Are you the 4%?


Yesterday, I mentioned that 80% of the people never take action. That means that 80% of those who see this email will delete it immediately. Of the 20% remaining on 4% will actually make a decision to actively work for their dreams and goals. In the end – are you the 4% of those who will choose Success?

If you are still reading this – You ARE the 4% of those I know I can help. You are motivated… you are hungry… you are ready! You can and will achieve your goals up to 100% faster than the remaining 96%. If you have a passion to achieve greatness – if you are still reading this email… then you need to act… Click the link below and book your free Breakthrough Session today.

Are you going to be part of the 4% or are you going to live out your life in obscurity as part of the remaining 96%? You get to choose… Believe that you are the winner I already know you are. So, What are you ready to accomplish in 2018? Are you ready to accept the challenge? Are you ready to receive the help only the Success Coach can offer? Contact me today to set up your Free Breakthrough Session.

I look forward to hearing from you!
Dr. Foster – The Success Coach


Uprooting the Weeds in Your Life.

If you are like me, you probably hate weeds! My neighbors probably think I am a little Obsessive Compulsive when it comes to eradicating my lawn and flowerbeds of those pesky little weeds. I’ve even been known to pull weeds in my neighbor’s yard, rationalizing that if I don’t they could produce seeds which will spawn more weeds back into my yard.

The term “weed” can mean different things to different people. As with anything, one man’s weed is another man’s garden. In a broad sense a weed is really any plant growing where it is not wanted. In order to get rid of the weeds, we must attack them at their roots. This can be accomplished by way of herbicides, friendly insects, and good old fashioned hand pulling. If we leave even the slightest piece of root, the weed can very likely return, sometimes stronger than before.

Because weeds are found where we don’t usually want them, controlling them in those placed becomes a serious matter. Many of us spend untold amounts of time and money to eradicate unwanted greenery. Weeds are invasive and, in many ways, noxious to our garden. Typically weeds destroy the habitat they dwell. They reduce the opportunities for the grass to grow and cause displacement of plants. Weeds usually reduce options and diversity in the garden by over taking the entire area with one species of plant (them). Thus, weeds can disrupt the natural flow of an area and can ultimately be costly. In essence, a weed can suck the life out of your garden if kept unchecked.

As with our garden, we have weeds in our personal lives – bad habits, inappropriate or misguided opinions of ourselves or others, procrastination, or even lack of organization. Such weeds can manifest themselves through lack of motivation or passion and can be found in our belief system in how we see ourselves or even God. They can suck the joy out of our lives and cause us to live in an environment that is otherwise foreign and uncomfortable. Like weeds in the garden, our “life weeds” consume valuable resources, energy, and emotions that are otherwise essential to living a joyful and productive life. The choke out our ability to live life as God intended for us. In order to get rid of the weeds, we must uproot them and replace them through a reliance on God, accountability, resources and opportunities that will ultimately help us blossom into a productive and joyful life.

Weeding out our lives can be as time consuming and costly as weeding our gardens however it is far less expensive to weed our lives than to allow our lives to become overgrown with “life weeds” that may choke our relationship with our Lord, and the unbelievable opportunities he has laid before us. Wedding our lives begins with a relationship with Jesus, daily and constant prayer, and reading God’s word.

One must keep in mind that uprooting a “life weed” may take time. After all, we are replacing bad habits with better habits. A garden takes time for healthy vibrant plants to take hold and grow. So does your own “life garden” – you are replacing your “life weeds” with sustainable, healthy habits that will require nourishment to grow. Change is never easy and sometimes our gardens must go through a state of awkwardness before we can see the true beauty and rewards.

Isn’t it time that you surveyed your garden, uprooting the “life weeds” and replacing them with healthy habits? Here is an easy process to consider:

1) Replace bad habits with good habits by having a mental picture of what the new habit will look like. Also, understand why you are replacing the old habit.

2) Practice the actions required over and over again so that the new habit becomes natural.

