For organizations
Retaining the women you have already invested in.
Assessment, keynotes, and sponsored places — for organizations that would rather understand what is happening to their senior women than run another resilience module.
The argument.
Burnout among senior professionals is mostly not an individual failing, and the evidence has been saying so for some time. Interventions directed at the organization have been associated with larger reductions in burnout than interventions directed at the individual (Panagioti et al., JAMA Internal Medicine, 2017).
Which changes the question worth asking. Not how do we make our women more resilient — they are already the most resilient people in the building, and that is part of the problem. The useful question is what is actually happening to them, and what would change it.
Most organizations cannot answer that. They have engagement scores and a wellbeing portal nobody opens. What they do not have is a clear account of what their most experienced women are carrying at the point in their lives when they are most likely to reduce hours or leave.
Find out what is actually happening. Say it to the people who decide. Then give the women themselves something structured enough to change what they can change.
Three stages.
Most organizations start at one, and most skip it.
Understand
A structured assessment of what your senior women are actually carrying — biology, values, systems, and how those hold together.
- Reported in whole-group aggregate only. No individual is identifiable, and no individual response is shared with the organization. Participants are told this before they answer, because it is the only reason they answer honestly.
- Compared against a reference group of 112 women in medicine, from a 2026 needs assessment — a comparison group rather than a normative benchmark, and described that way in the reporting.
- Delivered as a written report and a presentation to whoever has to act on it.
This is the stage most worth buying first.
Speak
A keynote or workshop, in person or virtual, built for the audience rather than adapted to it. Every talk ends with what can be done differently — the description of the problem is the first ten minutes, not the hour.
- The 80/20 of Burnout — why organizations, not individuals, lead the recovery. For leadership, wellbeing offices, and anyone deciding where the budget goes.
- The Convergence Window — burnout, the midlife transition, and the brain. For the women themselves. What is happening, why now, and what the evidence supports.
- Bio-Harmony — a framework for sustainable working life. Biology first, then values, then systems, then integration. A structure people can use on Monday.
| When | Where | Talk |
|---|---|---|
| 25 Sep 2026 | Women in Medicine Summit | When biology meets burnout: retaining midcareer women in academic medicine |
| 5 Oct 2026 | World Stroke Organization | Burnout, Transitions, and Mentorship Across Career Stages |
| 21 Oct 2026 | The Midlife Brain Symposium, Institute FLE — keynote | Stress, Burnout, and the Midlife Brain |
Sponsor
Places in Feel You Again™ — a sixteen-week programme — for the people the assessment surfaced. Six modules, three measurement points, and a peer group kept deliberately small.
- Sponsored places, invoiced to the organization.
- Outcomes reported in whole-group aggregate only, at baseline and at completion, on the same terms as stage one.
- Groups are capped at eight. That cap is not negotiable, because it is the reason the groups work.
Who this is for.
Healthcare
Hospitals, departments, physician wellbeing offices, faculties of medicine. Women physicians report more burnout than their male colleagues, leave clinical practice earlier, and intend to cut hours at close to twice the rate. Attrition peaks in the forties.
Beyond healthcare
Law, academia, professional services, finance, the public sector. The same collision, minus the clinical specifics: two decades of accumulated load meeting a hormonal transition, in the years an organization has invested most in her and can least afford to lose her.
What this is not.
- Not medical care, not therapy, not psychiatric care. It does not diagnose or treat, and it complements rather than replaces the clinical and organizational support already in place.
- Not accredited for continuing education. No CME or equivalent credit is offered. Participants may log self-directed reflective hours under their own college's rules if they choose.
- Honest about its instruments. The Copenhagen Burnout Inventory is published and in the public domain. The HER PRISM Self-Assessment is original — developed, not validated — and is described that way everywhere, including to participants.
- Not a wellness perk. If the intention is to be seen to be doing something, this is the wrong programme, and I would say so at the first conversation.
Starting a conversation.
If retaining and protecting the senior women in your organization is on the agenda, I am glad to talk about what stage one would look like for you — what it would measure, what you would learn, and what it would cost.
Email about an organizational programme →
Or use the contact form. The coaching and education practice is HER PRISM™.