Mastering AI Collaboration AI Guide Book: A comprehensive playbook designed to help leaders develop Conversational Intelligence for collaborating effectively with AI. Including frameworks, real-world prompt evolution examples, and step-by-step instructions for transforming basic AI prompts into strategic, emotionally intelligent dialogues. Guide Book SuperHuman AI Newsletter: Get the latest AI news, learn must-know AI tools, and keep up with tech news in just 3 minutes a day. Join 1 million+ readers growing their skillsets with this newsletter. SuperHuman AI Newsletter Corcast Episode: Your personal guide to Conversational Intelligence with AI

Navigating the Internal Landscape to Mastering Negotiation Within Your Organization Cortex Internal Negotiation Step One: Take the Cortex Internal Negotiations Assessment Assessment Step Two: Read through the Internal Negotiations Scorecard Scorecard Step Three: Read the Navigating the Internal Landscape: Mastering Negotiation Within Your Organization Article Article Step Four: Listen to the Mastering Internal Negotiation Corcast Episode

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 .

Fraud Fighter Training This comprehensive Fraud Fighter Training is designed to equip PenAir Credit Union employees with the tools to recognize, respond to, and prevent fraud. The training follows a structured approach integrating pre-training materials, live interactive sessions, and post-training reinforcement. Step One: Read the Fraud Fighter Handbook Fraud Fighter Handbook Step Two: Listen to the Fraud Fighter Podcast Episode

Discover Your AI Traveler Type Discover Your AI Traveler Type Discover Your AI Traveler Type Discover Your AI Traveler Type A Cortex-Exclusive Assessment Trio designed to unlock how you think, lead, and grow with AI — no matter your role. What is the AI Traveler Assessment? What is the AI Traveler Assessment? What is the AI Traveler Assessment? What is the AI Traveler Assessment? In a world where AI is reshaping how we work, the AI Traveler Assessment is your compass. Whether you're a team member, manager, or senior leader, this simple self-assessment reveals how you're currently engaging with AI—your mindset, your habits, and your growth edge. It’s not a test. It’s a reflection. And it gives you a custom profile designed to help you adapt faster, lead smarter, and navigate the future with clarity. Your AI Traveler type highlights where you are now — and offers practical next steps to grow your impact with the help of tools like ChatGPT and Microsoft Copilot. Ready to discover your AI Traveler type? Ready to discover your AI Traveler type? Ready to discover your AI Traveler type? Ready to discover your AI Traveler type? Choose the version of the assessment that best fits your role. It only takes about 5–7 minutes to complete, and your scorecard will be emailed to you automatically. If you're not sure which to pick, go with the one that aligns closest to your day-to-day responsibilities. AI Traveler for Team Members AI Traveler for Managers AI Traveler for Leaders What happens after you submit your assessment? You'll receive an AI Traveler Scorecard based on your responses - sent directly to your email. This scorecard includes a detailed profile of your AI mindset, coaching questions, and growth strategies. Most people finish the assessment in under 7 minutes. Didn't get your scorecard? Check your spam/Junk folder or email us directly at info@cortexleadership.com Having trouble choosing or accessing your assessment? No problem. Contact your lead or contact us and we'll help guide you to the right fit. Frequently Asked Questions Frequently Asked Questions Frequently Asked Questions Frequently Asked Questions What is the AI Traveler assessment all about? The AI Traveler assessment is a self-reflection tool that helps you understand your current relationship with artificial intelligence (AI) in your work. It’s not a test, and there are no wrong answers. It’s designed to show how you're thinking about, using, or avoiding AI—so you can grow from where you are, not where someone else thinks you should be. Your results offer: a n AI Traveler profile, coaching-style reflection questions, skill-building challenges, and suggested AI prompts to try immediately. What does the assessment measure? The assessment evaluates how you engage with AI across four dimensions: Awareness – Do you see the relevance of AI for your work? Willingness – Are you open to experimenting and learning? Capacity – Do you have the tools, time, and support to succeed? Application – Are you already using AI in meaningful ways? Each profile reflects a unique combination of these dimensions. I took the assessment but don’t feel like the type I scored as. Did it get it wrong? Not at all. That feeling usually means you're on the edge of a transition—you’re evolving. Your score reflects your current patterns, not your potential. The Traveler Type is a mirror, not a label. Use it as a starting point for conversation and growth, not a definition of your identity. Will my AI Traveler type change over time? Yes—and that’s the goal. As you try new things, build confidence, and reflect on how AI fits into your workflow, your type may shift. Retaking the assessment every few months is a great way to measure progress and spark fresh insight. What should I do after I get my type? Every scorecard includes: Reflection questions to guide journaling or coaching, Suggestions for small, safe AI experiments, Prompts you can use in ChatGPT or Copilot today. You can also: Share your type with a peer, team, or leader, Upload your profile to an LLM and ask for a 90-day growth plan, Talk to your Cortex contact about next steps Can I be more than one type? Absolutely. Most people show traits from multiple types. Your profile is about what’s most dominant right now, not an all-or-nothing label. What happens if I don’t engage with AI at all? Here’s the thing: it’s not just about using AI. It’s about understanding how it’s changing your industry, your role, and your team’s expectations. Leaders who ignore AI risk: Falling behind in strategic conversations, Missing opportunities to improve clarity, speed, and creativity, Being seen as reactive instead of forward-thinking. And if you’re only using AI for basic tasks (emails, lists), you might be limiting its potential to help you coach better, think deeper, and lead smarter. How does the assessment support personal growth? It’s built to meet you where you are. Whether you’re curious, cautious, or confident with AI, your type offers: A mirror for your habits, A push toward growth, A way to make AI more human and helpful. And it’s backed by Cortex’s leadership philosophy: practical tools, deep reflection, and courageous clarity. How does it support team or organizational growth? AI Traveler profiles are conversation starters. They create a shared language across teams and roles so people can: Normalize learning together, Coach each other forward, Build trust in a changing workplace. The real power isn’t just in the score. It’s in what you do with it together.