3) Next you will enter into the transition phase where you have an old behavior that has become comfortable, like an old pair of comfortable shoes (they may look ugly to the eye but oh-so comfortable!). Resist slipping back into the old habit – remember, you are working on getting out the entire root of the “life weed”, which takes time and energy. Your new habit may feel uncomfortable at first because you are not used to it yet. Practice, practice, practice and don’t give up just because it’s uncomfortable – the end result is worth it!

4) Finally, the new behavior will become automatic – a new habit is born! Congratulations!

Weeding your “life garden” requires persistence, patience, and most of all, a commitment to change. Although you may find success on your own, it is recommended that you find an accountability partner. Once healthy positive changes occur, you can maintain your beautiful new “life garden”…less those pesky weeds.

 Dr. Philip A. Foster

The Success Coach


You’re in pursuit of success, but it hasn’t arrived yet. You desperately need a breakthrough. I think about breakthrough a lot. I think about it for my clients and I think about it for myself. As a success coach, I too need a breakthrough on my goals and desires for life. My breakthroughs are many times the breakthroughs of others. Probably one of the most commons questions I get is “how do you have a breakthrough?” In all of my years of professional coaching I have learned this. Breakthroughs are possible, but they require an investment. This investment comes in the form of mental energy, time and even financial resources. The mythology of a breakthrough is that it appears like an overnight event to those witnessing from the outside in. A breakthrough is like a moving sidewalk in the airport. You are walking along the concourse and then you step onto the moving sidewalk. You get a sudden burst of speed that propels you further than you could have gone simply walking on your own. If you choose to walk on the moving sidewalk, you will move even faster. This is how a breakthrough works. This is your a catalyst for breakthrough.

The challenge for many is that a breakthrough requires a precise process. Again, from the outside it looks like it just happened. But from the inside, it took years to reach the breakthrough. A common analogy to think about this process comes in from the question “How many hits of an ax does it take to fell a tree?” Some might say the first and some might say the last. The correct answer is that every hit of the ax was required for the tree to fall. So, like the tree, a breakthrough requires a lot of steps – whacks of the ax – to reach your goals. No matter the number of times we must hit the tree – persistence is what falls the tree.

Breakthrough comes from the use of a catalyst, a precise process and the persistence to never give up. A triumphant story of success always includes the dogged persistence of the one achieving their breakthrough.

Are you finally ready for your breakthrough? Let me know…

Dr. Foster

The Success Coach

Success Mindset

The interesting thing about your Mindset is that it is uniquely you while being a summation of learned behaviors. Because your mindset is learned, it is adjustable. The problem is that we get lazy; lulled into the life’s behaviors we have grown comfortable with. I would argue that we grow comfortable with discomfort. I recently said that we all have our threshold of pain. When the pain of staying where we are is less than the pain of changing, we do nothing and continue to mottle along comfortably in our pain. BUT, when the pain of staying where we are is greater than the pain of changing, then we will change.

The good news is that we don’t have to wait until the pain increases. We don’t have to wait until we are in a crisis to make the necessary changes to grow, to be, to do great things in life. We don’t have to wait until our life is falling apart of realizing that we need help in changing.

A Success Mindset begins with the decision to change. It also begins when you realize that you can’t go it alone. For me, I woke up one morning and said today is the day I take back the success that belongs to me. This is when I made the decision to ignite my Success Mindset.

Here is the dirty little secret about success. It takes a decision. It takes persistence. It takes learning. AND, it takes hard work. In fact, the equation you will need to achieve sustainable success is as follows”

Mindset + Dedication/Hard work + Dreams = Sustainable Success.

The first thing you must change is your mindset. Changing your mindset requires persistence and accountability that is leveraged through the help of a Success Coach. If you are tired of being tired. If you desperately desire success, then contact me and let’s get started. Let’s move out of the pain of where you are and into the comfort of where you so richly deserve to be.

I am looking forward to hearing from you soon!

Dr. Foster

The Success Coach

Mastermind Groups

mastermindgroupNapoleon Hill wrote about the mastermind group principle as: “The coordination of knowledge and effort of two or more people, who work toward a definite purpose, in the spirit of harmony.” Using the power of a certified coach and the group dynamics we are forming our first Mastermind Group.

