Protecting leadership capability. Strengthening organisational performance.
Organisations are navigating increasingly complex talent, succession and performance challenges.
Perimenopause and menopause can quietly influence confidence, energy and cognitive performance in experienced women. When that influence is misunderstood, it shows up as burnout, disengagement or unexpected exits.
This loss of leadership capability is not inevitable.
It is preventable when addressed strategically.
"Her ability to challenge and provoke divergent thinking has far exceeded expectations."
Saverio Scaramuzzo - Research Director, Kantar
How we work with organisations
Menopause Leadership works with organisations to protect leadership capability and ensure experienced women remain supported, visible and progressing. This is not a wellbeing initiative. It is a commercial and leadership issue that affects retention, culture and performance outcomes.
This work sits at the intersection of strategy, leadership capability and culture.
How organisations typically engage
Organisations typically engage across four areas depending on their needs and stage of development.
- Strategic Integration
Aligning board and senior leaders, and reviewing policy, culture and talent strategy to embed menopause into organisational systems. - Leadership & Manager Capability
Developing leaders and managers so they can recognise patterns, respond effectively and sustain performance across teams. - Organisational Education
Building shared language and understanding to support psychological safety and informed decision-making. - Targeted Coaching for Key Women
Performance-focused coaching for experienced leaders so they maintain confidence, influence and leadership presence during transition.
Organisations may engage in one area or adopt the full framework depending on organisational priorities and stage of development.
"Jaclyn truly understands the complexities, challenges, rewards and opportunities of leadership and management."
Jeanette Evans - Fellow of the Chartered Management Institute, Revenue Assurance, Civica
The cost of inaction
Ignoring menopause as a leadership and retention risk does not make it go away.
It shifts the impact to preventable organisational outcomes such as:
- Reduced productivity
- Performance decline
- Loss of experienced leaders
- Increased replacement cost
- Disruption to culture and continuity
In most cases, the cost of inaction quickly exceeds the investment required for proactive support.
Why this matters at work
Perimenopause and menopause affect a significant proportion of experienced women, often at the height of leadership responsibility.
When unsupported, organisations observe:
- Reduced confidence in managers
- Silent disengagement
- Increased absence or attrition
- Capable leaders quietly stepping back
When this stage is understood and addressed well, organisations retain:
- Leadership capability
- Succession depth
- Institutional experience
- Organisational loyalty
Protecting leadership capability is not ancillary.
It is central to sustainable performance.
What changes for organisations
When organisations respond strategically rather than reactively, the outcomes include:
- Managers equipped for constructive, confidence-building conversations
- Reduced stigma and silence around menopause
- Higher engagement and retention of experienced women
- Stronger psychological safety across teams
- Clearer expectations and supportive systems
Addressing this stage strategically reduces organisational risk and strengthens leadership continuity.
Why work with me
Jaclyn Russell brings:
- Deep organisational insight
24+ years working in leadership, performance and organisational change. - Commercial experience
Work across government, universities, not-for-profits and corporate environments. - Lived insight
Personal experience of early menopause while working at senior level, combined with professional understanding of organisational dynamics. - Coaching & advisory capability
Certified senior leadership coach with experience coaching executive-leadership programmes and senior leaders.
This blend of experience, perspective and strategic focus informs a practical, evidence-grounded approach.
Next step: exploration conversation
A structured, focused conversation is the first step for most organisations.
It clarifies priorities, defines context and helps determine the right engagement approach.
