{"id":1478,"date":"2024-06-18T13:26:18","date_gmt":"2024-06-18T17:26:18","guid":{"rendered":"https:\/\/gloriacoach.com\/?page_id=1478"},"modified":"2026-06-18T13:29:26","modified_gmt":"2026-06-18T17:29:26","slug":"coaching-en-leadership-femmes-transition-menopausique","status":"publish","type":"page","link":"https:\/\/gloriacoach.com\/fr\/coaching-en-leadership-femmes-transition-menopausique\/","title":{"rendered":"Coaching en leadership pour les femmes en transition m\u00e9nopausique"},"content":{"rendered":"\n

Pour les employeurs<\/p>\n<\/div><\/div>

Coaching en leadership pour les femmes en transition m\u00e9nopausique<\/h1><\/div><\/div>

Les femmes professionnelles dans la quarantaine et la cinquantaine sont bien plac\u00e9es pour acc\u00e9der \u00e0 des postes de direction et accepter davantage de responsabilit\u00e9s au travail. Pour beaucoup, il s'agit d'une p\u00e9riode de revigoration professionnelle au cours de laquelle elles cherchent \u00e0 capitaliser sur de nombreuses ann\u00e9es d'exp\u00e9rience professionnelle.<\/p>\n

Malheureusement, c'est aussi la p\u00e9riode au cours de laquelle plus de 80 % des femmes sont confront\u00e9es aux sympt\u00f4mes de la m\u00e9nopause et de son pr\u00e9curseur, la p\u00e9rim\u00e9nopause.1<\/sup><\/p>\n<\/div><\/div><\/div>

\"Femme<\/span><\/div>
<\/div><\/div><\/div><\/div>

1 sur<\/span> 3<\/p>\n<\/div><\/div>

La proportion de femmes m\u00e9nopaus\u00e9es qui d\u00e9clarent que leurs sympt\u00f4mes les emp\u00eachent de faire face \u00e0 leur charge de travail.2<\/sup><\/p>\n<\/div><\/div><\/div>

<\/span>%<\/span><\/p><\/div><\/div>

Le pourcentage de femmes m\u00e9nopaus\u00e9es pr\u00e9sentant des sympt\u00f4mes g\u00eanants qui r\u00e9duisent leur temps de travail en cons\u00e9quence.3<\/sup><\/p>\n<\/div><\/div><\/div>

2 sur<\/span> 5<\/p>\n<\/div><\/div>

La proportion de femmes m\u00e9nopaus\u00e9es qui envisagent de quitter ou quittent leur emploi en raison de leurs sympt\u00f4mes.4<\/sup><\/p>\n<\/div><\/div><\/div><\/div><\/div>

La transition m\u00e9nopausique affecte les femmes pendant une dur\u00e9e moyenne de 4 \u00e0 8 ans, g\u00e9n\u00e9ralement entre le milieu et la fin de la quarantaine et le d\u00e9but de la cinquantaine.5<\/sup> Cette p\u00e9riode de transition s'accompagne d'une myriade de changements physiques, mentaux et \u00e9motionnels.<\/p>\n

Ces changements peuvent affecter l'efficacit\u00e9 personnelle des femmes, la productivit\u00e9 sur le lieu de travail, les taux d'absent\u00e9isme et la r\u00e9tention. Les femmes qui pr\u00e9sentent les sympt\u00f4mes les plus graves sont plus susceptibles de ressentir de l\u2019\u00e9puisement, d'\u00eatre moins impliqu\u00e9es dans leur travail et de chercher \u00e0 quitter leur poste.6<\/sup><\/p>\n<\/div><\/div><\/div><\/div><\/div>

\"Senior<\/span><\/div><\/div>

Le co\u00fbt<\/h2><\/div><\/div>

Selon la Fondation canadienne de la m\u00e9nopause, les sympt\u00f4mes de la m\u00e9nopause co\u00fbtent \u00e0 l'\u00e9conomie canadienne environ 3,5 milliards de dollars par an.<\/strong>7<\/sup><\/p>\n

