About me

Dr. James O. Rodgers was recently elected to be a Fellow of the Institute of Management Consultants (IMC-USA). The Fellow of the Institute is the highest honor awarded in the management consulting profession. Jim has been called a “keen observer of business from many perspectives” and is acknowledged by his colleagues as the leading strategist in the field of diversity management. Jim is the author of the groundbreaking book Managing Differently: Getting 100% from 100% of your people 100% of the time which changed the conversation about diversity and has been adopted as source material for a number of major MBA programs including Kellogg School of Management. His second book, Epiphany: Finding Truth without Losing Faith is designed to change the conversation about religious diversity.

James is an engineer(a B.S.E.E. in Electrical Engineering from Howard University),a business strategist (an M.B.A. in Management from the University of Alabama at Birmingham), and a scholar (Ph.D. in Management from Walden University). He was a Guest Facilitator for Georgia State University’s Leadership and Strategy M.B.A. course, and designed and presented Executive Management courses at Cornell University and Kellogg School of Management.

James Achievements

Credentials That Speak for Themselves - With decades of experience, global recognition, and groundbreaking publications, Dr. James O. Rodgers brings proven leadership and deep expertise to every engagement. These numbers reflect a career built on impact, insight, and influence.

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Empowering Leaders -Inspiring Change.

True leadership isn’t just about influence — it’s about transformation. James helps leaders uncover their purpose and create lasting change from within.

Our Mission

To equip purpose-driven leaders with the mindset and tools they need to lead effectively, inclusively, and with lasting impact.

Our Vision

A world where inclusive leadership drives innovation, unity, and human flourishing—in organizations and beyond.

What Are People Saying

“I was very impressed with Managing Differently. I found it to be a very practical approach for better management. As the book said, managing differently is about managing all people… “

“Jim Rodgers is a key observer of business principles from many different vantage points and in Managing Differently, he offers hope as well as practical guidance for today’s managers – a beleaguered group for certain. Clearly, every current manager and every would-be manager should take to heart the lessons Jim Rodgers shares in Managing Differently – it’s truly today’s 100% imperative.”

“As our workforce becomes increasingly diverse, in so many ways, it is essential for professional managers to include diversity in their tool kits. In the years ahead, we will be managing differently than we have in the past. This well organized and carefully written book will equip managers with the insights they need to succeed.”

“Effectively managing the diversity of our emerging workforce is a business imperative for success for every corporation in the world. Having the benefit of Jim Rodgers’ expertise personally and for the leaders of our company, I strongly endorse the concepts he shares in Managing Differently.”

“Jim Rodgers has done an excellent job in stating in simple understandable terms the true meaning of diversity. Managing Differently is easy to read and understand. It places responsibility on the manager. The role a manager plays in the understanding of diversity is very critical.”

"Managing Differently is a must read for all "People's leaders" in an organization. Getting 100% productivity from 100% of the people 100% of the time is doable when we follow the steps that Jim Rodgers lines up in his book."

“The authors have created a handbook for leaders to be used in an ever changing and diverse workplace. The book begins with the notion that diversity initiatives should focus on managers and their leadership capabilities. This very practical approach to leadership makes it possible to improve communications within an organization as well as improve performance that impacts the bottom line. This book drives home the point that everyone in the organization wants to feel valued and that the manager's responsibility is to create the environment for total employee engagement. Many of the concepts are basic and fundamental to success. What's the catch? We don't always remember to practice them. Managing Differently is the reminder we need to propel us to greater interaction with our people, which leads to greater productivity and bottom line results. I have provided this book to my direct reports and would suggest that other leaders do the same.”

“…Atlantan James O. Rodgers makes the case for Managing Differently. For best leadership practices, especially when working with issues of diversity (as he does) treats each person as the unique individual he or she is. That means talking with each individual to discover how he or she wants to be managed. Each person, writes Rodgers, knows how he or she wants to be treated. If I want to know I have to ask. Simple, yet profound. If only our board chairs – once they have replaced the CEO-acting-as-chair – took some of Rodgers’ sound advice and led their boards with more vigor and sensitivity, then perhaps the corporate world wouldn’t be so easily perceived as self-serving gangs. Managing Differently offers us good advice, whether dealing with issues of diversity or board leadership. … And Managing Differently gives us the best philosophy of all - sensitivity to the individual. If that’s not a formula for improving the situation, I’ll forfeit my stock options!”

“Dear Jim: Thank you for your wonderful presentation to the Major Facilities Group! All involved enjoyed the presentation and stated that ‘you opened their eyes’ to many new ways to view things. Your contribution to the conference was very valuable.”

“It was a good broadcast today. The evaluations show it was very well received. Good information, good presenter, and very timely.

“I think we set a new record for participation at today's broadcast -- 35. And they were pretty evenly distributed between Birmingham and Montgomery, which is also great. Dave Self, our VP-HR, facilitated a discussion (we teleconference in the Montgomery group) afterwards on Jim's comments, and it was great. He finally had to cut it off after an hour. Mike Warren was present for the telecast and a constant contributor to the discussion. I thought Jim did a great job ...”

