The Currency of Trust Roanoke-Blacksburg Technology Council Radio Program “What’s working at work” with Lynda Foster Aired on:  COVIDVA radio which can be found at COVIDVIRGINIA.com Full transcript John: Good afternoon. I’m John Phillips, your host, along with your co-host, Mary Miller. Thank you for joining us for the Business Lunch Show. Each day for the noon hour, we seek to talk with the leaders, innovators and entrepreneurs in the Roanoke and Blacksburg regions to learn

As you look at this list of emotions, which one are you feeling? Noticing which emotions you feel at what times and how they change is key to a practice of mindfulness which simply means your capacity to remain present. Being present allows you to focus on the task or person at hand and provide your best self in any situation. Being aware of your emotions and how they might be affecting your thinking and your actions leads to a higher level of emotional intelligence which is

It’s not the what, it could be the when. In my ebook, Time Mastery: 7 Simple Steps to Richer Outcome , in our Leading a Winning Team coursework, we provide an assessment that allows leaders to determine what I have termed as their time metabolism. Simply stated, your time metabolism is a measurement of your physical and mental energy throughout your day. To master your time, as a leader, you can optimize your strengths by measuring when your energy is highest throughout the

Try these 6 questions to start making shift happen – move from drama to empowerment What are you focused on? What is your biggest concern? What will right look like? What are you focused on that is NOT within your control? What change can you make that IS within your control? What do you need to do differently? Below are reference materials for a deeper dive into learning how to shift from drama into empowerment. By having a basic understanding of the differences between the

What do you say at work when it’s hard to find the right words. There is no shortage of information out there on how we should do things – the theories people and experts have on how bosses, leaders, and employees should treat each other.  But what do you actually say when you’re confronted by someone at work? Lynda McNutt Foster, CEO and Executive Coach of Cortex Leadership Consulting joined Kianna Price, Morning Anchor on WFXR News for Living Local to tell us what to say at

DISC

We’ve all attended bad meetings.  Meetings that take too long and that have one person monopolizing the conversation the whole time.  I posted this guide recently on LinkedIn that some people could utilize in a meeting to decide whether or not they should speak up and when. Some people loved it and others seemed angry.  I remember the moment Courtland James , one of our executive coaches at Cortex, gave it to me to review.  I said to him, “Wow, this could really help some of

Are you looking for a quick way to identify what type of DISC behavioral style someone is at work?  See if you can match the person’s actions with the lists below. Driver’s main characteristic is dominance.  They operate at a faster pace, are task-oriented, and can get upset if something does not seem efficient. Influencer’s main characteristic is just that.  They operate at a faster pace and are people oriented.  They tend to not like conflict and would rather avoid it an

I am, and perhaps you are too when you look up the definition of what prejudice is. Prejudice:   Any preconceived opinion or feeling, either favorable or unfavorable. I have a prejudice against people who don’t want to learn.  My mind has trouble understanding how someone can solve problems, permanently, if they don’t take the time to learn enough about what be causing that problem in the first place. I’m prejudice when it comes to hard work.  This serves me well sometimes an

Tough, thoughtful, questions produce the best answers.  Are you asking yourself and your team enough of them?  As a leader, what are the best questions to ask and when?  In Peter Senge’s timeless work, The Fifth Discipline:  The Art & Practice of a Learning Organization, leaders learn which disciplines they need to develop to be prepared to ask the right questions, at the right times, to the appropriate people. The foundation of his work is based on creating a learning organ

Conversational Intelligence at work is necessary for building trust. Not using it could lead to disengagement. You’ll learn the signs of trust and how to tap into people’s highest level thinking potential. Join Becky Freemal, anchor of WFXR news, with Judith Glaser, author of Conversational Intelligence and Lynda McNutt Foster, CEO of Cortex Leadership Consulting. Transcript Becky:  Welcome back for our podcast, or as we often call it at the Cortex Leadership Consulting, our

A Beginner's Mind by: Lynda McNutt Foster, CEO and Founder My first job, outside of my family’s art business, was when I was 16 and working at Bojangles. I remember trying to solve a problem with customer flow.   I asked my supervisor when I was working on the line dishing out chicken, beans, and dirty rice, why we did it in the order we were doing it in.  I thought maybe it could be more efficient if we changed things slightly as it might make the line go faster when we were

Many of our Leading a Winning Team modules can be delivered as a standalone workshop for your team or department.  This high impact, high engagement workshops teach teams valuable communication and leadership skills, while building cohesion and unity within the group. Some examples of our more than 200 workshops available include: DISC/Motivators: Foundations for Better Communication Participants will complete a DISC and Motivators assessment and bring the report to your Jump

Lynda McNutt Foster is a certified practitioner of TED* The Empowerment Dynamic and can make shifts happen with your team, no matter what type of drama your team is experiencing. TED* (*The Empowerment Dynamic) is a positive alternative to the Drama Triangle, which was first described by Stephen Karpman, MD. The Dreaded Drama Triangle (DDT)™ is comprised of three roles: Victim (the primary role), Persecutor (which the Victim blames for their suffering); and the Rescuer (who s