feedly is a great news-reader for keeping up with your blogs in an organized fashion.

2. Prioritize Prioritizing your blog-reading based on time investment can truly help you to manage your week and even your day.You may want to consider scanning any quick reads on your morning commute or over lunch, and reserving longer reads for before bed or the weekends when you really have the time to get into them. It’s just not possible to read everything first thing in the morning, even if that is when all of the notifications begin to pour in, and this approach should help you get to the blogs you want to read at a time that suits your schedule best.

3. De-clutter Spring cleaning applies to tech too. We tend to accumulate apps and follow bloggers as they pop up on our radar and this can amount to a lot of un-read content over time. Invest some time once a month on a lazy Sunday to take stock of the blogs you haven’t read in a while and cut them loose; this can help to prevent you from feeling overwhelmed by a mountain of unread emails. Different types of content will be relevant to you at different times in your life and your career, and as your priorities change, it only makes sense that the blogs you follow may go through a refresh as well.

APRIL 2014 | THE OPINION

4. Categorize Not all blogs are created equal. While we all love a good Distractify read, it satisfies a different info-appetite than a Lifehacker post while a Business Insider piece taps into a different need for feed altogether. Categorizing the blogs you follow by topic can help you quickly decide how you want to spend your allocated reading time based on your needs at that moment. Sometimes we want a news fix, other times, a few light-weight tidbits. If you want to go a step further, after categorizing your blogs by topic, within each topic, you can divide by importance, such as your “must know” and your “if time permits” blogs.

5. Breathe A day without blogs is still a day worth enjoying. Sometimes ignorance really is bliss – at least when it comes to taking a break from your blogs and having conversations with the people right in front of you during your down time. When you do miss a day (or two!) of blogs, don’t overly fret – while we have a constant urge for information in all moments of our day, you know the blog posts will be there waiting for you whenever you do have time to check in. And if it has been more than just a couple of days since you last hopped onto your reader, you have your helpful categories there to guide you through the reads that are the most important. -These are the top tips to help you stay plugged in while balancing demanding daily schedules. First, make use of the helpful apps out there, designed to make your blog-reading easier; we’ve listed some of our favourites to get you started, but there are many more available so if these don’t work, find the ones that serve the same purpose and work best for you. Second, differentiate between your work and play blogs to decide which are most important to you and when. Next, keep your inbox clean and be brutal: if you haven’t read it in a while, time to axe it. Also, keep a live list of the blogs you follow and categorize them; this exercise will also help you to prioritize and de-clutter. And finally, relax. Don’t put so much pressure on yourself to speed read everything; take your time to focus on the truly great content that easily holds your attention and don’t be afraid to take a break once in a while. Keep these tips readily available for when you’re starting to fall into content overload or to avoid it altogether. They can even be applied beyond blogging to help you manage all of the social content you enjoy. Keep following, keep reading and keep happy. Amy Snow is a Marketing Communications Professional and Jayani Perera is a Public Relations Professional, both in the Toronto area.

the roadmap to leadership LEADERSHIP ADVICE FROM 2013 TOP 100 AWARD WINNER, KELLY LOVELL

“Leadership is not a destination but a journey”. Wise words passed on to us by great role models and admired leaders. Yet, as a leader we more often than not strive for a destination. We have a clear vision to share with the world and we tirelessly work to make that vision materialize; to lead our peers to a better future. Leadership is a perplexing concept. It is probably one of the most overused and commonplace words in business and community; yet what does it really mean? Nowadays everyone is a leader.“Excellent leadership skills” is plastered across the top of most resumes. Our definition of what makes a good leader, or even a successful leader, varies. The market for leadership coaching is vast and it seems people are waiting around every corner ready to tell you their secrets to success. We strive to become leaders and there are thousands of self help books, life coaches, classes and seminars on how to become a successful one. Despite the plethora of material, the debate remains: is leadership a journey or a destination? The world seems to position leadership as a destination; a definite place on the road map of life with a clearly defined path you can take to achieve your success. Yet, in my experience there is no distinct path for success as a leader. While there are certainly ways you can grow as a leader, you never reach your destination. Great leaders of today are still on their journey; growing, changing and learning to lead their peers towards a common vision. So what does this all mean? Who is

right? Is there any true path to great leadership? My answer is in none of the above. You will not find automatic success as a leader buried in a book or the stepwise guides that are available to you. While these may teach you valuable skills to develop as an individual, they will not give you the “secret” key to success. This is because everyone is a leader in their own way and no one can predict the path your experiences will take on. As a leadership coach I try to mentor young people and professionals alike, that true success lies in their ability to broaden their expectations of what leadership success is and acknowledge their unique self. When driving to a destination from point A to B there are many routes you can take on the map. You can take the highway, an express route, the back roads and you can take transit, fly, walk, bike; there are countless possibilities. Don’t get stuck in tunnel vision and believing there is only one way to lead. If you are shy it doesn’t mean you can’t be a strong leader like your outgoing friend. Some of the most powerful leaders in history have in fact been quiet leaders that guided people behind the scenes.

