Many companies have a menopause policy. Most pay lip service to supporting staff, while some actually offer adaptations like flexible working hours and uniforms. Very few activity ask staff how they would like to be supported to maximise their considerable skill and experience. Fewer still actively seek out perimenopause-aged applicants for their high value.
Are companies missing a trick here, most especially in leadership roles?
Perimenopause comes with challenges which need to be cared for, certainly, as does every phase of life, but what is not recognised is that perimenopause also helps develop leadership skills. These superpowers, much prized in cis men, tend to be pathologized in perimenopausal women and non-binary folk. But how about:
- Discernment
- Truth telling
- Prioritising
- Boundaries
- Questioning
- Seeking justice
- Excellent delegating skills
- A growthful, creative, flexible mindset
Quite the selection of qualities to spot on a CV, don’t you think? But these are qualities that are born out of the hormone shifts in midlife which, fed through a misogynistic lens, are turned into problems. Take a look at this list of commonly experienced perimenopause challenges:
- Tiredness
- Brain fog
- Low mood
- Anger
- Lack of motivation
What if these ‘symptoms’ actually lead to greater skills and adaptability, which were directly applicable in the workplace?
While it’s wonderful to see perimenopause spoken about openly and more awareness in the public domain, the downside is that the narrative is mostly negative and fear-based. So for example a perimenopausal women may be judged as ‘abrasive’ without the fluffing, softness, ‘don’t mind me’s’ that are less forthcoming in perimenopause, while a cis man using a similar style is a ‘sharp leader’.
From the challenges of perimenopause, strength is born.
Low energy for example, might lead to a clear assessment of what is actually possible to achieve for a project, a hot storm of re-prioritising tasks, clear communication to colleagues about the change of plan.
Brain fog teaches us to document systems, make flow charts and lists that can assist colleagues in understanding where projects are at, with handovers and job share partnerships.
Lower oestrogen can often bring clearer vision for justice, as the faults in systems suddenly become apparent. If you want to understand where the glitches are in your management systems, just ask someone in perimenopause. But only if you really want to hear the truth!
Managing sudden changes of symptoms, which is common as the hormonal balance shifts, brings a flexible mindset and capacity to re-assess what’s possible and what is not, as well as bringing more compassion for others with less visible challenges.
The very lack of control which is such a shock, can be a positive; it teaches us to release what we cannot control and tend to what we can. In work situations this can make for better relationships when those with a tendency for over-controlling understand the brilliance of delegation and not sweating the small stuff.
A boiling hot flush in a presentation, when it is owned and named, reduces shame and changes company culture towards acceptance of difference.
These super powers show a radically different view from the fear-driven ‘perimenopause as deficiency’ narrative, where the ethos is more ‘give them a fan and run for cover’ than ‘ask them to join the board’ but this positive mindset is only a heartbeat away. It just requires companies to offer one simple thing to perimenopausal employees: agency. Each perimenopausal person will be a different age, have a different skillset, different symptoms and wellbeing needs. A fan might be useful for some, but it’s not going to win you inclusive employer of the year. Perimenopausal staff need to be permitted to choose how they work, because only they know what they need to be at their best, so they can unleash their superpowers.
Agency, the ability to choose and take action, requires the space and permission to reimagine how they can contribute to the company, using their weighty skills and experience to best advantage now, and in the long term. Looking at retaining staff, this naturally includes a way of working where well-being is locked into every working day.
How do you access leadership superpowers across all levels? Give agency.
My job as a writer, facilitator and mentor is to hold , name and encourage the growthful possibilities of perimenopause and ageing and I am lucky enough to have witnessed 1000’s of people awakening to the power of the midlife transformation. Curious how that might be brought into our company? I offer talks, workshops and courses both online and in-person and I’d love to hear about the issues you’re facing, and you can book a consult here to see how I can support your business.
Photo by Clay Banks on Unsplash