Our Mastermind Groups are 8-weeks of group coaching designed to transform your career, business, and personal life with lasting results. Participants will have immediate access to our members-only group and BONUS content.

  • Do you struggle to make decisions?

  • Do you want to transform your life and achieve lasting success?

  • Do you find it difficult to motivate yourself and others?

  • Do you lack confidence or have trouble influencing others?

  • Are you struggling to make progress in your career or business?

  • Are you having challenges, communicating effectively with your team?

  • Do you feel you are lacking in tools to stay organized and focused?

If you answered “yes” to any of the above questions, you are not alone. Business owners, entrepreneurs and leaders around the world just like you experience these problems every day.

Here are what’s included:

  • 8 weeks of live group coaching via video link with Dr. Philip A. Foster

  • Access to recorded video sessions.

  • Access to an exclusive, members-only community where you will receive ongoing support and guidance.

  • Access to Dr. Philip Foster 2 times during the 8 weeks for personal coaching.

  • Access to tools and support materials to help solidify your coaching process.

This is not your typical coaching program and it is not for everyone. This is a LIVE group coaching program where Dr. Philip A. Foster will be able to answer your specific questions and offer personalized advice. There is a limited number of openings so that I can provide you with one-on-one support and guidance to overcome real-life challenges.

You will have access to 8 live group coaching sessions where you can ask me anything related to your specific situation. No other coaching program offers this level of personalized coaching.

Support and Accountability

The number one reason people fail to achieve their goals is that they don’t surround themselves with supportive and like-minded people. Even well-meaning family and friends can deter your new motivation and enthusiasm with their lack of understanding, negativity and limiting beliefs.

Being a part of a supportive Mastermind group is so important.  Your new friends can support, motivate and keep you accountable until you reach your goals. They can also help you stay on track whenever you feel overwhelmed. When you join our Mastermind group, you will get instance access to a like-minded community of supportive people who are all on the same journey as you.

Support beyond the program

Once you have completed your 8-week program, you will continue to have access to our private group where you will continue to receive support and accountability from others in the program. Even after the 8-week program is completed, you can continue to post questions in the community, network with other members, access all the materials and recordings online and get feedback and advice whenever you need it. Unexpected problems and frustration are a lot easier to face and deal with when you know that you know that you have a whole community of supportive people you can turn to.

Who Should Join our Mastermind Group?

Our Mastermind Group has been specifically designed to help:

  • Executives who want to fast track their career, get promoted to higher paying positions or become leaders in their own companies.

  • Business Owners who want to become superstar performers who motivate themselves and their teams to achieve their business goals and objectives.

  • Senior Level Managers who want to become better leaders that inspire real change and higher performance from their employees and teams in their organizations.

Anyone wanting to master and experience real transformation in their career, business, and personal life.

Who is Dr. Philip A. Foster?


Dr. Philip Foster is a Master Certified Coach with over 15 years of professional experience in coaching and over 24 years of experience in business and leadership. With clients around the globe, Dr. Foster empowers individuals by quickly cutting through the noise and developing innovative and lasting solutions. Dr. Foster is known as an encourager, motivator and powerful accountability partner. Through his deep desire to help individuals grown and become more than they knew possible; he builds robust partnerships with his clients.

Mastermind Registration

  • 8 weeks of live group coaching via video link with Dr. Philip A. Foster

  • Access to recorded video sessions.

  • Access to an exclusive, members-only community where you will receive ongoing support and guidance.

  • Access to Dr. Philip Foster 2 times during the 8 weeks for personal coaching.

  • Access to tools and support materials to help solidify your coaching process.

To Register – CLICK HERE

Proceed with caution when rolling back programs like work-from-home

Removing programs designed to foster openness can be tricky—even destructive.

by Dr. Philip A. Foster

Proceed with caution when rolling back programs like work-from-home
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As an evangelist for open organizations and an ambassador for open principles, I am fully aware of the challenges organizations go through when they’re trying to effect lasting change. Changing deep-rooted organizational culture should not be taken lightly. It’s something people should weigh very carefully, debate fully, and then embrace wholly.

