Diversity + Management = Performance

In this episode, Dr. Rodgers continues his six-part series on #ManagingBytheNumbers and provides the seven principles of great management. SHOW NOTES1:30 Specific experiences that triggered Dr. Rodgers developing the 7 principles4:35 Great managers must believe an employee can give 100% (Principle 1)6:15 Great managers spend time getting to their employees (Principle 2)8:30 Great managers know how to manage themselves (Principle 3)9:40 The vulnerability within good managers11:25 Great managers adapt their style (Principle 4)13:50 Treating people equally doesn’t mean treating people the same14:30 The Platinum rule vs. The Golden Rule16:15 Great managers leverage their power (Principle 5) 17:45 Great managers ask how to treat their employers (Principle 6) 19:15 Great managers are fair (Principle 7) 19:25 Summary of the 7 Principles of Managing by the Numbers (What Great Managers Do) ____You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher.  For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, our sincere request is that you share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

In this six-part series about #ManagingBytheNumbers, Dr. Rodgers discusses the four phases of the Employee-Manager Relationship.SHOW NOTES1:00 Review of Managing By The Numbers’ Belief System 1:30 How a Manager’s role is key to an employee’s performance2:15 Bringing them in (Phase 1)3:25 The “Safe Choice” hindrance vs. Thoughtful selection by managers4:00 Dr. Rodgers’ encouragement to managers of teams5:00 Helping Them win (Phase 2) 6:00 Helping them grow (Phase 3) 7:00 How does Dr. Rodgers address the idea of employees owning their development?10:00 Letting them go (Phase 4)13:30 Summary of the 4 Phases of the Employee-Manager relationship____You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher.  For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, our sincere request is that you share it on LinkedIn, Facebook, on other social media platforms, or via email. See acast.com/privacy for privacy and opt-out information.

In this six-part series, Dr. Rodgers introduces his framework for effective management called #ManagingBytheNumbers, starting with the 3 beliefs of Performance Management. SHOW NOTES 1:00 What Managing By the Numbers is all about 2:15 Performance evaluation vs. Performance Management5:00 The background on the 3 Beliefs and the Expectancy Theory 6:40 The E-P-O-S System (Effort leads to Performance leads to Outcomes which leads to Satisfaction)7:15 “What You’re Asking Me to do I know how to do it” (Belief #1)12:30 Communication obstacles within management and employee dynamic15:30 “I will get rewarded for doing a good job” (Belief #2)17:00 “I am going to like what you give me” (Belief #3)18:20 Why a Two Week Trip to Bermuda doesn’t work for everybody20:30 Summary of the Belief System Model22:00 The majority of people in a manager role are like this23:15 Are people naturally wired to want the best out of their colleagues?____ You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher.  For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, our sincere request is that you share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

In this two-part series, Dr. Rodgers, President of The Diversity Coach, continues his list of 20 behavioral traps that he’s observed in managers. SHOW NOTES1:15 Failure to provide preferential treatment (Trap #11)1:45 What preferential treatment means, incentives, and relationship building4:30 Overlooking the need for fit (Trap #12)6:45 Managing a type rather than managing an individual (Trap #13)8:05 Seeking harmony (Trap #14)11:20 Listening with your eyes (Trap #15)14:50 Not respecting others (Trap #16)15:50 Avoid getting to know others (Trap #17)16:45 Not assuming competence (Trap #18)18:45 Ignoring your own biases (Trap #19)19:50 Denying your own blind spots (Trap #20)22:30 Fundamental principle of Management “Help me, help you”___You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher.  For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, our sincere request is that you share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

In this episode, Diversity Coach, Dr. Rodgers, introduces the 20 behavioral traps that he’s observed in managers.SHOW NOTES1:40 Where Dr. Rodgers direct experience with observing the mistakes of managers3:15 Dr. Rodgers’ friend/colleague, Dr. Marshall Goldsmith’s list “20 Fat flaws of Successful Executives”4:10 Trap #1: Limiting your inner circle (You need a diverse inner circle)6:00 Trap #2: Believing that you know who diverse people are8:15 Trap #3: Making up others’ story10:00 Trap #4: Assuming you know what other’s want11:30 Trap #5: Assigning motives to other people’s behavior12:00 Marcus Buckingham’s tip for avoiding the 5th trap14:30 Trap #6: Neglecting corporate culture in favor of ethnic culture19:00 Trap #7: Perpetuating kind20:45 Trap #8: Undermanagement and overleading23:00 A reminder about leadership vs. management24:50 Are there managers that should be leaders and vice versa?26:30 Trap #9: Clumsy communications28:20 Trap #10: Acting naturally29:20 Dr. Rodgers’ tip for avoiding trap #10.___You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher. For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, our sincere request is that you share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

SHOW NOTESIn this episode, author, speaker, and leading diversity expert, Dr. Rodgers, discusses why Diversity & Inclusion efforts are not sustainable.1:15 Why Dr. Rodgers says Diversity & Inclusion is not sustainable2:00 Dr. Rodgers’ view on business cycles and business principles3:29 A reminder of the fundamentals of business and organizational management4:20 What Dr. Rodgers’ studies confirmed of diversity management outcomes5:00 Why Team-wide performance is more effective than Firm-wide performance6:00 Who Dr. Rodgers interviewed for diversity management research7:30 A review of the industry and trends of diversity9:00 The tendency of CEOs to be politically correct with diversity10:30 The problem of sustainability with D&I is lack of foundation11:30 The competitive advantage of diversity management is better outcomes12:30 A controversial statement by Dr. Rodgers13:15 What recruiters should ask themselves about their organization14:15 How Diversity & Inclusion is a productivity drain18:00 The main results Dr. Rodgers has seen with his clients who practice diversity management21:30 An example of a client managing diversity on a team-level23:15 A case study on Apple’s product: an example of not managing diversity25:40 Another example of Dr. Rodgers’ client managing diversity28:15 Focus on right outcomes vs. Improving diversity representation30:20 Sustaining diversity requires it to be in service of business objectives____You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher. For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, please share on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

