Are You Ready to Lose Your Leaders? November 19, 2017 Lynda McNutt Foster 86% of companies surveyed by Deloitte University Press say the need is urgent to develop new leaders. Only 13% of organizations say they do an excellent job developing leaders at all levels. The Global Leadership Forecast reported that 85% of executives are not confident in their leadership pipelines. Perhaps organizations have been asking the question: How many people in our organization will we train to be leaders this year? When a better question might be, how many leaders do we need to train this year? The number of leadership positions that need to be filled as the baby boomers and silver generation retire in the next 10 years, can not be filled by Gen Xers . There’s not enough of them to fill those vacant positions. It’s estimated that 24 million new jobs will be created by 2020 as a result of baby boomers retiring. The Director for Georgetown’s Center on Education and the Workforce, Anthony P. Carnevale says, “The cognitive skills that will be most in demand for the jobs available in 2020 are leadership, communication, analytics and administration,” Also important research from Gallup discovered that 50% of the workers who had left organizations did so because of their manager . We’re going to need to train a ton of new leaders and the ones we have may not have the skills necessary to retain them. It is clear that succession planning through leadership and employee development, at every level of organizations, is an imperative. To be prepared, we need to consider that the previous models for training and development are not adequate for the tsunami that is ahead of us. The old model for training and development was an event. Each year, a select group of leaders from an organization were sent away in hope that they would come back to their teams and inspire and coach their team member’s to be more engaged and productive in order to reach the corporate goals that the leader wanted to meet. The training was expensive, which was why only a small number from the organization could go, and the programs took the leader away to a fantasy island where the lessons were set in a perfect scenario that was supposed to result in their team easily embracing the new lessons the leader had learned. If the leadership teams went as a group, their team members often felt like their boss, and his/her peers had learned a new and special “language” that was hard to understand and was never fully explained or understood by them. There was a separateness that was created that led to a “them vs us” mentality and resentment sometimes was felt towards the leaders. Even worse was the idea that the leaders being trained separately from their teams somehow had the skill of facilitation in order to “cascade” what they learned to each team member. This was supposed to happen in a seamless way with no continuing, or meaningful, support from the programs that trained the leaders. If support was given, it was usually done in an impersonal way through digital files or for those with a sizeable enough budget, one-on-one coaching. The old system of leadership training was not designed for today’s rapidly changing workplace that requires practical instruction for immediate challenges that face leaders and their teams daily. Leaders must demonstrate agility and so should the sources that help train them. For organizations to be competitive in attracting today’s workforce, they need to adopt a methodology of continuous development for their leaders with the teams they serve. Today, succession planning can be “baked into” the training. In the new model training is not one event, but instead, it is a series of group experiences that continual development and support leaders. By conducting the training this way, there is no loss of investment if a leader or one person on the team leaves, because the development is cascading to all members of the team. By doing this, you are developing your leaders of tomorrow while supporting the ones you have today. Through short, scheduled group sessions, teams, and their leaders learn to listen for understanding, have the difficult or sweaty conversations (as we call them) most people avoid that leads to their ability to work through and past the toughest challenges. The only way to make leadership development and skill building of your highest potentials affordable is to make it an imperative. It must be something that the current leadership in the organization believes to be one of its highest priorities. Saying it is “urgent and important” yet placing it in the “important but not urgent” quadrant will not create solutions that net results for your culture that reflect positively through your brand. When something is urgent and important it gets done. Creative solutions are found to solve it. The best minds in the company come together to collaborate on ideas and how to implement them. The solutions that are created are committed to and executed from the very top – they are not pushed up. When something is urgent and important it gets done and everyone sees the effect on the organization if it doesn’t. Where do you start if you know you need to train your leaders? 1. Determine if your commitment to developing your future leaders and to your succession plan will be in the urgent and important category in 2018. It’s fine if it isn’t, just please don’t say it is when it is not. Your mangers will notice the misalignment and more harm than good will come from it. To identify whether it truly is in the “urgent and important” category take a look at the budget you have set for it and the time you have made to create a vision, brainstorm ideas, develop a plan, and execute it. If you haven’t set money and time aside for these things, it’s either not in the urgent and important category now or you are throwing spaghetti at the wall and expecting it to stick. 2. Discover the answer to these questions: How many leaders do we need to have trained in 2018 and why to ensure we are ready for our changing workforce in 2019, 2020 and beyond? What are the leadership competencies they need to be trained in? How will we determine which competencies individual leaders are weak in? What are the best ways to be sure any training those leaders receive will be practiced? What are some of the modern methods of training that we can use that will have an immediate effect on the productivity of the leaders and their teams? How will we make performance development a continuous practice for our leaders and the teams they serve? How dated are the models we are using to train our contemporary workforce? What will success look like from the training that we are going to do? What type of support will be necessary, after the training, to ensure that it sticks? How will we measure the success of the training? Can the training stick without our (meaning the top tier leadership group) participation in it? Would it be most effective to train the leaders with their teams or have them trained separately? Does the brand image of the products or services we offer support the type of culture we are building within our leadership teams? Would you recommend to your best friend, if they are qualified, that they come to work for your company or organization? Make the time to consider these questions and have the sweaty conversations necessary to answer them this week, rather than next. Before the end of this year, instead of next. In 2018 instead of 2019. Your biggest competitors are doing this type of hard work that will lead to changing their corporate culture’s brand in order to reach prosperous outcomes. Cortex is working with organizations, right now, to ensure their profitable outcomes for 2018. We’d like to work with you.

