Historically, professional development has dealt with technical training (tools, processes, know-how) with less focus on interpersonal skills. Research continues to show that having only technical ability is not sufficient in today’s workforce; therefore, soft skill development must also be a part of ongoing employee training. To make that even clearer, the World Economic Forum’s Future of Jobs Report shows that several soft skills, including effective communication, adaptability, emotional intelligence and problem solving, continue to be identified as essential for future success in any business.
As advances in automation and artificial intelligence (AI) replace many routine jobs that were previously performed by humans, soft skill abilities, or the ability to create and maintain meaningful relationships with others, have also become increasingly critical for individuals working in the current workforce.
Workplaces have also changed significantly, creating a large demand for employees who can perform their jobs effectively in a social and emotional environment. The McKinsey Global Institute has identified a growing demand for roles requiring social and emotional skills as compared to roles that require only technical expertise. Most employees are now expected to work cross-functionally, manage uncertain situations, and build effective working relationships with a diverse group of co-workers and other stakeholders; therefore, soft skills have become critical to the performance of all employees in the workforce.
While many performance issues are caused by a lack of technical knowledge, LinkedIn’s Workplace Learning Report identified that 89% of recruiters believe the majority of professionals who perform poorly have a gap in their soft skills, not in their technical ability. For example, ineffective communication, a lack of willingness to accept feedback, and inability to work with others in a team environment are the major reasons for why strong performers fail.
The ability to develop Soft Skills through training increases the Self-Awareness of an individual, which is an extremely important element of effective work. According to the Harvard Business Review, based on research conducted, companies with Self-Aware Employees have employees who are better communicators, better decision makers, and more successful at building healthy working relationships. In addition, companies that participate in soft skills training increase employee development and adaptability; adaptability is becoming increasingly important according to Deloitte’s Global Human Capital Trends and is listed as one of the most important skills required to successfully navigate ongoing changes in the workplace.
When it comes to Leadership Development, there is a correlation between development of leadership skills and development of soft skills. According to a study by the Centre for Creative Leadership, leadership failure occurs most often due to interpersonal behavioural issues versus a lack of technical skills. when an employee learns through soft skills training about communication, empathy, and influence, this is an advantage to the employee in career advancement and team leadership. At the organizational level, the impact of soft skills training can be quantified. Engagement is closely linked and directly correlates to employee productivity and retention.
Soft skills are not pre-defined traits. Soft skills can be developed through training and practice, and they are developable skills to the extent that an employee personnel or organizational performance will improve through reflection of their development.
As the pace of change in today’s business and professional landscape continues to increase, soft skills will remain as critical to an employee’s growth and success due to the importance they can have on an employee’s ability to collaborate effectively and will determine the future success of an employee and an organization as a whole.