Although introversion-extroversion is one of the most well-known of all personality traits, it is still incredibly misunderstood.

In this webcast, Scott Dust (LinkedIn profile) CRO Cloverleaf & Miami University management professor, helps bridge the gap between science and practice as it relates to introversion-extroversion in the workplace.

Scott helps clarify the introversion-extroversion construct, gives recommendations on post-pandemic return-to-work decisions, and highlights best practices for ensuring that introverts and extroverts work better together.

Scott then offers an in-depth example of an innovative approach to developing an inclusive work environment for introverts and extroverts (i.e., 84.51’s ITOPiA, a workplace community for introverts).

• Introversion-extroversion entails more than sociability.
• Post-pandemic, return-to-work policies should accommodate differences between introverts and extroverts.
•  Introverts and extroverts can learn to work better together by becoming more aware of others’ workplace tendencies and preferences.

Technology will change the way we work tomorrow, and business disruption has changed the way we work today.

We need to adapt to survive. The jobs of the future will look very different from those of today. How roles are changing, where they are performed and who fulfills them are evolving in real-time.

Join Don Berman (LinkedIn profile) from JDXpert, as he discusses the ways organizations can leverage job information and technology to successfully adapt to changing work, competition for talent, business disruption, and diversity, equity and inclusion (DE&I).

In this webinar you will learn:

• How get ahead of the curve and prepare for impact of technology on the future of work.
• How to use skills-based recruiting to attract a larger talent pool for a more diverse and inclusive workforce.
• How to insulate your company from business disruption when it comes to your workforce and changing work
•  How companies can enhance their job analysis process to create powerful, agile, and adaptable Job Descriptions.

In this session, Beth Davies, (LinkedIn profile) former Director of Learning and Development at Tesla, will share ways to define skill readiness so it is seen as an imperative to the business, and will discuss how to create learning goals at the intersection of people needs and skill needs.

Key take-aways for attendees:

• How to reframe lofty upskilling ambitions via goal-focused steps that will help you:
  • Gain buy-in
  • Prioritize needs in partnership with line
  • Decide on build vs buy vs borrow
  • Implement a solution within a time horizon and
  • Coach to success.
•  Strategies for measuring outcomes via new metrics designed to reshape today’s talent-building funnel to tomorrow’s talent-building pipeline.
• Recognize key factors that derail learners and the importance of addressing these to ensure every employee has equal access to corporate learning.

Attrition and employee turnover are challenges that can be solved.

While many companies have figured out how to attract millennials, Gen Y and Z and candidates from diverse backgrounds, many have not figured out a way to ensure that they stay.

When employees leave they take their talent and enthusiasm elsewhere.

Join this session to discover:

• Ways organizations can fuel their bottom-line leveraging strengths methodology in recruiting, hiring, and development.
• How early career talent leaders evolved to inclusive recruiting and hiring practices
• Best practices that improve retention that can be implemented quickly

Join Nicky Garcea (LinkedIn profile) Co-Founder/Chief Customer Officer, Cappfinity for this informative & necessary session!