Every year, World Menopause Day draws attention to a life stage that affects roughly half the population – yet too often remains shrouded in silence and misunderstanding. While more workplaces now acknowledge the topic, the real test lies in taking action: at organisational levels, leadership levels and in the conversations we hold.

In this post, our Founder, Rachel Collar draws on her own journey as well as coaching insight to explore how menopause affects leaders, careers and confidence and what we can do to shift the narrative.

Why Menopause Deserves Attention at the Executive Level

Menopause is often dismissed as a personal issue, but its ripple effects reach teams, performance and organisational culture.

At senior levels, the impact can be magnified. Symptoms like brain fog, disrupted sleep, fatigue, mood shifts and anxiety can intensify existing pressures. When confidence is shaken, even seasoned leaders may hesitate to speak up, maintain visibility or make bold decisions.

It’s remarkable that organisations invest heavily in leadership development – yet many lack structures or understanding to support people navigating menopause. The consequence? Many experienced women step back just when their perspective, resilience and wisdom are most needed.

The Cost of Silence: Why Hiding Isn’t Neutral

Many women consider leaving their roles during menopause; a considerable number do exactly that. For some, it becomes a chance to reinvent themselves. But for others, it’s a door closing prematurely.

Even when they stay, silence carries a heavy burden. Masking symptoms, fearing judgment or misunderstanding, and concealing challenges – these add hidden stress. Colleagues may misinterpret changes in behaviour, engagement or energy, compounding the isolation.

Breaking that silence is not just compassionate – it’s strategic. Open dialogue helps teams support one another more authentically and retains institutional wisdom.

Rebuilding Confidence During Transition

One of the most consistent themes I see in coaching is a dip in self-belief: high achievers who’ve navigated tough leadership challenges suddenly find themselves questioning their competence.

But this doesn’t mean confidence is lost – it’s simply unsettled. With reflection, mindset shifts and support, it can be rebuilt – often stronger and more grounded. Coaching can guide leaders to reconnect with their strengths, honour lived experience and set boundaries that protect their energy.

Burnout, Pivoting & Rethinking Career Paths

Many leaders are juggling multiple demands: high-stakes roles, family responsibilities, ageing parents, finances and more. Menopause can hit amid that pressure, pushing many toward burnout.

For some, “pushing through” is not sustainable. Instead, menopause can prompt a much-needed pivot – whether that’s changing roles, reconfiguring hours, launching a consultancy or shaping a portfolio career. It becomes an invitation to re-evaluate what success means and design a more sustainable trajectory.

In my own case, I left a senior HR role and built a coaching practice aligned with my values. Yes, it was scary. But it also liberated me to serve others in transition and I’ve watched many clients do the same.

How Organisations Can Show Up

Supporting leaders through menopause isn’t a “bonus benefit” — it’s good business. Here are meaningful steps organisations can take:

• Raise awareness: Offer training for everyone, not just the affected individuals, so the whole workplace understands menopause and its impact

• Create supportive spaces: Encourage dialogue, peer support groups or mentoring so people don’t feel isolated

• Design flexible policies: Flexible working, wellbeing support and tailored benefits can really help leaders stay effective

• Celebrate role models: Share stories of leaders who’ve navigated menopause – showing it’s not a career dead end

These actions help signal that you value people, not just roles and may help retain talent you can’t afford to lose.

Turning Menopause Into a Leadership Transition

Menopause doesn’t have to mean a pause in ambition – it can be the start of something more aligned, sustainable and authentic.

This October, I encourage every leader – whether you’re navigating change personally, supporting someone else, or shaping culture – to view this as a moment to speak out, not sit silent.

Confidence can be rebuilt. Careers can be reframed. New possibilities can emerge. The key is to begin the conversation, lean into reality and support one another.

If you’re navigating this transition or want to support someone who is we’d love to connect. Coaching and leadership support can make a real difference. Reach out to explore how we might work together to transform this phase into one of growth, clarity and renewal.

Email: hello@hausofcoaching.com

Visit: hausofcoaching.com