A Leader's Time Metabolism - It's Not the What, It's the When September 19, 2019 Lynda McNutt Foster 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 day and when the low points are. Completing your most difficult tasks, for your behavioral style and skillset level, at times when you have the most energy can be key to being in your “flow” zone more of the time (a state where you are working within your strength zones that bring you the most amount of creative and strategic output as a leader). The more time you spend in your flow zone, the higher level contributions to your team and organizations you can make. Some leaders love to get to work by 6am and knock out lots of tasks that any other time of the day would be difficult to complete due to distractions and perhaps a low desire to complete them. The higher your energy level, the more chance you have of completing difficult tasks. When your energy is low your willpower to be tenacious wanes. To optimize your time metabolism, try doing the hardest things when you have the most mental and physical energy and the things you like to do, complete when you have the least (because doing those will tend to give you extra energy). If you are a people person, even when you are tired you will find the energy to interact and connect. If you like to complete tasks more than you like talking to people, do those things when your energy isn’t at it’s highest because you will be energized by the quietness and solitude of checking things off a list and knowing they are done! What’s your time metabolism? When are you the most likely to tackle and solve the toughest challenges your team or organization is facing?

Our Clients - Their Words "I've always, always hated conflict. Until I found DISC and found Lynda's training. " Tools We Use Programs We Run Problems We Solve

We've been growing so you can, too. Sign up for online self-learning courses in our cortex-courses site. Each contains videos from our coaches, activities, and exercises in bite-sized, achievable chunks. Shift 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. 360 surveys are assessment tools that provide leaders and employees with feedback about their performance.  The surveys’ subject is rated in areas such as leadership, communication, productivity, and technical skills. Check it out The Cortex Team Strengths full day session is designed to tackle a leadership team's biggest challenge and give them a model they can use in the future. The session includes a Cortex Team Strengths assessment that will help leaders/managers better understand which of the 4 phases of a project cycle they prefer to work within. Grow EPIC is a turn-key, coaching and mentoring program to build emotional intelligence in the area of self-awareness and leadership skills of highly engaged professionals. Explore If you take your leadership training with a side of ridiculous, we've got just what you ordered. Get untied with Lynda McNutt Foster and Brett Sharp in this groundbreaking podcast. Listen Now Conducted with small groups in a highly interactive format, this program is designed for seasoned leaders and those accepting the role and responsibility of leadership. Lead Tools We Use Programs We Run Problems We Solve

Training with Cortex Creating Leadership Teams Creating leadership teams that communicate effectively with coworkers, clients and customers. Mapping and Measuring Results Training leaders to map, measure, and design their time for maximum results. Establishing Proactive Ownership Recognizing and stopping the lack of accountability within teams, departments, and divisions and creating a culture of ownership and proactivity. Identifying Talent Identifying and hiring the best talent to fill the right seats on your organizational bus to ensure desired outcomes are achieved. Developing Agile Teams Developing more agile project teams that can innovate, plan, and execute important initiatives. Closing Skill and Resource Gaps Identifying and closing the gaps in skills and resources to enable your organization to grow at its maximum potential. Tools We Use Programs We Run Problems We Solve

