Dr. James O. Rodgers, who bills himself as the “Diversity Coach,” has listened to a dozen of news shows talking about the dismal state of so-called diversity in NFL leadership.
He says the stats have led to “righteous indignation,” which is “palpable.”
What people don’t seem to explore is why do they see the stats as disappointing and what is the source of those disappointing stats, according to Rodgers, who has coached senior executives, both white and black, over the last 30 years.
“(S)uccess in organizational life is about more than skills, capabilities, and performance,” said Rodgers. “In fact, performance is the least predictive element of upward mobility. More important are the relationship elements, how you are viewed by decision-makers, and do those decision-makers know you, like you, and trust you. It surprises some people to learn that those elements are also manageable. It is easy to look at stats and declare ‘oh, ain’t it awful.’ It is easy to assume that the problem can be fixed if only the people in power would agree to ‘give’ those good jobs to a broader range of people. With a little more thought I believe we can uncover the real source of the imbalance. After all, it is not in the best interest of CEOs or owners to have lesser qualified people in key positions.”
So, the issue is what constitutes qualified for top-level positions?
Dr. Rodgers pointed to a recent Sunday morning news show, which displayed stats that on their face looked damning and disturbing. But, among the stats was the percentage of existing head coaches who have family ties to NFL coaches, managers, and owners, according to Dr. Rodgers.
“That number was surprisingly high, which gives a hint about why this is the current situation. It is not just the most successful assistant coaches who are candidates for head coaching jobs. The owners and general managers exercise their right to select head coaches that are ‘low risk’ selections. Not only must they be sure they can do the job. They also need to know that they will ‘fit’ in the inner circle of the game’s management. They need to know the man, his family, his lifestyle, his core beliefs, his philosophy of life, his trustworthiness, and his willingness to support the principles that sustain the business of the game.
“I wrote a similar article in 2021 about why there are so few Black CEOs. In it, I observed that a major misstep that Black senior executive candidates make is their reluctance to hang out with white people (especially those who have influence and decision-making power) away from the job. Since then, I have taken on a role as Director of an Executive Academy, in which I alert Black executives about the rules of the game. If Black coaches really want to break through, they need to be deliberate in allowing others to get to know them, not just their coaching record. They need to know that the final selection will not be made based on how well they interview. It will be based on how many sponsors step up to vouch for them when the doors are closed.”
Rodgers added that he believes that people can either continue to decry the decisions of NFL owners (they are rich enough to withstand the heat) or, people can look at both sides of the issue and address those things that Black coaches can actually control. “Let’s move past dependence on the grievance. Instead, let people get to know you and help others to get known,” concludes Rodgers.
