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.

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

Executive Coaching Executive Coaching can be one of the most powerfully effective tools for reaching your desired outcomes. These power packed sessions can quickly transform any size challenge. There is only one goal of an executive coach during a session, to help move you forward in the direction you want to go towards the goal and desired outcome you want to achieve. Using proven, researched, and best practices methods that help an executive see a situation from a different perspective and provide the right questions, at the right time, to help unlock their highest-level thinking, Our executive coaching packages include: 1 1-hour Coaching Sessions 1-hour monthly coaching sessions 1:1 with your executive coach either in person at our offices in Roanoke, VA or via Zoom video calls. 2 Monti - The Pocket Coach Monti “coach in your pocket” interactive texting monitored by your coach to support the behavior modifications you wanted to make between sessions. 3 Educational Videos Access to over 200 short length educational videos that further support any executive behavior changes you want to make during your coaching program. 4 Articles and Exercises Access to over 500 articles that provide guidance and exercises to improve your understanding or execution of principles and practices for yourself and your team members. Tools We Use Programs We Run Problems We Solve

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

Cortex Leadership Consulting is a consulting firm based out of Virginia working with businesses and individuals worldwide. Our Team. About Us. Cortex Leadership Consulting partners with leaders and their teams to solve their toughest people problems. Our interactive and customized approach is based on proven methods and practices to guide leaders to more effectively and efficiently reach their business objectives and desired outcomes. Our team of expert coaches is dedicated to providing high-quality executive coaching services that are tailored to meet your unique needs. We believe that every client deserves individual attention and personalized coaching that is designed to help them achieve their goals. Lynda McNutt Foster CEO & Founder Named a Business Icon by Valley Business Front magazine, Lynda McNutt Foster, is a recognized leader in executive coaching and organizational transformation, specializing in guiding leaders and their teams through successful digital transformations. As the CEO of Cortex Leadership Consulting, Lynda combines years of research, training, and over 10,000 coaching sessions that provide leaders with practical strategies and tools for achieving impactful results. Lynda's strategic expertise and that of her expert team, extends beyond coaching, as she actively facilitates leaders in their digital transformation journeys through proven change management, talent acquisition, and training techniques. Her approach has been instrumental in transforming outcomes for numerous clients, ensuring that their organizations are equipped to thrive in today’s rapidly evolving business landscape. In addition to her role at Cortex, Lynda has contributed to Forbes and served as an expert commentator on WFXR's Coffee with a Coach series for more than four years. She has written over 400 articles, blending her own insights with the latest research in building culture, conversational and relationship intelligence, time mastery, team alignment, peak performance, engagement, and conflict resolution. Lynda is a certified coach in Emotional and Conversational Intelligence® and a Certified Trainer for The 3 Vital Questions®. She is an expert in integrating the sciences of DISC, Motivators (Driving Forces), and Cortex Team Strength assessments, providing predictive people analytics essential for organizational growth and role alignment. As the co-founder of goMonti, a technology company dedicated to personalized coaching and team engagement, she continues to push the boundaries of leadership development. Her work is further highlighted by her co-authorship of the whitepaper A Leader’s Guide to More Fresh, High Quality Ideas from Their Teams, published by the Roanoke-Blacksburg Technology Council. She is also the author of 4 Keys to More Effective Leadership and Time Mastery: 7 Simple Steps to Richer Outcomes, and the creator of the EPIC program for high performers, Leading a Winning Team, and Coaching for Peak Performance. Lynda’s clients have included: Metis, PenAir Credit Union, Carilion Clinic, City of Roanoke, County of Roanoke, The Glebe, ValleyStar Credit Union, Real Chemistry, Snow Peak, Orvis, Warm Hearth Village, Harmony Senior Services, Home Instead Senior Care, Kissito/Pace Health Care (now Innovage), Delta Dental VA/Corvesta, Excel Truck Group (VA, NC, SC), CMG Leasing, Federal-Mogul, Roanoke College, Roanoke Rescue Mission, MB Contractors, Better Building Works, Quick Fix Real Estate, HH Hunt, and many others. Lynda's international clients have included: The Haskell Company, Yokohama. Originally from Miami, FL, Lynda now calls Roanoke, VA home, where she balances her professional life with being a mother to an empowered daughter and wife to an incredibly supportive husband. She enjoys weekend gardening, day hiking, and bird watching. Lynda’s unique blend of strategic acumen and practical experience makes her an invaluable resource for leaders looking to drive successful digital transformations. Her insights into change management, talent acquisition, and leadership coaching have consistently delivered measurable results, making her a must-listen speaker at conferences. Allen Foster Vice President & Co-Founder Allen Foster is Vice President and co-founder of Cortex Leadership Consulting, a leading firm dedicated to executive coaching, talent acquisition, and organizational training. Allen’s extensive experience includes customized 1-on-1 coaching, strategic consulting, talent acquisition specializing in benchmark and search, and the facilitation of over 1,000 leadership training/facilitation sessions. As Cortex’s lead trainer and facilitator, Allen is a Certified Trainer in DISC (CPBA), Driving Forces (CPDFA), and The Empowerment Dynamic, 3 Vital Questions. His expertise further extends into customized workshops focused on DISC, Team Alignment, Conflict Resolution, Team Values Creation, Team Building, Time Mastery, and Problem-Solving strategies. Before co-founding Cortex, Allen launched his professional career in retail management, quickly distinguishing himself by leading successful multimillion-dollar store openings and renovations, eventually becoming one of the youngest store managers at a major national big-box retailer. Driven by a passion for marketing, Allen later joined his wife, Lynda, in her advertising agency. Over 15 years, he guided numerous businesses on their marketing and advertising strategies, eventually leading the agency to significant growth. He continues to support select long-standing clients in their advertising efforts today. Allen holds a Bachelor's degree in Marketing from Virginia Tech. He is married to Cortex CEO and co-founder, Lynda McNutt Foster, and is the proud father of Melody Kappler. A passionate Virginia Tech football and wrestling fan, Allen is also an avid reader with particular interests in history and science. In his leisure time, Allen enjoys hiking and can regularly be found exploring the Roanoke Greenway or Mill Mountain trails with Lynda. Allen’s wealth of hands-on experience, combined with his deep knowledge of behavioral assessments and training methodologies, makes