by Emily Rogers | Oct 6, 2020 | Business Coaching, COVID-19, Executive Coaching, Human Resources, Leadership Development, Succession Planning
Recently, I had the privilege to collaborate once again with the Lakeland Economic Development Council to survey Lakeland-based CEOs about their outlook on their businesses and the broader economy as we emerge from the pandemic. Three years ago, we conducted a similar...
by Emily Rogers | Dec 5, 2019 | Leadership, Succession Planning
Family businesses are all around us—from privately owned neighborhood mom-and-pop stores to publicly held household names such as Wal-Mart, Ford, and Cargill. Family-owned businesses are the backbone of the American economy. According to the US Census Bureau, 90% of...
by Emily Rogers | Aug 12, 2019 | Business Coaching, Human Resources, Leadership, Leadership Development, Succession Planning
In sports, there are always players ready to fill gaps created by injury, retirement, or poor performance. Baseball has an elaborate farm league system that constantly develops players for the big league, yet in business where the stakes are arguably higher,...
by Emily Rogers | Sep 10, 2018 | Leadership, Leadership Development, Mindfulness, Strategic Planning, Succession Planning, Team Coaching & Development, Wellness
“If you’re going to live, leave a legacy. Make a mark on the world that can’t be erased.” ~ Maya Angelou Your leadership legacy is the impact and influence you have on others over your tenure as a leader and it is formed by the guiding principles you apply most...
by Emily Rogers | Jan 18, 2018 | Business Coaching, Change Management, Leadership, Strategic Planning, Succession Planning
Change is constant, inevitable and natural – particularly in a dynamic business environment. Throughout the business cycle, change is something that typically happens as a reaction to circumstances. Human beings generally don’t like change and we tend to hope...
by Emily Rogers | Dec 18, 2017 | Business Coaching, Leadership, Leadership Development, Succession Planning
Developing leaders at various levels in an organization is a strategic imperative for most businesses. Yet it falls into the “important and not urgent” box on an Eisenhower Matrix (also known as Urgent-Important Matrix), often getting sidelined by necessary day-to-day...
