is problem solving hard or soft skill

Hard skills vs. Soft skills

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

November 27, 2021 · updated April 25, 2024

6 minute read

When seeking new recruits or considering internal promotions, it’s essential to identify the specific skills required for each role. Some of these skills are innate, while others may require formal training.

Hard skills should be outlined in the role specification, detailing the technical competencies needed. Soft skills, which encompass interpersonal and emotional intelligence, should be included in the person specification.

By reading this guide, you will gain the ability to clearly distinguish between the hard and soft skills necessary for your open positions. Additionally, this insight will prove invaluable for individuals aiming to enhance their resumes and effectively showcase their top skills.

What are hard skills?

What are soft skills, what’s the difference between hard skills and soft skills, list of hard and soft skills, how to develop hard and soft skills.

Hard skills are specific competencies, skills, knowledge, and abilities needed to perform a specific task or role. They can be learned through education and professional development. Usually, they are technical (but not always) and easily measurable.

Hard skills can be evidenced through educational certificates or practical demonstrations.

Take software development, for instance. It requires knowledge of programming languages, primarily aimed at writing computer programs. The proficiency level in this skill is readily measurable.

Consider the field of design as another example. While it varies—ranging from interior to web design—the fundamental requirement is a specific skill set tailored to perform precise tasks.

Knowledge of the Microsoft Suite is yet another hard skill. Learning to proficiently use tools like Microsoft Word and Excel is often crucial for specific job functions.

Therefore, each role demands a unique set of hard skills essential for performing designated tasks effectively.

Soft skills are personality traits, social competencies and skills, knowledge, and abilities used to perform interpersonal activities and unique tasks. Sometimes they are also called human skills.

Soft skills often stem from your inherent personality traits and social abilities, though they can be honed through practice and professional development.

Measuring soft skills, especially when you’re hiring new employees, can be tricky due to the limited information available. You really get to know a person’s soft skills through personal interactions.

While there are techniques and tests aimed at assessing these skills, be aware that their results can be imprecise and not always reflective of true ability. It’s only in real-life situations that you can accurately see how well someone handles these areas.

There are certain soft skills you’d likely want all your team members to possess, such as punctuality and the ability to collaborate effectively. Other skills, like leadership, communication, strategic thinking, and problem-solving, might be crucial for specific roles.

Soft skills don’t come certified, but you’ll recognize them as you work with someone. Natural leaders will instinctively take charge and guide others, while reliable timekeepers consistently show up on time or inform you ahead of any delays.

Skills matrix template

Efficiently assess, manage, and maximize your team’s potential and streamline your workflow.

The key difference lies in the nature of soft skills, which are closely intertwined with an individual’s personality and aren’t always teachable.

While you can enroll your team members in courses to enhance leadership, communication, and other soft skills, there’s always an innate aspect to consider. Some people are naturally more inclined to possess strong leadership qualities than others.

Hard skills, on the other hand, are rooted in what people learn. These skills are task-specific and easier to teach. You can send people to development courses to acquire new hard skills or to refine existing ones.

As careers progress, people often need to adapt and enhance their skill sets, especially when stepping into leadership roles. They’ll need practical knowledge specific to their positions along with interpersonal skills that allow them to excel.

It’s important to note that your best employees might not necessarily excel in both soft and hard skills. While versatility is a bonus, not all roles demand expertise in both areas.

There are many hard and soft skills, so that we will list only a few.

Now that you know the difference between soft and hard skills, it’s time to analyze which ones need to be added to your organization. And what to do next?

You can check our article about employee development methods , we have mentioned what methods work best for different skills sets and particular skills.

It will help you find ways to train your employees and improve your own skills.

Regarding leadership skills check our leadership development plan guide because it is a unique skill set and it requires specific training.

One way to map, manage, and track the required skills and skill gaps of your employees is to use a skills matrix .

How to conduct a skills gap analysis and what to do next

Start building your foundation for strategic workforce development.

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What Are Problem-Solving Skills? Definition and Examples

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Why do employers hire employees? To help them solve problems. Whether you’re a financial analyst deciding where to invest your firm’s money, or a marketer trying to figure out which channel to direct your efforts, companies hire people to help them find solutions. Problem-solving is an essential and marketable soft skill in the workplace. 

So, how can you improve your problem-solving and show employers you have this valuable skill? In this guide, we’ll cover:

Problem-Solving Skills Definition

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Problem-solving skills are the ability to identify problems, brainstorm and analyze answers, and implement the best solutions. An employee with good problem-solving skills is both a self-starter and a collaborative teammate; they are proactive in understanding the root of a problem and work with others to consider a wide range of solutions before deciding how to move forward. 

Examples of using problem-solving skills in the workplace include:

• Researching patterns to understand why revenue decreased last quarter
• Experimenting with a new marketing channel to increase website sign-ups
• Brainstorming content types to share with potential customers
• Testing calls to action to see which ones drive the most product sales
• Implementing a new workflow to automate a team process and increase productivity

Problem-solving skills are the most sought-after soft skill of 2022. In fact, 86% of employers look for problem-solving skills on student resumes, according to the National Association of Colleges and Employers Job Outlook 2022 survey . 

It’s unsurprising why employers are looking for this skill: companies will always need people to help them find solutions to their problems. Someone proactive and successful at problem-solving is valuable to any team.

“Employers are looking for employees who can make decisions independently, especially with the prevalence of remote/hybrid work and the need to communicate asynchronously,” Eric Mochnacz, senior HR consultant at Red Clover, says. “Employers want to see individuals who can make well-informed decisions that mitigate risk, and they can do so without suffering from analysis paralysis.”

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Problem-solving includes three main parts: identifying the problem, analyzing possible solutions, and deciding on the best course of action.

>>MORE: Discover the right career for you based on your skills with a career aptitude test .

Research is the first step of problem-solving because it helps you understand the context of a problem. Researching a problem enables you to learn why the problem is happening. For example, is revenue down because of a new sales tactic? Or because of seasonality? Is there a problem with who the sales team is reaching out to? 

Research broadens your scope to all possible reasons why the problem could be happening. Then once you figure it out, it helps you narrow your scope to start solving it. 

Analysis is the next step of problem-solving. Now that you’ve identified the problem, analytical skills help you look at what potential solutions there might be.

“The goal of analysis isn’t to solve a problem, actually — it’s to better understand it because that’s where the real solution will be found,” Gretchen Skalka, owner of Career Insights Consulting, says. “Looking at a problem through the lens of impartiality is the only way to get a true understanding of it from all angles.”

Decision-Making

Once you’ve figured out where the problem is coming from and what solutions are, it’s time to decide on the best way to go forth. Decision-making skills help you determine what resources are available, what a feasible action plan entails, and what solution is likely to lead to success.

On a Resume

Employers looking for problem-solving skills might include the word “problem-solving” or other synonyms like “ critical thinking ” or “analytical skills” in the job description.

“I would add ‘buzzwords’ you can find from the job descriptions or LinkedIn endorsements section to filter into your resume to comply with the ATS,” Matthew Warzel, CPRW resume writer, advises. Warzel recommends including these skills on your resume but warns to “leave the soft skills as adjectives in the summary section. That is the only place soft skills should be mentioned.”

On the other hand, you can list hard skills separately in a skills section on your resume .

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In a Cover Letter or an Interview

Explaining your problem-solving skills in an interview can seem daunting. You’re required to expand on your process — how you identified a problem, analyzed potential solutions, and made a choice. As long as you can explain your approach, it’s okay if that solution didn’t come from a professional work experience.

“Young professionals shortchange themselves by thinking only paid-for solutions matter to employers,” Skalka says. “People at the genesis of their careers don’t have a wealth of professional experience to pull from, but they do have relevant experience to share.”

Aaron Case, career counselor and CPRW at Resume Genius, agrees and encourages early professionals to share this skill. “If you don’t have any relevant work experience yet, you can still highlight your problem-solving skills in your cover letter,” he says. “Just showcase examples of problems you solved while completing your degree, working at internships, or volunteering. You can even pull examples from completely unrelated part-time jobs, as long as you make it clear how your problem-solving ability transfers to your new line of work.”

Learn How to Identify Problems

Problem-solving doesn’t just require finding solutions to problems that are already there. It’s also about being proactive when something isn’t working as you hoped it would. Practice questioning and getting curious about processes and activities in your everyday life. What could you improve? What would you do if you had more resources for this process? If you had fewer? Challenge yourself to challenge the world around you.

Think Digitally

“Employers in the modern workplace value digital problem-solving skills, like being able to find a technology solution to a traditional issue,” Case says. “For example, when I first started working as a marketing writer, my department didn’t have the budget to hire a professional voice actor for marketing video voiceovers. But I found a perfect solution to the problem with an AI voiceover service that cost a fraction of the price of an actor.”

Being comfortable with new technology — even ones you haven’t used before — is a valuable skill in an increasingly hybrid and remote world. Don’t be afraid to research new and innovative technologies to help automate processes or find a more efficient technological solution.

Collaborate

Problem-solving isn’t done in a silo, and it shouldn’t be. Use your collaboration skills to gather multiple perspectives, help eliminate bias, and listen to alternative solutions. Ask others where they think the problem is coming from and what solutions would help them with your workflow. From there, try to compromise on a solution that can benefit everyone.

If we’ve learned anything from the past few years, it’s that the world of work is constantly changing — which means it’s crucial to know how to adapt . Be comfortable narrowing down a solution, then changing your direction when a colleague provides a new piece of information. Challenge yourself to get out of your comfort zone, whether with your personal routine or trying a new system at work.

Put Yourself in the Middle of Tough Moments

Just like adapting requires you to challenge your routine and tradition, good problem-solving requires you to put yourself in challenging situations — especially ones where you don’t have relevant experience or expertise to find a solution. Because you won’t know how to tackle the problem, you’ll learn new problem-solving skills and how to navigate new challenges. Ask your manager or a peer if you can help them work on a complicated problem, and be proactive about asking them questions along the way.

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Companies always need people to help them find solutions — especially proactive employees who have practical analytical skills and can collaborate to decide the best way to move forward. Whether or not you have experience solving problems in a professional workplace, illustrate your problem-solving skills by describing your research, analysis, and decision-making process — and make it clear that you’re the solution to the employer’s current problems. 

Looking to learn more workplace professional skills? Check out Two Sigma’s Professional Skills Development Virtual Experience Program .

Image Credit: Christina Morillo / Pexels 

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Hard skills vs. soft skills: What they are and why both matter

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In business and management, a common taxonomy divides skills into “hard skills” and “soft skills.” This taxonomy originated in the 1970s to categorize different abilities and has since become widely used in hiring, training and evaluating employees. Varying types of skills are essential to professional success, but understanding the difference between hard and soft skills can be particularly helpful for managers and leaders. 

Hard skills are technical abilities and knowledge needed to perform specific tasks such as coding and equipment operation. Soft skills are interpersonal, social and emotional abilities related to how people interact, such as collaboration, leadership and problem-solving.  

The skills taxonomy is popular because it provides a simple framework for identifying strengths, gaps and development needs. It reminds managers that employees need hard skills to accomplish specific work and soft skills to collaborate and grow. Well-rounded teams have a mix of technical experts and relationship builders, with management that understands the difference between knowledge and skills. 

What are hard skills? 

Hard skills are the technical or specific abilities you can define, measure and learn. They’re often connected to a particular task or job and acquired through education, training programs, professional development , industry certifications and on-the-job experience. These skills are usually easy to quantify, so they can be listed on a resume or job description — or as outcomes for a course or learning program. 

Hard skills examples 

Your hard skills will vary depending on the nature of your job. Some common examples include: 

• Computer programming : This is the ability to write, test, debug and maintain the source code of computer programs. This skill is crucial for roles in software development, web development and data analysis. 
• Project management : This involves planning, executing and overseeing projects to ensure they are completed on time and within budget. This can translate to many industries and jobs. 
• Data analysis : This is the ability to gather, model and visualize data to support decision-making processes. It’s essential in fields like marketing, finance and operations. 
• Digital marketing : This involves promoting products or brands via digital channels. It’s important for marketing specialists, SEO experts and content creators. 

In every industry, certain hard and transferable skills can be valuable across different fields. It’s important to regularly assess the technical skills needed for a job and industry and prioritize developing them. 

What are soft skills? 

Soft, interpersonal or people skills are about how you interact with others. They’re not specific to a job or task and are trickier to measure than hard skills. But they’re crucial to building a community as well as establishing and maintaining client, customer and colleague relationships. 

Soft skills examples 

Not all soft skills are intuitive, but they are teachable and can be honed over time. Examples of soft skills include: 

• Communication involves conveying information clearly and effectively. Good communication is essential in almost every job to ensure everyone is on the same page. 
• Leadership is the ability to guide, inspire and influence others to achieve a common goal. It’s crucial for managers, team leaders and executives. 
• Problem-solving involves identifying, analyzing and solving problems that arise in the workplace. It’s important for roles that require decision-making under pressure or innovation. 
• Teamwork is the ability to work well with others to achieve a common goal. It’s necessary in any role that involves collaboration or team projects. 
• Adaptability involves adjusting to new conditions or changes in the workplace. It’s crucial in today’s fast-paced work environments where change is constant. 
• Time management is the ability to use time effectively and productively. It’s important for meeting deadlines and managing multiple tasks or projects. 
• Emotional intelligence involves recognizing and understanding your own emotions and others’ emotions. It helps manage relationships, resolve conflicts and demonstrate empathy. 

Within your organization, specific soft skills may be highly valued. Some companies prioritize creativity and innovation, while others value empathy and emotional intelligence. Knowing — or helping to define — the soft skills your company values can help you support development in those areas. 

Why do both hard skills and soft skills matter? 

In professional development, the question whether hard or soft skills are more important can be debated. Some people argue that hard skills take the lead as they directly impact job performance. However, others believe that soft skills hold more value as they enable professionals to work effectively in teams and adapt to changes. 

However, both hard skills and soft skills can be crucial for success. They complement each other, and a balance of both is often necessary for a well-rounded professional profile. Even though one skill may be more apparent than the other in certain contexts, neglecting one can lead to a skills gap that may hamper productivity and efficiency. Therefore, it’s essential to assess both skills and proficiency when it comes to technical and non-technical abilities. 

The importance of hard skills  

Hard skills are what make someone qualified for a specific job. Employers usually look for them when hiring because they’re easily measurable and give a clear idea of a person’s capabilities. For example, a software developer needs hard skills like programming and debugging, a data analyst must be proficient in data modeling and visualization, and a graphic designer requires expertise in using design software. 

Without hard skills, performing specific job functions is challenging, and you may not be considered for certain roles. That said, hard skills alone are not enough to thrive in the workplace. 

The importance of soft skills 

Soft skills are crucial for employees to navigate and respond to situations. These skills, tied to personality traits and interpersonal interactions, foster a positive work environment. They are essential for effective collaboration, conflict resolution and team success. 

Moreover, soft skills like adaptability and problem-solving are increasingly important in today’s rapidly changing work landscape. They enable professionals to navigate through changes and come up with innovative solutions. 

Upskilling hard and soft skills 

As a hiring manager, training manager or someone in a leadership role, it’s crucial to grasp how you can help our employees improve their hard and soft skills. While these skills go hand in hand, the methods to develop them may vary. 

Soft skill development often involves: 

• Workshops on communication skills : Employees learn about active listening, non-verbal communication cues and articulating thoughts clearly. 
• Leadership seminars : These sessions could cover leadership styles, how to inspire and motivate teams and the importance of emotional intelligence. 
• Role-playing scenarios : Employees might engage in mock negotiations to practice persuasion and conflict resolution skills. 
• Group activities : Team-building exercises can help improve collaboration, while public speaking groups can also assist in developing presentation and speaking skills. 
• On-the-job experiences : Mentorship programs where employees can learn time management, adaptability and stress management from seasoned colleagues 

Here are some examples of what hard skill development often involves: 

• Technical courses : Specific courses on software development might cover programming languages, database management and system architecture. 
• Certifications : Marketing professionals may take courses about Google Ads to prepare for certifications in Google Search and Display. 
• Simulations and labs : Engineering students often work in laboratory work, applying physics and materials science to real-world problems. 
• Apprenticeships : Electricians and plumbers typically go through apprenticeships where they acquire hands-on experience under the guidance of a master technician. 
• Task-specific training : A graphic designer might practice using design software through specific assignments to create logos, website layouts or marketing materials, with each task designed to enhance proficiency in particular tools or techniques. 

Having a solid foundation is important, but applying that knowledge and practicing continuously is equally crucial. Therefore, it’s necessary to upskill your employees and understand what areas need improvement. 