In this episode, Dr. Rodgers, President of The Diversity Coach, discusses the major differences between the field of study of Diversity & Inclusion and the emerging discipline of Diversity Management.SHOWNOTES1:00 Dr. Rodgers’ purpose behind this podcast1:45 The Story behind Dr. Rodgers’ invitation for a TEDTalk and why he didn’t give it2:00 The key differences between Diversity Management and Diversity & Inclusion4:50 Diversity Management is a strategy and a capability; D&I is an practice.5:45 Diversity Management’s intent is to improve business performance.6:15 Diversity is a social issue; Diversity Management is a business issue.7:20 D&I poses artificial fixes; Diversity Management is a natural business process.8:15 D&I is a field of study; Diversity Management is an emerging discipline.9:30 Diversity produces better reputation; Diversity Management produces better results.10:00 Diversity has a different focus per company; Diversity Management is the same everywhere.12:00 Looking good vs being good with Diversity13:45 Nietzsche Quote “…forgetting what we were trying to do in the first place.”14:45 “Doors that never yield to entreaty will yield to necessity.”15:30 Why it’s hard to get traction with Diversity Management for business performance15:50 How Dr. Scott Page’s research on Diversity lends credibility to Diversity Management18:00 A Quick Review of Different Productivity Movements18:30 Diversity Management’s brief history reel and its importance today ____You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher. For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, our sincere request is that you share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

In this episode, Dr. James Rodgers, author, speaker, and expert consultant, tells the story of the two words that triggered his career path within Diversity Management.2:00 Why Your Company Should Avoid Being on “The List”2:20 What “Lists” that Large Organizations Should Avoid Being on3:45 The Two Words that caused Dr. Rodgers to Rethink his work4:15 How those Two Words affected Dr. Rodgers5:15 The Rhetoric Trap of Diversity6:15 Why Rhetoric over Results is common in Diversity Management & other initiatives8:15 Rhetoric examples about Diversity9:30 Aspirational statements of Diversity Management10:30 The Reluctance of Executives with Diversity Management12:30 The Four R’s – How Many Diversity Practitioners are Approaching Diversity13:00 Recruitment of Diverse Candidates13:55 Retention of Diverse Candidates15:10 Representation of Diverse Candidates16:25 Reputation of Diversity friendly18:30 Why Diversity Officers work to get on lists19:30 What Dr. Rodgers promotes in Diversity Management20:45 How Dr. Rodgers’ unique background translates well for Diversity Management initiatives____You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher. For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, please share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.

In this episode, Dr. James Rodgers, President of The Diversity Coach and Author of Managing Differently: Getting 100% from 100% of your People 100% of the Time, discusses the history of the Diversity Management Movement – it’s leaders, contributors, and what’s currently being done in the diversity and inclusion space.SHOW NOTES1:10 Why the History of Diversity Management is important1:40 What Preceded Diversity Management2:10 When True Diversity Management work began and Dr. Roosevelt Thomas2:55 Hudson Institute’s Study prediction on workforce 2000 & non-traditional people3:45 Traditional vs Non-Traditional workers4:45 Dr. Rodgers’ Observation of Hudson Institute’s Predictions for 2000 and 20205:50 Dr. Thomas’ Approach to Management, A Response to Diversity Predictions7:00 Why Diversity is not an option, but something we must learn to manage7:30 The Original Definition of Managing Diversity by Dr. Thomas’ Institute8:15 “Managing the Mix” – what it is and what it’s not9:00 Dr. Roosevelt Thomas’ Impact in Diversity Management10:00 Is Dr. Thomas “rolling in his grave”?12:00 Dr. Rodgers’ personal experience of managing a diverse team14:00 What’s happening in the D&I Space?17:00 Dr. Rodgers’ belief as to why D&I has difficulty with socially focused work17:30 Why Dr. Thomas’ work got the attention of major companies18:00 Early players in the movement (Elsie Cross, Jeff Howard, Merlin Pope)20:00 How the Diversity Management Movement lost its luster (The Four R’s)21:00 Diversity Management’s original intention and the Fifth “R”22:00 How to get the Diversity Management Movement on track23:00 Classic Example of Using Diversity, A.G. Lafley (The Game Changer)25:00 Diversity Practitioners must be Results-oriented___You can find this podcast episode, and many more, by subscribing to the Diversity + Management = Performance: Conversations with Dr. Rodgers podcast show on all major podcast directories including iTunes, Google Play, Spotify, and Stitcher. For a deeper dive into this topic, book Dr. Rodgers for speaking, consulting, or coaching services at jora@thediversitycoach.com or at (770) 331-3246.  If you found this podcast beneficial to you, please share it on LinkedIn, Facebook, on other social media platforms, or via email.   See acast.com/privacy for privacy and opt-out information.