“Jim, your CTN broadcast presentation created a lot of discussion within our organization. Your message about the primary role of the supervisor is to develop employees is one that we can identify with and support. Thanks again for your great presentation.”

“Organizations around the world constantly seek advice, tools, and techniques to help them create and sustain a diverse, equitable, and inclusive work environment. This book will guide organizational leaders and workplace learning professionals. It offers practical advice from Dr. Jim Rodgers, the "Diversity Coach", and presents powerful business rationale to help leaders sell the concept of effective diversity training to their organizations. I will recommend this book to all my clients!

“I first heard of the concept of managing diversity as competitive advantage from Jim Rodgers whom I retained as a diversity consultant at The Coca-Cola Company. Both Jim and his long-time mentor Dr. Roosevelt Thomas were pioneering experts in corporate diversity and guided our senior management team through some turbulent times. Corporate giants like Coca-Cola were just beginning to learn the competencies required to successfully manage a diverse workforce. In his new book, Jim provides wisdom that results-driven organizations should heed. Read this book. Follow his advice.”

“Jim Rodgers is one of best strategic thinkers in the game today. He practically invented the contemporary concept of "Diversity Management”. There is a great deal of confusion and misunderstanding in the DEI (Diversity, Equity & Inclusion) space. Jim is the rare leader who actually knows how to drive DEI results. This book explains his philosophy and approach. I give it my highest recommendation.”

“Jim Rodgers is widely recognized as the “Diversity Coach.” His work for over 25 years has elevated the strategic and practical elements of diversity that bring the right focus to diversity training. Jim has focused on results, not just talk and non-productive activities. This book speaks to his knowledge, experience, and commitment to work in the diversity space that move organizations forward. His specific, detailed, and practical lessons will help achieve meaningful and measurable results.”

“Any leader seeking effective DEI training needs to think strategically about why it matters and how it will happen. Drawing on decades of hands-on corporate experience, Rodgers, and Kangas address both the ‘why’ and the ‘how.’ Whether you are a consumer or producer of DEI training, this useful guide is worth reading!”

“Since diversity emerged as an area of focus, diversity training has become a perfunctory outcome for many organizations - a 'check the box' activity. Jim and Laura remind us that diversity training is the vehicle that allows us to achieve the potential of DEI. By creating a space for human connections to be reaffirmed; by developing skills to navigate the tensions that differences can engender; and by actively seeking commonalities, we learn how to be inclusive. Jim and Laura provide a roadmap to acquire these learned behaviors that strengthen employees, increase their sense of belonging, and improve organizations.”

Jim Rodgers is a longtime friend and colleague. We have worked on many high-impact projects together. I always appreciate his ability to clarify and simplify complex matter and to distill them down to their essence. Diversity is certainly a complex and challenging issue. In this book, Jim shows us how to distill it down to its essence and develop an achievable path forward.

Jim Rodgers has been an invaluable executive coach and DEI advisor for me and my team. When we wanted to include DEI as part of our growth strategy. Jim let us know we had a lot more to learn to make that work. We had questions. He had answers. This book provides a lot of those answers. I recommend it to all executives who want to avoid mistakes and insure progress.

“I was very impressed with Managing Differently. I found it to be a very practical approach for better management. As the book said, managing differently is about managing all people… “

“It was a good broadcast today. The evaluations show it was very well received. Good information, good presenter, and very timely.

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James Podcasts

Diversity + Management = Performance Podcast
I’ve had the chance to sit down with some incredible people to talk about leadership, inclusion, and the real stories behind the work. Have a listen — I think you’ll find something that sticks.

Two Words That Changed My Approach to Diversity Management

Diversity fuels innovation, but it’s effective management that turns that potential into measurable performance.

Strong leadership that values and manages diversity creates a culture where performance doesn’t just meet expectations—it exceeds them.

20 Behavioral Traps of Managers

Check out how first 10 subtle yet critical behavioral traps that derail even the most well-meaning managers. From micromanagement to avoidance, this part-one guide sheds light on the habits that hinder leadership success—and how to break free from them.

Frequently Asked questions

Got questions? Here are some honest answers to the things people ask me most often.

How long does the coaching process take?

The coaching process varies based on your goals, but most clients start seeing real progress within a few sessions. We can go at a pace that works for you.

What if I wanted to end my coaching engagement?

No problem at all — you can end the coaching anytime. Just let me know, and we’ll wrap things up professionally, no hard feelings.

Can I change through coaching?

Absolutely. Coaching doesn’t change who you are — it helps you become more of who you’re meant to be, with clarity, confidence, and direction.

How often do we meet?

We usually meet once a week or every other week — whatever fits best with your schedule and goals.

What payment methods are available?

I accept major credit cards, bank transfers, and online payment platforms — whichever is easiest for you.

I really like what you offer but I'm not sure if it's good for me

That’s totally okay — coaching isn’t one-size-fits-all. Let’s have a quick, no-pressure chat to see if it feels like the right fit for you.

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