written by Bianka Kuhn-Thompson, Dramatherapist and Menopause Leadership Specialist
How often have you felt the weight of the world on your shoulders, managing a demanding role while battling the hidden challenges of menopause? For many female leaders, this scenario is all too familiar. The UK government’s report "Shattering the Silence About Menopause" reveals that menopause symptoms contribute to an estimated 14 million lost working days annually. This staggering statistic underscores the pressing need to address menopause openly, particularly among female leaders. At the intersection of leadership and menopause lies an opportunity to harness potential and build resilience, turning a challenging phase into a period of growth and empowerment.
the biological and psychological impact of menopause
While menopause is a natural biological process, its impact on a woman’s professional life is profound and often underestimated. Hormonal changes can lead to a range of symptoms, including hot flushes, night sweats, memory issues, and emotional fluctuations. Menopause, like so many change journeys, isn’t a fluid and linear process. It ebbs and flows, taking control of a woman's hormone levels, often leaving her feel at the mercy of her body. This change journey looks and feels different for every woman. According to the UK government report, 90% of women experience menopause symptoms, with over half finding these symptoms hard to manage. These challenges can erode self-confidence and affect decision-making abilities, crucial for leadership roles. It can feel like being robbed of exactly the skills, abilities and competencies that shaped us as a female leader at a time when we should be able to fully lean into our authority and expertise. Some women describe it as being wonder woman having forgotten how to fly - while being mid flight. Shockingly though the majority of women I work with don’t feel able to address these challenges and feel locked into a battle between their careers and their bodies. But what if we approached menopause like any other change project and started viewing it as a tool, a strategic marker that helps shape and redefine our leadership approach? What if menopause can make us more a resilient, authentic, courageous and agile leader?
building professional resilience: strategies for female leaders
Building resilience during menopause is not just about managing symptoms, but about empowering women to thrive. Tapping into creative methods from movement to doodling can shortcut a journey of discovery and enhance overall wellbeing. Here are some strategies:
1. education and awareness:
While this might sound a bit dry and boring - this is all about understanding both menopause and ourselves as a leader, our values, our behavioural preferences and how this interacts with the experience of symptoms. Essentially our body is designed to keep us safe from harm, to keep us alive at its very basics. The finely tuned hormonal balance that responds to our environment is misaligned, meaning that our warning system might be over sensitive. Instead of being triggered in moments of stress it might be triggered in that budget meeting.
Creating a mind map of symptoms, situations and our leadership skills and preference can help identify what needs attention and how to manage symptoms so they don’t overwhelm us in the moment.
Education and awareness is the first step on the journey to understand ourselves, the change within ourselves and the leader we are.
2. self-care practices:
Incorporating self-care routines such as regular exercise, balanced nutrition, and adequate sleep can mitigate some menopausal symptoms. Techniques like mindfulness and meditation can also enhance emotional resilience. Whatever it may be, do ensure it's calibrated and aligned with the map of your leadership values, skills and menopause symptoms. Even simple things like handwriting notes instead of typing them can help enhance memory. Or it might be that you completely change the way you structure your working day, implement tools such as the kanban method of working. Give yourself permission to explore what works and what doesn’t.
Self-care practices need to be sustainable and often small changes can have a big impact. Women I work with often tell me how much things changes when they gave themselves permission to work with their bodies and integrate that awareness into their working rhythm.
3. professional development
While continuing education and professional development can help maintain a sense of purpose and achievement this can also be about developing your professional environment. Women often experience menopause symptoms in isolation and try and navigate this journey by themselves. Yet we bring out the best in ourselves when we engage with others and have a safe space to share experiences and learning.
Being part of a professional network of female leaders who share similar experiences or working closely with a coach can be invaluable in leaning into the professional learning and help us develop adaptable strategies.
It provides us with a time to process, reflect and plan in a way that builds our social health. Having a dedicated space in which menopause symptoms are viewed as part of ourselves and not something to be hidden we are in a better place to develop healthy coping strategies.
4. creating supportive environments: organisational best practices
In all of this there is only so much an individual can do by themselves. Organisations play a pivotal role in supporting female leaders through menopause. Here are some best practices:
working with female leaders and women experiencing menopause:
Organisations that offer spaces for open dialogue about menopause support their female staff more effectively. Examples include flexible hours and remote working options to help manage symptoms without compromising professional responsibilities.
training and awareness programs:
Many organisations have started conversations about menopause by offering training and awareness programs to people managers. Implementing training programs for all employees can foster an inclusive and supportive workplace culture. Safe spaces for dialogue can reduce stigma and encourage open conversations.
health and wellness Initiatives:
Providing access to health and wellness resources, such as on-site health checks, counseling services, and menopause-specific support groups, can significantly aid female leaders. These should be developed together with female staff to ensure targeted and effective support.
policy development:
Clear policies addressing menopause-related issues ensure women feel able to be open, receive necessary support, and continue to thrive in the workplace.
Menopause, while challenging, can also be a catalyst for personal and professional growth. By acknowledging the intersection of menopause and leadership, we can empower female leaders to harness their potential and build resilience. Menopause should not be a barrier to success but a phase where women can redefine their leadership journey. Embracing this perspective not only benefits the individual but also enriches the organisational culture and contributes to a more inclusive, understanding, and dynamic workplace.
In conclusion, it is imperative for both individuals and organisations to break the silence around menopause. By doing so, we not only support the wellbeing of female leaders but also tap into a wellspring of experience, wisdom, and potential that can drive significant positive change in the professional world. Let wonder woman fly!
Comments