One of the things I love in the welcome of new writers on the blog is that it gives me the opportunity to learn. Jenny Muhlwa's today's play concerns the link between work performance and understanding the hormonal cycles of women. While I continue my own learning on how to be an ally for women, this is a very useful article in pursuing this learning.
Jenny worked in the field of learning and development most of her professional life with national and international brands in the sectors. It channels its expertise in primitive pioneer initiatives that promote growth and question the norm.
She is the founder of Bright Trainers, a company of management and advice and creator of Energy Energy. A program designed so that women understand how they can look into their strengths and present themselves effectively according to the stage of their hormonal cycle in which they are.
You can connect with Jenny On LinkedIn.
Please note that this part is intended for warming. Trans-female can experience different hormonal cycles / patterns as described.
I do not modify or modify the written documents for me. I am not an editor, and it is not something that matters to this series. Each piece is subject to the author's own writing style. I do not check the facts either, unless there is something that should be checked.
Evolution leadership models to exploit the hormonal cycles of women for maximum performance
Have you ever wondered if the secret to stimulating productivity is not only to work harder? What if I told you that understanding and kissing hormonal cycles could lead to an increase in creativity and efficiency? In the competitive business world today, should we not do everything in our power to help the members of our team prosper? And if that is true, what does that mean for L&D?
At Bright Trainers, we explored how traditional linear leadership models fail. They often neglect natural physiological processes that can considerably influence performance, especially in women. By connecting to these cycles, we, as leaders, can unlock a higher level of productivity and innovation.
Why it's time for leadership to evolve
In traditional contexts, consistency and predictability were the characteristics of leadership. But let's be honest, this approach does not work for the rapidly evolving landscape in which we find ourselves and it can ignore how much we work differently in our best. With so much play in today's trade environment, the negligence of natural factors that influence performance is something that we simply cannot afford. Hormonal cycles, for example, play an essential role in training women's work days, which has an impact, energy levels with cognitive functions and moods. Hormones literally flood in all cells in our body. We know what it can feel when we are very stressed and the hormone cortisol works through our body. Many may feel their heart rate faster, sweat begins to train, etc. Hormones have a huge impact on us and women have a hormone cycle every month that we have widely ignored in the business world … so far. It is now time to understand these hormones and the energies they can bring to women in the workplace for a greater impact.
Understand hormonal cycles
So what are these hormone models? It follows roughly a 28 -day cycle with an increase in the hormone estrogen in the first part of the cycle and then an increase in the progesterone hormone in the second part of the cycle.
The phase of estrogens: energy energy and creativity
The first half of the cycle is often called the follicular phase, which begins on the first day of menstruation and lasts until ovulation. During this phase, estrogen levels gradually increase. This increase in estrogen stimulates energy, mood and brain function, in particular the improvement of verbal capacities and creative thought. Women could find themselves more out of, motivated and open to new ideas and experiences during this period.
Implications for work
This is an excellent period to reflect on sessions, fight against difficult projects and engage in the creative resolution of problems. This is also the perfect time to start new initiatives or assume leadership roles in group contexts. Managers can plan meetings, important presentations or any task that requires high energy and creativity.
The progesterone phase: concentration and organization
After ovulation, the cycle enters the luteal phase, marked by an increase in progesterone. Although estrogen levels can still be relatively high initially, they decrease with progesterone towards the end of this phase unless pregnancy occurs. Progesterone is known for its soothing and stabilizing effects on the brain. This can lead to a more targeted and methodical approach to tasks.
Implications for work
This phase is ideal for performing tasks that require detail and organization. Women can find advantageous to focus on the end of projects, to carry out detailed analyzes and to plan future activities. It is also the right time to engage in an individual work which requires less collaboration and more concentration.
Understanding and taking advantage of these hormonal fluctuations can not only improve individual performance, but also contribute to a more favorable and more productive working environment. Employers and managers who recognize these models can better align tasks with these natural energy levels, leading to greater creativity, innovation and global efficiency.
How can we better direct
So how can we take this in the direction of better and what should we do as L & D professionals? Here are some tips to help you start:
1. Authorize 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 they could work. With tools and resources, women can learn to plan tasks at their cycle.
2. Encourage managers to initiate conversations
Managers must be equipped to discuss and meet the unique needs of their team members. It helps all the workforce, whatever the sex to obtain awareness training so that managers can feel comfortable asking the right questions to promote a supporting work environment. By just asking, “How can I help you be at your best?” What support do you need me? can make a hard -hitting change.
3. Use personalized work plans
Flexibility is not only an advantage – it is a strategic approach to exploit the best of a team. Supporting a team to bring small changes can create huge results. For example, allowing individuals to create their own work diagram plans and segment tasks based on energy levels can lead to 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 support environment that allows everyone to do their best.
It is high time that we go beyond the unique approach to leadership. To embrace the natural physiological rhythms of our employees, in particular the women of our team, is not only to promote well -being – it is a strategic advantage for modern companies which aim to stay in advance. By adopting this inclusive approach, we will not only stimulate productivity but also promote a culture of innovation and respect.
