DEI Forum Series: Conversation with Jeff Rogers

Join us for a discussion lead by Executive & Leadership Coach, Jeff Rogers, where we will explore trends and challenges in leading DEI efforts in today's world.

There is an enormous problem in our culture’s implicit model of change: we operate under the assumption that when there is a challenge or deficit in our organization, if we just knew everything about a problem, the solution would reveal itself. Worse, we continually operate as if that were true, even though very few problems are ever solved that way. This is
like studying drowning to learn how to swim. 

In our daily life, we operate quite differently: when we get a flat tire, we break out the spare, or we call for a tow, or we slowly drive to a service station in the right lane with our hazard lights flashing---but we never retrace the road for miles, agonizing over what caused the flat. If we’re cooking and a sauce is bland, we don’t start examining the tablespoon for accuracy---we add a little sugar, a little salt, and taste again. Better? Done? A little more? Because in those instances, we aren’t concerned about blame, or theory, or hypothetical future instances. We’re focused on the goals, and we want to be mobile, or to have a great meal. 

That’s the methodology that I apply when helping a group drive towards diversity, equity and inclusion.

This is all done in a way that’s compelling and optimistic, because human beings are…human, and are far more successful when they enjoy what they’re doing, and believe in it. Nothing is ever a lecture. Everything is a discussion, an exploration, an interactive guided tour shaped by the participants. Everything is customized, nothing is prescriptive, and everything is
transformational, not transactional. This is the same reason I don’t write in academese: the most essential foundation for a constructive relationship is shared understanding, and anything that obscures that is counterproductive. So why obfuscate? I’m speaking directly to you. And it’s more powerful. Every aspect of my collaboration is the same way.

There’s an African proverb: “To go fast, go alone. To go far? Go together.” The solution is the destination, but you will rarely get there alone. That’s why changing together is so difficult, and why it’s absolutely essential.

Jeff Rogers

Executive/Leadership Coach

Jeff is an Executive/Leadership Coach and Facilitator who has been training, coaching, and facilitating for over 10 years in Greater Boston. He specializes in the Solution-Focused Method, Radical Candor, and in working with “low-trust, high-heterogeneity” groups---people that are not necessarily predisposed to agree. Genuine transformation is hard work, so Jeff uses humor, unconventional examples and a strong emphasis on interactivity and experiential learning to make sure that everyone feels engaged and connected.

 

Jeff started his career in behavioral health, designing and running the training department for the largest black Community Service Agency in Massachusetts, Children’s Services of Roxbury. Since then, he has worked with both local and international organizations on issues like diversity, equity and inclusion, mission alignment, strategic planning, and conflict resolution. He runs YW’s LeadBoston program, GenUnity’s cohort, teaches Nonprofit Leadership and Community Engagement at the Harvard Extension School, coached MBA students at the Harvard Business School’s Interpersonal Skills Development Lab, coaches executives nationally for Root Cause, and is one of the recommended Executive Coaches for the Barr Foundation’s Fellowship.

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DEI Forum Series: Conversation with Jeff Rogers
06/02/2021 at 9:00 AM (EDT)  |  60 minutes
06/02/2021 at 9:00 AM (EDT)  |  60 minutes There is an enormous problem in our culture’s implicit model of change: we operate under the assumption that when there is a challenge or deficit in our organization, if we just knew everything about a problem, the solution would reveal itself. Worse, we continually operate as if that were true, even though very few problems are ever solved that way. This is like studying drowning to learn how to swim. In our daily life, we operate quite differently: when we get a flat tire, we break out the spare, or we call for a tow, or we slowly drive to a service station in the right lane with our hazard lights flashing---but we never retrace the road for miles, agonizing over what caused the flat. If we’re cooking and a sauce is bland, we don’t start examining the tablespoon for accuracy---we add a little sugar, a little salt, and taste again. Better? Done? A little more? Because in those instances, we aren’t concerned about blame, or theory, or hypothetical future instances. We’re focused on the goals, and we want to be mobile, or to have a great meal. That’s the methodology that I apply when helping a group drive towards diversity, equity and inclusion. This is all done in a way that’s compelling and optimistic, because human beings are…human, and are far more successful when they enjoy what they’re doing, and believe in it. Nothing is ever a lecture. Everything is a discussion, an exploration, an interactive guided tour shaped by the participants. Everything is customized, nothing is prescriptive, and everything is transformational, not transactional. This is the same reason I don’t write in academese: the most essential foundation for a constructive relationship is shared understanding, and anything that obscures that is counterproductive. So why obfuscate? I’m speaking directly to you. And it’s more powerful. Every aspect of my collaboration is the same way. There’s an African proverb: “To go fast, go alone. To go far? Go together.” The solution is the destination, but you will rarely get there alone. That’s why changing together is so difficult, and why it’s absolutely essential.
DEI Forum - 6/2/2021 Survey
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Live Viewing: 1.00 SHRM credit and certificate available