Cortex 360 Assessment What a 360 Assessment is 360 surveys are assessment tools that provide leaders and employees with feedback about their performance. The surveys’ subject is rated in areas such as leadership, communication, productivity, and technical skills. The subject also rates themselves in these areas. Responses are scored numerically. Higher scores represent strengths and lower scores represent areas for improvement. All of the information is compiled into a report that assembles the results into graphs summarizing the rater responses. The graphs illustrate the employee’s strengths and weaknesses. Participants use this information to make modifications in their behavior and performance. What 360 Assessments can accomplish for you, your team or your organization 360 surveys allow employees to assess strengths and areas of improvement in their workplace performance, interpersonal communication and/or management style with a focus on individual and organizational development. Managers and executives can use the information provided by the 360 survey to create organizational and individual development plans. Managers and executives also gain tremendous personal benefit as they see how their leadership styles and methods are perceived by those they manage. As they make adjustments to better interact with and manage their employees, the entire organization benefits from the improvement to productivity. Why you may need to do a 360 Assessment 360 surveys have their greatest impact when used to evaluate and improve the performance of whole organizations. As its name implies, 360 surveys assess the effect an individuals’ actions are having on an organization, or the their team members, of which they are a part of. 360 surveys produce the best results when they are used as a tool to identify opportunities for change and used to develop individual and organizational goals to make those changes. Each 360 survey should be customized to specific organizational or personal goals. They can use the information gathered during the 360 survey to develop continuous learning programs, and to offer training in those areas where managers and employees should focus their improvement efforts. Why Cortex is the right choice to administer your 360 assessments and coaching To ensure data provided through a 360 survey is collected, processed and evaluated in an unbiased process, an outside facilitator is preferred. Experienced and certified coaches or executive consultants would be the logical choice to analyze and deliver the survey’s feedback. The use of other professional assessments (DISC/behaviors, Motivators, EQ) are additional tools that we can provide upon request. Understanding the styles of the participant/subject will help explain behaviors outlined in the survey and also help the survey results and development ideas in a constructive manner. For more information or to order your survey, please contact info@cortexleadership.com .

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Cortex Leadership Consulting uses proven methods and individual consultation to make lasting hiring choices. Talent Acquisition Talent Acquisition Talent Acquisition Talent Acquisition assess We assess your team and the available talent pool to learn what you need and what's available. advertise Google, LinkedIn, Indeed - you name it, we're on it to find and attract the right candidates. interview We screen and interview candidates, then work with you to identify the cream of the crop. onboard From day 1 through 90, we're there to help. Iterative check ins and coaching help us smooth out those onboarding bumps. Follow up Continuous improvement takes communication. We wrap up each engagement before switching back into gear for the next challenge. Our unique blend of advanced behavioral assessments, scientific rigor, and innovative interviewing techniques ensures we match the right talent to the right roles, driving success and growth in your organization. Our iterative, five-prong process ensures that we fully support your hiring needs. Cortex works to identify your team's unique dynamic and find the right person to fit the culture, not just the posting. Tools We Use Programs We Run Problems We Solve

8 Statements That Will Change Everything About Recruiting and Retention at Your Company June 6, 2019 Lynda McNutt Foster “We came to realize what is perhaps the biggest problem of all with the idea of culture: it doesn’t help us understand what to do more of, less of, or differently. For that, we must take you to where the experience lives: to your team, and network of teams, and their leaders. That’s what matters most,” Marcus Buckingham and Ashley Goodall in 9 Lies About Work: A Freethinking Leader’s Guide to the Real World. Two decades worth of research about why and how people perform well at work has culminated in this book. I am convinced about the research and the impact it can have on companies that are struggling to recruit and retain the best workers because Marcus Buckingham is not only an expert in this space, the research mirrors what we have been studying for the last 7 years from our goMonti data sets. The main conclusion that the research in 9 Lies About Work demonstrates is good news. It states that “what people care most about at work is within your team leader’s control.” As they state, a team leader can’t always set corporate policies, but what they can do is: Set clear expectations for their team members Position each person to play to his or her strengths every day Praise the team for excellent work Help people grow their careers Build trust with the people on the team that they serve The focus should be on helping grow the abilities of team leaders to: Give their team member’s a sense of universality – all of us together Recognize each team member’s uniqueness In other words, magnify what we all share and to lift up what is special about each of us. How can you measure how your teams are doing within your organization and determine future sustained or increased performance and retention? There are 8 statements that should be asking and gauging responses for regularly (once a month or at least once a quarter) to measure what matters the most to measure the aspects that drive performance, voluntary turnover, lost work days, accidents on the job, and customer satisfaction. The 8 statements are grouped into two themes. The first is the team member’s communal or “we” share experience at work or rather the “Best of We,” and they are: I am really enthusiastic about the mission of my company. In my team, I am surrounded by people who share my values. My teammates have my back. I have great confidence in my company’s future. The second set of statements are themed as the individual’s experience at work or rather, “Best of Me”. They cover a team member’s internal questions like, “What is unique about me? What is valuable about me? Do I feel challenged to grow? And they are: 5. At work, I clearly understand what is expected of me. 6. I have the chance to use my strengths every day at work. 7. I know I will be recognized for excellent work. 8. In my work, I am always challenged to grow. From Chapter One of 9 Lies at Work, the first lie at work is that people come to work for companies. The research is sound on this, and that statement is not true for most people. What is true is that people care which team they’re on and which company they join. Need help executing these concepts? Find out how your team members would score on the 8 statements. Wondering how your team members would score on these 8 statements? goMonti is currently conducting local research and can issue this employee engagement and team performance survey at no charge for current clients. If you are an existing client, contact us for more information at info@cortexleadership.com . If you are not a current Cortex client, one or more of your teams may qualify to have us issue the survey at no charge. To receive information about our new Employee Engagement Surveys and how they can transform your teams, contact info@cortexleadership.com . Watch this short video from Coffee with a Coach, A Cup of Confidence, about the 8 statements and how team leaders can use them to gain powerful insights.