Once your organization “steps through the gate” and adopts an open mindset, reversing the flow of power that’s unleashed is difficult. Organizations that embrace openness shift their attention from costs to the value side of doing business. In other words, they begin seeing employees as assets capable of delivering value to the organization rather than as cost centers that must be strictly managed.

Because open organizations are built on trust, accountability, transparency, and empowerment, actually reversing course and creating closed environments can be detrimental to an organization’s long-term success. Certainly, in the short-run, we know that up-ending an open ecosystem diminishes morale, trust, and (even more so) productivity. As a result, organizations that tighten their workers’ freedoms ultimately lose market share—and their best employees.

Take, for instance, the 2013 case of Yahoo ending their work-from-home policy for more than 500 employees. Public fallout and ridicule from the decision was deafening. While the number of employees who ultimately left Yahoo as a result of the decision is a bit sketchy, we know that many were not very happy with the decision. We can also look toward noted remote-work pioneer IBM, who recently announced to more than 5,500 marketing employees that it was moving away from remote-work and had decided to “co-locate” its U.S. marketing department of about 2,600 people to one of six different locations: Boston, New York, Raleigh, Atlanta, Austin, and San Francisco. This means that individuals who normally worked remotely or from another office must now move closer to one of the six offices—or resign. This move has many employees furious. They’re abandoning work on long-term projects and looking for others jobs.

No take-backs

In my book, The Open Organization, 2nd Edition, I write about leadership intervention within the confines of an open organization. We know that in the context of an open ecosystem when leadership intervenes in decisions made by their followers, they begin to erode the spirit of openness and thereby create anger and diminish trust. This is not to say that leadership intervention is unwarranted or should be avoided at all costs. This means that when a leader intervenes or holds veto over a group decision, that it should be done sparingly and the leaders must be prepared to fully explain the reason for their override. Leadership’s role in the context of an open system is protecting its First Principles and the governance models that define its openness.

When we “walk back” freedoms we give to people, we begin to break down the morale of the organization. This affects productivity and the overall happiness of the workers. As we have seen with IBM, many employees noted that they stopped focusing on long-term projects, as they were concerned with their job stability. When we remove these freedoms from our workers—when we’re clearly focused on costs rather than value—we end up creating an exodus.

We saw this happen when Zappos adopted holacracy. We watched it happen when Yahoo ended work-from-home and we are beginning to watch valuable and talented employees leave IBM.

Sending the wrong message

When we move an organization from the freedom of open to a more rigid, inflexible structure, we send the wrong message to our employees.

In the case of the work-from-home policies being taken away, we’re really communicating that we are not going to trust employees to do their work unless they’re located some place where we can monitor them. While I readily admit that working from home is not for everyone, for those who thrive in this environment, taking it away is tantamount to a demotion.

Fix what’s really broken

When I read about organizations that are walking back their work-from-home policies, I can’t help but think that it was their policies and not their people that were broken.

Stay the course. Fix real problems. Trust your employees to do the right thing.

While I understand that Yahoo and IBM are ending work-from-home policies in an effort to increase productivity, collaboration, and innovation, the resulting effect appears too frequently to be the opposite of what they set out to do. In the end, it is not the collaboration or even innovation that is broken. What we are really experiencing is an organization with ineffective processes and policies for remote work. Bringing employees back into the office will not fix the problems these organizations are experiencing. While there are many reasons why a work-from-home policy might fail, here are few of the more common ones:

Organizations fail to properly onboard individuals for remote work. Working from home is not for everyone. It requires focus, organization and technological skills among others. Organizations that properly onboard remote workers will make sure that the new hire understands the organization’s missions, vision, and processes. They communicate these often.

There is a lack of connectivity between the remote worker and the organization. Staying connected is extremely important. Communication should be conducted via video conferencing (face-to-face), and in person at on-site meetings. Companies offering work-from-home policies should remain purposeful in their desire to keep connected with their distributed workforce. Out of sight should not be out of mind.

Companies don’t properly and consistently instill their culture in their workforce. The organization must continually instill cultural values in their employees. They can do this by clearly articulating the company purpose, values, and mission.