him a trusted resource for organizations looking to enhance leadership capabilities, optimize team performance, and drive sustainable growth. Contact: allen@cortexleadership.com Jeanne (Jackson) Newby Principal Consultant Jeanne is a dynamic HR leader with over 20 years of business and HR operations with fortune 500 companies. Jeanne provides insight into how to structure and maximize the effectiveness of the HR function to develop talent and align to the company vision and goals. Jeanne is passionate about coaching top talent, helping managers foster a highly engaged, motivated workforce, and developing employees to achieve their full potential. Jeanne is highly proficient in using tools and technology to assess leaders and their teams, providing feedback and coaching to increase communication and teamwork that drive desired business outcomes. Jeanne is facilitator of the EPIC Leadership Program. This contemporary, fast-paced, interactive experience provides a launching pad for leadership learning for the highest engaged team members in an organization looking to lead in the future. Provided in small group coaching experiences, Jeanne facilitates a virtual experience that can propel ambitious professional careers forward. Contact: jeanne@cortexleadership.com Kim Levings Coach & Master Facilitator Kim Levings is an experienced leadership development professional with over 35 years of expertise in people and leadership development. With career experience in both corporate and nonprofit sectors in the USA and South Africa, Kim provides training facilitation, leadership development, and coaching services. She has held executive leadership roles in Human Resources, Manpower Development, Training, and Operations and has partnered with leadership teams and consulting firms to help scale development teams and programs. As a Master Trainer and certified partner in Everything DiSC® and 5 Behaviors® of Effective Teams, Kim equips individuals to bring their best selves to life, building healthier teams and cultures. Offering services globally and remotely, Kim spends part of each year in South Africa, continuing her work with leaders and teams around the world. Originally from South Africa, Kim has always been passionate about helping individuals and teams reach their full potential. Through her years of leadership in Human Resources and Operations, she saw firsthand the challenges leaders face. These experiences inspired her to focus on leadership development, training, and coaching to create lasting impact. With a candid, transparent approach, Kim aims to connect with people in meaningful ways, building trust quickly. Whether working with organizations like River Ranch Foods, Nex-gen Pharma, and the Department of Veterans Affairs, or facilitating programs like Thinking into Results and Serving Leadership, her goal remains the same: to support leaders and teams in creating healthier, more effective workplaces. As a “nomad,” Kim splits her time between the USA and South Africa, providing leadership development services to clients across the globe. Contact: kimlevings@cortexleadership.com Darryl Agee Principal, Cortex PMO Division Darryl Agee is a certified Project Management and Agile Certified Practitioner, currently serving as a Solutions Architect for Perficient, a global AI-first digital consultancy that helps leading brands transform how they connect with customers and drive business growth. In this role, he partners with product, technology, and business stakeholders to deliver strategic digital solutions at enterprise scale. With over 25 years of experience, Darryl has led software development, system modernization, and digital transformation initiatives across industries including retail, healthcare, supply chain, and high-tech. His recent work includes serving as a senior consultant embedded within the digital product organization of a Fortune-ranked retail client, helping to modernize operations, enable agile delivery, and elevate enterprise digital capabilities. Previously, Darryl served as PMO Practice Lead for More Better Technology (MBT), a Roanoke-based technology startup where he established a Strategic Realization Office and led enterprise clients through Agile and DevOps transformations. In addition to his consulting work, Darryl is an experienced educator with over 20 years of teaching experience in project management. He is a professor at Virginia Tech and teaches PMP® and PMI-ACP® prep courses at Virginia Western Community College and other institutions. He is a frequent speaker and active board member for the Southwest Virginia PMI Chapter. Darryl holds an MBA from Auburn University at Montgomery, an MS in Computer Information Systems from the University of Phoenix, and a BA in English from the Virginia Military Institute. He earned his PMP® in 2006 and PMI-ACP® in 2017. In recent years, Darryl has embraced the rapidly evolving field of Artificial Intelligence and Automation, integrating AI literacy and innovation themes into his client work and course instruction. His curiosity and adaptability continue to drive his passion for continuous learning and professional growth. Contact: darryl@cortexleadership.com Kimberly Kolb Eakin Professional Mentor/Coach Kimberly Kolb Eakin is a seasoned leadership consultant and founding leader at Cortex Leadership Consulting, where she has over 12 years of experience guiding organizations in leadership development, strategic growth, and organizational effectiveness. A retired U.S. Army Sergeant First Class, Kimberly has an extensive background as an instructor in the military, training soldiers, cadets, and peers in marksmanship, tactical operations, and leadership skills. Her military career instilled a commitment to resilience and precision, which she now channels into helping global clients cultivate strong, cohesive teams and foster collaborative cultures. Beyond her work with Cortex, Kimberly was instrumental in the creation and direction of The Gauntlet, Virginia’s largest business program and competition, showcasing her commitment to supporting small businesses and innovation. Known for her strategic insight, creativity, and ability to inspire growth, Kimberly’s experience spans from empowering emerging entrepreneurs to coaching established leaders on a global scale. Through a blend of DISC assessments, mindfulness techniques, and tailored consulting practices, she equips her clients with the tools to navigate complex challenges while building trust and driving impact within their organizations. Contact: kimberly@cortexleadership.com Jenna Miilu Client & Operations Coordinator Jenna is a strategic thinker who brings a unique blend of operational excellence, team dynamics, and customer satisfaction to every project. With a deep commitment to lifelong learning, her passions span emotional intelligence, AI, and musicology—each enriching her ability to approach challenges with creativity and insight. Jenna thrives on fostering trust and collaboration, valuing direct communication and empathy as the foundation for solving complex problems. She is driven by opportunities to connect with like-minded professionals and continuously grow through shared experiences and innovative projects. Jenna supports the CEO and coaches/consultants through personalized service to the clients we serve. She is extraordinary at driving projects to deadlines with excellent results like our EPIC Leadership Program, Leading a Winning Team, and workshops. Jenna has worked alongside our CEO to develop innovative solutions that help support our coaching clients to get what they want, faster. Contact: jenna@cortexleadership.com

