The Hidden Leadership Shift Happening in Menopause

Jan de Vries · 2026-09-22

Let's talk about something that doesn't get nearly enough attention in boardrooms or leadership circles. New research is revealing a fascinating paradox happening with women leaders navigating menopause. It's leaving them feeling drained, yes—but it's also unlocking something unexpected in their leadership style. We've all heard about the physical symptoms. The hot flashes that can hit during important meetings. The brain fog that makes remembering names or details a struggle. The fatigue that makes 60-hour workweeks feel impossible. These aren't just minor inconveniences; they're energy vampires for women at the peak of their careers. But here's the twist the research uncovered. While the symptoms are depleting, there's another force at play. Something the researchers called "nostalgia for their selves." It's this reflective state that might just be changing how these leaders connect with their teams. ### What Nostalgia Really Means for Leaders Think about it. Nostalgia isn't just about missing the past. It's about comparing who you were to who you are now. For women leaders going through menopause, that reflection often brings a wave of self-awareness. They're looking back at their younger, perhaps more driven selves, and seeing the journey. That perspective shift is powerful. It creates this unique vantage point. Suddenly, you're not just managing tasks or hitting quarterly goals. You're seeing your employees as whole people with their own journeys, their own struggles, and their own need for understanding. The research suggests this nostalgia-fueled reflection is directly increasing empathy. ### The Empathy Advantage Now, empathy in leadership isn't about being soft. It's about strategic understanding. When you genuinely understand what your team members are going through—whether it's a new parent struggling with sleep, a young employee dealing with anxiety, or a colleague facing health issues—you lead better. You assign work more effectively. You communicate more clearly. You build loyalty that spreadsheets can't measure. Here's what that might look like in practice: - More flexible deadlines when you know someone's dealing with a personal crisis - Better distribution of high-stress projects across the team - Open conversations about mental health and work-life balance - Less micromanaging and more trust in team capabilities ### The Double-Edged Sword Let's be real, though. The empathy boost comes with a cost. The same research shows these leaders are often running on empty. They're giving more emotionally while having less physical and mental energy to draw from. It's like trying to pour from an empty cup while somehow still managing to fill others'. This creates a critical need for support systems that most workplaces simply don't have. We're talking about: - Climate-controlled offices (those hot flashes are no joke) - Flexible scheduling for medical appointments - Normalized conversations about women's health - Mentorship programs specifically for women in leadership navigating this transition ### Why This Matters for Everyone Here's the thing—this isn't just a women's issue. It's a leadership issue. As one experienced executive told me recently, "When we support leaders through natural transitions, we get better leadership for everyone." Companies that ignore this are missing out on retaining incredibly valuable experience and perspective. Women over 45 represent a massive segment of the workforce, and many are in leadership positions. Creating environments where they can thrive through menopause isn't about special treatment—it's about smart business. It's about keeping your most experienced players in the game. ### Moving Forward The conversation needs to shift from seeing menopause as a weakness to understanding it as a leadership transition. The research shows it's changing how these women lead, often for the better in terms of human connection. The challenge now is supporting them through the depletion part so the empathy advantage can shine. We need policies that acknowledge this life stage. We need training for HR departments. We need male allies who understand what's happening and advocate for supportive environments. Most of all, we need to stop treating this as a taboo subject behind closed doors. Because here's the bottom line: when we create workplaces where women can navigate menopause without penalty, we don't just help those individual leaders. We create better, more humane, and more effective organizations for everyone. And isn't that what good leadership is really about?