One of the things I enjoy about hosting new writers to the blog is it gives me an opportunity to learn. Today’s piece from Jenny Muhlwa is about the connection between performance at work and understanding women’s hormonal cycles. As I continue my own learning in how to be an ally for women, this is a very helpful piece in continuing that learning.
Jenny has worked in the learning and development field most of her professional life with national and international brands across sectors. She channels her expertise into pioneering award-winning initiatives that foster growth and challenge the norm.
She is the founder of Bright Trainers, a leadership and consultancy firm and creator of Empowered Energy. A programme designed for women to understand how they can lean into their strengths and show up effectively depending on what stage of their hormone cycle they are in.
You can connect with Jenny on LinkedIn.
Please be aware, this piece is intended for cis-women. Trans-women may experience different hormonal cycles / patterns as described.
I don’t edit or amend the pieces being written for me. I’m not an editor, and that’s not something that matters for the purposes of this series. Each piece is submitted in the author’s own writing style. I’m also not fact-checking, unless there’s something that needs to be fact-checked.
Evolving Leadership Models to Harness Women’s Hormonal Cycles for Peak Performance
Have you ever wondered if the secret to boosting productivity isn’t just about working harder? What if I told you that understanding and embracing hormonal cycles could lead to a surge in both creativity and efficiency? In today’s competitive business world, shouldn’t we be doing everything in our power to help our team members thrive? And if this is true, what does this means for L&D?
At Bright Trainers, we’ve been exploring how traditional, linear leadership models are falling short. They often overlook the natural physiological processes that can significantly influence performance, especially in women. By tuning into these cycles, we as leaders can unlock a higher level of productivity and innovation.
Why It’s Time for Leadership to Evolve
In traditional settings, consistency and predictability have been the hallmarks of leadership. But let’s be honest, this approach doesn´t work for the fast-evolving landscape we find ourselves in and it can ignore how differently each of us operates at our best. With so much at stake in today’s business environment, overlooking the natural factors that influence performance is something we simply can’t afford. Hormonal cycles, for instance, play a critical role in shaping women’s workdays, impacting everything from energy levels to cognitive functions and moods. Hormones literally flood through every cell in our body. We know how it can feel when we are very stressed, and the hormone cortisol is running right through our bodies. Many can feel their heartbeat faster, sweat start to form etc. Hormones have a huge impact on us and women have a cycle of hormones every month that we have largely ignored in the corporate world…until now. Now is the time to understand these hormones and the energies they can bring for women in the workplace for greater impact.
Understanding Hormonal Cycles
So, what are these hormone patterns? It roughly follows a 28 day cycle with a rise in the hormone estrogen in the first part of the cycle and then a rise of the hormone progesterone in the second part of the cycle.
The Estrogen Phase: Energy and Creativity Surge
The first half of the cycle is often referred to as the follicular phase, which starts on the first day of menstruation and lasts until ovulation. During this phase, estrogen levels gradually rise. This increase in estrogen boosts energy, mood, and brain function, particularly enhancing verbal abilities and creative thinking. Women might find themselves more outgoing, motivated, and open to new ideas and experiences during this time.
Implications for Work
This is an excellent period for brainstorming sessions, tackling challenging projects, and engaging in creative problem-solving. It’s also a great time for starting new initiatives or taking on leadership roles in group settings. Managers can schedule important meetings, presentations, or any task that requires high energy and creativity.
The Progesterone Phase: Focus and Organisation
Following ovulation, the cycle enters the luteal phase, marked by a rise in progesterone. While estrogen levels may still be relatively high initially, they along with progesterone will decrease towards the end of this phase unless pregnancy occurs. Progesterone is known for its calming and stabilising effects on the brain. This can lead to a more focused and methodical approach to tasks.
Implications for Work
This phase is ideal for completing tasks that require attention to detail and organisation. Women may find it beneficial to focus on wrapping up projects, performing detailed analysis, and planning future activities. It’s also a good time to engage in individual work that requires less collaboration and more concentration.
Understanding and leveraging these hormonal fluctuations can not only improve individual performance but also contribute to a more supportive and productive work environment. Employers and managers who recognise these patterns can better align tasks with these natural energy levels, leading to greater creativity, innovation and overall effectiveness.
How We Can Lead Better
So how can we take this into leading better and what should we be doing as L&D professionals? Below are some tips to help get you started:
1. Empower Women to Understand Their Own Cycles
It starts with self-awareness. Offer training sessions that help women identify and understand the phases of their hormonal cycles and how these might their work. With tools and resources women can learn to schedule tasks to their cycle.
2. Encourage Managers to Initiate Conversations
Managers should be equipped to discuss and accommodate the unique needs of their team members. It helps for everyone in the workforce regardless of gender to gain awareness training so managers can feel comfortable asking the right questions fostering a supportive work environment. Simply asking, ‘How can I help you to be at your best? What support do you need from me?’ can make an impactful change.
3. Implement Personalised Work Plans
Flexibility isn’t just a perk—it’s a strategic approach to harnessing the best from a team. Supporting a team to make small changes can create huge results. For example, allowing individuals to create their own work pattern plans and segmenting tasks based on energy levels can result in better creativity and productivity.
4. Build an Inclusive Culture
By promoting a culture that respects and adapts to these cycles, we can help remove any stigma and build a supportive environment that allows everyone to do their best work.
It’s high time we move beyond the one-size-fits-all approach to leadership. Embracing the natural physiological rhythms of our employees, particularly the women in our team, isn’t just about promoting wellness—it’s a strategic advantage for modern businesses that aim to stay ahead. By adopting this inclusive approach, we will not only boost productivity but also foster a culture of innovation and respect.