Cortex Culture Kits Cortex Culture Kits Cortex Culture Kits Cortex Culture Kits Everything a leader needs to conduct tailored, relevant, meaningful, and impactful, 1-hour team experiences that build trust and cohesion. How Culture Kits Work How Culture Kits Work How Culture Kits Work How Culture Kits Work All Culture Kits are designed as a six-part series spanning over 12-months. Already been through a series before through a Cortex Workshop? You have the option to mix & match! By mix & matching, you have the opportunity to design a Culture Kit experience for you and your team that addresses your teams needs specifically. Once choosing or mix & matching your Culture Kit follow these steps: 1 Schedule 6 team meetings with your team spanning over 12-months 2 Notify your Cortex Coach on what your Culture Kit includes and that you have scheduled all sessions with your team 3 Two weeks prior to your scheduled meeting, you'll receive an email with the landing page of each month's materials relating to your Culture Kit What We Offer Cortex Culture Kits Grow Your Team! Stressed for Success Stressed for Success is a guided Culture Kit designed to help individuals understand and manage stress and anxiety. It explores the neurological roots of stress, different types of anxiety, and introduces practical tools to "quiet the bully in your brain." Participants engage in short, spaced-out learning modules paired with simple, repeatable exercises aimed at rewiring stress responses. By consistently practicing the techniques, users can expect to reduce anxiety triggers, improve sleep, gain emotional control, and experience a greater sense of calm and clarity. This Culture Kit is available as a six-part series spanning over 12 months. The DISC Culture Kit series guides teams through a dynamic journey of self-awareness, communication mastery, and collaboration using the DISC behavioral model. Over six one-hour sessions, participants learn to identify their own DISC style, understand and adapt to others, and use this awareness to improve teamwork, manage conflict, and give effective feedback. Each session builds on the last through interactive activities, guided discussions, and practical application tools. By the end of the series, team members will be equipped to leverage their behavioral strengths, flex for better connection, and lead with greater emotional intelligence. *Already been through a couple of these? You can mix and match between all culture kits to best fit your teams needs!* Appreciation The 6-part Appreciation Culture Kit is designed to help teams build a stronger, more connected workplace by practicing meaningful, personalized appreciation. Through the lens of the 5 Languages of Appreciation, participants learn how to recognize and express gratitude in ways that truly resonate with their teammates. Each one-hour session blends science-backed insights with practical tools and guided discussions that deepen trust, increase engagement, and reduce turnover. By the end of the series, teams walk away with a shared understanding of how to make appreciation a natural, everyday part of their culture. Conflict Resolution The 6-part Conflict Resolution Culture Kit helps teams develop the skills to navigate tension with clarity, compassion, and confidence. Each session guides participants through a progression—from recognizing personal conflict styles and emotional triggers, to mastering active listening, respectful expression, and behavioral adaptation using DISC. Teams will learn how to transform difficult conversations into growth opportunities and strengthen trust through accountability and repair. This practical, interactive series creates a psychologically safe environment where healthy conflict leads to stronger collaboration and better results. Want More? Check back periodically to see updates to the Culture Kits we offer! Have questions? Feel free to email info@cortexleadership.com