The Cortex Library is an online repository of articles, videos, books, and other resources. Cortex Library The Cortex Leadership Library is a multi-media treasure trove of information for anyone. Below you'll find our YouTube Channel, our CEO Lynda McNutt Foster's e-Book, as well our prolific blog. The Blog Check out some of the blogs you can read in our prolific library of blog articles. A Leader’s Time Metabolism – it’s not the what, it’s when 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... Make Shift Happen – From Drama to Empowerment – Reference Guide Try these 6 questions to start making shift happen – move from drama to empowerment... Tips on Finding the Right Words During a Confrontation at Work 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... Embracing The Pressure, When the Pressure is On! Quick, easy, stress management techniques for the busy professional. Stress can have some serious physical effects. 75-90% of doctor visits can be directly linked to stress... Video Library Below you can sift through a few of what you'll find in our Cortex Video Library on YouTube. A Leader's Guide to Getting More FREE DOWNLOAD of the new study: A Leader’s Guide to Getting More, Fresh, High Quality Ideas from Their Teams Right Now: A wake up call to any leader that needs to innovate to thrive Register Here

Coaching Packages Flexible. Personalized. High-Impact Coaching. Cortex Coaching Packages are designed for leaders and professionals who want ongoing, expert guidance without committing to a full-year engagement. Whether you're looking to sustain momentum, navigate new challenges, or prepare for your next level of leadership, our flexible packages offer a high-value option to receive focused, personalized coaching at a rhythm that fits your schedule and goals. Using proven, researched, and best practices methods that help an leader see a situation from a different perspective and provide the right questions, at the right time, to help unlock their highest-level thinking, Our coaching packages include: 1 1-hour Coaching Sessions 1-hour coaching sessions 1:1 with your executive coach either in person at our offices in Roanoke, VA or via Zoom video calls. Best for: Mid-level leaders, rising executives, or alumni of full coaching programs Frequency: Use six 1-hour coaching sessions over a 12-month period Flexibility: Schedule monthly, bi-monthly, or as needed—your coaching, your pace Custom Coaching Package (upon request) Best for: Organizations or leaders needing a unique cadence or specialized support Options: Bundle coaching with team assessments, training, or supervisor check-ins Availability: Customized by scope and goals 2 Monti, Coach in Your Pocket Three text-based coaching prompts per week, including reflective questions, micro-insights, and optional journaling. 3 Cortex Coaching Portal, Pre-Session Development Questionnaires, Tailored Coaching Plan Portal access to view additional learning resources. Pre-Session Development Questionnaire to clarify areas and goals Tailored Coaching Plan aligned to your objectives and leadership development stage Optional: Supervisor Summary to support alignment with your manager or supervisor 4 Targeted Tools & Templates DISC, Driving Forces, EQ, and Leadership Competencies assessments

Cortex Leadership Consulting Lynda McNutt Foster info@cortexleadership.com Contact Us! Customized Keynote Experiences Lynda McNutt Foster and Cortex Leadership Consulting has provided customized Keynote experiences for some of the following companies and organizations: Emerging Technology Conference Roanoke-Blacksburg Technology Council VAFCC Virginia Association of Free and Charitable Clinics All Hands PenAir Credit Union Testimonials Andrew Schoka, CEO & Co-Founder, Hardshell "A fantastic ending keynote by Lynda Foster, CPEQA made a for a great event and chance to catch up with friends across Virginia's startup community." "This isn't just a static theoretical speech. It's an experience which transforms the thinking of Leaders, providing demonstrations you can use immediately to help transform your organization." - Lynda McNutt Foster, CEO & Founder Contact Us! First name* Last name* Email* Company/Organization* Position* Phone Number Select all that apply: I am interested in getting Lynda as a keynote speaker for 2026 I am interested in getting Lynda as a keynote speaker for 2027 I am interested in getting Lynda as a keynote speaker for 2028 I am interested in learning more about Cortex and how they serve my team Other Submit