How to improve soft skills 

The best approach to improving soft skills is to identify improvement areas and provide employees with opportunities to develop them. Here are some steps you can take: 

• Conduct a skills assessment : Have your team members rate themselves on different soft skills and compare their ratings with yours. This exercise helps identify areas that need work. 
• Incorporate soft skills into training programs : This can help employees understand the importance of these skills and how they can be applied in the workplace. 
• Provide mentorship and coaching opportunities : Mentors or coaches can guide employees in developing advanced soft skills, providing personalized advice and feedback. 
• Encourage participation in social and emotional learning opportunities : Activities that promote social interaction and emotional understanding can help employees improve their interpersonal skills. 

Keep in mind that soft skills are not something you can learn overnight. Give your team members time to practice and provide support along the way. 

How to improve hard skills 

Improving hard skills requires more structured and formal training, but there are still ways to make the process engaging and effective: 

• Identify skill gaps through performance evaluations : Use performance evaluations to identify areas where employees may need additional training or development. 
• Online courses : These offer flexibility and convenience, allowing employees to learn at their own pace. They may also provide certificates upon completion, adding value to an employee’s professional profile. 
• In-person training sessions : These provide hands-on learning opportunities and allow for immediate feedback. They can be particularly effective for teaching technical skills that require direct practice. 
• Combination of online and in-person training : A blended approach can provide comprehensive learning, combining the convenience of online education with the practicality of in-person training. 

Employers and managers who take the time to upskill their workforce help their employees reach their full potential and contribute to developing a highly skilled and efficient team.  

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Hard Skills vs. Soft Skills: Definitions and 50+ Examples

Corey Bleich

🍿🍿 8 min. read

While hard skills are important, savvy companies know that excellent employees have another skill set that may be harder to cultivate: soft skills. Turns out, hard skills vs soft skills isn't an either/or proposition. It's a both/and package worth cultivating in potential and long-term employees alike.

What’s the difference between the two? Before you can write a job description or a resume, mentor team members, or design a learning program, it’s crucial to thoroughly understand the difference between hard skills and soft skills. This guide will get you started, and will contain long lists of examples to structure your job searching, training, and more.

🔍 What you’ll find in this post

• Soft skills vs. hard skills

What are soft skills?

• Soft skills examples

What are hard skills?

• Hard skills examples
• Training for hard and soft skills

What is the difference between hard skills vs. soft skills?

Hard skills are easy to measure and define, while soft skills are a bit more nebulous. Hard skills are those talents and abilities that can be measured. They are usually specific to a particular job, and they can be learned through schooling or on-the-job training. Soft skills are less defined skills that often apply not only to one specific job but are universal. Some recruiters or HR personnel might define these vaguely as “people skills.” Think of empathy, creativity, adaptability, and collaboration.

Hard skills are often those you list on a resumé or the areas in which you hold certifications. Soft skills are those that help you build longer-lasting coworker and customer relationships. The importance of hard skills vs. soft skills should not be underestimated.

Soft skills vs hard skills stats

Hard skills and soft skills are both important in the workplace, but they represent different types of abilities that someone can bring the table. Some statistics and insights on the importance of both hard and soft skills in the workplace include:

• Soft skills are highly valued by employers, with 93% of employers stating that soft skills are either an essential or very important factor in hiring decisions
• Employers are increasingly seeking employees with soft skills such as dependability, teamwork/collaboration, problem-solving, and flexibility
• According to LinkedIn's Most In-Demand Hard and Soft Skills , the top five hard skills in demand in 2023 were software development, SQL, finance, Python, and Java
• The top five soft skills in demand were management, communication, customer service, leadership, and sales.

While hard skills are important for performing specific responsibilities, soft skills are highly valued by employers and can have a significant impact on a person's ability to work effectively in a team, communicate with others, and adapt to new situations. As we’ll discuss later, it’s essential to develop and maintain a balance between the two types of skills to excel.

Soft skills are skills and abilities that are much harder to measure and a bit fuzzier to define. In general, these are interpersonal skills that help people get along with each other and communicate and collaborate effectively. They relate to how someone interacts with others, manages their time, and handles their emotions and actions.

Challenging to train explicitly, soft skills include things like character, ability to work on a team, and overall understanding of and participation in your company culture. Employees just entering the workforce or transitioning to a new career may struggle with soft skills, especially as they relate to fellow employees.

Reviewing different examples of soft skills can help you better understand this concept, too.

Watch on YouTube: "What are Soft Skills?"

What are the most common soft skills examples?

Soft skills are often interpersonal skills that can be difficult to train for. They can include the following examples:

Why are soft skills important to train for?

Of these skills, emotional intelligence is arguably the hardest to teach. This includes a person’s ability to empathize with others, regulate their own behavior, and develop self-awareness. Emotional intelligence also indicates a level of intrinsic motivation that contributes to a strong work ethic.

However, developing soft skills matters. A Carnegie Mellon Foundation study found that 75% of long-term job success depends on the level of soft skills employees had. Another LinkedIn study found that 57% of employers value soft skills more than hard skills when making new hire decisions.

Put simply, you can be a certified expert in your field, but that won’t matter much if you just can’t work with your fellow employees, customers, leadership, and others.

👉Learn more: Find our full guide on how to train employees on soft skills

Hard skills are much easier to quantify and measure. These are things that employees are specifically trained for, like a plumber who learns to fix a leaky faucet or a nurse learning to draw blood.

Through specific instruction, on-the-job training , and trial-and-error, hard skills form the backbone of the job.

Watch on YouTube: "What are Hard Skills?"

What are the most common hard skills examples?

For new employees with little practical experience or track record, hard skills can be measured in terms of test scores and recent degrees or certifications. Hard skills examples include:

But truly, this list of hard skills examples is as long as the number of different professions in the world!

Why are hard skills important to train for?

The importance of hard skills is that they establish the backbone of the services your business provides or the products it creates. You would not hire a heart surgeon without the hard skills to perform heart surgery, or someone to design a bridge who only had experience in retail. Hard skills training ensures that your employees are equipped to do good work in their field.

What’s the best approach to this type of training? The answer to that depends on your employees and what skills they need. Starting with a training needs analysis can help target specific hard skills, which can then help you decide which approach will work best.

You might consider eLearning options to train for some of these skills, especially mobile microlearning resources that are easy to reference back to. Some industries have also had great success with AR/VR learning , and others prefer to offer blended learning that includes both instructor-led and digital modules.

The goal is to offer hard skills training that is relevant, engaging, and supportive of the types of hard skills your employees need to do their job.

How to train for both hard skills and soft skills

Truly, the best way to train employees is not to pit soft skills vs. hard skills but to develop both in tandem. The good news is that many of the same tools used to train for hard skills can easily be modified to work on soft skills development.

This might be as simple as modifying training modules to be completed in teams, highlighting teambuilding and collaboration. You might also include time for reflection and refinement in each training session. This gives employees practice in analyzing what they did well and identifying their growing edges.

In addition to modifying your learning experiences to incorporate soft skills development, there are other ways to train employees for both hard and soft skills. One effective method is to use simulation-based training, which allows employees to practice both hard and soft skills in a safe and controlled environment. For example, if you're training employees in customer service, a simulation-based training program can provide realistic scenarios that allow them to practice both technical skills like using the company's CRM software and soft skills like empathy and active listening.

Another approach is to use coaching and mentoring to develop both hard and soft skills. Mentoring can provide employees with guidance and support to develop their soft skills, while coaching can help them improve their hard skills by providing feedback and guidance on specific tasks or projects.

Ultimately, the key to successfully training employees for both hard and soft skills is to take an integrated approach. By incorporating both hard and soft skills into your training program, you can develop well-rounded employees who can effectively navigate any challenges they may encounter in their jobs.

As you plan your training sessions for your new hires or long-term employees, don’t think hard skills vs. soft skills. EdgePoint Learning can help you find a training approach to both that works for what your employees need right now. Get in touch today to learn more .

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What Are Problem-Solving Skills?

Definition & Examples of Problem-Solving Skills

• Problem-solving skills help you determine why an issue is happening and how to resolve that issue.

Learn more about problem-solving skills and how they work.

Problem-solving skills help you solve issues quickly and effectively. It's one of the  key skills that employers  seek in job applicants, as employees with these skills tend to be self-reliant. Problem-solving skills require quickly identifying the underlying issue and implementing a solution.

Problem-solving is considered a  soft skill  (a personal strength) rather than a hard skill that's learned through education or training. You can improve your problem-solving skills by familiarizing yourself with common issues in your industry and learning from more experienced employees.

How Problem-Solving Skills Work

Problem-solving starts with identifying the issue. For example, a teacher might need to figure out how to improve student performance on a writing proficiency test. To do that, the teacher will review the writing tests looking for areas of improvement. They might see that students can construct simple sentences, but they're struggling with writing paragraphs and organizing those paragraphs into an essay.

To solve the problem, the teacher would work with students on how and when to write compound sentences, how to write paragraphs, and ways to organize an essay.

Theresa Chiechi / The Balance

There are five steps typically used in problem-solving.

1. Analyze Contributing Factors

To solve a problem, you must find out what caused it. This requires you to gather and evaluate data, isolate possible contributing circumstances, and pinpoint what needs to be addressed for a resolution.

To do this, you'll use skills like :

• Data gathering
• Data analysis
• Fact-finding
• Historical analysis

2. Generate Interventions

Once you’ve determined the cause, brainstorm possible solutions. Sometimes this involves teamwork since two (or more) minds are often better than one. A single strategy is rarely the obvious route to solving a complex problem; devising a set of alternatives helps you cover your bases and reduces your risk of exposure should the first strategy you implement fail.

This involves skills like :

• Brainstorming
• Creative thinking
• Forecasting
• Project design
• Project planning

3. Evaluate Solutions

Depending on the nature of the problem and your chain of command, evaluating best solutions may be performed by assigned teams, team leads, or forwarded to corporate decision-makers. Whoever makes the decision must evaluate potential costs, required resources, and possible barriers to successful solution implementation.

This requires several skills, including:

• Corroboration
• Test development
• Prioritizing

4. Implement a Plan

Once a course of action has been decided, it must be implemented along with benchmarks that can quickly and accurately determine whether it’s working. Plan implementation also involves letting personnel know about changes in standard operating procedures.

This requires skills like:

• Project management
• Project implementation
• Collaboration
• Time management
• Benchmark development

5. Assess the Solution's Effectiveness

Once a solution is implemented, the best problem-solvers have systems in place to evaluate if and how quickly it's working. This way, they know as soon as possible whether the issue has been resolved or whether they’ll have to change their response to the problem mid-stream.

This requires:

• Communication
• Customer feedback
• Follow-through
• Troubleshooting

Here's an example of showing your problem-solving skills in a cover letter.

When I was first hired as a paralegal, I inherited a backlog of 25 sets of medical records that needed to be summarized, each of which was hundreds of pages long. At the same time, I had to help prepare for three major cases, and there weren’t enough hours in the day. After I explained the problem to my supervisor, she agreed to pay me to come in on Saturday mornings to focus on the backlog. I was able to eliminate the backlog in a month.

Here's another example of how to show your problem-solving skills in a cover letter:

When I joined the team at Great Graphics as Artistic Director, the designers had become uninspired because of a former director who attempted to micro-manage every step in the design process. I used weekly round-table discussions to solicit creative input and ensured that each designer was given full autonomy to do their best work. I also introduced monthly team-based competitions that helped build morale, spark new ideas, and improve collaboration.

Highlighting Problem-Solving Skills

• Since this is a skill that's important to most employers, put them front and center on your resume, cover letter, and in interviews.

If you're not sure what to include, look to previous roles—whether in academic, work, or volunteer settings—for examples of challenges you met and problems you solved. Highlight relevant examples in your  cover letter and use bullet points in your resume to show how you solved a problem.

During interviews, be ready to describe situations you've encountered in previous roles, the processes you followed to address problems, the skills you applied, and the results of your actions. Potential employers are eager to hear a  coherent narrative of the ways you've used problem-solving skills .

Interviewers may pose hypothetical problems for you to solve. Base your answers on the five steps and refer to similar problems you've resolved, if possible. Here are tips for answering problem-solving interview questions , with examples of the best answers.

Key Takeaways

• It's one of the key skills that employers seek in job applicants.
• Problem-solving starts with identifying the issue, coming up with solutions, implementing those solutions, and evaluating their effectiveness. 

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Hard skills versus soft skills and which to use on your resume

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Hard skills versus soft skills: What’s the difference?

Why you should develop both hard and soft skills, 5 soft skill examples worth perfecting, 5 hard skill examples worth learning, how to include hard and soft skills on a resume, gotta catch 'em all.

A confused client emails you asking for troubleshooting help. They can’t figure out why an extension they installed isn’t working on a webpage you developed. 

You write back that it’s a simple mistake, provide step-by-step instructions, and offer to jump on a quick call to walk through the problem together. Before you hit send, you check your spelling and make sure your directions are clear and concise. The client fixes the problem quickly. Everybody’s happy. 

Responding to a quick query is a seemingly mundane task. But in just a few lines of text, you’ve exercised several hard skills, like reading comprehension, programming knowledge, and written communication rules. And you’ve also showcased various soft skills, like empathy and dedication.

The proficiencies developed throughout your career are like a toolbox. And understanding the difference between hard skills versus soft skills can show you how each tool complements one another, leading to better productivity, efficiency, and career success.

Hard and soft skills differ in the way you learn, use, and adapt them. 

Hard skills are technical proficiencies you acquire through training and hands-on experience. A few examples include coding language familiarity, foreign language proficiency, and AI tool expertise. The learning process typically follows a monitorable step-by-step process most people can take on to acquire these skills. 

Soft skills are more personal and nuanced than hard skills, and people’s personality types often influence the ones that come naturally to them. Some soft skill examples include emotional regulation , problem-solving , and conflict resolution .

Acquiring a soft skill is more nuanced than a hard skill because it’s much more personal. Learning to manage your time better will look very different from person to person, whereas understanding how to use a new workplace collaboration tool will follow the same steps for nearly every employee.

According to a LinkedIn hiring trends analysis, hard skills grab a potential employer’s interest, but soft skills seal the deal . 

Most employers require you to have specific skill sets, education, or certifications. If you're a marketing professional — like a market research analyst — you likely need to understand certain statistical software and quantitative and qualitative research methods. But a hiring manager also wants to know the attitude and work ethic you’ll contribute to the team. While they might skim your qualifications section to ensure you have specific technical proficiencies, throughout the hiring process they’ll look for soft skills like critical thinking , creativity , and teamwork . 

Your hard and soft skills work in tandem. Highly developed hard skills mean you can get the job done, and complementary soft skills mean your coworkers enjoy working with you. Let’s explore some common industry-specific hard skills and complementary soft skills:

Healthcare providers know how to examine, diagnose, and treat patients, and they develop these hard skills through extensive education, on-site training, and continued learning. But one of the most important proficiencies in healthcare is empathy , a soft skill that helps healthcare professionals build trust , communicate difficult information, and treat patients effectively. 

A successful project manager is proficient in hard skills like budgeting, risk assessment, and quality assurance, which they’ve acquired through formal education and industry experience. But projects don’t always go to plan — unexpected challenges, changes, and conflicts often create roadblocks — so project managers must use their conflict management , resourcefulness, and adaptability soft skills to keep everyone on track. 

An independent worker’s soft skills are often especially important to recruiters. Whether you studied economics , journalism , or marketing, a hiring manager will want to know you have the skills to work independently. Dependability, self-motivation , and effective communication are all skills that will keep you on track without the oversight of a traditional work environment.

While some soft skills will come more naturally to you depending on your personality type and upbringing, you can fine-tune anything from this soft skills list to help you develop professionally: 

1. Problem-solving: When a setback arises at work, your ability to find an effective solution is key. This shows initiative and that you’re not simply stuck on how frustrated you are by the setback but are rather pivoting quickly to effectively problem solve. You’ll leverage other soft skills as well during this practice, like critical thinking, creativity, and resilience.

2. Time management: Hitting deadlines and maximizing productivity requires you to effectively prioritize tasks . You also show your team you’re reliable, possess a strong work ethic , and don’t require micromanagement when you manage your time well .

3. Communication skills: Your ability to express information coherently and effectively can help you build trusting professional relationships, establish clear work expectations , and encourage collaboration . You’ll also minimize miscommunications that can cause your employer time and money.

