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Robert Rogers

President Emeritus

Robert Rogers

Bob recently retired as president of DDI after 38 years with the company, the last 25 as president and COO. As the leader of day-to-day operations for DDI from 1990–2015, Bob directed DDI’s growth and expansion from a small, $40 million U.S. company to a $160 million organization operating in 26 countries worldwide. After a very successful career in the late ’70s and ’80s combining executive and senior-level consulting with managing DDI’s U.S. sales organization, Bob led DDI’s transformation in the early ’90s, from a company guided by products and sales to one driven by the market and customers. This propelled DDI’s strategic direction of growth and customer intimacy.

During his tenure as president, Bob focused on values-based leadership to make DDI an employer of choice and aligned DDI's internal culture with customer focus, teamwork, innovation, and high involvement. Under Bob’s leadership, DDI was voted one of the top 25 Best Small & Medium Companies to Work for in America: 2010, 2011, 2012, and 2014 (SHRM & Great Place to Work Institute). In 2007, DDI applied for the award and was voted Best Company to Work for in Pittsburgh (Pittsburgh Post-Gazette).

Bob has worked with many of the U.S. Fortune 500 as well as federal and state organizations, including General Motors, Boehringer Ingelheim, Citigroup, the U.S. Air Force, Gillette, ING, Hershey Foods Corp., Transocean, Cox Media Group, MSA, and Nissan.

Education and Credentials

  • Bachelor’s degree in Education from Towson State University; bachelor’s degree in Meteorology from Pennsylvania State University
  • Master’s degree in Education from Troy University
  • Trustee Emeritus, Robert Morris University Board of Trustees
  • 2014 Pittsburgh Business Times Diamond Award Recipient
  • Distinguished Member of The National Society of Collegiate Scholars chapter at Robert Morris University
  • Member, Narrow Gate Foundation Board of Trustees
  • Honorary Doctorate of Humane Letters, Robert Morris University

Key Capabilities and Experience

One of Bob’s most significant projects was for the U.S. Equal Employment Opportunity Commission (EEOC). Following the Office of Personnel Management’s Uniform Guidelines and Procedures, he helped to design a comprehensive program for selecting regional directors for the EEOC’s major field offices. He directed the assessment of more than 100 candidates and trained top-level executives in evaluating candidates’ experiences and accomplishments based on specific, job-related criteria.

Bob also led the Buick Motor Division of General Motors through a significant culture change in which customer loyalty and retention were the main focus. This comprehensive effort included all aspects of Buick’s wholesale and retail distribution channels and created a service culture that resulted in an 18 percent gain in repeat buyers.

Thought Leadership

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