Most professionals try to increase impact by working harder. This session teaches a smarter path that participants can apply immediately. Elizabeth Eiss presents a step-by-step framework to focus on work only you can do and build flexible support for everything else using vetted human help paired with simple, reviewable AI under clear guardrails.

Using adult learning principles, the session blends short explain-apply cycles with concrete practice:

Map your current responsibilities into core vs. non-core and identify two tasks to delegate within 30 days.

Calculate ROI of Time for one workflow to set targets for cycle time, first-pass quality, and SLA adherence.

Design a right-sized support model, draft a Delegation Brief to reduce rework, and outline a 30/60/90 pilot with review checkpoints.

Attendees receive editable templates (mapping worksheet, ROI calculator, Delegation Brief, pilot planner) and leave with a measurable action plan that improves reliability, frees capacity, and reduces burnout—without vendor pitches or product names.

Understanding the neurodiversity of our employees empowers leaders, managers, and HR professionals to not only support their needs but also amplify their significant strengths. When we collaborate well with our neurodivergent stakeholders, we improve our culture, output, and bottom line.This workshop will focus on broader neurodiversity and how neurodivergent and neurotypical workers differ. When we ground our work with employees and teams in neuropsychology, our understanding of our colleagues’ behaviors, social skills, learning styles, and emotional regulation drastically changes for the better. Neurodivergence is both a vital lens to see our people through, but it also represents a broader social justice movement that extends far beyond the office. When we meet our employees where they are and work with them to build their strengths and develop their weaknesses, they not only feel better, but they do better too. Support for these employees can take the form of personal development, systemic support (like ERGs), and leadership from management.

Closing the Gap: A Cross-Industry Panel on Solving the NDT Level II Shortage

Abstract:
Industry demand for qualified NDT Level II technicians far outpaces supply across aerospace, energy, infrastructure, and advanced manufacturing. This interactive panel convenes hiring leaders, Responsible Level IIIs, and training partners from multiple industries to share proven, immediately actionable strategies for recruiting, qualifying, and retaining Level IIs without compromising safety or code compliance. Using adult-learning best practices, the session is problem-centered and case-based: attendees will analyze real pipeline, weld, and composite scenarios; compare SNT-TC-1A/NAS-410 competency maps; and evaluate accelerated OJT models (including mentorship ladders, VR/sim practice, and employer-aligned RTI). Live polling and brief breakouts culminate in a take-home “Level II Playbook.”