4. Active listening: It’s easy to let notifications or a noisy office distract you . But practicing active listening techniques — like paraphrasing what someone says and leaning in — can help you offer your full attention to your conversation partner. And attending to verbal and nonverbal cues demonstrates empathy and facilitates more meaningful conversations — and over time, deeper relationships .

5. Decision-making: A study of stock investors showed that the most effective decision-maker combined a mixture of critical thinking and self-awareness . Participants who could assess options, weigh the pros and cons, and use reason without sacrificing their emotions performed higher. You can use this knowledge to improve your decision-making style and make better choices .

Since hard skills will likely capture a hiring manager’s attention, upskilling or re-skilling based on your industry’s standards is a great way to stay competitive. Here’s a list of hard skills to consider:

Office software: According to O*NET Online, Microsoft Excel proficiency is the most in-demand technical skill , with other Microsoft Office Suite software like Powerpoint, Outlook, and Word following closely after.

Programming languages: The Bureau of Labor Statistics expects computer and information technology occupations to grow by 15% through 2031 , which is faster than average. Proficiency in programming languages like Python, Java, and HTML can help you enter fields such as web design and software development. 

Search engine optimization (SEO): People increasingly depend on online spaces for shopping and information, which leaves digital marketing professionals in a strong position for job growth. But optimizing web content to improve search engine rankings and create organic leads is a marketable skill, regardless of your industry. 

Data analysis: Collecting and interpreting data using statistical techniques and tools can provide meaningful insights that inform impactful leadership decisions. Learn to use the most common data acquisition and analysis programs in your industry. Human resource specialists may use Tableau, for example, and an accountant might prefer Excel.

Social media: More than 90% of US businesses invest in social media marketing . Know-how about social media trends, algorithms, and audience engagement can help you build a company's brand awareness and engage target consumers, whether you’re a freelance graphic designer or social media manager.

If hiring managers pay attention to hard and soft skills, how should you list skills on a resume ? Here are a few tips to make your resume stand out :

Identify job-specific skills: Carefully examine the job description and identify the hard skills required to excel. Include these competencies and other industry-relevant items in a bulleted qualifications section. 

Showcase soft skills during the hiring process: Emphasize how you used soft skills to achieve results in your resume’s work experience section and during your interview. Imagine each sentence as a short story with a verb, skill, and result. A software developer might say, “I leveraged creative thinking, teamwork, and resourcefulness to consistently deliver projects ahead of schedule.” 

Use metrics: Whenever possible, use numbers to clearly demonstrate your value to recruiters or hiring managers . A management consultant might say, “My project management and people skills contributed to a 45% increase in productivity and 10% more completed sales.” 

Be consistent: A ll the documentation you provide to a potential employer should argue your case as the best candidate. Double-check for conflicting or outdated information and sync your highlights on your cover letter , LinkedIn profile , and other materials. 

Go the extra mile: Research the company’s purpose, mission, and vision , and pay attention to core values that aren’t in the job posting. If a branding agency’s core pillars are collaboration , transparency, and attention to detail , you might consider mimicking those values or including similar soft skills, like teamwork and due diligence. And always have accurate examples to back these skills up in an interview. 

You can probably name several hard skills you use in your daily work, and the way you complete this work showcases your soft skills. Now that you understand the difference between hard skills versus soft skills, take the time to examine the ways they complement one another. 

Figuring out where you naturally excel — whether it’s writing a really good professional email or seeing a project through without giving up — will also illuminate where you can improve. And all of this learning helps you develop professionally to enjoy more fulfilling and meaningful work.

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Allaya Cooks-Campbell

With over 15 years of content experience, Allaya Cooks Campbell has written for outlets such as ScaryMommy, HRzone, and HuffPost. She holds a B.A. in Psychology and is a certified yoga instructor as well as a certified Integrative Wellness & Life Coach. Allaya is passionate about whole-person wellness, yoga, and mental health.

What are hard skills & examples for your resume

Vocational skills: what they are and how to develop them, what is a skills gap in your company (plus gap analysis template), what are analytical skills examples and how to level up, 20 marketing skills professionals should have in 2023, 9 high-income skills to learn in 2024, unique skills for resumes to attract attention, what are professional skills, and which should you add to your resume, 10 interview skills, techniques and examples to land your dream job, similar articles, 9 soft skills for leadership and employees to hone, cultivate the top 10 office skills to improve your resume, eq versus iq: which should you leverage when, which 13 in-demand skills will land your next role, wondering what you're good at here are 10 ways to figure it out, 17 best skills to put on your resume to stand out, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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7 Problem Solving Skills That Aren’t Just Buzzwords (+ Resume Example)

• Julia Mlcuchova , 
• Updated April 8, 2024 9 min read

Problem-solving skills are something everybody should include on their resume, yet only a few seem to understand what these skills actually are. If you've always felt that the term "problem-solving skills" is rather vague and wanted to know more, you've come to the right place.

In this article, we're going to explain what problem-solving skills really mean. We'll talk about what makes up good problem-solving skills and give you tips on how to get better at them. You'll also find out how to make your problem-solving abilities look more impressive to those who might want to hire you.

Sounds good, right? Curious to learn more? 

In this article we’ll show you:

• What are problem solving skills;
• Why are they important; 
• Specific problem solving skills examples;
• How to develop your problem solving skills;
• And, how to showcase them on your resume.

Table of Contents

Click on a section to skip

What are problem solving skills?

Why are problem solving skills important, the best 7 problem solving skills examples, how to develop problem solving skills, problem solving skills resume example, key takeaways: problem solving skills.

First of all, they're more than just a buzzword!

Problem-solving skills are a set of specific abilities that allow you to deal with unexpected situations in the workplace, whether it be job related or team related. 

It's a complex process that involves several “sub skills” or “sub steps,” namely:

• Recognizing and identifying the issue at hand.
• Breaking the problem down into smaller parts and analyzing how they relate to one another. 
• Creating potential solutions to the problem, evaluating them and picking the best one.  
• Applying the chosen solution and assessing its outcome. 
• Learning from the whole process to deal with future problems more effectively. 

As you can see, it's not just about solving problems that are right in front of us, but also about predicting potential issues and being prepared to deal with them before they arise.  

Despite what you may believe, problem-solving skills aren't just for managers . 

Think about it this way: Why do employers hire employees in the first place? To solve problems for them!

And, as we all know, problems don't discriminate. In other words, it doesn't matter whether you're just an intern, an entry-level professional, or a seasoned veteran, you'll constantly face some kind of challenges. And the only difference is in how complex they will get.

This is also reflected in the way employers assess suitability of potential job candidates. 

In fact, research shows that the ability to deal with unexpected complications is prioritized by an overwhelming 60% of employers across all industries, making it one of the most compelling skills on your resume.

So, regardless of your job description or your career level, you're always expected to find solutions for problems, either independently or as a part of a team. 

And that's precisely what makes problem-solving skills so invaluable and universal ! 

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As we've said before, problem-solving isn't really just one single skill. 

Instead, your ability to handle workplace issues with composure depends on several different “sub-skills”. 

So, which specific skills make an employee desirable even for the most demanding of recruiters? 

In no particular order, you should focus on these 7 skills : 

• Analytical skills
• Research skills
• Critical thinking 
• Decision-making
• Collaboration
• Having a growth mindset

Let's have a look at each of them in greater detail!

#1 Analytical skills

Firstly, to truly understand complex problems, you need to break them down into more manageable parts . Then, you observe them closely and ask yourself: “ Which parts work and which don't,” How do these parts contribute to the problem as a whole,” and "What exactly needs to be fixed?” In other words, you gather data , you study it, and compare it - all to pinpoint the cause of the issue as closely as possible.

#2 Research skills

Another priceless tool is your research skills (sometimes relying on just one source of information isn't enough). Besides, to make a truly informed decision , you'll have to dig a little deeper. Being a good researcher means looking for potential solutions to a problem in a wider context. For example: going through team reports, customer feedback, quarterly sales or current market trends.  

#3 Critical thinking

Every employer wants to hire people who can think critically. Yet, the ability to evaluate situations objectively and from different perspectives , is actually pretty hard to come by. But as long as you stay open-minded, inquisitive, and with a healthy dose of skepticism, you'll be able to assess situations based on facts and evidence more successfully. Plus, critical thinking comes in especially handy when you need to examine your own actions and processes. 

 #4 Creativity

Instead of following the old established processes that don't work anymore, you should feel comfortable thinking outside the box. The thing is, problems have a nasty habit of popping up unexpectedly and rapidly. And sometimes, you have to get creative in order to solve them fast. Especially those that have no precedence. But this requires a blend of intuition, industry knowledge, and quick thinking - a truly rare combination. 

#5 Decision-making

The analysis, research, and brainstorming are done. Now, you need to look at the possible solutions, and make the final decision (informed, of course). And not only that, you also have to stand by it ! Because once the train gets moving, there's no room for second guessing. Also, keep in mind that you need to be prepared to take responsibility for all decisions you make. That's no small feat! 

#6 Collaboration

Not every problem you encounter can be solved by yourself alone. And this is especially true when it comes to complex projects. So, being able to actively listen to your colleagues, take their ideas into account, and being respectful of their opinions enables you to solve problems together. Because every individual can offer a unique perspective and skill set. Yes, democracy is hard, but at the end of the day, it's teamwork that makes the corporate world go round. 

#7 Having a growth mindset

Let's be honest, no one wants their work to be riddled with problems. But facing constant challenges and changes is inevitable. And that can be scary! However, when you're able to see these situations as opportunities to grow instead of issues that hold you back, your problem solving skills reach new heights. And the employers know that too!

Now that we've shown you the value problem-solving skills can add to your resume, let's ask the all-important question: “How can I learn them?”

Well…you can't. At least not in the traditional sense of the word. 

Let us explain: Since problem-solving skills fall under the umbrella of soft skills , they can't be taught through formal education, unlike computer skills for example. There's no university course that you can take and graduate as a professional problem solver. 

But, just like other interpersonal skills, they can be nurtured and refined over time through practice and experience. 

Unfortunately, there's no one-size-fits-all approach, but the following tips can offer you inspiration on how to improve your problem solving skills:

• Cultivate a growth mindset. Remember what we've said before? Your attitude towards obstacles is the first step to unlocking your problem-solving potential. 
• Gain further knowledge in your specialized field. Secondly, it's a good idea to delve a little deeper into your chosen profession. Because the more you read on a subject, the easier it becomes to spot certain patterns and relations.  
• Start with small steps. Don't attack the big questions straight away — you'll only set yourself up for failure. Instead, start with more straightforward tasks and work your way up to more complex problems. 
• Break problems down into more digestible pieces. Complex issues are made up of smaller problems. And those can be further divided into even smaller problems, and so on. Until you're left with only the basics. 
• Don't settle for a single solution. Instead, keep on exploring other possible answers.
• Accept failure as a part of the learning process. Finally, don't let your failures discourage you. After all, you're bound to misstep a couple of times before you find your footing. Just keep on practicing. 

How to improve problem solving skills with online courses

While it’s true that formal education won’t turn you into a master problem solver, you can still hone your skills with courses and certifications offered by online learning platforms :

• Analytical skills. You can sharpen your analytical skills with Data Analytics Basics for Everyone from IBM provided by edX (Free); or Decision Making and Analytical Thinking: Fortune 500 provided by Udemy (＄21,74).
• Creativity. And, to unlock your inner creative mind, you can try Creative Thinking: Techniques and Tools for Success from the Imperial College London provided by Coursera (Free).
• Critical thinking. Try Introduction to Logic and Critical Thinking Specialization from Duke University provided by Coursera (Free); or Logical and Critical Thinking offered by The University of Auckland via FutureLearn.  
• Decision-making. Or, you can learn how to become more confident when it's time to make a decision with Decision-Making Strategies and Executive Decision-Making both offered by LinkedIn Learning (1 month free trial).
• Communication skills . Lastly, to improve your collaborative skills, check out Communicating for Influence and Impact online at University of Cambridge. 

The fact that everybody and their grandmothers put “ problem-solving skills ” on their CVs has turned the phrase into a cliche. 

But there's a way to incorporate these skills into your resume without sounding pretentious and empty. Below, we've prepared a mock-up resume that manages to do just that.

FYI, if you like this design, you can use the template to create your very own resume. Just click the red button and fill in your information (or let the AI do it for you).

Problem solving skills on resume example

This resume was written by our experienced resume writers specifically for this profession.

Why this example works?

• Firstly, the job description itself is neatly organized into bullet points .  
• Instead of simply listing soft skills in a skills section , you can incorporate them into the description of your work experience entry.  
• Also, the language here isn't vague . This resume puts each problem-solving skill into a real-life context by detailing specific situations and obstacles. 
• And, to highlight the impact of each skill on your previous job position, we recommend quantifying your results whenever possible. 
• Finally, starting each bullet point with an action verb (in bold) makes you look more dynamic and proactive.

To sum it all up, problem-solving skills continue gaining popularity among employers and employees alike. And for a good reason!

Because of them, you can overcome any obstacles that stand in the way of your professional life more efficiently and systematically. 

In essence, problem-solving skills refer to the ability to recognize a challenge, identify its root cause, think of possible solutions , and then implement the most effective one. 

Believing that these skills are all the same would be a serious misconception. In reality, this term encompasses a variety of different abilities , including:

In short, understanding, developing, and showcasing these skills, can greatly boost your chances at getting noticed by the hiring managers. So, don't hesitate and start working on your problem-solving skills right now!

Julia has recently joined Kickresume as a career writer. From helping people with their English to get admitted to the uni of their dreams to advising them on how to succeed in the job market. It would seem that her career is on a steadfast trajectory. Julia holds a degree in Anglophone studies from Metropolitan University in Prague, where she also resides. Apart from creative writing and languages, she takes a keen interest in literature and theatre.

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11 Essential Soft Skills In 2024 (With Examples)

Updated: Apr 28, 2024, 8:35pm

Table of Contents

What are soft skills, 11 essential soft skills that employers value, frequently asked questions (faqs).

In today’s fast-paced world, success in the workplace requires more than just technical expertise and knowledge. As the nature of work continues to evolve, it is important for individuals to possess attributes and abilities that allow them to collaborate with teams and colleagues—otherwise known as soft skills.

From communication and collaboration to adaptability and problem-solving, soft skills are the foundation of effective teamwork and organizational success. In this article, we will explore 11 critical soft skills examples that are essential to workplace success and why they are becoming more important than ever before.

Soft skills—also known as “people skills” or “interpersonal skills”—are a set of personal attributes and abilities that allow individuals to effectively interact with others in a professional setting. At their core, these include the ability to collaborate effectively, manage time and communicate with clarity, among others.

Soft skills are difficult to measure or quantify; however, they are essential for success in a wide range of industries and professions. Whether you are working with colleagues from diverse cultural backgrounds or communicating with customers and clients around the world—the ability to navigate complex interpersonal dynamics and build strong relationships is the key to success.

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Here’s a look at the essential soft skills that companies value the most.

1. Communication

Effective communication is essential to build strong relationships with colleagues, clients and stakeholders. Not only does this involve the ability to convey messages in a clear and compelling way, but also the ability to understand the needs of others and respond to feedback. Employers want people who can build professional relationships with colleagues, which is especially important when working with teams.

Communication is often evaluated in the workplace through informal feedback, such as verbal or written comments from colleagues and supervisors. An alternative method is a formal evaluation or assessment. The ability to communicate effectively is often considered a critical component of professional success, and is highly valued by employers in a wide range of industries and professions.

Here are some examples of communication skills:

• Active listening
• Verbal communication
• Nonverbal communication
• Written communication
• Presentation skills

2. Leadership

A good leader has the ability to inspire their team to achieve greatness. They are able to set a clear vision, communicate it effectively and create a culture of accountability and excellence. More importantly, they’re able to inspire and influence team members to achieve shared goals and objectives.

The ability to lead effectively is often considered a critical component of professional success, and is highly valued by employers in a wide range of industries and professions. Because most employees work in teams, leadership is widely recognized as a critical attribute for success in the modern workplace.

Here are some examples of leadership skills:

• Problem-solving
• Coaching and mentoring
• Strategic thinking

3. Teamwork

Teamwork involves the ability to work with others toward a shared goal. It requires communication, collaboration and a shared commitment to work in a group. Individuals who are able to work collaboratively with others are more likely to achieve their professional goals, and to contribute to the success of their organizations.

In a professional setting, good teamwork can help to foster creativity and innovation because it encourages members to share ideas, brainstorm new solutions and collaborate on new initiatives. Working as part of a collaborative team can also enhance job satisfaction and contribute to a positive work environment.

