How Companies Can Support High-Performing Women (and Keep Them)

In today’s dynamic workplace, businesses are increasingly aware of the need to support their female leaders, especially as they navigate key career transitions and personal challenges. Yet, while companies recognise the value of retaining and nurturing female talent, there remain significant gaps in how this support is implemented.

As a Leadership Coach, I specialise in working with high-performing women, guiding them to lead with impact and confidence while managing the complexities that come with senior roles. Over the years, I’ve observed that organisations often struggle to create environments that truly meet the needs of female leaders. Challenges such as managing stress, navigating peri/menopause, and addressing workplace biases can often be underappreciated, leaving talented women feeling unsupported and, at times, on the verge of leaving.

I’d like to share some of the common hurdles I see within organisations and the solutions that can make a real difference for both companies and the women who lead them.

1. Understanding the Impact of Peri/Menopause on Performance

Whilst awareness is increasing, the impact of peri/menopause on women’s careers is still a topic many organisations find challenging to address. This life stage can bring with it symptoms that affect focus, energy, and mental well-being—yet it’s rarely included in the conversation about leadership support.

And what's often completely overlooked is that the research highlights that many women gain invaluable strengths after this life stage, often becoming even more effective leaders. Studies indicate that post-menopausal women bring increased resilience, confidence, and strategic insight, frequently paired with a renewed focus and commitment. As they navigate and overcome personal challenges, they develop skills that enhance their value to organisations—skills like perspective-taking, problem-solving, and emotional intelligence.

Solution: Companies that invest in supporting women through this transition can tap into a powerhouse of experience and dedication. Awareness training and resources such as confidential coaching and flexible work policies don’t just support women in managing symptoms—they also pave the way for retaining and elevating high-performing talent. Practical steps like open dialogue and empathetic policies around menopause can truly transform an organisation’s culture and ensure talented women remain integral to their leadership teams.

One client reflected on the value of this support:

“I’d been battling the idea of stepping back from my role until I started working with Sinead. Her understanding of the challenges women face during this stage of life was life-changing. I now feel empowered to manage my symptoms, and my team has noticed a huge difference in my confidence and energy.”

2. Limited Tailored Leadership Development for Women

Standard leadership programmes are excellent at delivering insight, but if insight alone were enough, we’d all be performing our socks off after three podcasts. True transformation requires more: it’s about coupling insight with meaningful action and building new habits to make that action stick. That’s where I come in.

Generic programmes often fail to address the nuances that women in senior roles navigate daily—such as managing the impact of bias on expectations, navigating predominantly male landscapes, and balancing external responsibilities with high-performance roles.

Solution: Through tailored coaching that focuses on embedding habits for resilience, confidence, and strategic action, leaders can achieve genuine, lasting impact. This approach isn’t about ticking a box—it’s about empowering people to tackle these nuanced challenges head-on and excel in their roles.

Another client shared:

“Sinead’s coaching was exactly what I needed to address the self-doubt that often crept in. She helped me not only own my accomplishments but also strategise around challenges unique to women in leadership. I’ve never felt more prepared to take on the big decisions and lead with clarity.”

3. The Demand for Sustainable Workloads and Boundaries

Many high-potential women juggle demanding careers alongside significant personal commitments, a balancing act that intensifies as they progress in their careers. In high-stress environments, they often feel a unique pressure to perform at the top of their game while meeting responsibilities outside of work—leaving little room for essential self-care.

Solution: Sustainable workload expectations and a culture that respects boundaries are essential for maintaining impact and well-being. Coaching enables leaders to zoom in on where they add the most value and set boundaries that allow them to sustain high performance without burnout. Organisations that provide targeted coaching support find it empowers their leaders to manage these demands strategically, boosting both satisfaction and effectiveness.

A recent client noted:

“Working with Sinead taught me how to set boundaries that work, not just for my well-being but for my career growth too. Learning to balance my personal and professional life has allowed me to show up fully at work, which has been recognised by my team and my superiors.”

4. Addressing the ‘Leaky Pipeline’ and Boosting Retention

A significant number of women contemplate leaving their roles mid-career, often due to feeling undervalued or facing unmanageable expectations. This “leaky pipeline” results in a loss of skilled leaders that organisations have invested in, as talented women feel forced to choose between their careers and their well-being.

Solution: Companies that implement retention strategies specifically aimed at female leaders are better positioned to retain their talent. This can include structured coaching, mentorship, and inclusive policies that support women through the more demanding phases of their careers.

As one client shared:

“Sinead’s coaching programme was a game-changer for me. I was ready to step back, feeling like I couldn’t manage it all. With her guidance, I was able to not only stay in my role but thrive in it, bringing a renewed sense of purpose to my team.”

A Path Forward for Companies and Female Leaders

Creating a supportive environment for female leaders isn’t just about policies—it’s about building a culture where women feel valued and equipped to bring their best to the table. Companies that invest in comprehensive support, tailored coaching, and an open dialogue about the unique challenges women face will see the benefits in terms of higher retention, increased job satisfaction, and a more engaged leadership team.

If your organisation is ready to invest in the success of its female leaders, or if you’re navigating these challenges yourself, let’s connect. Together, we can build a culture where women lead with confidence, resilience, and maximum impact.

Send me a DM on Linked in to have a chat about your needs or the needs of your organisation.

Let’s empower the talented women who are driving your organisation forward and creating its future!