Intentional Communication with DISC Cortex DISC Training is an interactive workshop designed to equip leaders with a deeper understanding of their strengths, challenges, and communication styles. Using personalized DISC reports, this session will explore behavioral preferences—both yours and those of others—while providing actionable strategies to enhance leadership effectiveness and team dynamics. After taking the DISC and Driving Forces Assessment, please print your report and bring it with you to the session. What Is The DISC and Motivators Assessment, and Why Am I Taking It? Your DISC and Driving Forces Assessment: DISC Assessment Your DISC Guide: DISC Guide DISC Training Agenda: Agenda

Intentional Communication with DISC Cortex DISC is interactive designed to equip leaders with a deeper understanding of their strengths, challenges, and communication styles. Using personalized DISC reports, you'll explore providing actionable strategies to enhance leadership effectiveness and team dynamics. What Is The DISC and Motivators Assessment, and Why Am I Taking It? Your DISC and Driving Forces Assessment: DISC Assessment Your DISC Guide: DISC Guide

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

The New Playbook of Teamwork The New Playbook of Teamwork equips leaders and teams to solve complex challenges faster and smarter in today’s AI-driven workplace. You’ll learn how to spark deeper insight, align around a clear vision, unlock ideas worth pursuing, and build plans that keep momentum alive. With the VIPEi framework, you’ll execute without burnout, iterate without bureaucracy, and foster a culture of inclusion and innovation—ensuring your team doesn’t just perform, but thrives. The pace of challenges today demands more than hard work—it requires a new rhythm for collaboration. This playbook pushes you to elevate how your team thinks, communicates, and creates together. By combining proven strategies with AI-enabled tools, you’ll replace stalled meetings with real momentum, reduce burnout by aligning energy with outcomes, and transform scattered efforts into shared breakthroughs. The result? Teams that move faster, innovate smarter, and stay resilient in the face of constant change. How Top Performers Use Conversation, Collaboration, and AI to Solve Big Challenges Faster Contact Us Contact us about small group and large group trainings. Read the Executive Summary of The New Playbook of Teamwork - How Top Performers Use Conversations, Collaboration, and AI to Solve Big Challenges Faster Executive Summary Listen to The New Playbook of Teamwork Deep Dive Conversation: Read the Executive Summary & Listen to the Deep Dive Conversation The New Playbook of Teamwork Digital eBook: A concise, actionable guide that shows you how to unlock smarter collaboration and innovation. Teamwork Rhythm Framework (VIPEi): A proven system that keeps teams aligned, energized, and moving faster together. Leadership & Team Prompts Pack: Exclusive AI-powered prompts to spark better questions, sharper vision, and bolder ideas. Implementation Play Sheets: Simple, ready-to-use tools that turn theory into action inside your team right away. Practical Inclusion Rules: A set of powerful, team-tested principles that create trust, safety, and innovation at every level. The New Playbook of Teamwork Package Includes What You'll Experience in the Full New Playbook of Teamwork Program Collective review of team dynamics, communication patterns, and current challenges. Introduction to the VIPEi Framework—clarifying how Insight, Vision, Ideation, Planning, Execution, and Iteration build a new rhythm of teamwork. Teamwide assessment to surface strengths, blind spots, and alignment opportunities. Practical exercises to practice “starting with Insight” and building clarity before solving. Session 1: Assessment and Insight Alignment (3–4 hrs) Facilitation of Vision exercises to define shared goals and success measures. Application of the 10 Rules of Ideation to create a safe, inclusive space