Here are some examples of teamwork skills:

• Conflict resolution
• Accountability
• Collaboration

4. Creativity

Creativity involves the ability to think outside the box and come up with ideas that challenge assumptions. Needless to say, it requires a mindset of curiosity, risk-taking and a willingness to embrace ambiguity and uncertainty.

On another front, creativity is essential for effective problem-solving, meaning it allows individuals to tackle issues from new and different angles. Creative individuals also give organizations a competitive edge by enabling them to develop new products and systems that set them apart from their competition.

Here are some examples of creative skills:

• Brainstorming
• Imagination
• Experimentation

5. Time management

Time management involves the ability to set priorities, organize tasks and allot time across different activities. It requires discipline and a willingness to avoid distractions and low-priority tasks.

Naturally, good time management skills can help individuals avoid the stress and anxiety that can arise from missed deadlines. But more importantly, those who can manage their time effectively are more likely to be seen as reliable and efficient, which allows them to stand out in the workplace.

Here are some examples of time management skills:

• Goal-setting
• Time blocking

6. Adaptability

In today’s rapidly changing business landscape, adaptability is a key soft skill that enables individuals to stay ahead of the curve. An employee with this skill can adjust to changing circumstances, for example, and learn new skills and technologies to remain relevant in the workplace.

Because it’s impossible to avoid unexpected challenges, having adaptable employees allows organizations to bounce back from setbacks much faster. Plus, they can also read situations quickly and adjust their approach to adapt based on the situation.

Here are some examples of adaptability skills:

• Flexibility
• Growth mindset

7. Problem-solving

Problem-solving involves the ability to come up with alternative solutions. This skill is crucial to identifying and addressing complex challenges and opportunities in a variety of contexts.

Problem-solving also makes it easier to make more informed decisions because employees are able to analyze situations and identify the best course of action. As a result, teams are able to get more done in less time.

Here are some examples of problem-solving skills:

• Critical thinking

8. Work ethic

Work ethic demonstrates an individual’s commitment to their job. Having a strong work ethic makes you seem more reliable and dependable, which improves your credibility in the workplace.

There are a lot of ways to demonstrate a strong work ethic. Some examples include arriving on time for meetings, meeting deadlines consistently and being accountable for your actions. If you encounter any challenges in the workplace, you should also maintain a positive demeanor and adapt to changing situations.

Here are some examples of work ethic skills:

• Punctuality
• Reliability
• Professionalism

9. Critical thinking

Critical thinking enables individuals to approach problems and challenges with a strategic and analytical mindset. When making informed decisions, this skill allows you to weigh available options and consider potential outcomes.

A critical thinker can evaluate the strength of arguments and identify flaws in reasoning. They consider multiple perspectives, which makes them more likely to pinpoint the short-term and long-term consequences of their decisions. Additionally, they can also identify the root cause of a problem and generate multiple solutions.

Here are some examples of critical thinking skills:

• Deductive reasoning

10. Conflict management

Not every employee can get along with colleagues every time. As a team tackles obstacles, conflict and opposing ideas could arise every now and then.

Conflict management is the process of addressing disputes or disagreements in a constructive and effective manner. Often, this requires good communication skills, active listening, empathy, negotiation skills and a willingness to collaborate and find common ground.

When managing conflict, it is important to identify common goals and interests for all parties involved. This can help to establish a sense of unity and collaboration, and even lead to better outcomes for everyone involved. Being open to different ideas and perspectives can also make individuals feel motivated to work towards resolution.

Here are some examples of conflict management skills:

• Negotiation

11. Emotional intelligence

Emotional intelligence refers to the ability to recognize and understand one’s own emotions and those of others. In today’s collaborative work environments, this skill enables employees to navigate complex social dynamics and work effectively within teams. It also allows them to provide constructive feedback in a way that is sensitive to the emotions of others, leading to more successful outcomes and stronger relationships.

Effective leaders often have the ability to motivate others and navigate challenging situations with grace and empathy.

• Self-awareness
• Social skills

Bottom Line

In the modern workplace, employers seek candidates who possess technical expertise and soft skills that enable them to thrive in a collaborative work environment. Soft skills such as communication, teamwork, creativity, adaptability, problem-solving, work ethic, critical thinking and conflict management can be developed and honed over time. While it is important for individuals to continue to build their technical expertise, developing soft skills can ultimately set you apart in the workplace and lead to long-term success.

What are the 10 soft skills most desired in the industry?

The 10 most desired soft skills in the industry can vary depending on the specific job or industry. However, they generally include communication skills, teamwork, leadership, time management, adaptability, problem-solving, critical thinking, work ethic, creativity and emotional intelligence.

What is the most important soft skill?

Picking a single most important soft skill is difficult, because its importance can vary depending on the job or industry. However, most organizations consider communication skills as one of the most crucial skills essential for success in most workplaces and industries. Strong communication skills can improve relationships with colleagues, clients and customers, facilitate collaboration and teamwork, and enhance overall job performance.

What are employability soft skills?

Employability soft skills are a set of nontechnical skills that are highly valued by employers. Not only can they contribute to an individual’s workplace success, but they can also be applied in a variety of job roles. Some common examples of soft skills include communication, teamwork, problem-solving, adaptability and initiative.

What are some addition soft skills that can be useful in most workplace situations?

Besides the soft skills already covered, some addition soft skills that can be useful in most or all workplace situations include decision-making, stress management, resourcefulness, being persuasive, being open to criticism and being organized.

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Monique Danao is a highly experienced journalist, editor, and copywriter with an extensive background in B2B SaaS technology. Her work has been published in Forbes Advisor, Decential, Canva, 99Designs, Social Media Today and the South China Morning Post. She has also pursued a Master of Design Research at York University in Toronto, Canada.

What is the Difference Between Hard Skills and Soft Skills with Examples

Personal and professional development depends on understanding the distinctions between hard and soft skills. Hard skills are particularly teachable knowledge sets or capabilities, like coding, operating equipment, or speaking a foreign language. These clearly measurable talents are often obtained via official education and training programs.

Conversely, soft skills are character and interpersonal qualities that determine how people deal with different circumstances and others. Examples include talents in problem-solving, collaboration, and communication. While technical expertise is shown by hard skills, collaboration, and environment adaptation are highlighted by soft skills.

What are Hard Skills and Soft Skills?

Hard skills, including programming, data analysis, or foreign language competence, are particularly teachable capabilities that can be quantified and described. Usually, school, training courses, or practical experience provide these abilities.

In contrast, soft skills are behavioral and interpersonal characteristics that affect how people communicate and collaborate with others. Among them are flexibility, collaboration, problem-solving, and communication. Technical jobs need hard skills, while leadership and good teamwork need soft skills. Both kinds of abilities are essential for professional success and work well together in different professional contexts.

Examples of Hard Skills and Soft Skills

❖ hard skills examples.

1. Programming

Learning Python or Java allows developers to build strong software programs, from online platforms to intricate algorithms used in data analytics and artificial intelligence. These abilities are essential in today’s technologically advanced sectors, where efficiency and creativity are critical.

2. Data Analysis

Analysts who are proficient with programs like R or SQL are better able to draw significant conclusions from huge datasets. This skill set is crucial for forecasting future results, spotting patterns, and making well-informed business choices in the financial, healthcare, and marketing industries, among others.

3. Language Proficiency

Speaking French, Mandarin, or Spanish well improves communication worldwide and provides access to foreign markets and partnerships. Beyond language fluency, empathy and successful cross-cultural contacts in business and diplomacy are promoted by cultural awareness acquired via language competency.

4. Project Management

Proficiency with project management software like Trello or Asana ensures efficiency in planning, executing, and monitoring activities and deadlines. Effective resource allocation, team coordination, and on-time and within-budget project delivery depend on strong project management abilities.

5. Graphic Design

Using design programs like Adobe Photoshop or Illustrator enables artists to create visually striking work. Graphic design abilities are essential for creating user interfaces, digital artwork, and marketing materials, defining brand identity, and improving user experience across a range of media.

❖ Soft Skills Examples

1. Communication

Verbal and written communication are equally important for professionals to be able to express ideas effectively, listen intently, and establish relationships with customers, coworkers, and stakeholders. Good communicators encourage cooperation, openness, and trust among teams, which raises output and accomplishes organizational objectives.

2. Teamwork

To work together, one must actively promote group goals, value other viewpoints, and create a supportive atmosphere where group accomplishments are valued more than individual ones. Working together promotes creativity, problem-solving, and shared accountability, optimizing team performance and producing better results.

3. Problem-Solving

Sharp problem-solving skills include the ability to examine intricate problems, pinpoint their underlying causes, and create tactical solutions that successfully handle obstacles. This skill set is necessary to go above roadblocks, streamline procedures, and adjust to new situations in order to guarantee operational effectiveness and ongoing development within businesses.

4. Adaptability

Flexibility and adaptability help employees welcome change, deal with uncertainty, and succeed in fast-paced work settings. By rapidly picking up new abilities, adjusting to changing priorities, and seizing chances, adaptable people show resiliency and support organizational agility and expansion in the face of changing market circumstances.

5. Leadership

Strong leadership qualities enable one to create specific objectives, inspire and motivate teams, and steer people toward group achievement. Because they are honest, compassionate, and skilled decision-makers, effective leaders create a productive environment where creativity thrives, morale is strong, and organizational goals are regularly met.

Difference Between Hard Skills and Soft Skills

Understanding the difference between hard skills and soft skills is essential for career development and workplace success. Both sets of skills play a crucial role in creating a balanced and effective professional profile.

Here’s an in-depth look at their differences:

❖ Measurement

➯ Hard Skills

One may measure and quantify hard skills. Exams, certificates, or real-world demonstrations are often used to evaluate them. Technical interviews or coding exams, for example, may confirm programming language competency. Similarly, tests or project reviews may assess data analysis proficiency. Measurement of these talents is simple since they have well-defined standards and criteria.

➯ Soft Skills

Subjective in nature, soft skills are usually assessed over time by watching interactions and conduct. Qualitatively speaking, these abilities are more difficult to measure. Performance evaluations, peer comments, and behavioral interviews are popular techniques for evaluating soft skills. They are assessed by how effectively people interact and perform in various circumstances rather than by standardized examinations, as are hard skills.

❖ Acquisition

Hard skills are acquired via formal education, training courses, and practical experience. To develop project management abilities, one may take specialist courses, get certifications such as PMP (Project Management Professional), and get real-world project management experience. Many times, these abilities are honed in controlled learning settings where certain information and skills are imparted.

Life events, self-awareness, and outside criticism often hone Soft Skills. Soft skills are not taught in official settings and are usually learned from life events and relationships. Leading a team in a volunteer group may help one develop one’s leadership abilities, as can helpful criticism and mentoring. Soft skills call for constant personal growth and reflection.

❖ Applications

Hard skills are task-specific and closely linked to work duties. A software developer, for instance, writes software using coding abilities, a data analyst interprets data using statistical tools, and a graphic designer utilizes design applications to produce visual material. These abilities are essential for the technological parts of a work and are used to carry out specific duties.

These are skills that work in all jobs and sectors. They improve the general dynamics and efficacy of the job. For example, in whichever line of work or sector, good communication is necessary to communicate ideas and establish connections successfully. Similarly, problem-solving abilities support tackling problems and coming up with answers in any kind of professional setting. Excellent and productive work environments are primarily dependent on soft skills.

Hard skills are technical skills or knowledge bases relevant to a field or profession. These abilities include the unique knowledge and technical expertise needed for certain jobs. Examples include project management, data analysis, and programming languages. The technical execution of work duties requires hard skills.

Personality and interpersonal qualities, known as soft skills, affect communication and collaboration. These abilities include leadership, flexibility, collaboration, and communication. Leading teams, establishing connections, and collaborating well all require soft talents. They are necessary to control people dynamics and provide a good work environment.

Career success requires an understanding of the distinctions between hard and soft skills. Hard skills are technical, quantifiable talents obtained by formal education or training, such as coding and data analysis skills. Teamwork and communication are examples of soft skills and interpersonal abilities that come from experience and self-awareness.

Both are necessary; while soft skills allow for flexibility and efficient teamwork at work, hard skills guarantee your capacity to do certain duties. A well-rounded applicant who can succeed in a variety of job settings and reach long-term career objectives has a balanced blend of both skill sets.

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The difference between hard skills and soft skills: Examples from 14 Asana team members

What if we told you that you have a ton of skills in the workplace that you might not even realize are strengths? Hard to believe, right? 

That’s exactly what hard and soft skills are. These skills—which are so critical in the workplace—are things you haven’t even realized you’ve learned. You might think you just have a strong work ethic, but that’s actually a soft skill you’ve built over time. Or you might take for granted that you can use a customized tool at work with ease—but that’s a hard skill you’ve spent time and energy developing. 

Together, hard skills and soft skills represent the talents you bring to the table. These skill sets are what make you an effective team member—and they’re definitely things that you should be including on your resume. 

Whether you’re just learning about hard and soft skills or you want to figure out which skill to develop next, this article is for you. Get a list of hard and soft skills, then dive into examples of how 14 Asana team members use hard and soft skills in the workplace.

What are hard skills?

Hard skills are skills you can be specifically trained for. These are more traditional skills—in fact, when you think of workplace skills, you’re likely thinking of hard skills. These skills are often quantifiable traits you’ve actively worked to learn and improve. Hard skills can sometimes be job-specific depending on the role or level you’re in.

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Examples of hard skills

The hard skills you develop will depend on your role, tenure, and job. You can typically find them as required skills listed in a role’s job description. There are an unlimited number of hard skills, but here are a few examples of hard skills in different departments:

Hard skills in marketing and design:

Creative brief development

Writing and editing

Graphic design

Marketing campaign management

Search engine optimization (SEO)

Hard skills in engineering:

Cloud computing

Machine learning

Programming languages (Javascript, Java, C++, HTML, Python)

Server maintenance

Hard skills in strategy:

Business analytics

Data analysis

Data visualization

Data science

Risk analysis

Hard skills in product development: 

Go to market (GTM) strategy

Market research

User research

Hard skills in finance:

Bookkeeping

Expense reporting

Forecasting

Ledger management

Hard skills in IT:

Information management

Network security

Service level agreements (SLAs)

General hard skills:

Proficiency in more than one language

Project management

Role-specific tools, like Google Analytics or Salesforce

What are soft skills?

Soft skills are interpersonal skills that describe how you work and interact with others. You might not even think of soft skills as skills you’ve developed, because these are often things we pick up on the job or learn through day-to-day interactions with others, like being a team player or a good communicator. Soft skills are also sometimes compared to personality traits, rather than skills—but thinking this way misses the big picture. In fact, these skills are the foundation of how you collaborate and succeed in a work environment. 

Examples of soft skills

Accountability

Adaptability

Attention to detail

Collaboration

Communication skills

Conflict resolution

Emotional intelligence

Flexibility

Organization

People skills

Problem-solving

Responsibility

Self-awareness

Strategic thinking

Time management

The difference between hard skills and soft skills

Both hard skills and soft skills are important in the workplace. Hard skills represent things you’ve learned to do or use—like tools, technologies, or proficiencies. Soft skills are interpersonal traits you have developed over time—like effective communication, dependability, or generosity. Together, hard and soft skills are the tools in your workplace toolkit that help you accomplish your goals.

How to use hard and soft skills to be a more effective teammate

Hard skills and soft skills make up the knowledge you bring to the team. These skills are a critical part of how you work—both on your own work and with other people. 

But sometimes, it can be hard to understand how these skills translate from a resume or cover letter into a real work environment. So we interviewed 14 Asana team members to learn how they use various skills in the workplace. Here’s what they had to say:

Soft skill: Strategic thinking skills

Benson Perry, Product Manager at Asana: “As a product manager, I often have to prioritize between a bunch of features that all solve different problems for our users. I leverage my strategic thinking skills to help make these decisions in thoughtful and clear ways. Then, I include notes and context before I communicate the decision to the rest of my team so that we're all on the same page. Being able to revisit the context in these decisions really helps when we're looking back or when someone new joins the team.”

Hard skill: Data science

Annie Lee, Engineering Manager at Asana: “As an engineer, there's always more to build than what we have time for so we need to be strategic about how we spend our time. Using data to guide our decision-making helps ensure we're always focused on the highest-impact work. Whether we use North Star metrics to help guide our higher level roadmap prioritization or look at aggregate data trends to understand how customers are using our features, data is a core part of everything we do.”

Soft skill: Organization

Michael A. Armstrong, Social Impact Program Manager at Asana: “Organization, for me, is all about the small victories in the pursuit of broader milestones. When I’m organized, I’m able to unlock opportunities and do more impactful work in the future, while grounding and centering me to the progress I need to feel I'm making each day.