Les femmes symptomatiques prennent plus de cong\u00e9s de maladie que leurs cons\u0153urs ne pr\u00e9sentant pas de sympt\u00f4mes de la m\u00e9nopause. On estime \u00e0 540 000 le nombre de jours de travail manqu\u00e9s chaque ann\u00e9e par les femmes actives canadiennes en raison de sympt\u00f4mes de la m\u00e9nopause non pris en charge.<\/strong>7<\/sup> Chaque ann\u00e9e, les sympt\u00f4mes de la m\u00e9nopause co\u00fbtent aux employeurs canadiens 237 millions de dollars en perte de productivit\u00e9.7<\/sup><\/p>\n

Les employeurs qui ignorent l'impact de la m\u00e9nopause sur leurs employ\u00e9es laissent de l'argent et des talents sur la table. La perte d'employ\u00e9es exp\u00e9riment\u00e9es et comp\u00e9tentes en raison des sympt\u00f4mes de la m\u00e9nopause co\u00fbte cher aux employeurs.<\/p>\n<\/div><\/div>

3 \u00e0 4 fois le salaire total de l'employ\u00e9e<\/p>\n<\/div><\/div>

Co\u00fbt total estim\u00e9 du remplacement d'une salari\u00e9e, combinant les co\u00fbts directs et indirects.8<\/sup><\/p>\n<\/div><\/div>

Malgr\u00e9 des d\u00e9fis de sant\u00e9, les femmes font preuve d'une r\u00e9silience et d'un engagement extraordinaires, poursuivant souvent leur excellence m\u00eame lorsque leurs difficult\u00e9s passent inaper\u00e7ues.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

R\u00e9f\u00e9rences<\/strong><\/p>\n

    \n
  1. The Royal Women\u2019s Hospital. (n.d.). About menopause<\/i>. RWH<\/a><\/li>\n
  2. D'Angelo, S., Bevilacqua, G., Hammond, J., Zaballa, E., Dennison, E. M., & Walker-Bone, K. (2022). Impact of Menopausal Symptoms on Work: Findings from Women in the Health and Employment after Fifty (HEAF) Study. International journal of environmental research and public health<\/i>, 20<\/i>(1), 295. D\u2019Angelo<\/a><\/li>\n
  3. Evandrou, M., Falkingham, J., Qin, M., & Vlachantoni, A. (2021). Menopausal transition and change in employment: Evidence from the National Child Development Study. Maturitas<\/i>, 143<\/i>, 96\u2013104. Evandrou<\/a><\/li>\n
  4. EMPACT Menopause Study Bulletin - Society for Women's Health Research<\/i>. (2024, June 3). Society for Women\u2019s Health Research. EMPACT<\/a><\/li>\n
  5. O\u2019Neill, M. T., Jones, V., & Reid, A. (2023). Impact of menopausal symptoms on work and careers: a cross-sectional study. Occupational Medicine<\/em>, 73(6), 332\u2013338. O\u2019Neill<\/a><\/li>\n
  6. Alzueta, E., Menghini, L., Volpe, L., Baker, F. C., Garnier, A., Sarrel, P. M., & De Zambotti, M. (2024). Navigating menopause at work: a preliminary study about challenges and support systems. Menopause<\/em>, 31(4), 258\u2013265. Alzueta<\/a><\/li>\n
  7. The Menopause Foundation of Canada. (2021). Menopause and work in Canada. MFC<\/a><\/li>\n
  8. Navarra, K. (2023, December 21). The real costs of recruitment. SHRM<\/em>. Navarra<\/a><\/li>\n
  9. McGonagle, A. K., Schwab, L., Yahanda, N., Duskey, H., Gertz, N., Prior, L., Roy, M., & Kriegel, G. (2020). Coaching for primary care physician well-being: A randomized trial and follow-up analysis. Journal of Occupational Health Psychology<\/em>, 25(5), 297\u2013314. McGonagle<\/a><\/li>\n<\/ol>\n<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-1478","page","type-page","status-publish","hentry"],"yoast_head":"\nCoaching en leadership pour les femmes en transition m\u00e9nopausique - Gloria<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/gloriacoach.com\/fr\/coaching-en-leadership-femmes-transition-menopausique\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Coaching en leadership pour les femmes en transition m\u00e9nopausique - 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