reach a destination of an outgoing and dominating leader. However, if we view leadership as a journey and allow it to take us where we are meant to travel and develop our own path, leadership is always a part of our life. I believe this perspective of leadership is of particular importance for youth. We live in a world that is full of expectation and pressure; youth are consistently pushed to follow certain paths in life and pressured to succeed. It is hard for us to find our own voice and our own way in life when we grow up learning that there are distinct paths to take to ensure our success.Whether it is to hold off on our entrepreneurial ideas to first go university to get our degrees so we can be considered qualified, or forgoing our passions to secure a reliable job and a steady income, we are sometimes expected to sacrifice our own innovation and interests to prime our life for success. We are all unique leaders but sometimes are mislead to believe that successful leadership is a destination with a clear roadmap we must follow. The only way to break this view is to add to the roadmap. We must trailblaze our own paths and show our peers there are alternate routes to success. To lead is to walk the road untravelled and I believe it’s our responsibility as leaders to colour in these hidden paths to our success so we can enable others to follow.

The same applies to gender stereotypes and age. One of the biggest barriers to the infamous “glass ceiling” was at one time enforced, in my opinion, by women themselves. Our initial definitions of leadership roles in industries did not include women; the familiar executive leader path involved males and as such women failed to envision their leadership success with those roles in mind. The ceiling slowly cracked as more women started to take on industry leadership roles; demonstrating to their peers that such a path was an option. It took a strong leader, one who was able to expand their perspective of what female leadership is and could be, in order to find personal success and open the doors up for other female leaders to follow.

Leadership is not a concrete journey and you will have your own winding path to success. Along the way you will pass milestones you will have thought were your destination. Yet, every time you reach a milestone you will find that you will have new opportunities to learn and grow that lie ahead and your journey will not stop. Your journey as a leader is the one time in life when the phrase “are we there yet?” will never get the answer yes!

This is where the classification of leadership as a destination or journey comes into play. If we focus so intently on a narrow definition of what we think a successful leader is and where we need to get to, the majority of us will never arrive at our destination because it does not exist. As a shy individual you will not

KELLY LOVELL IS A Youth Mobilizer; Producer & Host OF “YOU Effect”; AND CEO OF The Kelly Effect. SHE IS ALSO A 2013 TOP 100 AWARD WINNER.

APRIL 2014 | THE OPINION

breakfast with Elyse allan:

courage, collaboration & Humility WXN COO, KIERSTEN ANAS BYRICK, provides insight and takeaways from our recent breakfast WITH PRESIDENT & CEO OF GE CANADA, ELYSE ALLAN.

On April 24, WXN had the pleasure of hosting President and CEO of GE Canada, Elyse Allan, as the keynote speaker at a Breakfast Series event in Toronto. I was fortunate enough to have the opportunity to attend this event, to listen to Elyse speak to the topic of “What CEOs Look for in Top Talent”, as well as partake in interesting conversation at Elyse’s table. Elyse is responsible for growing the business in Canada, while advancing the company’s leadership in technology, services and finance. Without a doubt, her greatest (and most essential) resource is her team, and with Elyse’s seasoned perspective on all aspects of the business (she first stated at GE in 1984), she certainly knows a thing or two about what the key capabilities are to achieving success. These are her pieces of advice for all of us: 1. External focus. With the world becoming increasingly more volatile, there is a need not only to be close to the market, but to understand the market. There is also a lot more noise today with the never-ending news cycle, as well as everyone’s overbearingly loud presence on social media. Elyse says that in order to deliver the experience and value that both the market, and our customers, want, we need to be aware of this broader stakeholder group, with a clear vision of the customer.

She asked how many of us had ever been a waitress, as she had been a “juice girl” as a young teenager. I paid for most of my University tuition through waitressing, and she made me recall my dependence on tips and knowing that the amount of money I walked home with was directly related to my ability to read my customers and make sure the service they received (including that from our entire team) would fulfil their needs. Furthermore, the lessons she learned as a waitress, myself included, allowed her to better understand customer service, and the importance of building strong relationships. “It’s all about relationships,” she said. 2. Clear thinking. High performance requires one to see through all the noise brought on by this volatility. It is more important than ever for leaders to be able to clearly articulate the expectations and required outcomes to their teams. Only after outlining where they are going and what they want to do, will leaders be able to trust their team to define how to get there. Elyse called this a “figure it out type of world”, which means that there is only so much planning that we’re able to do. So often are we required to think ‘on the fly’, that resiliency and elasticity have become our greatest assets. Ultimately, in the real world, your team needs to first understand the outcome, and then figure out how to get there along the way. 3. Imagination and courage. We all have great imaginations but we need to find the right voice to be able to communicate our creative thoughts clearly and comprehensively. This voice comes in two different ways: tactical and strategic. Tactically, is anyone listening? Your brilliance can only shine through if you are actually heard, so don’t be afraid to speak up. Strategically, you need to have the courage to be happy. This was the big moment of the morning for me. She encouraged us to find a balance in life that allows us to be happy; although