Assessments and Tools Conversational Intelligence 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. DISC Assessment The research-based, validated TTI Success Insights assessment we use at Cortex Leadership Consulting measures behaviors in five behavioral dimensions using the DISC theory. DISC measures Dominance, Influence, Steadiness and Compliance and was first developed by William Moulton Marston. Cortex Team Strengths The Cortex Team Strengths assessment helps to better understand which of the four phases of a project cycle you prefer to work within. Ideally, teamwork proceeds sequentially from initiation to ideation, elaboration, and completion. Cortex 360 Assessment 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. DDT / TED 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 steps in to try and take away the Victim’s suffering). People shift in and out of all three roles in this Dreaded Drama Triangle (DDT). Stress Quotient This assessment is designed to pinpoint the source of workplace stress for individuals and teams Time Mastery 2.0 You’ll never deal with time the same way again after learning the Cortex Method of time design and AI implementation. Meeting Toolkit this tool can be purchased to be used as “training tools” for leaders to conduct the most effective and efficient meetings possible for their teams. Currency of Trust This powerful communication tool has multiple applications. We work with the 6 elements of trust, which include Sincerity, Involvement, Competence, Standards, Reliability, and Time.

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

Contact Cortex Leadership Consulting's office and executives Contact Us Roanoke, VA Phone: (540) 776-9219 Contact Tech

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

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.

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