Being organized helps me identify the 4-5 critical tasks I need to accomplish each day to deliver on my promises and ensure my work moves forward. Having targeted, daily micro-goals helps me continue moving forward intentionally and strategically. My goals help me stay organized and focused on my daily work—which is especially helpful against the onslaught and constant pull of emails, ad-hoc tasks, and requests that I know will come my way. While those tasks could be important, staying organized helps me define and understand my daily goals so I don’t lose any forward momentum.”

Hard skill: Creative brief development

Michael Chen, Product Marketing Manager at Asana: “The creative team is one of the product marketing team's closest partners and the content we produce is instrumental to a successful product launch. The creative brief is often a first step in sharing our launch needs with the creative team’s writers and designers. 

It's important for me to complete briefs in a way that is specific in defining the strategic vision, messaging, and intended audience—the core competencies we focus on in the product marketing team. But at the same time, my creative brief also needs to allow for input on how the work should ultimately be brought to life since that’s the creative team’s superpower. A good creative brief is the start of a new partnership—and a strong, collaborative start often leads to the best output.”

Soft skill: Collaboration

Scott Lonardo, Product and Marketing Counsel at Asana: “To me, communication is the key to collaboration. That includes being direct and open with your input as well as being an active listener when others are presenting their viewpoints. Keeping an open mind and not being tied to a certain position allows everyone on the team to consider all input objectively and arrive at the most practical and efficient solution.”

Hard skill: UX design

Leah Rader, UXR Manager at Asana: “As a UX researcher, it's a core part of my job to understand our customers' experience and weave that into product decisions and business impact conversations. The UX skill I use the most is understanding my audience. When I can correctly identify co-workers' needs, priorities, and motivations, I can ensure I’m communicating and presenting research in a way that works best for them.”

Soft skill: Empathy

Liliana Blanco, Inclusion and Belonging Program Manager at Asana: “As someone who thinks deeply about belonging and inclusion at Asana , empathy is an indispensable part of my work. Building awareness of the nuanced experiences and interpretations of others' lived experiences is how we build cultural competence. This work starts with empathy. 

When it comes to working across cultures, it is essential not to be guided by the golden rule (treat others how you want to be treated) but by the platinum rule (treats others how they want to be treated). Empathy is how we can break ourselves out of our entrained ways of thinking and adapt and integrate other worldviews. By empowering Asanas to lean into empathy, we will enable a more robust culture of belonging at Asana.”

Soft skill: Leadership skills

Richard Yee, Engineering Manager at Asana: “For me, leadership is really about opportunities. Opportunities for the people I work with, the organization we work at, the customers we serve, and the communities we live in. It's recognizing and taking action on these great opportunities that present themselves in sometimes very subtle ways.

As a leader, I can bring brilliant people together to accomplish the amazing in a variety of everyday situations, like:

Celebrating our happiness while rewarding those who made it happen. 

Supporting each other when surprises come up or when we find ourselves in a place we don't want to be. 

Inspiring ourselves to grow while retrospecting on our successes and our failures. 

Collaborating on a mission, vision, and strategy we are excited about achieving. 

Creating a safe space to experiment, take calculated risks, and share thoughts transparently. 

Bringing order to chaos and prioritizing what's most important and letting go of the rest.”

Hard skill: Search Engine Optimization (SEO)

Calvin Lam, SEO Manager: “SEO is really a culmination of a variety of skills. On a typical day, I could be digging into numbers and data like keyword rankings, site traffic, and competitive site gaps to understand what we need to prioritize in our backlog. You can also find me connecting with our partners like writers, designers, or engineers to communicate our search optimization strategy and align on goals. Executing an SEO program requires jumping between various work styles and I love that I get to hone my skills every day.”

Soft skill: Time management skills

Maggie Kuo, Digital Marketing Project Manager at Asana: “As a digital marketing project manager, I use my time management skills to get strategic landing pages out the door for Asana’s big launch moments, on time and on budget. 

There are five main ingredients to successful time management:

Working with stakeholders to align on the scope of a project .

Figuring out what needs to be done by when and whether any tasks can be done in parallel.

Getting the cross-functional team’s buy-in on the project plan.

Delegating tasks to the right teams.

Regularly communicating with project stakeholders to keep things on track.

Asana makes it easy for me to accomplish all five in one place!”

Hard skill: Proficiency in more than one language

María, Localization Project Manager at Asana: “I am part of the localization team, and daily communication with language experts from all over the world is key to the success of our projects. There are certain language nuances that can only be grasped when you are familiar with more than one language. 

My proficiency in more than one language has helped me overcome language barriers, because I’m able to hold meetings in both Spanish and English. Being bilingual has also given me a better understanding of the importance of cross-cultural communication as I can relate with the international members of our teams and also with clients who don't speak English as their first language.”

Soft skill: Accountability

Sam Ayoko, System Engineer at Asana: “I work on a variety of projects and tasks outside of the Help Desk. In order to remain accountable, I personally attempt to leave an update on every task that is due on that day. I want my collaborators to understand where I’m allocating my time, so I’ll also mark things as complete when I can, or defer work I can’t get to right now. Asana makes it easy to visualize my workday so I can map out how to allocate my time and remain accountable.”

Developing your project management skills

One of the most important skill areas you can develop are your project management skills . These are a mixture of hard, soft, and technical skills—which represent your proficiency in specific tools or softwares. Here are a few of the skills you can develop in project management:

Hard project management skills:

Project planning

Project roadmapping

Project kickoffs

Soft project management skills:

Team collaboration

Workplace communication

Technical project management skills:

Proficiency with different types of visual project management , like Gantt charts and Kanban boards

Workload management

Project portfolio management

Building your skill set

Like all good things, developing your skill set takes time. Some of these skills come with work experience—others may be things you’re already proficient in. You may even have skills that you didn’t even think of as specialized skills until now. 

It can be intimidating to look at a skills list, but remember to take it one at a time. When in doubt, pick a new skill to learn and focus on developing that skill set for a while. If you’re ready to get started, learn how to build your status reporting , remote collaboration , or constructive criticism skills today.

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The Ultimate Guide to Soft Skills in the Workplace and Your Job Search

Think about your favorite and most admired coworkers, managers, and leaders. Why did you choose these people? Was it because they were great at doing data analysis? Maybe, but it’s more likely you enjoyed interacting with this person and appreciated how they did their jobs.

Was that one colleague always so excited to dive into a new project that they motivated others on the team? Did they always speak up at meetings to point out when someone else was being spoken over? Was that favorite boss always understanding of people’s lives outside of work? All of these speak to a person’s soft skills, and they’re vital to anybody’s career success.

In fact, they’re often just as important as hard skills when it comes to your job search—and overall career success.

What are soft skills?

What are the most in-demand soft skills employers are looking for in 2023, 50+ top soft skill examples, how can you highlight your soft skills in a job search, faqs about soft skills.

“Soft skills are intangible attributes related to how you work,” says Muse career coach Jennifer Smith , founder of Flourish Careers . They’re the traits and qualities you possess that dictate how you’ll engage with others—also known as interpersonal skills —and how you’ll perform in the workplace. 

You may be more familiar with hard skills , which are often based on specific knowledge like how to do a certain task or use a specific piece of technology, but “soft skills focus more on your actual behaviors or habits in work situations,” says Muse career coach Al Dea . 

For example, are you always coming up with outside-the-box solutions and proposals? Can you give a presentation that makes everyone in the room sit up and pay attention? Do you always step in to help when someone on your team needs it? These are demonstrations of your soft skills—creativity, public speaking, and teamwork, respectively.

Soft skills are:

• More subjective than hard skills : Saying that you know how to prepare someone’s taxes or upload content using WordPress is fairly straightforward. Did the taxes get filed correctly? Is the content uploaded? Then you have those skills. But saying that you’re a good leader isn’t as clear-cut.
• More timeless than hard skills: “Many soft skills will continue to be needed for the foreseeable future even as the industry and market evolve,” Dea says. A lot of common tech tools, like those we use for social media or search engine optimization, didn’t even exist until recently—and neither did the hard skills that go with them, Dea says. And technologies will continue to evolve, meaning that the hard skills you need now might not be as important in five or 10 years. But working hard and being dependable are unlikely to ever go out of style.
• More transferable than hard skills: When you’re just starting out in your career or if you’re going through a career pivot—no matter how large—you may not be able to use all of the hard skills you honed in the past, but soft skills like communication and creativity can serve you in most jobs.

In May 2022, ZipRecruiter analyzed job listings across their site for the soft skills that appeared most often throughout 2021. According to that analysis, the soft skills that were most in demand are:

Communication skills

• Customer service
• Time management skills
• Project management
• Analytical thinking
• Ability to work independently
• Interpersonal skills
• Flexibility

Problem-solving skills

• Attention to detail
• Collaboration
• Multitasking

Since every employer is going to write job descriptions and identify soft skills a bit differently, some of these skills overlap, but this list can still give you an idea of the soft skills employers want most right now.

Also note that while ZipRecruiter listed “compliance” as a soft skill, it’s more often a job function or a hard skill that means following (a.k.a. complying with) industry or legal standards. For example, an HR manager could be responsible for ensuring a company is in compliance with the ADA (Americans with Disabilities Act) when accommodating employees. If a job posting asks for “compliance” as a soft skill, that could be a red flag .

Here are some of the most important types of soft skills and some examples of the individual skills that fall under each category. This list isn’t exhaustive, but you can use it to start thinking about which soft skills you have and which you’d like to develop further.

“Every job involves some types of communication,” Dea says. Having the ability to communicate effectively is vital for any role and can affect a number of experiences in the workplace—from how well you convey your expectations and how well you understand others’ expectations to whether or not you land that big account. Strong communication skills will mean fewer misunderstandings, clearer indications of progress toward goals, and better relationships with coworkers, among other benefits.

• Active listening
• Giving clear feedback
• Negotiation
• Nonverbal communication
• Public speaking
• Verbal communication
• Written communication

Leadership skills

Don’t skip this section just because you aren’t a manager or senior-level employee. “You don’t need to be a leader to demonstrate leadership!” Dea says. Employees at any level can still demonstrate their leadership skills on projects and within their teams.

• Conflict management/resolution
• Decision-making
• Giving and accepting feedback
• Motivating others
• Relationship building

A big part of any job is solving problems, and not every problem has a clear-cut answer, Dea says. The ability to figure out how to approach new or particularly difficult problems is a key soft skill.

• Critical thinking
• Open-mindedness
• Innovativeness
• Proactivity
• Resourcefulness
• Risk management
• Troubleshooting

Collaboration and teamwork skills

You need to know how to work with others toward a shared goal or objective. This can be as small as making sure a presentation gets done for a team meeting or as big as helping your company hit its goals for the quarter or year. These skills speak to your ability to effectively work as part of a team.

• Dependability/reliability
• Emotional intelligence
• Disability awareness
• Diversity awareness
• Self-awareness
• Trust and trustworthiness

Work ethic and work style skills

These soft skills relate to your particular approach to work. You’ll see that some of these traits and abilities are opposites of each other. That’s because there’s no one correct work style, and some work habits and personal qualities are better suited to different companies and work environments.

• Ability to work well under pressure
• Adaptability/flexibility
• Attention to detail/conscientiousness
• Awareness of the big picture
• Creative thinking
• Fast learner
• Independence
• Organization
• Perseverance
• Prioritization
• Self-motivation
• Time management

First, you need to know what soft skills to highlight. When you’re looking at a job posting, you might see phrases like “strong communication skills” or “team player” or “skilled multitasker.” Do your eyes just jump over these? Or do you note them the same way you would qualifications such as “must have three years of experience as a Salesforce administrator” or “must be proficient in JavaScript”?

Well, you should be paying attention, because these are soft skills that are crucial to the role you're applying for. So always review the job description, Smith says. Companies aren’t asking for a self-starter with great attention to detail for no reason. You can also “take a look at LinkedIn profiles for people who work at the company and see what skills they have,” Smith says. Or you can talk to people who already work in a position or at a company you’re interested in and ask them which soft skills are most vital to success.

How to highlight soft skills on your resume

While many job seekers think of their resume as the prime space to show off their hard skills , you should also make sure your soft skills shine. You might include your most important soft skills in a resume summary . You might even list the soft skills mentioned in or directly related to the job description in your skills section , Smith says, though Dea suggests only going this route if you have extra space.

But remember that anyone can say that they have strong leadership skills or problem-solving abilities. You have to show prospective employers how you’ve used your soft skills and what you’ve achieved. This means working your soft skills into your bullet points. For example, if you wanted to talk about your leadership skills, Smith suggests something like:

• Assumed leadership role for sales team with the lowest worker satisfaction survey results in the company. Motivated and engaged employees by encouraging feedback, holding a variety of team-building events, and celebrating top performers at weekly meetings, increasing positive sentiment by 34% in one year.

Or you can combine your soft and hard skills into one bullet point. For example:

• Collaborated with a team of 3 to conduct market research through one-on-one meetings with customers about their needs and concerns. Wrote clear and concise questions used by entire team and assigned tasks and tracked progress in Asana. Presented findings visualized with Tableau and made recommendations to senior staff.

For each of your resume bullets (which should be quantified and achievement-oriented ) think, “Which of my soft skills helped me to accomplish this?” You might also choose action verbs (collaborated, led, presented, motivated) that speak to the appropriate soft skills, as in the examples above.

Read More: The Right Way to Add Skills to Your Resume in 2023 (With 250+ Example Skills)

How to highlight soft skills in your cover letter

Cover letters are a great place to expand on your soft skills. Tell a story that explicitly mentions your experience with the soft skills in the job description to highlight your fit for the role, Smith says. So if a job description calls for someone with “excellent organizational skills” and you wanted to emphasize yours, you could say:

“When I started my current job as office manager for BubbleTech, supplies were stashed wherever there was room—I found Post-its in the kitchen and snacks in a cabinet over the printer! So I put my organizational skills to work, inventorying and rearranging all the supplies. I also sent around a Google Sheet that told everyone where they could find each item. In addition to checking the inventory weekly, I made sure my colleagues could note on that same Google Sheet when something was running low and I’d know to order more. As a result, BubbleTech stopped wasting money on extra supplies and never again found themselves completely out of any item when it was needed.”

How to highlight soft skills in a job interview

You can and should mention examples of how you’ve used your soft skills in your answers to interview questions . Think about which of your soft skills you want to emphasize before your interview, and come prepared with stories that show those skills in action. You can structure your answers using the STAR method to ensure that you include not only how you used your skills, but also what results they got.

How to highlight your soft skills throughout the hiring process

Your behavior before, during, and after each step of the application process will also show employers some of your soft skills firsthand, Smith says. For example, every email you send and each phone call, video meeting, and in-person interaction you have with someone at a company you’re interviewing with says something about your communication skills, Dea says. 

Arriving on time for an interview is a given, but speaks to your dependability and time management skills. Being prepared with strong, inquisitive questions about the role will show the hiring manager how curious and proactive you are, and asking your interviewer questions about themselves and responding earnestly to their answers will show your empathy and active listening skills

Why are soft skills important?

“The way you get work done and interact with others is a critical component within the workplace,” Smith says, so soft skills are crucial to your success and reputation, no matter what your role or seniority level.

Think about a company you were part of or a team you were on that really got things done in a way that felt rewarding. Why was that? Sure, the individuals on the team probably had the hard skills to complete their work tasks, but that’s just the “what.” The “how” comes from soft skills. Maybe innovation and creativity flourished. Maybe communication was very open and direct without ever being harsh. Maybe the environment was very collaborative and individuals were never blamed for failures. Maybe the team had a great rapport. Soft skills make these things possible.

How can you improve your soft skills?

Because they’re not based on specific knowledge like hard skills, soft skills are often considered more difficult to learn or strengthen. And there’s a bit of truth to that, but that doesn’t mean you can’t develop your soft skills. Follow these steps:

• Establish where your soft skills stand now . Our experts suggest looking at past feedback from performance reviews and other sources and/or asking for current feedback; looking at your past and current work responsibilities and identifying which soft skills have helped you succeed in your job and which ones could have helped; or taking a skills assessment or quiz (like this , this , and this ).
• I dentify one or two areas you want to focus on first. Think about any areas where you’re often running into problems at work or repeatedly getting feedback on. These are probably the soft skills you want to start with. For example, do you always find yourself needing to re-explain what you wrote in an email? Maybe look into improving your writing skills .
• Practice. Smith recommends putting yourself in situations where you’ll have to stretch your soft skills, but start small. For example, do you struggle with public speaking ? Maybe you can give a short presentation to your immediate team at an upcoming meeting. Are your leadership skills lacking? Volunteer to run point on a simple project. And whenever possible during your practice, ask for feedback.
• Consider taking a class. While online classes for soft skills are less common than classes on how to use a flashy new program, you can still find courses online that will help you with your interpersonal and other skills.
• Ask your network for help. “Find a mentor who is good at what you’re trying to improve and ask them to coach you,” Smith suggests. Or if you have a coworker who’s great at the soft skill you’re trying to work on, you might observe and evaluate what they do and think about how you can apply these strategies yourself, Dea says.

