Jason Black short sleeve with gray backg

Jason T. Collett


Collett has balanced roles as an entrepreneur and a global leader.  Uniquely, Jason simultaneously built, operated and sold small businesses while also holding global HR leadership positions in several Fortune 500 & 100 companies. His exceptional career path was paralleled with personal accomplishments and adventures in high altitude ice climbing, mountaineering, competitive sailing, and board sports around the world.  Truly a wealth of experience, Collett boils concepts down to the basics, evokes change, and stirs audiences with his inspiring message.

Jason Collett is a fresh voice that cuts through layers of assumptions and old-school paradigms.  


Collett helps people and companies to achieve more. With an extraordinary background in mountaineering and adventure sports, Collett brings valuable lessons from his Fortune 100 Executive experience, Small Business Ownership , and blends in learning from climbing the highest summits in the world.  


Now audiences enjoy wild tales from the executive suite to the highest peaks and walk away with applicable tools to better themselves and their organizations.


|Jason has held several international executive positions including with Bank of America, Honeywell, and Schneider National and is the former senior director of talent management for Domtar, and former CEO of ARCpoint Labs. 

Don’t Die Half Way: Mountaineer Myth Of Goal Setting | Jason Collett | DisruptHR Talks


Building Strategic HR – Leveraging HR Skills to Drive ROI

Creating Strategic HR to maximize and empower people, the biggest asset of the organization, is critical. These customizable Conference Seminars focus on applicable solutions your HR department can apply.

The future of HR will require maturing skill sets of Executive Influence and Business Acumen. The DNA of HR Business Leadership includes the pragmatic ability to speak and influence in business terms. In this session, learn how to influence c-level leaders by communicating in executive terms to accomplish HR goals and deliver business success.

Traditionally, Human Resource professionals have often fallen into three categories. 1) Compliance Police, 2) Touchy/feely cheerleaders, 3) Field agents executing tactical orders. Unfortunately, this can create a false perception that HR is not strategic. Opportunity lies in moving from presenting problem-solving activity to strategic people leadership (as an asset), in order to change the business at a systemic level, eliminating problems, and bettering the business at a core level. For HR Leaders, getting a seat at the decision table needs to be earned. Create a personalized and custom plan to execute within their own organizations.

Learning Objectives:

  1. C-level and Executive influence by changing the way HR objectives are communicated

  2. Establishing HR significance and acquiring a seat at the executive table

  3. My way verses their way; the importance of aligning HR support to drive business success

  4. Expanding HR influence

Break Tradition – Coach and Solve Problems with One Step

Break outside the conventional wisdom of process, procedure, and structure to solve problems. Like climbing a challenging mountain, decisions in business are made in an instant. Consequences are often immediate. Attention to detail is critical. The fallacy of making tough choices isn’t the emotion involved, its attention and timing. When in the heat of the fire it is crucial to be able to coach and support a client through the middle of the decision… just like the metaphor of the storm rolling in on the expedition climbing Aconcagua, the highest summit in South America. The critical key… you can’t stay still. You have to take a step either towards the problem or flee.

In this One Step decision-making approach, you can better support clients, improve decisions, and build stronger leaders. In One Step, we can help them summit their mountain, overcome business challenges, and deal effectively with personal issues.

Learning Objectives:

  1. Learn how to deescalate intense emotional situations and refocus on pragmatic steps to either gaining momentum forward, or counting the losses and resetting a new focus.

  2. Shift focus from removing emotion to embracing and leveraging emotions to make better decisions and focus on removing barriers

  3. Enhance leadership and coaching skills to raise make positive impact when the stakes are high and it matters most.


Strategic Goal Setting – Mountaineering Myth of Goal Setting - Don’t Die Half Way

In this competitive and fast paced business world, organizations often default to goal setting, organized communications, and performance management to align people and strive for new targets. Big audacious goals are defined, much like identifying the summit when climbing a mountain. But the summit is only half way! Contemporary goal setting is missing the engagement of emotion and empowerment of individual decision-making throughout the process. To ensure the journey ultimately delivers the intended, and avoids the unintended consequences, organizations must employ the human factor element to goal setting. The organization must define their equivalent, "Return Home Safely".

Big audacious goals are defined, like identifying the top when climbing, but the summit is only half way! To ensure the journey delivers the intended, and avoids the unintended consequences, organizations must employ the emotional element to goal setting.

Learning Objectives:

  1. Define one true goal to align behavior and actions

  2. Recognize the false hopes and issues with traditional goals setting

  3. Understand why mission & vision statements don’t inspire followership

Video: (5 Minute) https://disrupthr.co/vimeo-video/dont-die-half-way-mountaineer-myth-of-goal-setting-jason-collett-disrupthr-talks/