This coaching is designed for senior female leaders, and for women stepping into larger leadership roles, who want to continue progressing and leading well while navigating their menopause transition.

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It reflects a reality many organisations are now recognising more clearly.
That menopause often coincides with moments of peak responsibility, increased visibility and critical career transitions.

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This is not menopause coaching.

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It is executive and transformational coaching that supports women to lead and operate in a way that feels sustainable and effective, even as their internal experience and capacity are changing. Menopause sits within the context of this work, not at the centre of it.

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The focus is on leadership, identity and performance, so women are supported to move forward with intention, not held back by a phase of life that is often poorly understood at work.

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​​​​​​​​​​​​​​Who this coaching is for

This coaching is for senior female leaders, and women

stepping into larger leadership roles, who want to continue

leading well through a period of significant change.

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It supports women who want to:

• Remain in senior roles they have worked hard to reach, without feeling the need to step back or opt out

• Lead with authority and presence, even when their energy, focus or capacity feels different to before

• Make decisions they can stand behind, without overthinking or second-guessing every move

• Step into bigger roles or wider scope with a sense of readiness, not quiet doubt about sustainability

• Redefine how they lead so it reflects who they are now, not outdated expectations

• Protect their career momentum and professional identity at a critical point in their working lives

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This work is particularly relevant for women who are still delivering and visible, and want support to ensure their leadership continues to feel intentional, sustainable and future-focused.

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What this coaching supports

Senior female leaders are expected to continue holding strategic responsibility, influencing at a senior level and navigating complex stakeholder environments, regardless of what is happening internally.

 

This coaching recognises that reality.

 

It supports women to stay connected to the strategic, leadership and decision-making aspects of their role, while also having space to work through the internal shifts that menopause can bring. Not separately, and not in isolation, but together.

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From an organisational perspective, this coaching supports leaders to:

• Think strategically and maintain perspective during periods of complexity or change

• Navigate senior stakeholder relationships with authority and credibility

• Communicate clearly and effectively in high-stakes environments

• Lead teams through uncertainty with steadiness and intention

• Continue contributing at a senior level without disengaging or stepping back prematurely

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Alongside this, the coaching provides the transformational support that allows women to:

• Adapt how they lead as their energy, focus or internal experience shifts

• Rebuild trust in their judgement at moments where it feels less instinctive than before

• Integrate leadership demands with a changing sense of self, without feeling destabilised by it

• Redefine what sustainable leadership looks like for them now, not based on outdated expectations

• Continue progressing in their careers without menopause becoming a silent derailment point

 

This work allows women to hold onto the strategic and leadership elements of their role, while being supported through change in a way that strengthens rather than diminishes their contribution.

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For organisations, it is an investment in leadership continuity, capability and retention at a point where experience and influence matter most.

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Delivery and pricing

Coaching is delivered 1:1, either virtually or in-person if

location allows, and is designed to support women in

senior or high-responsibility roles over a defined period of

time.

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Engagements are shaped around the individual, the context they

are working within and the outcomes the organisation is seeking

to support. This allows space to work at the depth required, rather

than treating coaching as a short-term intervention.

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Coaching can be used alongside wider organisational support, such as awareness, training or policy work, to ensure leaders are supported consistently and appropriately, but is often also considered a stand-alone service.

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Download my Strategic Menopause Support for Organisations brochure, to get more information and pricing.

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