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Hard Skills vs. Soft Skills: Difference in Types, Uses, And Ways to Develop

Written By : Bakkah

21 Jun 2024

Table of Content

What Are Hard Skills?

What are soft skills, types of hard skills vs. soft skills, importance of hard skills vs. soft skills, comparing hard skills and soft skills, tips for developing hard skills, tips for developing soft skills, popular articles.

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In today's competitive job market, both hard skills and soft skills are essential for career success. While hard skills can be easily measured and quantified, soft skills are more subjective and harder to evaluate. Understanding the differences between these two types of skills can help you better position yourself for professional growth and development.

In this exploration, we will delve into the differences, similarities, and implications of comparing hard and soft skills, shedding light on their respective roles in driving individual and organizational success.

Hard skills are specific, teachable abilities or knowledge sets that are easy to quantify. These skills are often acquired through formal education, training programs, and on-the-job experience. They are essential for performing job-specific tasks and are typically listed in job descriptions.

Examples of hard skills include technical proficiency, certifications, language skills, analytical skills, and mechanical skills.

Soft skills, also known as interpersonal or people skills, are non-technical skills that relate to how you work and interact with others.

These skills are more about your personality, attitude, and behavior. Unlike hard skills, which can be measured and tested, soft skills are subjective and harder to quantify.

Examples of Soft Skills include communication , teamwork, problem-solving , time management, leadership, adaptability, and emotional Intelligence.

Hard and soft skills encompass a wide range of abilities that are crucial for professional success. Here's a breakdown of the main types within each category:

Types of Hard Skills

Hard skills encompass technical competencies, industry knowledge, and formal qualifications such as technical proficiency, industry expertise, and certifications. Here is a breakdown of the types of hard skills:

1. Technical Skills

These are specific competencies related to technology, machinery, and tools required for performing tasks in various fields.

Examples include:

• Programming languages (e.g., Python, Java)
• Data analysis and statistical software (e.g., Excel, SPSS)
• Operating specialized equipment (e.g., heavy machinery, laboratory instruments)

2. Industry Knowledge

Expertise and understanding of specific industries, sectors, or domains.

• Financial analysis and accounting principles
• Legal regulations and compliance
• Healthcare procedures and medical terminology

3. Certifications and Qualifications

Formal credentials obtained through education, training programs, or professional certifications.

• Project Management Professional (PMP)
• PRINCE2 Agile .
• Certified Public Accountant (CPA)

Types of Soft Skills

Soft skills pertain to interpersonal qualities like communication, teamwork, leadership, problem-solving, and adaptability. Here is a breakdown of the types of hard skills:

1. Communication Skills

The ability to convey information clearly and effectively through verbal, written, and non-verbal means.

• Verbal communication
• Written communication (e.g., emails, reports)
• Active listening

2. Interpersonal Skills

Skills that facilitate effective interaction and collaboration with others.

• Teamwork and collaboration
• Conflict resolution
• Empathy and emotional intelligence

3. Leadership and Management Skills

Abilities related to leading, motivating, and guiding individuals or teams toward achieving common goals.

• Decision-making
• Coaching and mentoring

4. Problem-Solving Skills

The capacity to identify issues, analyze problems, and develop effective solutions. Examples include:

• Critical thinking
• Creativity and innovation
• Decision-making under uncertainty

5. Adaptability and Flexibility

The ability to adjust to changing circumstances, environments, and requirements. Examples include:

• Adaptability to new technologies
• Resilience in the face of challenges
• Openness to feedback and willingness to learn

By honing a diverse set of hard and soft skills, individuals can enhance their capabilities, excel in their roles, and navigate the complexities of the modern workplace more effectively.

Hard skills are crucial because they demonstrate your capability to perform specific tasks required for a job. Employers often prioritize these skills during the hiring process as they are directly related to the job’s responsibilities.

For example, a data analyst needs to know how to use statistical software, while a graphic designer must be proficient in design tools like Adobe Photoshop and Illustrator.

On the other hand, soft skills are vital for creating a productive and harmonious work environment. They help you build relationships, resolve conflicts, and lead teams effectively. Employers highly value soft skills because they contribute to overall organizational success.

For example, a leader with strong communication and emotional intelligence can inspire their team and navigate through crises more effectively.

In general, both hard and soft skills are essential for professional success, with hard skills providing the technical foundation for job performance and soft skills enabling effective collaboration, communication, and leadership.

A well-rounded skill set that combines both hard and soft skills is crucial for thriving in today's dynamic and competitive work environment.

Both types of skills are crucial for professional success, with hard skills often serving as prerequisites for employment and soft skills increasingly valued for promoting workplace effectiveness.

When comparing hard skills and soft skills, it's important to recognize their distinct characteristics and contributions to professional success. 

Here is a detailed comparison between hard skills and soft skills to illustrate their respective attributes:

Measuring and Evaluating Hard Skills vs. Soft Skills

Hard Skills are easily measured through objective assessments such as technical tests, certification exams, and performance metrics. For example, proficiency in a programming language can be evaluated with coding tests.

These methods provide tangible evidence of proficiency in specific job-related tasks or technologies.

On the other hand, assessing soft skills is harder as they require more subjective approaches, including behavioral interviews, situational judgment tests, observation of interactions, and 360-degree feedback.

These methods delve into candidates' interpersonal qualities, communication abilities, and problem-solving skills by evaluating past experiences and behaviors.

Integrating a combination of these measurement approaches allows employers to gain a comprehensive understanding of candidates' overall skill sets and make well-informed hiring decisions tailored to the requirements of the role and organizational culture.

Hard Skills vs. Soft Skills: Training and Development 

In training and development programs, addressing both hard skills and soft skills is essential for fostering well-rounded professionals.

Hard skills training typically involves structured courses, workshops, and hands-on exercises focused on technical competencies specific to the job or industry, such as software proficiency, technical certifications, and industry-specific knowledge.

Soft skills development, on the other hand, emphasizes interpersonal skills, communication, leadership, and emotional intelligence through interactive sessions, role-playing activities, and team-building exercises.

By integrating training initiatives that target both hard and soft skills, organizations can equip their employees with the diverse skill sets necessary to thrive in today's dynamic work environment, fostering individual growth and organizational success.

Hard Skills vs. Soft Skills: Impact on Career

The impact of hard skills and soft skills on one's career is significant and multifaceted. Hard skills, being job-specific and technical in nature, directly contribute to one's ability to perform specific tasks and meet job requirements.

Proficiency in hard skills often serves as a prerequisite for employment and can lead to opportunities for advancement and specialization within a particular field or industry. Individuals with strong hard skills may find themselves in high demand, particularly in technical or specialized roles where specific expertise is essential.

On the other hand, soft skills play a crucial role in shaping one's career trajectory and overall success. Effective communication, leadership, teamwork, and problem-solving abilities are highly valued by employers across industries and are often cited as key factors in career advancement and professional development.

Soft skills enable individuals to collaborate effectively with colleagues, build strong relationships with clients and stakeholders , and navigate complex workplace dynamics.

Moreover, soft skills are increasingly recognized as essential for leadership roles, as they contribute to effective decision-making, conflict resolution, and team management.

In summary, while hard skills provide the technical expertise necessary for performing job-related tasks, soft skills are instrumental in fostering interpersonal relationships, facilitating teamwork, and driving career growth and advancement.

A combination of both hard and soft skills is essential for individuals to thrive in today's competitive job market and achieve long-term success in their careers.

In today's rapidly evolving job market, developing hard skills is essential for staying competitive and advancing in your career. Whether you're looking to excel in a specific role or transition to a new field, honing your technical proficiencies can open doors to exciting opportunities.

Here are some tips to help you enhance your technical proficiencies:

1. Identify your goals

Determine the specific hard skills you want to develop based on your career aspirations and industry demands.

2. Seek relevant education and training

Enroll in courses, workshops, or certification programs tailored to your chosen skill set to acquire foundational knowledge and practical experience.

3. Practice consistently

Dedicate regular time to practicing your skills through hands-on projects, problem-solving exercises, or simulations to reinforce your learning and build competence.

4. Utilize online resources

Take advantage of online tutorials, video lectures, and coding platforms to supplement your learning and explore new concepts or techniques.

5. Join professional communities

Engage with like-minded individuals in forums, meetups, or online communities to share knowledge, exchange ideas, and stay updated on industry trends and best practices.

6. Participate in real-world projects

Apply your skills to real-world projects or volunteer opportunities to gain practical experience, showcase your abilities, and expand your portfolio.

7. Seek feedback and mentorship

Solicit feedback from peers, mentors, or industry professionals to identify areas for improvement and receive guidance on refining your skills.

8. Stay curious and adaptable

Embrace a growth mindset, stay curious about emerging technologies or advancements in your field, and remain adaptable to change to continuously evolve and thrive in your chosen area of expertise.

By implementing these strategies and maintaining a commitment to continuous learning and improvement, you can effectively develop your hard skills and enhance your professional capabilities.

Cultivating soft skills is crucial for thriving in the modern workplace, where effective communication, collaboration, and leadership are highly valued. These interpersonal qualities not only enhance your professional relationships but also contribute to your overall success and career advancement.

Here are some tips for developing your soft skills:

1. Practice active listening

Focus on understanding others without interrupting, and show empathy and understanding in your responses.

2. Improve communication skills

Work on expressing yourself clearly and effectively through verbal and written communication.

3. Foster teamwork

Collaborate with colleagues on projects, actively participate in group discussions, and contribute ideas to achieve common goals.

4. Enhance problem-solving abilities

Approach challenges with a positive mindset, seek creative solutions and learn from setbacks and mistakes.

5. Develop leadership skills

Take on leadership roles in group settings, delegate tasks effectively, and inspire others to achieve shared objectives.

6. Cultivate emotional intelligence

Recognize and manage your own emotions, empathize with others, and build strong relationships based on trust and respect.

7. Seek feedback

Regularly solicit feedback from peers, mentors, and supervisors to identify areas for improvement and refine your soft skills.

8. Engage in professional development

Attend workshops, seminars, and training programs focused on soft skills development to expand your knowledge and expertise.

9. Practice adaptability

Embrace change and uncertainty, remain flexible in your approach to work, and demonstrate resilience in challenging situations.

10. Reflect and self-assess

Take time to reflect on your interactions and experiences, identify strengths and weaknesses in your soft skills, and set goals for improvement.

By prioritizing the development of soft skills alongside technical competencies, you can position yourself for success in today's dynamic and ever-changing workplace landscape.

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Understanding the differences between hard skills and soft skills is crucial for personal and professional growth.

While hard skills are necessary for performing specific job functions, soft skills are essential for effective teamwork, leadership, and overall career success. By developing a strong combination of both, you can enhance your employability and achieve your career goals.

Investing in both hard and soft skills will make you a more versatile and valuable employee, capable of adapting to various roles and challenges in your professional journey.

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Table of Contents

What are soft skills definition, importance, and examples.

Soft Skills are non-technical skills that relate to how people interact with each other, alongside their personal attitudes and behaviors. They are usually self-taught and developed over time, but can also be acquired through formal training. Examples include communication, leadership, problem-solving, teamwork, adaptability, and interpersonal skills.

The phonetics of your phrase are:’What Are Soft Skills? Definition, Importance, and Examples’ wʌt ɑːr sɒft skɪlz? ˌdɛfɪˈnɪʃən, ˌɪmpɔːtəns, ænd ˈɛgzɑːmpəlz

Key Takeaways

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• Definition: Soft skills are non-technical, interpersonal abilities that often relate to an individual’s emotional intelligence. Unlike hard skills, they aren’t learned through schooling or training but are more personal attributes or abilities such as teamwork, communication, adaptability and problem-solving.
• Importance: Soft skills are crucial in the workplace as they facilitate human connections and lead to more effective communication. They are often what employers look for beyond educational qualifications and technical proficiency. These skills can often be the deciding factor in hiring, as they indicate how a potential employee may interact with team members and navigate their role within the company’s culture.
• Examples: Some examples of soft skills include leadership, creativity, emotional intelligence, conflict resolution, time management, motivation, flexibility, patience, and the ability to work under pressure. Each of these can significantly influence one’s effectiveness in a work environment.

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Soft skills, a term commonly used in business and finance, refer to a combination of interpersonal skills, personality traits, attitudes, and social and emotional intelligence quotient that enable a person to navigate their environment, collaborate with others, perform their tasks efficiently and achieve their goals. They are considered vital because they improve the way we interact and foster effective relationships with colleagues and clients at the workplace. Examples include teamwork, decision-making, problem-solving, communication, and time management. Unlike hard skills, which are job-specific and measurable, soft skills are transferable between different types of work and careers, enhancing workplace productivity, efficiency, and cultivating a better work environment. Investing in the development of soft skills can lead to better job performance, career prospects, and an overall positive work-life experience.

Explanation

Soft skills are non-technical skills that pertain to how you work and interact with others. They are about personal attributes and traits, such as communication abilities, problem-solving skills, creativity, adaptability, and emotional intellect. In the world of finance and business, soft skills are used not only to enhance individual performance but also to facilitate effective group dynamics. They provide the framework that underpins how an individual employee engages with the business and their co-workers, helping to build and cultivate relationships, foster collaboration, and manage conflicts.For instance, good communication, a predominant soft skill, can aid in ensuring that everyone in the team or organization is on the same page, reducing misunderstandings and maximizing efficiency. Other critical soft skills such as leadership, teamwork, and problem-solving can lead to the creation of strong, productive teams, while adaptability and emotional intelligence can help individuals and organizations navigate change or stressful situations with resiliency and grace. Hence, soft skills are essential for a healthy and effective work environment which ultimately can lead to better productivity and success in the finance and business realm.

Soft skills refer to the personal characteristics and interpersonal abilities that allow individuals to interact effectively and harmoniously with others. These are non-technical, often related to personal habits, social aptitude, communication skills, leadership, etc. Here are three real-world examples related to soft skills.1. Leadership in a Company Setting – A clear example of a soft skill in a business environment would be leadership. A CEO, for example, doesn’t just need a business degree or sound knowledge of the industry. The CEO also requires certain soft skills like decisiveness, the capability to motivate teams, adaptability to change, and strategic thinking. These can help in driving the organization towards its strategic goals. 2. Customer Service – Another example can be seen in the customer service field. Let’s consider a customer service representative settling a dispute with a dissatisfied customer. Here, the technical knowledge required is minimal. However, soft skills like patience, empathy, clear communication skills, problem-solving abilities, and conflict resolution become essential.3. Project Management – Project managers need more than just technical expertise and the ability to plan, budget, and oversee projects. They need soft skills like negotiation skills to ensure all stakeholders travel in the same direction; motivational skills to encourage their team, especially during challenges; and flexibility to adapt to unforeseen circumstances or changes in the project. These are critical factors for the success of the project and ultimately, the organization.

Frequently Asked Questions(FAQ)

Soft skills refer to non-technical skills that affect one’s ability to communicate, collaborate, and solve problems. They include interpersonal (people) skills, communication skills, listening abilities, time management, empathy, and more.

Soft skills are essential in business as they enhance interactions among team members, customers, partners, and stakeholders. They create a positive work environment, improve customer satisfaction, and help solve problems efficiently.

Sure, here are a few examples:1. Communication Skills: It’s the ability to clearly express ideas through verbal, non-verbal, or written means.2. Teamwork and Collaboration: The ability to work effectively in a team.3. Problem-solving Skills: The ability to find solutions when faced with challenges.4. Time Management: Capabilities to use time effectively and prioritize tasks.5. Leadership Skills: Taking control and motivating team members to reach a common goal.6. Adaptability: The ability to adjust to new situations quickly and effectively.

Yes, in business and finance, soft skills could be seen through client interaction, team collaboration, problem-solving in crisis situations, and leadership. For instance, negotiation skills in closing finance deals or adaptability in changing market conditions.

