Being both soft and strong is a combination very few have mastered” (Yasmin Mogahed). Soft skills encompass a wide range of qualities. Be it your personality, your attitudes, or motivation, maybe how flexible you are when it comes to a change of plans, or even your manners. How do you communicate with your fellow co-workers? Here are the top 3 most important soft skills that are in line with literature findings of Blanka, as well as her interviews with top managers in HR!

  • Communication: obvious… or is it? This skill is not only important to be able to talk to your fellow co-workers, but also for teamwork, interpersonal skills, and to feel connected to others, i.e. to satisfy your need for relatedness! People often devalue the importance of communication. However, research shows that an immense amount of problems would be solved if only the people involved would communicate better. Just plain talking is not the key, but effective communication is. Here is a tip on how to communicate effectively: for example, asking directly what you want from someone instead of ‘running around the bush’ is a great start. WOUW Performance Coaching is currently working on a talent programme for young professionals to work on their soft skills… communication skills as well.
  • Flexibility: How resilient are you? Do you adapt to change quickly? Or are you also stressed out from non-stop adjustments, lockdowns, and – in general – life in the middle of this pandemic? Luckily, this soft skill can also be trained through interventions. For a start, reflect on how you approach obstacles that come up in your everyday life: do you panic, or search for a solution, run away from it, or approach it? It also helps to analyse the thought patterns you have. It is, moreover, good to focus on the controllable, instead of the non-controllable.
  • Leadership skills: It is odd how such a vital skill can be missed on the workfloor. However, for any behavior change to be successful, it needs to be adopted at all levels of the organisation… the big boss too. Everyone. Only this way can the other soft skills also be improved. The managers need to break taboos and talk about the important things like mental health. This way they bring awareness to the deeper underlying problems. When doing an intervention, the leaders need to have faith in the success of the programme, and practice what they preach. Quick fix interventions are really tempting, but not a good idea if you want to have change on the long term that sticks. Interested? Reach out to us!

We are developing a talent programme that is sustainable, and lasting. You could be one of our clients. Just communicate you’re interested, and get in touch!

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