The Importance of Coaching Female Leaders Experiencing Menopause

Menopause is a natural biological transition that women experience as they age. It is a significant phase that marks the end of their reproductive years and brings about various physical, emotional, and hormonal changes. While menopause is a universal experience for women, its impact on female leaders in the workplace often remains overlooked and under-discussed. We spoke with leadership psychologist Dr. Laura McHale who said, “We call this the ‘menopause taboo’, and it’s striking just how taboo it really is. It speaks to the many ways we underplay the powerful role of our bodies in how we show up at work each day.

In this blog post, we will explore the importance of female coaching for leaders experiencing menopause and why providing support during this transitional period can be transformative for both individuals and organisations.

Understanding Menopause:

Menopause typically occurs between the ages of 45 and 55, although the exact timing varies for each woman. It is characterised by the cessation of menstruation and a decline in estrogen and progesterone hormone levels. Alongside these hormonal changes, women may also experience symptoms such as hot flashes, night sweats, mood swings, sleep disturbances, and decreased energy levels. Dr. McHale adds that at least half of women in perimenopause and menopause report difficulty coping with their work, and about 5 per cent will be severely compromised by their symptoms.

The Impact on Female Leaders:

Menopause can significantly impact the lives and careers of female leaders. The physical and emotional symptoms can disrupt their focus, productivity, and overall well-being. Additionally, the societal stigma surrounding menopause can lead to feelings of embarrassment, shame, or invisibility, causing women to suffer in silence rather than seeking support. The coinciding effects of female leaders going through menopause while stepping into executive roles can have both personal and organisational impacts. Organisations play a vital role in supporting female leaders by providing a supportive and inclusive work environment where open dialogue is encouraged.

Increasing awareness and understanding of menopause in the workplace have led to changes in employment practices and policies across various jurisdictions in recent years. Due to several high-profile cases of discrimination, mostly in the US and UK (e.g. Merchant v British Airways, 2010, and Crawford v Network Rail Infrastructure Ltd, 2014) many organisations now recognise the importance of supporting women experiencing menopause by providing reasonable adjustments, flexible working arrangements, and creating a more inclusive work environment. Change and social awareness often come about in society in response to legal activism such as this, however, as awareness grows, we come to see an appreciation of the issues across our workplaces.

The Importance of Coaching for Women:

Coaching is a powerful tool for women in leadership experiencing menopause. It provides a confidential space for them to discuss their concerns, challenges, and aspirations. Here are several key reasons why coaching is essential during this transformative phase:

Coaching Promotes Self-Awareness:

Menopause can bring about a multitude of emotions and physical changes. Through coaching, female leaders can gain a deeper understanding of how menopause affects them personally, enabling them to navigate their experiences more effectively and make informed decisions.

Coaching Equips in Enhancing Resilience:

Menopause can be a testing time for women, both professionally and personally. Coaching equips female leaders with tools and strategies to build resilience, manage stress, and adapt to the changes they are facing. It helps them develop coping mechanisms and cultivate a positive mindset to overcome challenges.

Coaching Fosters Empowerment:

Coaching empowers female leaders by validating their experiences and emotions. It helps them recognise that menopause does not diminish their skills, capabilities, or value as leaders. Through coaching, women can redefine their sense of identity, embracing their wisdom and years of experience to become even stronger and more influential leaders.

Coaching Encourages Open Dialogue:

Creating a culture of open dialogue around menopause in the workplace is crucial. Coaching sessions provide a platform for female leaders to discuss their experiences, educate others, and break down the barriers associated with menopause. This dialogue contributes to a more inclusive and supportive work environment for all employees.

Coaching Supports in Organisational Well-being:

Coaching female leaders experiencing menopause is not only beneficial for individuals but also for organisations as a whole. By investing in coaching, companies demonstrate their commitment to supporting diversity, inclusion, and gender equality. When organisations prioritise the well-being of their leaders, they foster loyalty, motivation, and overall employee satisfaction.

Menopause is an inevitable and significant phase in a woman's life, and female executives leading businesses are no exception. By acknowledging the unique challenges and providing coaching support, organisations can empower female leaders to navigate this transition with confidence and resilience.

Supporting female leaders through menopause is not merely an act of understanding but a strategic decision that aids in fostering an inclusive workplace culture.

BOLDLY’s marketplace is home to coaches that offer bespoke female empowerment coaching to organisations, equipping them to better understand and assist their female executives during menopause. This proactive step can profoundly impact leadership effectiveness, team dynamics, and overall company performance.

Intrigued by the possibility of empowering female leaders in your organisation through this significant life transition? Feel free to get in touch with us at connect@boldly.app. Let’s help you find coaches who are ready to guide your female workforce in building an inclusive and supportive work environment where women at all stages of life can thrive.

About the Author:

Alexandra Lamb is an accomplished organisational development practitioner, with experience across APAC, North America, and MENA. With 20+ years in professional practice, conglomerates, and startups, she has collaborated with rapid-growth companies and industry innovators to develop leaders and high-performance teams. She is particularly experienced in talent strategy as a driver for business growth. Drawing from her experience in the fields of talent management, psychology, coaching, product development, and human-centred design, Alex prides herself on using commercial acumen to design talent solutions with true impact.