Soft skills can be improved through practice, self-assessment, and training. Public speaking courses and leadership training can boost communication and leadership skills. Meanwhile, problem-solving and adaptability can be improved through experience, such as participating in group projects or facing real-world challenges.

Absolutely. Employers often view soft skills as essential complementing hard skills. A candidate who can demonstrate both sets of skills is usually considered more productive and a better fit for the company.

Related Finance Terms

• Communication: This soft skill involves the ability to convey information effectively and efficiently. It is an important skill in various areas such as resolving disputes, dealing with clients, and collaborating with team members.
• Problem-solving: This refers to the ability to identify, analyze, and solve problems. This soft skill is crucial in making strategic decisions and finding solutions in a business setting.
• Teamwork: This skill involves coordinating with team members and working together towards common goals. Teamwork necessitates good communication and interpersonal skills.
• Leadership: Leadership is a soft skill that encompasses the abilities to inspire others, manage teams, and make informed decisions. It’s essential for guiding business strategies and encouraging team members to reach their potential.
• Time Management: This skill involves efficiently managing one’s time to prioritize tasks and meet deadlines. This is essential in guaranteeing productivity and ensuring efficient operations in a business environment.

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Reconciling Hard Skills and Soft Skills in a Common Framework: The Generic Skills Component Approach

The distinction between hard and soft skills has long been a topic of debate in the field of psychology, with hard skills referring to technical or practical abilities, and soft skills relating to interpersonal capabilities. This paper explores the generic composition of any skill, proposing a unified framework that consists of five distinct components: knowledge, active cognition, conation, affection, and sensory-motor abilities. Building upon previous research and theories, such as Hilgard’s “Trilogy of Mind”, the generic skill components approach aims to provide a comprehensive understanding of the structure and composition of any skill, whether hard or soft. By examining these components and their interactions, we can gain a more in-depth understanding of the nature of skills and their development. This approach has several potential applications and implications for various fields, including education, training, and workplace productivity. Further research is needed to refine and expand upon the generic skill components theory, exploring the interactions between the different components, as well as the impact of contextual factors on skill development and use.

1. Introduction

In today’s complex, interconnected world, the importance of having a diverse set of skills for success is undeniable. The ability to define, develop and utilise one’s skills is considered a vital part of personal and professional success. This success depends heavily on the acquisition and maintenance of both soft and hard skills. In the modern workforce, employers are searching for the perfect candidate, the one who can bring a combination of skills to the table. Indeed, skills can generally be divided into two main categories—hard skills and soft skills. Hard skills refer to technical or practical abilities, such as programming languages, engineering, accounting, and other occupational skills, whereas soft skills are interpersonal capabilities, such as communication, problem-solving, and emotional intelligence ( Cimatti 2016 ; Laker and Powell 2011 ).

Although these two types of skills are often categorised separately, it is important to understand their interdependence, as well as their contributions to certain areas of expertise. In recent years, there has been increasing recognition of the importance of soft skills in many areas, including education and business ( Andrews and Higson 2008 ; Succi and Canovi 2020 ). The so-called “soft skill revolution” has seen a growing interest in developing and assessing these skills, as organisations have become increasingly aware of their value in the workplace. Yet, there is still some debate about what constitutes a soft skill, and to what extent hard skills remain essential for success. Despite the acknowledged value of soft skills, the lack of a standard definition or systematic approach to measuring and assessing these skills poses a challenge when attempting to review and compare them ( Dede 2010 ; Robles 2012 ; Rasipuram and Jayagopi 2020 ).

Even before challenging the concept of soft skills, there is the question of what a “skill” is, and how to develop certain skills, as it remains an ongoing area of research for psychologists and educators. Whereas the study of skills has traditionally been associated with individual traits such as intelligence and talent, an emerging field of inquiry suggests that the composition of any skill is made up of several core elements. Overall, skills are an important foundation for development, yet much research is needed to understand better the generic components of skills. Although soft skills and hard skills seem very different in the way they are used and observed, what actually makes them inherently different? If both are actually skills, they may have more in common than it seems. In recent years, research into the generic composition of any skill, and the relationship between soft skills and hard skills, has gained increased interest due to its implications for workplace productivity.

Researchers have identified that any workplace skill requires a combination of hard and soft skills ( van der Vleuten et al. 2019 ; Lyu and Liu 2021 ). They have also elucidated that there are shared components between hard and soft skills which could be seen as the bridge between them ( Pieterse and Van Eekelen 2016 ; Kuzminov et al. 2019 ). This presents an interesting opportunity for educators and trainers to develop individuals in an integrated manner, allowing for an understanding of both technical and non-technical components of skills.

This paper explores the generic composition of any skill and the common ground between soft skills and hard skills. Hilgard’s “Trilogy of Mind” (1980) provides useful insights into the debate, by suggesting that all skills—whether hard or soft—can be understood in terms of three distinct components: cognition, conation, and affection. In this article, we will discuss how Hilgard’s theory can be applied in order to describe the composition of any skill, and argue that, theoretically, there is no difference between soft and hard skills, opening the way to a generic skills framework.

2. Critical Literature Review

2.1. definition of skill.

As the distinction between soft and hard skills is not standardised, it is important to consider different definitions of “skill” for the purposes of this article. Skill is a multifaceted concept that has been studied extensively in the scientific literature ( Vallas 1990 ; Clarke and Winch 2006 ; Green 2011 ). According to the definition of the 2023 Merriam-Webster dictionary, a skill is “the ability to use one’s knowledge effectively and readily in execution or performance” ( Merriam-Webster n.d. ). It describes the ability that develops from practice, training, and experience to perform a specific task to a certain standard. It has been subject to considerable examination by researchers across different disciplines, including psychology, neuroscience, education and sports science ( Gagné and Fleishman 1959 ; Frese and Stewart 1984 ; Bo et al. 2008 ).

Boyatzis ( 1982 ) defined “skill” as “an underlying characteristic of a person that has a causal relationship with their average or superior performance in a given function”. In more concrete terms, “skill” refers to an individual’s ability to accomplish tasks by utilising appropriate resources, including those acquired through training or previous experience ( Le Boterf 2000 ). A skill can be conceptualised as specific know-how that is pertinent to a given situation, resulting in the combination of knowledge, other mental abilities and physical strength, agility, coordination, and motor abilities ( Green 2011 ). This definition provides a clear understanding of the underlying competencies and knowledge necessary to successfully carry out any task, regardless of whether it concerns soft or hard skills. In addition, the success of skills is partially dependent on the direct content of the tasks, abilities, values, interests, and the environment of the individual ( Le Boterf 2000 ).

As noted by DeKeyser ( 2020 ), the term “skill” encompasses the ability to process and understand information, interpret, and use it in order to complete a task. It involves both cognitive and motor abilities, which together form a basis for mastery ( Roebers et al. 2014 ; Van der Fels et al. 2015 ). Both require knowledge and the ability to store and recall information, as well as the ability to interpret and apply it correctly. Through practice and repetition, skills become increasingly automatic and rapid, and proficiency is observed.

As such, “skill” can be seen as the ability to retrieve knowledge and apply it to a task in a proficient manner. Cognitive factors include working memory, various forms of reasoning, and problem-solving ( Carroll 2003 ). Motor abilities include factors such as coordination, muscle and joint strength, and speed ( Zajac 1993 ). In more psychological terms, they can be seen as a component of behavioural abilities. When including motor abilities, the dyad created by cognitive and behavioural components plays an important role in the development and refinement of skills. This is an important concept to recognise when considering the notion of skill, as both the ability to understand and interpret knowledge, as well as the application of what has been learnt are essential for skill development. In conclusion, a skill is an ability that is refined with training, technique, and experience. It is noted to involve a combination of cognitive and behavioural components which interact to allow the effective completion of a given task.

A wide range of skills have been studied, such as motor skills, sensory and perceptual skills, cognitive skills, and social skills ( Fischer 1980 ). Motor skills are defined as the ability to control and coordinate the movements and actions of the body ( Newell 1991 ). Sensory and perceptual skills involve the ability to receive, interpret, and act upon sensory information, such as visual, auditory, and tactile data ( Karni and Bertini 1997 ). Cognitive skills encompass the ability to think logically, problem-solve, and make decisions, whereas social skills involve the ability to interact and communicate effectively with others ( Patterson 2008 ). Overall, skills are multifaceted constructs that enable humans to continue to grow and learn in a variety of contexts, through general practice and experience, as well as through the development of specific tasks and strategies.

2.2. Definitions and Characteristics of Hard Skills

Hard skills refer to technical, tangible, and quantifiable abilities related to the use of equipment for a specific job, such as driving a car, computer programming, or welding ( Lyu and Liu 2021 ). Hard skills are typically acquired through training and education and are a requisite for performing job duties. They are necessary for specific tasks within an industry that requires specific expertise and proficiency, such as welding, accounting, and using a 3-D printer. As researchers note, hard skills are also differently defined along the lines of work and education. A person with a background in computer science may define hard skills as the technical abilities required for software development, whereas someone with a background in design may define hard skills as the artistic abilities needed for graphic design. The importance of hard skills has long been acknowledged in the workplace, especially because the manipulation of these skills often leads to measurable performance outcomes ( Rainsbury et al. 2002 ; Hendarman and Cantner 2018 ). Consequently, they are usually emphasised during recruitment processes and have been found to play a determining role in the hiring decisions of employers ( Bishop 2017 ; Huber 2018 ). Actually, both motivation and hard skills play an important role in positive job performance ( Hendarman and Cantner 2018 ).

2.3. Definitions and Characteristics of Soft Skills

In 1972, the term “soft skills” was first used by the researcher Paul G. Whitmore, during a training conference in Texas for the US Army Continental Army Command (CONARC). Whitmore used the term “soft skills” to refer to crucial job-related skills that involve little or no interaction with machines (CONARC 1972, cited in Parlamis and Monnot 2019 ). They may as well be considered behaviours that a person must mobilise in order to reach a given objective competently ( Tate 1995 ). Considering the context of hard skills, soft skills are non-technical abilities that are harder to measure and quantify ( Kantrowitz 2005 ; Byrne et al. 2020 ). Soft skills involve personal, interpersonal, and intrapersonal abilities that are essential in the workplace ( Dell’Aquila et al. 2017 ). Examples of soft skills include emotional intelligence, communication, creativity, problem-solving, team building, and stress management ( Martins et al. 2020 ).

Unlike hard skills, soft skills tend not to be acquired through formal education and training and often require dedication, self-reflection, and self-improvement ( Chell and Athayde 2011 ; Wisshak and Hochholdinger 2020 ). This does not mean that hard skills do not require these same qualities, however, the probability of systematic acquisition seems less predictable for soft skills, and more related to personal qualities, as their use will be specific to every person. Furthermore, soft skills are typically more developed through social experience, which is why they are often referred to as “people skills” ( Levasseur 2013 ).

There are many different terminologies when referring to soft skills, such as social competencies, interpersonal skills, or even emotional intelligence ( Matteson et al. 2016 ). Social competencies encompass a broader range of abilities that enable individuals to navigate effectively interpersonal situations, build and maintain relationships, and work well with others. These competencies include communication, teamwork, adaptability, and cultural awareness ( Rychen and Salganik 2003 ). Interpersonal skills refer to the abilities needed to effectively interact, communicate, and collaborate with others. These skills include active listening, empathy, conflict resolution, and negotiation ( Spencer and Spencer 1993 ). Emotional intelligence encompasses the ability to recognise, understand, and manage one’s own emotions and the emotions of others. It is closely related to interpersonal skills and includes self-awareness, self-regulation, motivation, empathy, and social skills ( Goleman 1995 ; Mayer et al. 2008 ).

With over 119 labels identified in the literature in 600 publications about soft skills over the past 50 years ( Joie-La Marle et al. 2022 ), numerous frameworks have been created to categorise and understand them. Depending on the approach, these frameworks deal with social skills, emotional skills, cognitive skills, or all of them. Their main interest is generally to delineate critical skills needed for the future of work, which is the reason why the field of education is where most frameworks are created. Researchers, schools, and even international organisations have created their own soft skills frameworks. Lamri ( 2018 ) reviewed various soft skills frameworks. In 2016, OECD released an overview of the key findings from the OECD Survey of Adult Skills ( Kankaraš et al. 2016 ), which highlights the importance of soft skills in the labour market and discusses policy implications for developing these skills.

Overall, despite the difficulty to agree on frameworks and terminologies, the relevance of soft skills for individual success in the workplace has been widely discussed in the literature. Numerous authors have called attention to the interplay between soft skills and other personal qualities to facilitate individual performance in the workplace or in general ( Rychen and Salganik 2003 ; Kantrowitz 2005 ; Cimatti 2016 ; Ibrahim et al. 2017 ). Further, soft skills can be instrumental in improving work satisfaction and are associated with higher levels of engagement, productivity, and creativity in the workplace ( Palumbo 2013 ; Feraco et al. 2023 ; the role of particular individual qualities or activities has been shown in numerous studies ( Reysen et al. 2019 ; Feraco et al. 2023 ).

In terms of educability, Durlak et al. ( 2011 ) published a meta-analysis related to categories of self-emotional learning (SEL). This meta-analysis examined the effectiveness of school-based social and SEL programs in enhancing students’ skills, attitudes, prosocial behaviour, and academic performance. The researchers analysed data from 213 studies involving more than 270,000 students from kindergarten to high school. The results showed that students who participated in SEL programs had significantly better social and emotional skills, attitudes, and behaviour compared to their peers who did not participate in these programs. Additionally, the study found that students involved in SEL programs also had an 11 percentile-point gain in academic achievement. Another study considers soft skills through the prism of social, emotional, and behavioural skills ( Soto et al. 2022 ).

2.4. Differences and Commonalities between Hard and Soft Skills

It is important to have both hard and soft skills in order to be successful in the workplace. Research has shown that both types of skills are necessary and having a combination of the two leads to greater success ( Rainsbury et al. 2002 ; Vasanthakumari 2019 ; Lyu and Liu 2021 ). For example, software development requires typically a variety of technical know-how and problem-solving capabilities ( Groeneveld et al. 2021 ). For an individual to successfully complete such a task, he or she must often combine soft skills such as creativity and knowledge of various programming methods to come up with a successful solution. Designers must master computer software and physical tools to create prototypes as well as people skills to interact with clients or team members in collective design projects.

Hard skills are necessary for specific knowledge-based tasks and are often taught in universities and technical schools. On the other hand, soft skills are often a better predictor of workplace success than hard skills, as they are essential for personal and interpersonal functioning ( Hargood and Peckham 2017 ). Soft skills can help to identify candidates who have the necessary qualities to lead, manage, and collaborate, which are essential for a successful and productive workplace ( Rainsbury et al. 2002 ). Additionally, soft skills are also important for customer service, which is a required and necessary component of most work environments.

Whereas the different terminologies highlight the various aspects of hard and soft skills, it is important to recognise that these skills often intersect and support one another in various contexts. As the literature continues to evolve, researchers are increasingly examining the interrelationships between hard and soft skills and their combined contribution to individual and organisational success. On many occasions, the differences between soft skills and hard skills are often difficult to discern.

It is possible for an individual to have both strong soft and hard skills, and studies tend to show that it is the combination of both that increases an individual’s chances for success in the workforce by providing a well-rounded and competitive toolkit for employers ( Rainsbury et al. 2002 ; Succi and Canovi 2020 ). Having a mixture of both types of skills is seen as a requirement for many positions.

When seeking to hire candidates, employers should consider the importance of both soft and hard skills. Although employers want typically to find someone who has technical expertise and qualifications, they should consider attributes such as creativity, communication, interpersonal skills, and problem-solving, as well ( Lyu and Liu 2021 ). Research has shown that hard skills become obsolete more quickly than soft skills ( Dominici 2019 ; Schultheiss and Backes-Gellner 2022 ), so employers should take into account the importance of both types of abilities when hiring. Furthermore, employers should also provide the necessary training and mentorship to ensure that their employees have the correct skillsets for the job ( Succi and Canovi 2020 ).

Generally speaking, the criteria for determining whether a skill is soft or hard depend on the context in which the skill is used. Some researchers argued that soft skills are often seen as being more “Person-Centred” whereas hard skills are classified as “Task-Centred”, emphasising the need for individuals to be able to both interact with and help others ( Rodríguez-Jiménez et al. 2021 ). As a result, soft skills are typically viewed as more important when it comes to interpersonal aspects of professional life such as communication, problem-solving, customer service, and teamwork, among others. Hard skills are generally evaluated and valued based on their effectiveness with regard to the completion of a specific task.