seemingly easy, it never is, and can at times require a great amount of courage to pursue what makes us happy. 4. Collaboration. As a leader, you have the opportunity to bring many voices to the table, but with all of this, you need to be able to assess and figure out which ones to listen to. She recommended incorporating a breadth of stakeholders not only to garner different views, but also to build credibility in the marketplace. With my team I like to promote that two heads are better than one, and five are better than two. The most successful teams are built on diverse skillsets which in turn optimize the best results for success. There is strength in recognizing your own weaknesses and harnessing your alliance to meet your shortcomings. 5. Expertise. Build your own competency and recognize it in others. Define what your expertise is. If you don’t know what it is in others, then you need to take the time to find out. You need to hire good people, give them confidence in the system and the process. Build a team that respects authority, and trust them. It is important to cultivate a team that is respected by differences where everyone is recognized for their talents and individual skills. Recognizing the talents of each member yields stronger performance outcomes. Elyse’s bottom line: a good leader is a good leader - regardless of gender. They are in tune with the market, focused, courageous, collaborative, articulate, and humble. She says that “imagination and courage are the key to happiness,” which also means that you must know when to hold your ground, but also know when to admit you’re wrong. And above all, work with integrity and trust your team.

KIERSTEN ANAS BYRICK IS THE CHIEF OPERATIng OFFICER AT WXN.

APRIL 2014 | THE OPINION

prix top 1oo: les canadiennes les plus influentes quel plafond de verre ? C’est à l’hôtel Westin de Montréal, le 16 avril dernier, que nous avons eu le plaisir de reconnaître et de célébrer les réalisations des gagnantes du Québec et des Maritimes des prix Top 100 : Les Canadiennes les plus influentes 2013, sur le thème « Quel plafond de verre ? » Les conférencières au Sommet du leadership ont été des plus inspirantes et leurs propos ont su capter l’attention des femmes présentes. La capitaine de Vaisseau Jill Marrack a cassé la glace en présentant sa recette du succès et du leadership qui comprend le courage, la passion, la persévérance et la grâce. Ensuite, les invités présents ont assisté à une discussion fort intéressante sur le plafond de verre animée par les membres d’un panel composé de : mesdames Dominique Dionne, vice-présidente, Affaires publiques et communications stratégiques à la Caisse de dépôt et placement du Québec; Pascale Pageau, présidente et actionnaire majoritaire de Delegatus et Dre Judith Woodsworth, professeure de traduction, ancienne rectrice et vice-chancelière de l’université Concordia, toutes lauréates d’un prix Top 100. Le Sommet s’est conclu sur les propos de madame Christiane Bergevin, vice-présidente exécutive Partenariats stratégiques, Bureau de la présidence et chef de la direction, Mouvement Desjardins, qui a notamment abordé l’importance de s’impliquer socialement et de bâtir un solide réseau de contacts.

Ensuite, lors du Dîner de remise des prix Top 100 : Les Canadiennes les plus influentes, animé par Esther Bégin, les invités ont pu assister à la conférence de madame Dominique Anglade, présidente et directrice générale de Montréal International. Expliquant son parcours en abordant les obstacles auxquels elle a pu être confrontée dans son parcours et les défis qu’elle a dû surmonter, elle a partagé sa vision du plafond de verre.

Prix Entrepreneures – CIBC: Nancy Venneman, présidente, Altitude Aerospace.

Ainsi, lors de ce Dîner réunissant près de 200 personnes, ce sont 11 femmes remarquables provenant du Québec et des provinces maritimes qui ont reçu les honneurs.

Prix Pionnières et Faiseuses de tendances – Glencore: Pascale Pageau, présidente et fondatrice, Delegatus Services Juridiques, et Susan Patten, présidente du conseil, A. Harvey Group of Companies.

