Organizations which constantly talk about placing more women in leadership roles remind me of people who talk about losing weight but never actually change their eating or exercise behaviors. I do not in any way underestimate the difficulties associated with these behavior changes, but at some point – and that point is long overdue - organizations and individuals must stop talking about making changes and actually start making them.

For at least 40 years the carrot of achieving significant influential roles has been dangled in front of women and the progress has been painfully slow. Oh yes, there are examples of superwomen to whom everyone points as the basis for stating that women have made enormous strides in business leadership, and these special few, these uber-qualified and uber-ambitious women clearly are shining examples of women who have made it big. But, to paraphrase that old saw… women will not actually be on equal par with men in business until they are allowed to make the same mistakes that men make and still retain their leadership positions. (Hmm, that reads a lot more strident than I intended, but that does not render it inaccurate.)

Although women account for almost half of the S&P 500 labor force, only 14.2% of the top five leadership positions in S&P 500 firms are held by women, according to a CNNMoney analysis, and Catalyst reports a meager 4.6% of CEOs of these firms are women. Recent strides in women becoming CEOs of high profile organizations are notable but organizations in general are not leveraging a significant proportion of their workforce, so for the sake of business, let's stop talking, let’s stop pointing to super women as examples of how much progress has been made and let's start implementing sustainable and practical plans to recruit, train, mentor and leverage the committed and talented women who will help our organizations flourish.

There is no magic answer, but there are some very practical steps to take so that American business does not wait another 40 years to recognize women for the significant value we add to the world of business. As Career Muse it’s my job to offer advice, and to be even-handed (well, most of the time) so there is plenty of advice to go around for both organizations and for the women who work there. For organizations: recruit women, mentor women and place women in roles that prepare them for careers of increasing responsibility. Sponsor female students in business schools, provide internships and guidance for women in the early stages of their careers, and include women in the same meetings, hallway conversations and after work socializing that welcome their male colleagues.

Simply stated, treat women as men are treated in the business world. Provide guidance when they need it, recognize and reward them when they deserve it, hold them accountable for their deliverables and promote them when they are ready – not because they are superwomen nor because they are expected to not make mistakes - but because they add value and are significant assets to sustaining organizational growth and profitability.

As women climb the ladder, organizations would do well to invest in coaching and development for them to become more self-aware and enhance their skills, styles, and savvy. When a woman makes an extraordinary contribution, she should stand in the limelight on her own just as a man would do. Organizations should focus on value and outcomes, regardless of gender. They should select and groom the best person for the position, regardless of gender.

And my advice for women? Stop wishing things would change. Get in there and make them change. Do not expect to be treated unfairly and do not tolerate it if you are. Acquire and enhance the skills required to succeed in today’s business world. Toughen up but don’t become the poster child for no sense of humor. Work hard, work smart and take a lesson from men who promote their achievements and attain visibility.

Accept the reality of the business world that being proficient at playing the serious game of business politics is fundamental to your organizational survival, because if you do not survive, you cannot become a leader. Knowing how to navigate the treacherous waters of the political ocean does not mean compromising your principles or your honor: it means knowing what is best to say and do, and saying and doing in a way that achieves the results you and the organization must have to flourish. Pick your battles: not everything is worth going to war. Find a role model and a mentor and be willing to take advice when it makes sense to do so. Make your case for the budgets and the resources you need to succeed – men do this all the time.

You must pay your dues: and once you have demonstrated that you have the goods, you will be appropriately confident and assertive and will stand a much better chance of earning the level of respect required to place you on the short list of potential senior leaders who have a seat at the adults' table.

And a final word to organizations: stop proclaiming you want more women in leadership, and start searching for the best leaders, regardless of gender. There is little doubt that if the objective were truly to find the best person for the job, women would meet that criterion more than 14.2% of the time.