for bold ideas. Guided practice in moving from ideas to structured, right-sized plans that protect momentum. Use of AI-supported tools to expand ideation, test assumptions, and strengthen planning clarity. Session 2: Vision, Ideation, and Planning in Action (3–4 hrs) Team coaching on executing without burnout—building energy, accountability, and support structures. Application of 10 Rules of Inclusion to strengthen trust, psychological safety, and collaboration. Practice in low-stakes iteration loops to refine work without bureaucracy or bottlenecks. Creation of a Team Rhythm Playbook—a customized guide that captures agreements, norms, and AI-enabled practices to sustain long-term performance. Session 3: Execution, Iteration, Sustainable Team Rhythms (3–4 hrs) The New Playbook of Teamwork training will help leaders build the skills today’s organizations demand most. More than a framework, this training gives you the tools to solve big challenges faster with smarter collaboration, practical conversation strategies, and AI integration. Leaders who apply these principles strengthen critical competencies, including: Vision and Strategic Clarity – framing challenges and opportunities in ways that mobilize teams. High-Impact Communication – leading conversations that inspire trust, reduce resistance, and drive action. Collaboration Across Silos – breaking down barriers and creating alignment between functions. Decision-Making Agility – applying AI and team intelligence to move faster with confidence. Innovation Under Pressure – fostering environments where fresh ideas surface, get tested, and scale. This training combines decades of leadership research with real-world application to help you navigate complexity, accelerate results, and elevate the performance of your team. What Training Will Include: Get Started with solving big challenges! Contact us about small group and large group trainings to get started. Contact us First name* Last name* Email* Company Name* Position* I am interested in (Select all that apply). Small Team Training Large Team Training Company Wide Training One-on-one training/coaching for better utilizing my VIPE strengths in the workplace. I would like information on getting Lynda McNutt Foster as a Keynote speaker. Other Is there any additional information you can provide about your Team that will help us personalize your training sessions specifically to your team?* Submit Ready to Solve Big Challenges Faster?

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.

What We Provide The types of challenges we have helped leaders tackle include: Leadership Teams Creating leadership teams that communicate effectively with coworkers, clients and customers. Time Management Training leaders to map, measure, and design their time for maximum results. Succession Planning Executing a strong succession plan that evenly distributes the strengths and experience of senior and emerging leadership for continued success. Culture Kits Recognizing and stopping the lack of accountability within teams, departments, and divisions and creating a culture of ownership and proactivity. Employee Retention Creating a culture of coaching within your organization to develop and retain you best and brightest employees. Keynote Speeches Here are just a few organizations Lynda Foster, CEO of Cortex Leadership Consulting and her team members, have recently given keynote or customized workshops for Agility Training Developing more agile project teams that can innovate, plan, and execute important initiatives. Hiring Identifying and hiring the best talent to fill the right seats on your organizational bus to ensure desired outcomes are achieved. Conflict Mastery Managing and mitigating organizational crises as they arise to reduce their short and long term impact. What We Use 01. Assessments Learn more 02. Virtual Self-Learning 03. Workshops, Training, and Coaching Learn more 04. Leadership Programs Learn more

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.