Dr. Rosalind Cohen | SpeakerHub

Personal Details

Bio

I am Roz Cohen, Ph.D., an Inclusion Strategist and Thought Partner passionately committed to building radically connected cultures. With over two decades of experience in the HR field, I have developed a wealth of knowledge through my diverse roles in esteemed organizations and my academic research endeavors. As the founder of Socius Strategies, a San Francisco-based inclusion and strategy practice, I specialize in creating cultures of inclusion, connection, and belonging. My dissertation from the Leadership and Change Ph.D. program at Antioch University focuses on the impact of inclusive leadership on employee engagement and organizational success, which informs my practical approach with clients—blending research-backed insights with a touch of humor.

In addition to fostering inclusion and belonging, I provide external HR support, helping organizations align their culture with their operations. I am also a public speaker, sharing the importance of creating connected cultures wherever I go. My work is about bringing realness and radical connection to the forefront, believing in the transformative power of vulnerability, acceptance, and relationships rooted in courage. As a board member, mom of two hilarious teens, foodie, and travel enthusiast, I bring a well-rounded perspective to everything I do, aiming to change the world one connection at a time.

Current position (1)

CEO/Founder

Socius Strategies

Degrees (1)

Ph.D - Leadership and Change

Antioch University

2017 to 2022

Presentations

Presentations (3)

Radical Connectivity: How to Build Cultures of Inclusion & Belonging

Imagine a place where everyone felt valued in their roles at work.
It was a place where they were engaged in the work they were hired to do. It was a place that encouraged connection between the work and their colleagues, so much so that they gave more than was required. It was a place where people were a part of a culture that focused on the success of the individual and the organization. It was a place where they belonged.

Increased employee engagement, enhanced innovation and creativity, improved employee well-being, and increased diversity and inclusion are just some outcomes associated with cultures of inclusion, belonging, and connection. Yet, few organizations know how to actually create these cultures.

This keynote balances research, real-life experiences, and personal anecdotes that ground the importance of inclusive leadership and connected work cultures. You’ll also walk away with practical and actionable strategies o begin your journey to creating a culture of belonging.

Unlocking Engagement: Hiring Talent and Training Leaders for a Connected Culture

Let’s face it – organizational success hinges on cultivating a purpose-driven culture. But actually creating that culture is much easier said than done, especially since you can’t control the internal motivations of employees.

Sounds pretty straightforward, right? But getting everyone on the same page, especially when it comes to what motivates us deep down, isn’t easy. We’re talking about crafting a culture where every person feels like they’re part of something bigger, something meaningful. This is no small feat because you can’t just flick a switch and change someone’s motivation or internal drive.

In this keynote, DR. Roz unpacks the Talent Acquisition Model for Employee Engagement (aka TAMEE). She illuminates the critical link between a robust talent acquisition model and organizational success, emphasizing the importance of focusing on recruitment efforts alongside management and retention strategies.

Creating a Culture of Inclusion, Belonging, and Connection

In this customizable manager training, Dr. Roz provides a 90 minute session on the following topics;
Fostering a Culture of Accountability
Providing effective feedback
Empowerment in Action: Mastering the Art of Delegation
Respectful Communication
Dealing with Microaggressions
Fostering Tolerance in the Face of Intolerance
Creating a culture of Belonging
Team Trust: Not a “trust fall”