The inescapable blocks that have kept women from sitting behind the CEO desk, on the Board, or in office, are not inevitable. Leaders, followers, paradigms, ethical patterns, and practices of the status quo must be reConstructed to be more inclusive of women's leadership. Practical steps such as radical learning strategic networks and a formal structure of individual and organization development are starters, but a single solution will not suffice for this problem's complexity. Company-wide coalitions and global collaborations will be required to sustain aspiring women who are hard-wired to lead.