Organizations do not give the employees the autonomy and empowerment they need to get their work done efficiently. This inhibits productivity and certainly gives the impression that the employees are goofing.

Proceed with caution

Organizations that are contemplating ending open organization programs (such as work-from-home, flexible hours, and others) should proceed with caution. The moment the organization empowers employees, they open a Pandora’s Box that’s difficult to close without damaging the fabric of the organization. Open ecosystems are extremely rewarding, and, when done right, are effective and innovative. Moving an organization to an open ecosystem is not to be taken lightly. For those that operate in an open modality, going backward is not always the right thing to do.

Stay the course. Fix real problems. Trust your employees to do the right thing.

This article originally published on Republished under Creative Commons License. 

cropped-img_0100-001Dr. Philip A. Foster is a Thought Leader focused on the Future of Work and the 21st Century Workplace. He is a prolific writer, International Lecturer and Best Selling Author of “The Open Organization” – now available on Amazon. He is an Ambassador to the community and holds a Doctorate in Strategic Leadership with emphasis in Strategic Foresight from Regent University, Virginia. You can contact him at

Death of the Computer Screen? Why Scenarios are Important.

hologramIn 2013 I wrote a scenario (see below) in which I painted a picture of the future of work. In the article, which later became a chapter in my book The Open Organization, I presented the idea that computers would be as small as a silver dollar coin and would operate by voice and hologram. Fast forward to 2017 and a C|Net article titled: World’s thinnest hologram will make screen size ‘irrelevant’. As a futurist, I am always excited when I see a scenario I wrote about coming true. Now, I cannot take credit for the idea of a Hologram by any stretch. In fact, the first time I even knew about what a Hologram even was would date back to 1977 and Star Wars: Episode IV – A New Hope. I was… well.. .young back then…and the now famous scene of R2D2 displaying a hologram of Princess Leigh is etched in history.
Predicting the future and its potentiality is fun… but it is not always easy. While I can spike the ball now – sometimes anticipating a preferred future is difficult and requires a lot of information to get close to .. well.. maybe in the neighborhood of right.
Developing Future Scenarios are not about predicting exactly what will happen – but offering a glimpse of what could happen and what we would do with this information if we thought it could come to pass. Foresight is about creating a mental image of a possibility and then creating responses to those mental images in hopes that it will better prepare us for disruptions and market penetration. Scenarios force us into “What IF” analysis of our potential future state. It helps us to navigate theoretically through options before we have to do it in reality.
This is why athletes, firefighters, police and even the military practice so much. So that they can be prepared for what ever eventuality the future hands us.

Embracing Open in the New Millennia

Imagine it is the year 2025. You walk into your home office and set your Smart Device (SD) on your desk. The SD, about the size of a silver dollar coin and as thick as a credit card, activates when placed on a flat surface. Sitting down, you lean forward and focus your attention on the holographic screen hovering above the SD. You say, “SD, date and time please.” In a clear voice your SD responds, “February 8th, 2025. The time is now 0900. Would you like to hear your appointments and tasks for today?” You briefly think to yourself how far computers have evolved in just a short period of time. In fact, you think, the constant we face is a world quickly changing before our eyes.

For the United States and much of Europe, the world has already begun to change as it relates to the way organizations interact with their employees. The field of employment has been shifting since the market crash early in the century. By the year 2040 it is estimated several emerging social and technological changes will greatly affect the way organizations view employment and human capital in the Westernized World.

Your SD speaks again, “You have an incoming call from Jeff and Dustin.” You turn your attention back to the hologram and tell your SD, “display call.” The hologram shifts to the images of your colleagues. You met Jeff and Dustin in your doctoral program a few years ago and the three of you formed a successful strategic alliance. Today you are meeting to discuss a proposal the three of you are working on. Your alliance with your colleagues has opened the door for all of you to compete with much larger organization on projects that you would have otherwise avoided.