Ces récipiendaires sont : Prix Arts et Communications – Financière Sun Life: Dre Susan ChalmersGauvin, fondatrice et présidentedirectrice générale, Ballet-théâtre atlantique du Canada. Prix Administratrices – Accenture: Isabelle Hudon, présidente, Financière Sun Life, Québe, Christiane Bergevin, vice-présidente exécutive, Partenariats stratégiques, Bureau de la présidence et chef de la direction, Mouvement Desjardins, et Louise Roy, administrateur, conseil d’administration, Intact Corporation financière. Prix Dirigeantes – Banque Scotia: Marie-Josée Lamothe, chef exécutive, marketing et communications corporatives, L’ORÉAL Canada.

Prix Leaders du secteur public: Capitaine de vaisseau Jill Marrack, commandante adjointe de la Réserve navale, Marine royale canadienne, et Krista Connell, chef de la direction, The Nova Scotia Health Research Foundation.

Panthéon des Canadiennes les plus influentes: Lynn Jeanniot, première viceprésidente à la direction, Ressources humaines et Affaires corporatives, Membre du Bureau de la présidence, Banque Nationale. Afin d’obtenir davantage d’information sur les gagnantes ou pour poser votre candidature en vue de la prochaine édition, vous pouvez consulter le site Web suivant : top100women.ca/fr. Nous n’aurions pu réaliser cet événement sans l’appui de nos partenaires, de notre dynamique équipe et de l’ensemble de nos membres. Nous tenons d’ailleurs à remercier tous ceux et celles qui ont contribué à cette célébration et, encore une fois, à féliciter les gagnantes.

APRIL 2014 | THE OPINION

Canada’s most powerful women:top 1oo what glass ceiling? On April 16, at the Westin Hotel in Montreal, WXN had the pleasure of recognizing and celebrating the accomplishments of the 2013 Canada’s Most Powerful Women: Top 100 Award Winners from Quebec and the Maritimes, under the theme “What Glass Ceiling?”

and entertaining. She introduced our keynote for the afternoon, Dominique Anglade, President and CEO of Montréal International, who spoke to the obstacles and challenges she faced over the course of her career, and how she was able to face the glass ceiling.

Our keynote speakers at the Leadership Summit were extremely inspiring, and their words captured the audience wholeheartedly. Namely, Captain(N) Jill Marrack shared her recipe for success and leadership: courage, passion, and perseverance.

As our regional Awards recognize the accomplishments of Winners from the area, we celebrated Winners from Quebec and the Maritimes during the afternoon. With over 200 guests, the afternoon was inspiring, insightful, and absolutely lovely.

After the keynote address, guests listened to a panel discussion on the topic of “What Glass Ceiling?” led by Top 100 Award Winners, Dominique Dionne,Vice President, Public Affairs and Strategic Communications at Caisse de dépôt et placement du Québec, Pascale Pageau, President of Delegatus Services Legal, and Dr. Judith Woodsworth, Professor of Translation Studies (Former President and Vice-Chancellor) at Concordia University. The Summit concluded with words from Christiane Bergevin, Executive Vice President, Partnerships & Desjardins Business Development, Office of the President, Desjardins Group, stressing the importance of social involvement, and building your network of contacts. After the Summit, we began our afternoon of celebration at the Awards Luncheon. Our emcee for the afternoon was Esther Bégin, who was insightful

These remarkable women are: Sun Life Financial Arts & Communications: Dr. Susan ChalmersGauvin, Founder and CEO, Atlantic Ballet Company of Canada. Accenture Corporate Directors: Isabelle Hudon, President, Sun Life Financial, Québec, Christiane Bergevin, Executive Vice President, Partnerships & Desjardins Business Development, Office of the President, Desjardins Group, and Louise Roy, Director, Intact Financial Corporation. Scotiabank Corporate Executives: Marie-Josée Lamothe, Chief Marketing Officer, and Chief Corporate Communications Officer, L’Oréal Canada. CIBC Entrepreneurs: Nancy Venneman, President, Altitude Aerospace.

Public Sector Leaders: Captain(N) Jill Marrack, Deputy Commander Naval Reserve, Naval Reserve Headquarters, and Krista Connell, CEO, The Nova Scotia Health Research Foundation. Glencore Trendsetters & Trailblazers: Pascale Pageau, President, Delegatus Services Legal, and Susan Patten, Chair , A. Harvey Group of Companies. WXN Hall of Fame: Lynn Jeanniot, Executive Vice-President, Human Resources and Corporate Affairs, National Bank. To obtain more information on 2013 Winners or to submit a Nomination for the 2014 Top 100 Awards, please visit top100women.ca. We couldn’t have hosted this event without the support from our Partners, our team and all of our members. We would like to thank all those who contributed to this celebration and, once again, to congratulate this year’s Winners.

if you did not attend this year’s celebration, we hope to see you at next year’s top 1oo awards, or at a breakfast event soon.

APRIL 2014 | THE OPINION

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APRIL 2014 | THE OPINION