Traditional performance systems focus only on output, ignoring the fluctuating capacity required to produce it, which leads to burnout.
Performance frameworks are based on research that historically excluded women, creating systems that don't account for cyclical hormonal variations.
Studies show that significant monthly hormonal fluctuations in women directly impact error rates, negotiation confidence, and even earnings.
The menstrual cycle can be understood as four phases, each with a unique cognitive mode: Architect (planning), Phoenix (execution), Quantum (focus), and Oracle (insight).
A personal story illustrates how decisions made in a high-energy phase (Phoenix) feel completely different in a low-energy phase (Quantum), affecting commitment and ambition.
We often mistake the high-output first half of the cycle as the standard, leading to a constant feeling of falling short during the equally valuable but different second half.
Instead of viewing the second half of the cycle as a deficit, crowdsourced data reveals unique strengths in deep focus, risk assessment, and strategic clarity.
Align specific tasks like strategic planning, pitching, deep work, and retrospectives with the corresponding cycle phases to improve flow and reduce effort.
Managers can create cycle-aware teams by offering flexible scheduling for key conversations and asking capacity-focused questions in stand-ups.
Jobs that call for the skills explored in this talk.