Will you show your support and wear denim? Denim Day is April 25, 2018 and Peace River Center Victim Services is encouraging organizations and businesses to show their support for survivors during Sexual Assault Awareness Month by wearing denim. A $5 donation is suggested to wear JEANS to work/school on this day and proceeds benefit the Peace River Center Rape Recovery Program. Want to sponsor this effort at your business or school? Get your Denim Day Materials by contacting: Rape Recovery Program Manager Melissa Irving at 863.413.2708 or firstname.lastname@example.org.
In honor of May Mental Health Awareness Month, Peace River Center is offering two free Mental Health First Aid courses. Register today for this free Mental Health First Aid 8-hour course that teaches you how to help someone who may be experiencing a mental health or substance use challenge. The training helps you identify, understand and respond to signs of addictions and mental illnesses. One training is scheduled for May 2, 2018 from 8 am to 5 pm at the Lakeland Crisis Campus, 715 North Lake Avenue, 33801. The second training is focused on Youth Mental Health and takes place on May 31, 2018 from 8 am to 5 pm at the Greater Sebring Chamber of Commerce, 227 US-27 Sebring 33870. More information about both sessions are available at: https://peacerivercenter.org/events/. Or to register directly for the Lakeland session visit https://peacerivercenter.org/famh-lakeland/.
Lakeland, FL – Lakeland Regional Health has the following good news to share:
- Amanda Perkins, AuD, joins Lakeland Regional Health Physician Group as an Audiologist. Dr. Perkins earned her Doctorate of Audiology from West Virginia University. She completed her Clinical Audiology Residency with Davis Family Hearing, where she most recently served as a Clinical Audiologist. Certified by the American Board of Audiology, Dr. Perkins sees adults and children at the Grasslands Campus, 3030 Harden Blvd, Lakeland.
- Lakeland Regional Health Oncology Data Services cancer registry earned the 2017 Jean Byers Oncology Award for Excellence in Cancer Registration. This award recognizes healthcare systems and hospitals that adhere to rigorous national standards for completeness, timeliness and quality for reporting cancer data. This is the 15th year Lakeland Regional Health has earned this prestigious award.
- Nurses in Lakeland Regional Health Medical Center’s Cardiology and Stroke Unit recently earned recognition by the All Pro Nursing Team for creating the poster titled “Implementing a Mobility Bundle to Decrease Postoperative Pulmonary Complications in the Open Heart Patient.” Contributing nurses are Kara Bailey, MSN, RN, ACNS-BC, CMSRN, CCCC; Amanda Binney, BSN, RN; Leonarda Gaige, RN, CMSRN, FNP-MSN Student; Donna Lester, DNP, ACNP-BC, CC-CNS; Heidi Palipchak, MSN, FNP-BC; and Stacey Wells, BNS, RN. The American Nurses Association recognized the poster with an Honorable Mention.
Photo caption 1: Headshot of Dr. Amanda Perkins
Photo caption 2: Lakeland Regional Health nurses, from left, Kara Bailey, Donna Lester, Amanda Binney, Heidi Palipchak, Leonarda Gaige and Stacey Wells recently earned an All Pro Nursing Team award from the American Nurses Association.
Lakeland, Fla – March 19, 2018 – Bank of Central Florida is pleased to announce local banker Tom Lloyd has joined the team as Vice President and Private Banking Officer. Lloyd will be responsible for establishing personal banking relationships that are centered on helping clients find the right solutions to meet their unique financial needs.
“We’re very happy to welcome Tom to our Private Banking team,” said Executive Vice President & Chief Sales Officer Joe Furnari. “He brings a wealth of experience in private banking and holds the same dedication as we do to making sure our clients receive the highest level of personalized service available.”
After graduating from the University of Alabama with a Bachelor’s degree in Finance, Lloyd began his career in the financial services industry working for American International Group (AIG) and Raymond James. He then served as a Private Banking Associate for BMO Private Bank in Sarasota for four years working with private banking clients, businesses and non-profits. Lloyd has spent the past three years as a Senior Private Banker with Wells Fargo covering the Lakeland area.
Lloyd is very involved in the Lakeland community and currently serves as Treasurer of Board of Directors for Explorations V Children’s Museum. He is also a member of the downtown Lakeland Kiwanis Club.
In his new role, Lloyd will work in Bank of Central Florida’s South Lakeland headquarters at 5105 South Florida Avenue. He will be supported by Private Banking Assistant Bibi Moonab. Lloyd can be reached at 863-226-4118 or by email at Tom.Lloyd@BankofCentralFlorida.com.
