Dr. Zrinka is a recognised expert in corporate health management, leadership advisory, and personal change. She founded Mind & Body Empowerment Coaching, a life-cycle and change-oriented coaching method designed to enhance mental, physical and emotional resilience. She also focuses on team development, fostering cohesive and high-performing teams.
In today’s competitive business landscape, the inclusion of women around 50 in leadership positions brings a powerhouse of advantages that can transform organizations for the better. These seasoned professionals, often overlooked in corporate structures, embody a rare blend of wisdom, emotional intelligence, interpersonal skills, and strategic insight. However, one often-ignored factor makes them even more formidable: hormonal shifts during midlife.
With the decline of estrogen, a hormone heavily linked to nurturing tendencies, women around 50 experience a shift in focus. No longer biologically primed to prioritize caregiving for others, they reclaim even greater mental clarity, personal authority, and a sharpened ability to focus on professional goals rather than emotional labor. This shift transforms them from self-sacrificing caretakers into empowered, goal-oriented leaders who drive performance, balance risk, and inspire innovation.
Sharper decisions & risk assessment: The power of hormonal clarity
The hormonal changes post-menopause allow for a cognitive and emotional recalibration. As estrogen declines, women often experience increased clarity, self-focus, and a reduced need for social validation. This shift can lead to better objective decision-making processes, which is an essential leadership quality.
This clarity aligns closely with how some of the world’s most successful leaders have taken calculated risks. For example:
Angela Ahrendts (former CEO of Burberry) took a bold yet strategic move by prioritizing digital transformation in the luxury fashion industry, significantly increasing profitability while staying true to the brand’s heritage.
Steve Jobs, on the other hand, took extreme risks by cutting Apple’s product line almost entirely, focusing on a few core products. His risk paid off but involved massive financial peril.
Women over 50 often balance risk with a broader perspective, thinking long-term while mitigating potential downsides, something the hormonal shift amplifies.
Superior financial performance and strategic insight
Research consistently affirms that diversity in leadership leads to better financial performance. On average, companies with women in senior leadership roles see a 21% increase in profitability and a 27% improvement in value creation compared to male-dominated executive teams (McKinsey, 2022).
However, this financial success isn’t just linked to diversity quotas but a strategic shift in decision-making approaches. For example:
Mary Barra at General Motors embraced the electric vehicle market ahead of competitors, investing heavily in innovation and sustainability while balancing long-term growth with shareholder expectations.
In contrast, Elon Musk took a high-risk, high-reward approach by investing his entire PayPal fortune into Tesla and SpaceX, narrowly avoiding financial collapse.
The difference? Women around 50 often take calculated, strategic risks rather than impulsive, high-stakes gambles, yielding consistent, long-term results.
Innovation and collaboration through emotional mastery
The hormonal shifts in peri and post-menopause often reduce emotional reactivity while enhancing emotional intelligence. This leads to calmer, more effective leadership under pressure, which is an essential component of team collaboration and creativity.
During her tenure as CEO of PepsiCo, Indra Nooyi pioneered the 'Performance with Purpose' strategy, focusing on sustainability and healthier products, which was a long-term, vision-driven approach that paid off financially.
Meanwhile, Richard Branson built Virgin Atlantic on a bold, high-risk entry into the airline industry, emphasizing branding and experience over operational stability.
Women over 50 in leadership roles often excel at creating psychologically safe environments where teams thrive, balancing ambition with emotional wisdom.
Breaking free from the “invisible labor” trap
For decades, women have been socially conditioned to carry the emotional weight of workplaces, soothing tensions, mediating conflicts, and often performing unpaid emotional labor while being overlooked for promotions. But around 50, hormonal changes can create a biological shift, leading to a reassessment of priorities, boundaries, and professional ambitions.
As estrogen declines, so does the urge to “fix” everyone else’s problems, making space for assertive leadership and a healthier distribution of responsibilities.
Women around 50 shift from being behind-the-scenes nurturers to visible, vocal powerhouses capable of making bold decisions without being burdened by outdated caregiving roles.
Consider Sheryl Sandberg, former COO of Meta (Facebook), who introduced data-driven advertising models that revolutionized the company’s financial structure by focusing on results, not emotional caretaking.
Broader market insight and strategic customer understanding
Women around 50 often bring expansive life experience, enabling them to connect with broader market segments. Their dual perspective, having lived through multiple life phases, positions them to understand both younger demographics and mature markets.
Ginni Rometty, former CEO of IBM, successfully shifted IBM’s focus toward cloud computing and AI, a strategic long-term vision anticipating market shifts.
This kind of market intuition is crucial for companies seeking to expand in a rapidly evolving landscape.
Mentorship and legacy leadership
Women around 50 are not just powerful leaders but also exceptional mentors. Freed from societal expectations of self-sacrifice, they often become role models who inspire others to challenge traditional career timelines. Their leadership style prioritizes wisdom-sharing and long-term development, creating cultures of empowerment rather than dependency.
Conclusion: Women around 50, the untapped powerhouses of leadership
The narrative around aging in leadership needs a radical transformation. Women around 50 are not “past their prime”; they are entering a phase of peak mental clarity, strategic wisdom, and emotional balance. Their leadership qualities, shaped by a wealth of life experience and significant hormonal shifts, provide a competitive edge that businesses would be wise to recognize.
Organizations that recognize and embrace the value of these leaders position themselves for sustained success in an increasingly complex and competitive business landscape. Is your leadership team harnessing the wisdom of women around 50 yet? If not, it’s time to start.
Read more from Dr. Zrinka K. Fidermuc Maler
Dr. Zrinka K. Fidermuc Maler, Business & Health Empowerment Strategist, Author
Dr. Zrinka is an expert in corporate health management, leadership advisory, and mind and body performance, with a focus on mental, physical, and emotional fitness, and successful habit change. As a former competitive athlete in synchronized swimming and gymnastics and a survivor of the Croatian war, Dr. Zrinka developed exceptional resilience. After relocating to Germany post-war, she earned a PhD in Social Sciences and dedicated her life to empowering individuals to transform by changing undesirable habits and taking control of their lives. Dr. Zrinka is the CEO of Dr. Zrinka, Health and Business Empowerment Academy, an online coaching platform. Her mission: Empowering Lifelong Transformation.
