Menopause is Not the Problem, Leadership is
Updated: Apr 13
Liz serves as an Executive Coach and mentor with a unique emphasis on Wellbeing. She is keen to help businesses see that the emphasis on values centred on human needs can not only improve wellbeing of the people but also foster a successful enterprise. Her mantra is "People first, performance will follow."
We are not losing women from leadership because they lack capability. We are losing these individuals due to their lack of preparation for menopause. Acknowledging this challenge is just the initial step. It is important to note that leadership was not originally designed to offer this kind of support. It is essential to recognise that leadership structures were never set up to offer the kind of support women need at this stage, highlighting a fundamental gap.
The leadership reality no one talks about
She pauses mid-sentence in a board meeting. Not because she is unprepared. Not because she lacks expertise. However, her brain briefly disconnects.
Around her, expectations, pace, and pressure remain unchanged. She continues on, calm and trustworthy, quietly adjusting to the situation as it unfolds. Behind the polished presence of many senior women leaders is an unspoken reality:
Brain fog and memory disruption
Chronic sleep deprivation
Anxiety, mood fluctuations, and reduced resilience
Unpredictable energy and cognitive inconsistency
They are still required to deliver top performance. This is not rare. It is widespread, under-recognised, and fundamentally misunderstood.
These persistent challenges signal a critical point: What we are facing is not solely a women's issue, but a failure of leadership. Up to 75% of women experience menopausal symptoms, many of which directly impact cognitive function and performance.
In the UK, 1 in 10 women leave their jobs due to menopause-related challenges. This is not a matter related to well-being. That is a talent drain at the leadership level. Yet most women do not disclose what they are experiencing. Not because it lacks importance.
Leadership often lacks spaces for open discussions about menopause. It's vital for leaders to create an environment where this topic can be addressed without stigma. By being open, asking thoughtful questions, and encouraging honesty, leaders can build trust and invite others to share their needs. Real change happens when leadership promotes these essential conversations.
And that is the real problem.
What menopause is, and what it is not
Before we can shift the narrative, we need to remove the distortion.
Menopause is:
A natural biological transition (typically between 45 and 55)
Driven by hormonal changes, particularly declining oestrogen
A phase that can affect cognition, sleep, emotional regulation, and physical well-being
Menopause is not:
A decline in competence
A loss of leadership capability
A signal of reduced ambition or relevance
A weakness to hide
The issue goes beyond just medical aspects. It is rooted in culture.
The myths that keep leaders silent
“It is just physical.” In reality, cognitive symptoms are often the most professionally disruptive.
“Strong leaders push through.” Resilience often entails the prolonged management of emotions or stress, which can lead to burnout over time.
“This is personal.” When there is an impact on performance, employee retention, and the presence of leadership, it indicates an organizational issue.
“Talking about it weakens authority.” "Silence does not safeguard authority, instead, it creates a sense of isolation for the leader."
The real cost of silence
When menopause remains invisible:
Women overcompensate to maintain performance.
Confidence erodes, quietly but significantly.
Engagement is on the decline.
And experienced leaders exit prematurely.
This is not a pipeline problem. It is a retention failure at the highest levels. And businesses are paying for it, whether they realise it or not.
The hidden truth: Menopause is not the problem, leadership is
Menopause does not break leadership capability. It exposes a leadership model that relies on:
Constant output
Relentless consistency
Unsustainable energy expectations
The issue is not that women cannot lead through menopause, it is that leadership has never been redefined to allow them to. But sustainable leadership requires a different approach.
10 ways senior women can thrive, not just survive, through menopause
Succeeding in this stage is not about exerting more effort. It's about guiding with greater intelligence.
Redefine what strength looks like: Strength is no longer about absorbing everything, it is about discernment. Knowing where to invest your energy becomes a critical leadership skill.
Prioritise cognitive clarity over volume: Shift from doing more to doing what matters most. Structure your day around peak focus periods and protect them rigorously.
Make recovery a leadership discipline: Recovery is not indulgent, it is essential. Strategic pauses improve decision-making, emotional regulation, and overall performance.
Recalibrate your relationship with productivity: Accept that energy may fluctuate. High performance can still exist, but it may require different rhythms and expectations.
Seek informed medical and well-being support: Sleep disruptions greatly impact memory, focus, and emotional regulation. Addressing these challenges is crucial for improving overall performance.
Build a trusted support ecosystem: Whether peers, mentors, or professionals, having safe spaces to speak openly reduces isolation and normalises the experience.
Communicate with intention, not apology: You do not need to disclose everything, but where appropriate, setting boundaries or expectations creates clarity rather than confusion.
Delegate as a strategic decision: Letting go of control strengthens teams and reduces cognitive overload.
Protect sleep as a non-negotiable asset: Sleep disruptions greatly impact memory, focus, and emotional regulation. Addressing these challenges is crucial for improving overall performance.
Lead visibly and authentically: By embodying sustainable leadership, you not only support yourself, you reshape leadership culture for those who follow.
7 ways organisations can meaningfully support
Women experiencing menopause do not need to be accommodated, their talent needs to be optimised by:
Building awareness at the leadership level: Executives and managers must understand menopause beyond surface-level symptoms. Education reduces stigma and misinterpretation.
Normalise the conversation: Creating psychological safety around menopause ensures women do not feel compelled to hide or overcompensate.
Introducing flexible working structures: Flexibility in hours, workload, or environment can significantly improve performance and retention.
Equipping managers with practical tools: Managers need guidance on how to respond, what to say, what to offer, and how to support without discomfort.
Provide simple, practical workplace adjustments: Temperature control, access to quiet spaces, and flexibility during high-symptom periods can make a meaningful difference.
Integrate menopause into wellbeing and DEI strategies: This is both a health issue and an inclusion issue, particularly affecting senior female talent.
Focus on retention of experienced leaders: Replacing senior executives is costly. Supporting them through menopause is not just compassionate, it is commercially sound.
Final thought
How many brilliant women are we still expecting to struggle quietly… just to keep performing? Or quit? How many are we prepared to lose before we change the narrative?
And how many organisations are not seeing this as a potential leadership crisis?
Read more from Liz Emelogu
Liz Emelogu, Executive Strategy & Wellbeing Coach/Mentor
Liz Emelogu works with business leaders to enhance their effectiveness and realise their full potential while protecting their mental and emotional health.
She is an award-winning business mentor (received as part of her role in mentoring UK-based Businesses). She is a certified NLP practitioner, certified mental wellbeing coach, and an ILM executive coach. Her approach as a Holistic Business Architect helps leaders create a bespoke framework around strategy, people, and processes, with people at the centre of it. The emphasis on values centred on human needs can not only improve the well-being of the people, but also foster a successful enterprise that is constructed around the lives of both its employees and its customers.
