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  3. Dr. David S. Cohen
Dr. David S. Cohen's picture

Dr. David S. Cohen

Ed.D.
Principle Consultant
DS Cohen & Associates
Country or state 
Canada (Ontario)
Available to 
North America
City 
Toronto
Fee 
Ask for pricing
Languages 
English
Volunteer
Yes
Timezone 
America/New_York

Personal Details

Bio

I focus on the intersection of values, vision, purpose, leadership, and people. I am a disruptor and contrarian consultant focused on accelerating companies by ensuring they are as great as the people inside them. I'm recognized as a global thought leader on organizational culture, executive consultant, teacher, and author. I frequently speak at global and industry conferences and am quoted in the business press around the world. My work has taken me to five continents working with all levels of government, not-for-profit and for-profit organizations. I have published two books, and my third on identifying authentic company values and hiring for fit-to values will be released by the end of 2023. I am a Marshall Goldsmith 100 Coaches member recognized by the Global Gurus Top 30 in organizational culture. I am a husband, father, and grandfather trying to improve the world.

Current position (1)

Principle Consultant

DS Cohen & Associates

Achievements (2)
The Global Gurus Top 30

Recognized two years in a row for thought leadership in organized culture. 2021 and 2022

Marshall Goldsmith 100Coaches

A member since 2019

Degrees (1)
Ed.D. Organizational Behaviour Education
Boston University
1975 to 1980

Presentations

Presentations (4)
How to Identify Your HiPos for What They Can Do, Not for What They Have Done

What Got Them to This Point Might Not Be What Gets Them To Where You Want Them to Be!

Without objectivity, data used to identify high-potential employees is challenging. And when your high-potential employees go unrecognized, your business loses credibility on many levels. To ensure your HiPo identification process is meaningful for your organization, you must first have the criteria defining a HiPo person coupled with the discipline of managers ensuring they follow a rigorous and fact-based process.

If not, you risk creating a by-product of employees feeling PoPo – Pissed Off and Passed Over.
Too often, organizations have built their talent management and development in independent silos. Succession planning is most successful when organizations identify high-potential future leaders more fact.

Culture is the New Strategic Advantage

It is a well-documented fact that when employees align with the company’s values, a new strategic advantage is realized. To gain the strategic advantage through your people means executive leaders must lead by example and celebrate the values while holding those who don’t live the values accountable.
The workplace as we know it is in the process of radical change. People have more work options than ever before. Individuals are finding, post-pandemic, that their priorities have changed. They wish to work in a place that goes beyond just getting a paycheck. Employees need two critical elements to be happy and engaged: alignment with the company values and the ability to work in a place that gives meaning to their lives.
Discover
- Your authentic culture
- Why culture change fails over 85% of the time
- Discover how to learn your 'corporate legends."
- How to identify our corporate artifacts to know your authentic culture

Selecting the Best Hire Right the First Time

This session contains new content that is part of my new book “Selecting the Best,” to be released in late 2023.

Once line managers master the content, they can never again blame recruiters or human resources for making a bad hire.

Why do hiring managers fail? Often, they conduct interviews without any training. They try to recall what they perceived as the best interview question they were asked and attempt to replicate them. Hiring managers focus on skills and experience and avoid questions about cultural fit. After hiring the person, they wonder why the new hire is unsuccessful.

The session will take you through the critical aspects of defining what the manager needs to conduct a meaningful interview. The session is fast-paced. The impact is hiring for retention, faster time to productivity and reduced training costs. We cover remote hiring issues.

Are Your Articulated Values Your Authentic Values?

Leadership & employees must have a mutual understanding of the company’s values & the behaviours that define the values must reflect the company’s authentic behaviours. If not, the employees will not know what is expected. The key to psychological safety is predictability. Employees know it is a great workplace when they own and live the values.

The combination of values alignment and working towards a purpose answer the why. The result is well documented that companies meeting these significant criteria result in higher retention and outstanding financial results.

How do you build a shared understanding of their values?
How can you build a shared understanding of the values (it is not posters, Post It notes)?
What is the impact of stating your values but not living them?

