by Emily Rogers | Oct 4, 2021 | Business Coaching, Leadership, Stress Management, Top Articles
My most recent leadership conversation was with Ana E. Wood, Waste & Recycling Director for Polk County Board of County Commissioners. Wood has responsibility for all field operations, including the environmental and social impact of waste management activities....
by Emily Rogers | Sep 9, 2021 | Leadership, Leadership Development, Top Articles
The rise of women in leadership over the past decade would not have been possible without the gritty, strong-minded, trailblazing female luminaries that came before them. Disruptors like Susan B. Anthony and Elizabeth Cady Stanton who fought for women’s right to vote,...
by Emily Rogers | Aug 2, 2021 | Executive Coaching, Leadership, Leadership Development
Sylvia Blackmon-Roberts serves as the Associate Vice President of Community Relations and Chief Diversity Officer at Southeastern University. As part of the Executive Leadership Team, her roles include helping the University achieve its mission, ensuring that the...
by Emily Rogers | Jul 8, 2021 | Business Coaching, Leadership, Leadership Development, Mindfulness, Team Coaching & Development
Often, I begin an executive coaching engagement or leadership development training with this series of questions: When you are operating at your highest and best as a leader, what are you doing? Who are you being? What is the impact? These questions are designed to...
by Emily Rogers | Jun 7, 2021 | Executive Coaching, Leadership, Leadership Development
Being ready to step into a new leadership role with increased responsibility and a wider scope of influence is essential for an emerging executive. Recently, I had the opportunity to sit down with Michelle Netwal, a leader who has proven many times throughout her...
by Emily Rogers | May 10, 2021 | Leadership, Leadership Development, Succession Planning, Uncategorized
Originally published on Forbes.com August 2019 The effective implementation of an executive-level leadership succession plan is not just about naming the successor. Specific and intentional action must be taken to ensure that the successor, who may be new to an...
