Leadership Recovery for Women When Your Career Feels at Risk
I help women leaders get back on track when a situation puts their career at risk.
After negative feedback, missed promotion, an HR escalation, or a sudden shift in expectations, these moments become time-sensitive.
Early clarity preserves options.
You’re not imagining it. Something has changed.
You may have been a strong performer for years. Now feedback has become vague, confidence in you feels conditional, expectations shift without explanation.
You might notice feedback themes repeating without clear guidance, concerns are discussed privately rather than directly, and former strengths are now described as problems. You have a growing sense that time or patience is running out.
This confuses people because nothing obvious feels ‘wrong.’ You’re still capable. Still working hard. But the ground feels less stable.
This is usually not a motivation issue or a skill gap. It’s a signal that how you’re perceived has changed, and that shift rarely corrects itself.
Why working harder often makes things worse
When something feels off, most capable leaders respond the same way: they lean in.
They prepare more. They push harder. They try to be clearer, faster, more decisive, more responsive.
In stable conditions, that instinct is rewarded. In moments like this, it backfires.
When perceptions have shifted, increased effort amplifies the very behaviours now being questioned. Decisiveness reads as control. High standards feel inflexible. Urgency becomes pressure.
The result is a painful mismatch: you are doing more of what made you successful, yet confidence in you continues to narrow.
This is why these situations rarely resolve on their own. You cannot think your way out, and effort without recalibration accelerates the problem.
This is where I come in.
Situations like this require a different kind of support. Leadership Recovery is a structured intervention for moments when credibility, trust, or trajectory have been compromised and decisions are approaching.
It is not executive coaching, and it is not performance management. Coaching focuses on growth over time. Recovery focuses on stabilizing risk, restoring confidence, and creating visible change quickly enough to matter.
I do this work through The Athena Leadership Recovery System™, a methodology that helps leaders and organizations understand what has shifted, what is at stake, and what must change within a defined window.
The goal is not to determine whether a leader can succeed. It is to clarify what success would require now, and whether the conditions for recovery still exist.
If something feels off, start here.
Most people in this position wonder whether they are overreacting.
They are not sure if this is still a development issue or whether something more urgent is underway. A short self-check can help you assess where things actually stand.
If you want to understand how Leadership Recovery works and when it applies, you can explore the methodology first.
And if the situation feels time-sensitive, a confidential conversation can clarify what is at risk and what options remain.