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 Management

5:00 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 dynamic

15:30 “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 everybody

20:30 Summary of the Belief System Model

22:00 The majority of people in a manager role are like this

23:15 Are people naturally wired to want the best out of their colleagues?

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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 [email protected] or at (770) 331-3246.  

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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 NOTES

1:15 Failure to provide preferential treatment (Trap #11)

1:45 What preferential treatment means, incentives, and relationship building

4:30 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”

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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 [email protected] or at (770) 331-3246.  

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In this episode, Diversity Coach, Dr. Rodgers, introduces the 20 behavioral traps that he’s observed in managers.

SHOW NOTES

1:40 Where Dr. Rodgers direct experience with observing the mistakes of managers

3:15 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 are

8:15 Trap #3: Making up others’ story

10:00 Trap #4: Assuming you know what other’s want

11:30 Trap #5: Assigning motives to other people’s behavior

12:00 Marcus Buckingham’s tip for avoiding the 5th trap

14:30 Trap #6: Neglecting corporate culture in favor of ethnic culture

19:00 Trap #7: Perpetuating kind

20:45 Trap #8: Undermanagement and overleading

23:00 A reminder about leadership vs. management

24:50 Are there managers that should be leaders and vice versa?

26:30 Trap #9: Clumsy communications

28:20 Trap #10: Acting naturally

29:20 Dr. Rodgers’ tip for avoiding trap #10.

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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 [email protected] 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.  

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SHOW NOTES

In 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 sustainable

2:00 Dr. Rodgers’ view on business cycles and business principles

3:29 A reminder of the fundamentals of business and organizational management

4:20 What Dr. Rodgers’ studies confirmed of diversity management outcomes

5:00 Why Team-wide performance is more effective than Firm-wide performance

6:00 Who Dr. Rodgers interviewed for diversity management research

7:30 A review of the industry and trends of diversity

9:00 The tendency of CEOs to be politically correct with diversity

10:30 The problem of sustainability with D&I is lack of foundation

11:30 The competitive advantage of diversity management is better outcomes

12:30 A controversial statement by Dr. Rodgers

13:15 What recruiters should ask themselves about their organization

14:15 How Diversity & Inclusion is a productivity drain

18:00 The main results Dr. Rodgers has seen with his clients who practice diversity management

21:30 An example of a client managing diversity on a team-level

23:15 A case study on Apple’s product: an example of not managing diversity

25:40 Another example of Dr. Rodgers’ client managing diversity

28:15 Focus on right outcomes vs. Improving diversity representation

30:20 Sustaining diversity requires it to be in service of business objectives

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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 [email protected] or at (770) 331-3246. 

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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.

SHOWNOTES

1:00 Dr. Rodgers’ purpose behind this podcast

1:45 The Story behind Dr. Rodgers’ invitation for a TEDTalk and why he didn’t give it

2:00 The key differences between Diversity Management and Diversity & Inclusion

4:50 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 Diversity

13:45 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 performance

15:50 How Dr. Scott Page’s research on Diversity lends credibility to Diversity Management

18:00 A Quick Review of Different Productivity Movements

18:30 Diversity Management’s brief history reel and its importance today 

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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 [email protected] 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.  

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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 on

3:45 The Two Words that caused Dr. Rodgers to Rethink his work

4:15 How those Two Words affected Dr. Rodgers

5:15 The Rhetoric Trap of Diversity

6:15 Why Rhetoric over Results is common in Diversity Management & other initiatives

8:15 Rhetoric examples about Diversity

9:30 Aspirational statements of Diversity Management

10:30 The Reluctance of Executives with Diversity Management

12:30 The Four R’s – How Many Diversity Practitioners are Approaching Diversity

13:00 Recruitment of Diverse Candidates

13:55 Retention of Diverse Candidates

15:10 Representation of Diverse Candidates

16:25 Reputation of Diversity friendly

18:30 Why Diversity Officers work to get on lists

19:30 What Dr. Rodgers promotes in Diversity Management

20:45 How Dr. Rodgers’ unique background translates well for Diversity Management initiatives

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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 [email protected] or at (770) 331-3246.  

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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 NOTES

1:10 Why the History of Diversity Management is important

1:40 What Preceded Diversity Management

2:10 When True Diversity Management work began and Dr. Roosevelt Thomas

2:55 Hudson Institute’s Study prediction on workforce 2000 & non-traditional people

3:45 Traditional vs Non-Traditional workers

4:45 Dr. Rodgers’ Observation of Hudson Institute’s Predictions for 2000 and 2020

5:50 Dr. Thomas’ Approach to Management, A Response to Diversity Predictions

7:00 Why Diversity is not an option, but something we must learn to manage

7:30 The Original Definition of Managing Diversity by Dr. Thomas’ Institute

8:15 “Managing the Mix” – what it is and what it’s not

9:00 Dr. Roosevelt Thomas’ Impact in Diversity Management

10:00 Is Dr. Thomas “rolling in his grave”?

12:00 Dr. Rodgers’ personal experience of managing a diverse team

14:00 What’s happening in the D&I Space?

17:00 Dr. Rodgers’ belief as to why D&I has difficulty with socially focused work

17:30 Why Dr. Thomas’ work got the attention of major companies

18:00 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 track

23:00 Classic Example of Using Diversity, A.G. Lafley (The Game Changer)

25:00 Diversity Practitioners must be Results-oriented

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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 [email protected] 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.