LEADING THROUGH THE PAUSE

The L.E.A.D. framework

 [Menopause] is more than personal; it is a

silent leadership crisis within organizations.

By Meg McKeen, CIC

Menopause is clinically defined by the Mayo Clinic as the permanent end of menstruation and fertility due to a change in estrogen. Symptoms of menopause and perimenopause—the period leading up to menopause—can be experienced anytime in a woman’s mid-30s to mid-50s and can be as unique as each woman herself. It was a frozen shoulder, regular 3 a.m. wakeups and a wild uptick in anxiety for me!

AARP reports that 8 to 10 million women experience symptoms of menopause each year—women who are our colleagues and our clients in the insurance industry—and might even be you, dear “Let’s Lead” reader.

To shine a light on this timely topic, I’ve invited industry leader, author, speaker and menopause advocate Tinsley English, CIC, CRM, to join me in conversation. Excerpts are shared below.

Why does the topic of menopause resonate with you? Why is it important for you to educate and inspire others right now?

Menopause has long been treated as a private issue. For me, that changed in 2022 after a sudden health crisis landed me in the emergency room, triggering early perimenopause and forcing me to confront its impact on my professional life.

I vividly remember a close colleague, once known for her precision and endurance, confiding that she was experiencing growing fatigue and trouble concentrating during high stakes meetings, eroding her confidence at a critical career moment. Seeing her and other accomplished women, friends, and peers struggle with exhaustion, memory lapses, anxiety, or the feeling of falling behind at their professional best made the issue impossible to overlook. This is more than personal; it is a silent leadership crisis within organizations.

In 2023, women made up 58% of U.S. professionals, according to the Pew Research Center. As more women stay in the workforce and move into leadership, this issue becomes urgent. Midlife is now center stage, not behind the scenes. Experience, perspective, and influence peak here. Without honest support, women risk losing confidence and missing opportunities. Visibility and actionable resources are crucial.

Historically, women have been challenged to leave personal matters at home when they come to work. Why is it important that we bring menopause into the professional conversations we’re having today?

Expecting women to separate menopause from work alienates them. Workplace norms and policies have long overlooked women’s specific health needs, including menopause. Many encounter what I call the Apex Pause, when leadership peaks meet biological upheaval.

When organizations disregard menopause, women may view themselves as weak or unqualified. This is not just about empathy; it’s about steady leadership. Open conversations, flexible policies, and awareness let women excel. These actions also unleash the full impact of midlife leaders.

Many “Let’s Lead” readers are allies of women in our industry. How can one support a woman they know who might be experiencing menopause?

Support begins with awareness and empathy. Allies don’t need to have all the answers, but they can create space for honesty and open conversation. This might mean acknowledging the unique challenges of this stage of life. It could involve offeringflexible work options or advocating for benefits that support midlife leaders.

Encouraging self-advocacy is powerful. Allies validate discussions and show that seeking workplace or medical help is legitimate. Small actions, listening, affirming, and allowing space matter. Support means presence, understanding, and eliminating stigma around authentic leadership.

What wisdom would you share with a reader who is on her menopause journey right now?

One approach that can help women navigate this phase is what I call the L.E.A.D. framework: Listen, Educate, Advocate, and Design.

Listen by tuning into your body, mind, and emotions to understand how menopause is affecting you. First, observe what’s happening without judgment; hormonal changes affect your body and mind, but they should not define your leadership.

Educate yourself about the physiological and cognitive changes that occur during midlife to make informed decisions about your health and professional life. Next, track your symptoms, seek informed medical guidance, and assert your needs at work and home.

Advocate for yourself by speaking up when you need support, whether in medical settings, at work, or in your personal life.

Design supportive routines and environments that match your energy, priorities, and strengths. Last, use this time to redefine success, reclaim your voice, and align your work and life with what matters most.

By applying these steps, women can proactively manage the challenges of menopause, maintain confidence, and continue to lead with clarity and purpose. The L.E.A.D. framework is more than a survival guide; it is a tool to reclaim authority over your career, your health, and your life, turning a phase often perceived as a hurdle into a season of intentional leadership and growth.

Shift from performance to presence, perfection to authenticity. Value community: Sharing experiences lessens isolation and builds resilience. Menopause is not a pause in your success; it offers opportunity for clarity, leadership recalibration, and renewed impact.