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| Image by Gerd Altmann from Pixabay |
I recently completed some research and consultation where I delved into the impact of non-technical skills on today's IT workforce, particularly considering the transition to remote and hybrid work environments. The findings underscored the importance of skills including communication, adaptability, and collaboration in sustaining productivity during these transformative times. But this isn't a standalone example and certainly not unique to the IT sector.
In most of my recent presentations and client interactions, I've observed a pivotal realization that is happening in the industry: There is growing recognition that non-technical skills/ behavioural skills/ transversal skills or soft skills are the key to growing and nurturing innovative teams.
Yes, there is hype about the
new world of work and the skills and competencies around the use of AI and
digital literacy but there is consensus that it is the human skills that
will continue to bring the competitive advantage. Now, more than ever, we need
skills like active listening, empathy, collaboration, abstract thinking, and
problem-solving that are powered not by AI but by human emotions and
intuition.
Technical versus Durable
Skills
Traditionally, roles were
defined by technical proficiency with a focus on hard skills acquired through
formal education or previous job experiences. But there is an increasing
understanding and acknowledgment that soft skills are equally, if not more,
crucial for organizational success.
In the age of AI, where
technical skills can become obsolete almost overnight, it's the enduring power
of soft skills that truly stands the test of time. These "durable
skills" including teamwork, communication, critical thinking,
problem-solving, collaboration, etc. are the glue that binds technical
expertise into effective action.
They may be a coding wizard,
but can they communicate effectively with the team? Can they adapt to rapid
changes in technology? Can they collaborate seamlessly? That's where soft
skills step in, filling the gaps and ensuring that domain expertise translates
into real-world results.
I will know them when I see
them.
Imagine you're a hiring manager
sifting through a pile of resumes or using an AI tool to do the same. You are
trying to find the perfect candidate for a key role in your team. You know
technical skills are important, but what about those intangible qualities that
make a candidate truly shine?
Or imagine that you are looking
for potential opportunities and understand that while technical skills might
land you the job, it's the soft skills that will determine long-term
success. As an organization, we want to redefine the hiring paradigm and hire
for soft skills. As an individual, we want to be able to identify and develop
our soft skills.
So what's the
challenge?
One of the key challenges is
the lack of a standardized language around soft skills. While everyone nods in
agreement about the importance of soft skills, not many know how to define them
or talk about them. It's like trying to describe your favorite dish without
knowing the ingredients. Without a clear framework for identifying, defining,
assessing and developing these essential skills, organizations and individuals
are left grappling with ambiguity.
As a competency development and
assessment consultant, I've seen firsthand how this ambiguity can hinder both
organizations and individuals. That's why I'm passionate about advocating for
the creation of a soft skills inventory or competency dictionary and a soft
skills competency framework and I am currently helping one of my clients do
so.
Soft Skills Competency
Framework
I see a Soft Skills Competency
Framework as a comprehensive guidebook, outlining the key soft skills needed
for success and providing clear benchmarks for assessment. Having a
standardized dictionary and framework enables individuals and employers to more
effectively identify, nurture, and showcase these critical skills. It is
about creating a common language around soft skills that is accessible and
usable and makes it easier for employers and employees to find the right
fit.
So, how does it work in
practice?
Scenario 1: Hiring for
a New Role You're
a hiring manager tasked with filling a critical role in your organization. With
a soft skills competency framework, you can more easily pinpoint the specific skills
and behaviours you're looking for in a candidate – whether it's strong
communication skills for a client-facing role or adaptability for a fast-paced
startup environment. This not only streamlines the hiring process but also
ensures you find the perfect fit for your team.
Scenario 2: Personal
Development Planning As
an aspiring professional, you're eager to take your career to the next level.
With a soft skills inventory at your disposal, you can identify your strengths
and areas for growth with clarity. Maybe you excel in collaboration but
struggle with negotiation skills – knowing this, you can create a targeted
development plan to develop your skills and reach your full potential.
Scenario 3: Performance
Reviews With a
standardized competency framework in place, performance review conversations
become much more constructive. Managers can provide targeted feedback based on
clear assessment criteria, while employees can track their progress over time
and set actionable goals for improvement.
A soft skills competency
framework or inventory isn't just about ticking boxes – it's about creating a
common language around soft skills that empowers both employers and employees
to thrive. By providing clarity and structure, a soft skills competency framework
paves the way for more effective talent management, personal development, and
organizational success.
Soft skills Aren't
One-Size-Fits-All
As we continue to define,
refine, and codify these soft skills into the recruitment, hiring, and
performance management processes, it is essential to recognize that there may
be some diversity in soft skill requirements across organizations and
industries. Soft skills aren't one-size-fits-all. They're like spices in a
recipe – each organization has its own blend.
Organizational contexts, goals,
and values influence the emphasis placed on specific soft skills whether it's
the agility and innovation required in a startup or the stability needed for an
established enterprise. How business happens including the
nature of interactions with clients and stakeholders can also influence the
required set of soft skills. Organizations dealing directly with end-users may
emphasize skills such as empathy and customer service, while those working on
B2B projects might prioritize negotiation and relationship-building. While
there may be variations in emphasis, certain soft skills such as communication,
collaboration, critical thinking, problem-solving, etc. remain universally
valued.
All of this is to say that organizations
need to develop a clear competency framework that defines these skills and
values and creates a culture that nurtures and develops these skills. Soft
skills are the way for us to future-proof ourselves and our workforce and drive
sustainable success in the age of AI.
Because our edge will always be
human.
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