A programme designed for women executives navigating longevity, hormones and high performance
Women live longer than men but spend more of those years in poor health, and executive women carry biological and professional pressures that are rarely addressed together. The course covers hormonal health, menopause, career longevity and the protocols that have evidence behind them for women in leadership.
A concise grounding in female biology: hormonal systems in practical terms, life-stage mapping, and how hormonal fluctuation shapes sleep, energy, cognition, stress reactivity, recovery, and body composition.
What wearables exist for women, what works, what does not, where the market is weak. Building a practical testing and tracking protocol. Oura, cycle-tracking apps, CGMs, and training platforms.
Sleep fundamentals for longevity and leadership, then female-specific sleep fragility across the cycle, perimenopause, and menopause. Environmental sleep disruptors. Practical intervention ladder.
Foundational nutrition for energy and healthspan. Under-fuelling in ambitious women, glucose regulation shifts in midlife, iron status, CGM use cases, and female-specific protocols for executive schedules.
Exercise fundamentals for longevity. Training load vs life load, overdriving disguised as discipline, cycle-aware training modification, bone density, pelvic floor, and body composition change in perimenopause.
How biology shapes leadership-relevant cognitive patterns. Cycle-related changes in focus, structured thinking, and initiation. Perimenopause-related cognitive complaints. Protecting decision quality in volatile periods.
Symptom-aware planning rather than rigid calendar prescriptions. Recognising personal patterns, workload calibration, phase-specific cognitive strengths as hypotheses to test. Using the cycle as a decision-support system.
The executive-risk period. Symptom clusters misattributed to burnout or ageing, volatility management, practical salvage strategies, when to investigate medically, HRT/MHT awareness, confidence and identity effects.
Enough literacy to make informed choices. Mainstream clinical evidence, risks and benefits, timing, pre-perimenopausal optimisation, peptides and advanced options, and how to distinguish promising from premature.
Environment as a serious performance determinant. Air quality, light, noise, toxins, ergonomics, sleep environment. How environmental issues can mimic hormonal or nutritional problems. Practical upgrades with immediate leverage.
The business case for taking female-specific health seriously as a workforce issue. Presenteeism vs absenteeism, hidden productivity loss, avoidable attrition, leadership pipeline leakage. CEO toolkit for identifying and addressing these frictions.
Practical environmental and policy design without performative theatre. Flexible working norms, meeting design, manager literacy, medical benefits, stigma reduction, communication toolkit for different audiences.
The strategic capstone. Redefining professionalism beyond male-default physiology. High standards plus humane design. Building culture from scratch vs changing existing culture. Career continuity through life transitions. Graduation.
The programme is built for senior women leaders: CEOs, founders, partners, C-suite. The biological content is sex-specific. Male executives interested in the leadership and organisational design content should look at CEO Lifespan instead, or contact us about a bespoke session.
Yes, three full modules. Modules 8 and 9 cover perimenopause, menopause, surgical menopause, executive function, and HRT/MHT decision literacy. The curriculum is evidence-filtered, not ideological. You walk out able to have a precise conversation with your own physician.
Because you can't solve female-executive performance without redesigning the system around it. Modules 11 to 13 cover the business cost of ignoring female health, designing a female-health-intelligent workplace, and building culture that compounds female talent through career-stage transitions. Many participants use these modules to brief their HR, board, or exec team.
Mixed by design. The cohort spans 30s through 60s. The peer dialogue is more useful when the room includes leaders at different stages, each stage informs the others.
CEOs and senior executives on the C-suite path. CHROs and talent leaders sponsoring leadership cohorts should email cohorts@expand.health to discuss the corporate route.
Six to ten weeks depending on the programme. One live session per week (90 minutes to 2 hours), plus 2 to 3 hours of pre-work between sessions. Total: about 5 to 6 hours per week.
Yes. All live sessions are recorded and posted within 24 hours, so a missed session never means a missed lesson. The peer dialogue and Q&A are part of the live experience though, so we strongly encourage live attendance.
Live over Zoom, with cameras on as the default. Sessions are interactive: short framing from faculty, peer breakouts, case-based discussion. They are not lectures with a passive audience.
Each live session includes facilitated Q&A. Between sessions you have a written Q&A channel (the academy staff and faculty respond within 48 hours) and a peer accountability pair matched in Module 1. 1:1 coaching is available as an add-on; ask after enrolment if interested.
You receive a digital Expand Education certificate of completion, signed by your faculty. The programme is not CPD- or CIPD-accredited yet — we are pursuing CIPD for the HR-facing programmes specifically. The value of the certificate is in the cohort network and the playbook, not in a regulator badge.
Yes. Most participants invoice through their company as a leadership-development expense. UK VAT is added automatically at checkout and reclaimable by UK VAT-registered businesses. We supply a tax-compliant invoice on request — reply to your receipt.
Your biological data stays with you. You will write down your baseline questionnaire, biomarkers, and playbook in your own files. The platform does not store your health markers, and the cohort never sees specifics — only the patterns you choose to share. Privacy is a feature, not a footnote, for senior leaders.
Register your interest and we will notify you as soon as a place opens or when the next cohort is confirmed. The seat limit is intentional — peer dynamics break above 25 — so cohorts do fill.
Withdrawal up to 14 days before cohort start: full deferral to a future cohort at no extra cost. After that: 50% credit toward a future cohort. No withdrawals once the programme has begun. We are flexible on genuine medical or family emergencies — write to cohorts@expand.health.