The Human Advantage: Elevating Soft Skills in an AI-Driven World

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. 

#SoftSkills #TransversalSkills #BehaviouralSkills #FutureOfWork #SoftSkillsFramework #TalentManagement #CareerDevelopment #SoftSkillsMatter #ArtificialIntelligence #AI #NewWorldofWork