“We look forward to introducing Tom to our current clients and to having him build new relationships with clients right here in our market,” said Furnari.
About Bank of Central Florida — Founded in 2007, Bank of Central Florida was chartered to serve the financial needs of the local marketplace. The Bank is guided by a local Board of Directors with vast knowledge of the local business climate and driven by their vision for a financial services institution that is focused on client service. This approach has enabled the bank to bring the Art of Intelligent Banking to its clients. For more information about Bank of Central Florida, visit www.bankofcentralflorida.com.
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 tasks and the unexpected issues that require time-sensitive attention.
Consequently, leadership development initiatives don’t get the focused attention and resources required to cultivate the next generation of leaders that are necessary for businesses to stay competitive and to fill the leadership gaps that are being created by the thousands of Baby Boomers that are exiting the workforce daily.
A 2017 survey I conducted of Lakeland-based CEOs in collaboration with the Lakeland Economic Development Council confirms the need for businesses to proactively grow their leadership bench. However, insights from the survey indicate many local businesses are not actively engaged in proven practices designed to grow and empower their talent. While 70% of CEOs surveyed reported challenges developing leadership readiness to support a leadership succession plan –
- 53% of companies don’t provide formal mentoring at any level
- 41% of companies don’t provide executive coaching at any level
- 40% of companies don’t provide 360-degree feedback at any level
Equally concerning, the survey revealed that forty percent of executives provide feedback to direct reports on an “as needed” basis with less than 20% indicating they provide formal feedback at regularly expected intervals in the form of quarterly, semi-annual, or annual performance reviews. The “as-needed” approach only works well in organizations that have cultivated a culture of providing real-time meaningful feedback where leaders are skilled at coaching, providing constructive criticism, and positive reinforcement. Even in the most open and transparent leadership cultures, the “as-needed” approach to feedback needs to be balanced and bolstered with additional approaches including assessment tools and formalized methods of feedback to achieve the highest level of effectiveness.
Like all professional athletes, all employees need mentoring, coaching, and feedback to perform at their best and stay competitive and Millennials, who will make up more than one-third of the American workforce by 2020, crave this more than other generational group. They want to be engaged and coached and understand how their role fits into the overarching mission and vision of the organization. Smart companies will encourage these qualities.
To prepare Millennials or any employee for a leadership role, businesses must foster an environment that offers greater awareness of one’s leadership strengths and liabilities. A best practice in leadership development is the use of 360-degree leadership assessment tools – and most especially when it’s used as a platform for creating a purposeful and meaningful development plan. The “360-degree” part of the assessment means that peers, superiors, and direct reports provide feedback to the leader. The information that is gathered then provides a comprehensive view of a leader’s creative competencies that add value and reactive styles that cause setbacks. Through these tools and the perspectives they provide, leaders gain deeper insight into their behavior, what is driving it, and how it impacts their ability to lead effectively. The 360- degree assessments, like The Leadership Circle Profile™, are designed to improve leadership effectiveness by revealing the underlying assumptions that drive thoughts and behavior, creating opportunities for leaders to make more conscious choices about how they are showing up and the impact they are having on others.
When a leader has the opportunity to truly understand how others experience their leadership style, without defending or judging, they have the insight necessary to make transformational shifts in their leadership approach, achieve more impactful results, and do so in a more sustainable fashion. This knowledge and understanding reduces the potential for blind spots and derailment and accelerates the leadership development process.
While it is critical that the CEO of any organization spearhead a strategy for leadership development, the CEO cannot champion this effort alone. Executed well, it requires a system-wide approach and a sustainable continuum that is being driven by the human resources function of the business. This requires that the human resources department spend more time attracting, developing, and engaging top talent and less time on administrative and compliance tasks while ensuring that the employee development plan is prioritized and aligned with the strategic vision of the organization. Additionally, influential human resource departments also ensure that high-potential talent is identified early, engaged, and managers are effectively trained in how to provide effective feedback – both informally and formally – and how to conduct a meaningful performance evaluation.
As the pace of change accelerates and the talent gaps further widen, the risk associated with lagging leadership development increases. Leadership development initiatives are quickly falling into the “important and urgent” box amplifying the need for businesses to focus attention and resources on this strategic imperative.
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Grow with purpose…
Emily Rogers is an executive coach, business consultant and retreat facilitator. She strategically advises and supports organizations and individuals in growing and realizing their full potential in purposeful and balanced ways. She is a certified administrator of the Leadership Circle Profile™. You can connect with her at www.emilyrogers.com.