You will be prepared to explain the connection between employees aligned with the values and successful execution.

Workshops (1)
Leadership is not just for leaders – it is a team effort and a contact sport.
2 hours
(View workshop agenda)

Top companies understand that commitment is much easier to achieve by granting people autonomy. The obstacle is that leaders don’t always understand that by giving up ‘control,’ they gain better results, commitment, engagement, and long-term profitability.

Past talks (6)
Culture Rejuvenation: A Corporate Journey of Back to the Future
SHRM23
Las Vegas
June 13, 2023
Keynote: Future of HR: How are HR leaders bracing the change? What are the next steps to Rebuilding HR for the future? 5 ways to redesign your organization to be more resilient. Recipes to success: the future Workforce.
9th Annual GOV HR Summit
Dubai UAE
Shaping the Future of Employee Experiences and Re-imagining Employee Engagement
the ATD & HRPA Micro-Conference: Preparing for the Future
Virtual
April 22, 2022
Working Smart Why Strategy Must Align to the Culture
The Jamaica Employers Federation Congress Convention 2023
Virtual Kingston JA
May 8, 2023
The Impact of COVID on How Firms Do Business & Plan for Succession
The Jamaica Employers Federation Congress Convention 2023
Virtual Kingston, JA
May 9, 2023
Culture As the New Strategic Advantage
AHRLC-CANADA African HR Leaders: DRIVING ORGANIZATIONAL INNOVATION THROUGH STRATEGIC HR MANAGEMENT: THE CANADIAN EXPERIENCE
Toronto
October 3, 2023
  • All (7)
  • Videos (4)
  • Photos (3)
Rhett Power with David S. Cohen, PhD on Power Lunch Live
GRACE under pressure: John Baldoni with David S. Cohen, Ed.D.
David Cohen on Leaders LIVING Their Values
| Elliott Scott HR
CHRO Leadership Summit, Dubai October 2021
CHRO Leadership Summit, Dubai October 2021
SHRM19 Pre-Conference on EX
SHRM19 Pre-Conference on EX
HRSE Summit Dubai
HRSE Summit Dubai
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Books & Articles (3)

Inside the Box: Leading with Corporate Values to Drive Business Success
Jossey=Bass an Imprint of Wiley,
2006
The Talent Edge: A Behavioral Approach to Hiring, Developing, and Keeping Top Performers
Wioley,
2001
Selecting the Best: Hiring for Fit to Values
Rock's Mills Press
0

Expertise (33)

Education
Leadership
Business
Business Ethics Building company culture Business Culture behavioral interviewing Interviewing the right way 360 Degree Feedback Programs Giving Feedback Business succession Business Succession Planning Business Performance Management Employee Onboarding 360 Degree Leadership Authentic Leadership Acquiring and Retaining Your Top Talent Hiring Top Talent Creating Strong Future Talent Pipelines Human Resources and Talent Talent Management Talent Engagement employee culture employee retention Employee Excellence Setting Your High Potentials Up For Success Business Values Corporate Values core values Building Purpose Behind Your Organization International Organizations organization culture organizational behavior

Clients

Michelin, Starbucks, University of Notre Dame, Mass General Hospital, Air Canada, HSL Constructors, CBC, Citibank, TMX, Scotiabank, Scotiabank Jamaica, Lloyds Bank, HEICO, CCPolymers, HMV, Islamic Development Bank, Zydus Cadila, Inalfa
Nemak, The Bank of Canada, The Royal Canadian Mint, CIBC, Scotiabank, Air Canada, BCLC, The Calgary Police, CBC, Export Development Canada, The Royal Bank, ,

HRPA competencies

Core Competencies (Primary)
Workforce Planning & Talent Management
Core Competencies (Secondary)
Workforce Planning & Talent Management
Organizational Effectiveness
Enabling Competencies
Ethical Behaviours and Professionalism
Strategic and Organizational Leadership
Business Acumen

Awards & certifications (1)

The Globvl HR Excellence Award
HRD World Congress
2008
Recommendations
Why choose me? 

As a contrarian consultant, I will captivate your audience and challenge their thinking.

Social media
Affiliations
HRPA
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