A guidance and food for thought on the issue that challenges French Boards and the society, due to the law establishing quotas of female administrators on boards. We will try to identify several conditions to be able to change the actual power mix, to move on towards more added value on boards. The question of visibility and reputation is a key one: where are these female candidates? The purpose of this study will try a focused reflection on visibility and particularly on the social media usages as a new tool to build reputation. Feminization of the boards is now required by law in France and is subject of debate in Europe. Beyond the demand of social equity, diversity, is an economic efficiency factor, creating value and adding performance. However it still a challenge. It is then useful to look over the best practices that can change the situation: from targeted trainings to the techniques of support, through the issue of assumed visibility of women candidates to executive positions in particular on the social media and by the commitment of the corporate management. Leveraging feminization must be a change enabler, bringing more diversity and professionalism to boards and decision making structures ( COMEX). It is thus a question of promoting the right tools which allow women to bring their added value, in terms of skills and "feminine" values . This is to allow corporates to have a diverse pool of profiles to find female board members giving a chance to the " transplant" success and build a renewed board team for more performance.