The Great Shift

Since the late 1980s, Americans have begun working longer and foregoing their retirement. As a result of this trend we are beginning to see an increase in what we now call the Graying of the American worker. We are seeing an increase in job-sharing, consulting, coaching and even strategist positions growing among the Boomer population as Generation X begins taking over the reins of leadership. While the working population of the United States is growing older, fertility rates are also dropping amongst American women which ultimately will create a deficit in human capital available to replace an existing workforce. If that weren’t difficult enough on businesses trying to fill positions, legal immigration is on the decline in America creating even greater deficits in available workers. As a result of all these sociodemographic trends, we are beginning to see demand and acceptance of more flexible, freelance and collaborative opportunities in an increasingly less secure globalized world.

Emerging social and technological changes are forcing companies to move toward the use of short-term, temporary and independent contractors and consultants. With advances in technology and availability of WiFi in nearly every location, employees no longer need to pay to drive to an office setting every day nor will organizations need to continue supporting expensive centralized office space. In fact these advances in technology open the door for workers who are no longer limited by geography thereby permitting them to live anywhere they choose. Smaller offices and fewer employees working in those locations permit businesses to focus on finding and keeping essential employees while outsourcing the remaining positions to independent contractors. With these changes, businesses will be better able to shrink overall expenses and employees will gradually no longer see themselves as being employed by a single company. Employees are now able to work anytime and anywhere they choose as long as they are able to meet their job objectives.

The future of employment appears focused more on an individual’s talent. In fact, it is estimated that most jobs of the future will require higher education, advanced skills and high-tech training. The twenty-first century organization will require an ability to share ideas, knowledge, resources and skills across organizational, generational, and cultural boundaries from within and outside of the organizational system.

The year 2025 is closer than you may realize. Technological and social changes are moving at an alarming rate and while many may see the opening scenario as fantasy, the trends say otherwise. Collaboration will breed a greater competitive advantage, create influence and consolidate resources and expertise within a given organization and in a future that requires less human capital to produce a product or service. Now is the time for organization to begin examining the impact of a shrinking workforce. The Open Organization will likely be the formal response to the much anticipated deficit in human capital. Organizations will become flatter and there will be a greater level of shared information and even evaluations will come from co-workers rather than the traditional top-down leadership review. In fact, we very well could be witnessing the end of much of the hierarchies we’ve grown accustomed to since the early 1800s.

This shift in organizational structure will take time to adopt yet it is believed that these structures will be the most effective way to obtain a competitive advantage in the future. However, organizations may experience managerial resistance in adopting new organizational structures. Success is reliant on the commitment of the organizations leadership. It is necessary for organizations to address the fears of management and leadership in an effort to overcome delays in adoption.

The days of an abundant workforce are coming to a close. This shift in demographics will require organizations to view their structures far beyond the traditional business school training. Experts claim that there is a lack of future-readiness in the United State of employers and employment. Great challenges are ahead of us and the best way to address them is take the long-view and plan ahead for a new economy, new organizational structures, and a mobile diverse workforce like we’ve never seen before. These changes will require rethinking the view of hierarchies, traditional employment, and what it means to be self-employed. Technology will play a key role in the adoption and success of the organization of the future.

The conference call with your colleagues went well and as their holographic images fade, you sit back and smile. “SD,” you say, “Open RFP Alpha457.” Your SD responds, “Opened. What would you like to do?” You begin to dictate to your SD and so another day in this new world economy begins. You smile and remember a time when you used to work in a cubical and you think to yourself, “I’ve surely come a long way from those early days in the working world.”

As the story begins to illustrates, the twenty-first century organization will require an ability to share power, authority, ideas, knowledge, resources and skills across organizational, generational and cultural boundaries within and outside of the organizational system for the purpose of achieving desired goals. The world will continue to become smaller as technology advances and organizations grow in diversity of individuals from differing cultures and geographical locales. Organizational decision-making styles will grow in influence by generational and cultural attributes of the individuals from with the organizational system.


cropped-img_0100-001Dr. Philip A. Foster is a Thought Leader focused on the Future of Work and the 21st Century Workplace. He is a prolific writer, International Lecturer and Best Selling Author of “The Open Organization” – now available on Amazon. He is an Ambassador to the community and holds a Doctorate in Strategic Leadership with emphasis in Strategic Foresight from Regent University, Virginia. You can contact him at