Although hard and soft skills have different definitions and uses, they also overlap to some degree ( Green 2011 ; Cinque 2016 ). For example, communication, although traditionally categorised as a soft skill, also involves technical aspects like data analysis and writing, using software to produce presentations. Similarly, interpersonal skills include specific knowledge about group behaviour and social codes, which could be seen as a hard skill ( Bishop 2017 ). There exists an interdependent relationship between the two, with each trait enabling the other to succeed ( Lyu and Liu 2021 ). As an example, hard skills such as accounting or designing require the support of certain soft skills, like communication and problem-solving, to truly display the potential of the hard skill. Additionally, numerous studies show a positive relationship between soft skills and hard skills performance ( Kuzminov et al. 2019 ; Lyu and Liu 2021 ), suggesting the need for a synergistic combination of the two that can lead to successful job outcomes.

3. From Skills Theories to the Generic Skills Component Approach

3.1. foundations for the generic skill components approach.

Is the distinction between hard/soft useful? Is there, metaphorically, a scale of “hardness” of skills, like Mohs’ scale for the hardness of minerals, ranging from talc (very soft) to diamonds (very hard)? Numerous authors have raised the idea of a continuum from hard to soft skills passing by a vast mid-scale with semi-hard and semi-soft skills (see Andrews and Higson 2008 ; Clarke and Winch 2006 ; Dell’Aquila et al. 2017 ; Hendarman and Cantner 2018 ; Lyu and Liu 2021 ; Spencer and Spencer 1993 ; Rychen and Salganik 2003 ). Le Boterf ( 2000 ) suggests that skills are better understood as a continuum, with some skills containing both hard and soft components.

The generic skill components approach builds upon these recent findings, suggesting that all skills can be understood through a shared framework of five distinct components: knowledge, active cognition, conation, affection, and sensory-motor abilities. This integrated approach has the potential to reconcile the traditional distinction between hard and soft skills, providing a more comprehensive understanding of the complex nature of skills and their development.

3.2. Discrediting Skills as Discrete Entities

Working on a generic structure for all skills implies that skills are not discrete entities as such. We believe there is a necessity to clarify that aspect, before moving towards the construction of a generic skills approach. Consider the following arguments:

1. Overlapping and interrelated nature of skills: Skills are often interconnected and interdependent, making it difficult to clearly separate them into distinct categories. For example, the successful application of technical skills often depends on the presence of effective interpersonal skills, and vice versa ( Kavé and Yafé 2014 ; Gardiner 2017 ). This overlap and interrelatedness challenges the idea that skills exist as discrete entities ( Greenwood et al. 2013 ; Bean et al. 2018 ).

2. Contextual factors: The relevance and importance of specific skills can vary depending on the context in which they are applied. This contextual variability can lead to differing interpretations and classifications of skills, further challenging the idea of skills as discrete and stable entities ( Perkins and Salomon 1989 ; Hall and Magill 1995 ; Widdowson 1998 ).

3. Evolving skill requirements: The rapidly changing nature of work and technological advancements requires individuals to adapt continuously and develop new skills. As a result, the boundaries between different skill categories may become increasingly blurred as individuals are expected to possess a diverse and dynamic skillset ( Dede 2010 ; Hargood and Peckham 2017 ; Dominici 2019 ).

4. Limitations of terminologies: The use of specific terminologies for hard and soft skills can sometimes oversimplify or constrain our understanding of the multidimensional nature of skills. By focusing on specific aspects or dimensions of skills, these terminologies may inadvertently perpetuate the idea that skills are discrete entities, rather than acknowledging the complex, interconnected permeable nature of skill development and application ( Matteson et al. 2016 ; Lyu and Liu 2021 ).

The overlapping and interrelated nature of skills, the continuum perspective, contextual factors, evolving skill requirements, and the limitations of terminologies contribute to the difficulty of treating skills as discrete entities. Recognising these challenges can help researchers and practitioners develop more nuanced and integrative approaches to skill development and assessment. Building on this analysis, we believe there is a need for a unified approach to the structure of skills.

3.3. Using Goldstein and Hilgard’s Work as a Core Basis

The ambition to find a generic structure for skills is not new. Goldstein ( 1989 ) proposed a framework, with four components structuring any skill: cognitive, affective, motivational, and behavioural. In Goldstein’s, cognitive components involve the understanding and knowledge associated with a skill, such as problem-solving and analytical skills. Affective components involve emotions and attitudes, such as self-awareness and empathy. Motivational components involve the drive and determination to succeed, such as perseverance and ambition. Last, behavioural components involve the actual physical performance of a skill, such as hand-eye coordination and agility.

Although the literature is filled with definitions and discussions about skills, we choose in this article to use the work of Goldstein ( 1989 ) as a primary basis. His work, both theoretical and empirical, provides a comprehensive framework for understanding, designing, implementing, and evaluating skills development in organisations.

Applying these four components to hard and soft skills, we can see that all skills are composed of the same elements, but with different weights depending on the context in which they are used. For example, a hard skill such as programming would require a higher level of cognitive ability but lower levels of affection. In contrast, a soft skill such as active listening would require a higher level of affection but lower levels of cognition. In that way, Goldstein’s framework seems a relevant basis to reconcile soft skills and hard skills. However, it is necessary to take a step back and take a closer look at Goldstein’s components.

Goldstein’s work relates to Hilgard ’s ( 1980a ) ‘Trilogy of Mind’, which describes human consciousness in terms of three main dimensions: cognition, conation, and affection. Hilgard ( 1975 , 1980b , 1986 ) examines learning, personality, and hypnosis, and how they interact with one another to shape our understanding of the mind. Hilgard’s trilogy is itself based on the ‘Trilogy of Mind’ that Emmanuel Kant espoused.

Hilgard’s conception of these concepts differs from Goldstein’s:

• Cognition is the ability to think and solve problems, acquire information, and understand the world around us. It entails the processing of ideas and facts which allows the user to make better-informed decisions.
• Conation is the preferred pattern of actions and choices, integrating the results of cognitive processes to take action in order to achieve our objectives. It relies on the capacity to plan, as well as to monitor and evaluate our goal-driven performance.
• Affection is the ability to build and maintain relationships with others, stimulating social interaction and facilitating collaborative work. It involves the capacity to understand and empathise with others’ needs, as well as the ability to develop positive social networks.

In this approach, conation has a clear link with cognition and action, and we believe that, with some adaptations, it can be a promising way to apprehend motivational aspects, known as “volition” in some frameworks. Cognition should be treated as an active dynamic process. In this process, knowledge is acquired, used, transformed, and produced. It is however useful to distinguish the knowledge itself and the information-processing actions in which this knowledge is used.

Affection as seen by Hilgard seems richer than what is envisioned by Goldstein and relates better to the concept of emotional intelligence ( Goleman 1995 ). Goldstein underlines the importance of the body actually taking action. However, calling it behaviour might be confusing, regarding the extensive literature about behaviour, and the way behavioural psychology apprehends it. Following Goldstein’s definition, we believe sensory-motor abilities to be more appropriate as a component name.

Considering these adjustments, we propose the following revised framework for any skill, composed of five distinct components:

• Knowledge includes both external knowledge or facts, such as technical job-related knowledge, as well as internal knowledge, such as memory ( Bloch 2016 ; Zagzebski 2017 ).
• Active cognition involves perceiving and processing information to form decisions and opinions, such as perception, attention, and judgement ( Bickhard 1997 ). The analysis of the environment and the context falls under active cognition.
• Conation is the component that describes preferences, motivations, and volitional components of behaviour. It is the drive or impulse to act and is often referred to as the “will” or “willingness” to act ( Csikszentmihalyi 1990 ). We believe it goes beyond motivation as referred to by Goldstein.
• Affection: Affection is the ability to empathise with and manage feelings in order to build and maintain relationships with others.
• Sensory motor abilities: Sensory motor abilities refer to the ability to control and coordinate movements. This includes the ability to perceive, interpret, and respond to sensory input, as well as the ability to plan and execute movements. Examples of sensory-motor abilities include balance, coordination, and fine motor skills.

Using this framework, it becomes possible to describe both soft skills and hard skills in the same way. With time, we believe the distinction between both types of skills may become either obsolete or insufficient. Only the specific content and weight of each component would matter in order to describe a skill, to determine the overlap between two skills, or the transferability from one skill to another.

3.4. Developing the Generic Skill Components Approach

The generic skill components approach aims to provide a comprehensive understanding of the structure and composition of any skill. This approach posits that all skills, whether hard or soft, can be understood in terms of five distinct components: knowledge, active cognition, conation, affection, and sensory-motor abilities. By examining these components and their interactions, we can gain a more in-depth understanding of the nature of skills and their development.

This approach is supported by previous research that has identified common elements across various types of skills. For example, Rychen and Salganik ( 2003 ) propose a model of key competencies that includes cognitive, intrapersonal, and interpersonal dimensions, which align with the active cognition, conation, and affection components of the generic skill components approach. Similarly, other studies highlight the importance of cognitive, affective, and behavioural processes in the development and application of both hard and soft skills ( Parlamis and Monnot 2019 ; Soto et al. 2022 ). Our approach extends beyond existing models by incorporating sensory-motor abilities, which are often overlooked in discussions of skill development. This inclusion acknowledges the importance of physical and perceptual abilities in the successful application of many skills, particularly in fields such as sports, manufacturing, and healthcare.

This approach has several potential applications and implications for various fields, including education, training, and management. By understanding the generic components of skills, educators and trainers can develop more effective and holistic approaches to skill development, integrating both technical and non-technical components. In the workplace, a greater understanding of the generic composition of skills can help inform hiring decisions, performance evaluations, and employee development programs. If a skill has a major active cognition component, the resulting pedagogic engineering will be very different compared to a skill with a major knowledge component.

Further research is needed to refine and expand upon the generic skill components approach. Future studies could explore the interactions between the different components, as well as the impact of contextual factors on skill development and use. Indeed, the generic skill components approach highlights the importance of context in the development and application of skills, suggesting that educators and trainers should consider the specific environments in which their students or employees will be applying their skills. This may require the development of more context-specific training programs that focus on the unique challenges and opportunities presented by different work environments. Additionally, researchers could investigate the potential for more distinct skill categories and their implications for various domains.

3.5. Tentative Representation of the Generic Skills’ Components Framework

Although the approach needs to be further developed and tested empirically, we propose in this article an attempt at visual representation, displaying the five generic components in a diagram (see Figure 1 ). This diagram may be seen as a template to be used for skills description, as proposed later.

Visual representation of the generic skills’ components framework.

Our understanding of generic skills components would be that all components exist independently and need to be associated to create the necessary skill. This implies that they are not relative to each other, meaning that for a given skill, it is possible that all components are required at a very high level of mastery or development. Furthermore, conversely, for another skill, it is possible that all components are required at a very low level. In this manner, all types of combinations are possible, the point being that the necessity of one component at a high level does not determine the level of other components.

3.6. Tentative Representation of Skills Composition Using the Framework

Below, we propose three examples of using the framework to represent skills: oral communication, Python programming, and logical analysis. At this stage, the assessment is very basic, as it results in a consensus among the authors, having both theoretical and empirical experience in skills expertise. These specific cases of skill descriptions will need to be challenged in order to be considered consensual, but the purpose of this section is rather to show the possibilities offered by the generic skills’ components approach. For each skill, we propose:

• A visual representation based on the generic skills’ components framework (see Figure 1 );
• A rating from 1 (low) to 5 (high) for each component;
• An explanation of the importance given to each component in the context of the skill;
• A suggestion of a training program detailed for each component.
• (A) Example 1: Oral communication

For the skill “oral communication”, which is usually referred to as a soft skill, we describe below on a scale of importance of 1 to 5 for each component, the composition for each component (see Figure 2 ):

• Knowledge: 4/5—Knowledge is essential for effective oral communication, as it involves understanding the topic being discussed, the context, and the audience. Having a solid grasp of the subject matter, as well as cultural and social norms, allows the speaker to convey messages accurately and effectively. Additionally, internal knowledge helps the speaker to convey relevant information and experiences to support their points.
• Active cognition: 5/5—Active cognition is crucial for oral communication, as it involves perceiving and processing information in real-time. Effective oral communication requires the speaker to pay attention to the audience, adapt the message based on audience reactions, and make judgments about what information to share and how to present it. It also involves critical thinking and problem-solving skills, as the speaker may need to respond to questions or objections from the audience.
• Conation: 4/5—Trait extraversion can support oral communication because it motivates the speaker to engage with the audience and present the message confidently and persuasively. A strong willingness to act can also help the speaker overcome any anxiety related to speaking in front of others.
• Affection: 4/5—The ability to empathise with and manage emotions is important for connecting with the audience and creating a positive atmosphere during oral communication. Understanding the emotional state of the audience can help the speaker adjust their/his/her tone and approach while managing their/his/her own emotions can ensure a calm and composed delivery. Additionally, being able to express warmth and enthusiasm can make the message more engaging and persuasive.
• Sensory motor abilities: 3/5—Although not as critical as other components, sensory-motor abilities still play a role in oral communication. The ability to control and coordinate movements, such as gestures and facial expressions, can help the speaker convey a message more effectively and make a stronger impression on the audience. Proper posture, eye contact, and voice modulation are also important aspects of oral communication that rely on sensory-motor abilities.

Visual representation of the generic skills components’ framework for the skill ‘Oral communication’.

It is interesting to observe that using the framework, it appears that all components are relevant to the skill of oral communication. This example shows the value of such skills that can be underestimated in their complexity.

To develop the skill of oral communication using this framework, a pedagogical program could be designed as follows:

• Provide learners with the necessary knowledge related to the subject matter they will be communicating, whether it is through lectures, research, or reading.
• Encourage learners to integrate this knowledge into their communication to increase their credibility and effectiveness.
• Provide learners with opportunities to practise active listening and critical thinking to understand better the needs of their audience and adapt their communication accordingly.
• Encourage learners to use visual aids or other communication tools to increase their impact and effectiveness.
• Provide learners with opportunities to practise oral communication in a safe and supportive environment, such as through role-playing or group discussions.
• Encourage learners to take risks and learn from their mistakes, building their confidence and willingness to communicate effectively.
• Integrate exercises and activities that promote empathy and emotional intelligence, such as reflecting on the emotional impact of communication or practising active listening.
• Encourage learners to build positive relationships with their audience, as this can enhance their effectiveness as communicators.
• Provide learners with opportunities to practise their oral communication skills, such as pronunciation, articulation and voice projection exercises.
• Encourage learners to practise clear and effective body language to enhance their overall communication skills.

Overall, a training program created according to the skills generic components approach should emphasise the importance of all five components of the framework and provide learners with the opportunity to develop each one in a holistic and integrated manner. By focusing on all the aspects of oral communication, learners can develop the skills they need to communicate effectively and build positive, meaningful relationships with those around them.

• (B) Example 2: Python programming

For the skill “Python programming”, which is usually referred to as a hard skill, we indicate the importance of each component on a 5-point scale, and describe, the composition for each component (see Figure 3 ):

• Knowledge: 5/5—Knowledge is crucial for Python programming, as it involves understanding the syntax, functions, libraries, and best practices in the language. A programmer must be knowledgeable about programming concepts, algorithms, and data structures to effectively use Python in various applications. This includes both external knowledge, such as learning from resources and documentation, and internal knowledge, such as remembering previously learned concepts and experiences.
• Active Cognition: 4/5—Active cognition plays an important role in Python programming, as it involves perceiving and processing information to form decisions and opinions. This includes understanding the problem being solved, designing an appropriate solution, and troubleshooting any issues that arise during coding. Active cognition also involves adapting to new programming paradigms, tools, and techniques.
• Conation: 3/5—Conation is moderately important in Python programming. Although having the motivation and willingness to learn and improve one’s programming skills is important, it may not be the primary driver for success in this field. However, showing perseverance, and having a strong drive to problem-solve, debug, and optimise code can contribute to better overall performance and growth as a programmer.
• Affection: 2/5—Affection has a lower importance in Python programming compared to other components. While empathy and emotional intelligence may not directly contribute to programming skills, they can still play a role in building positive relationships with teammates or clients, understanding user needs, and contributing to a healthy work environment. Good communication and collaboration skills can also help when working on projects with others.
• Sensory Motor Abilities: 1/5—Sensory motor abilities have minimal importance in Python programming. While basic motor skills are needed for typing and using a computer, the primary focus in programming is on cognitive and knowledge-based skills. However, maintaining proper ergonomics and posture while working at a computer can help prevent physical strain and promote overall well-being.

Visual representation of the generic skills’ components framework for the skill “Python programming”.

It is interesting to observe that using the framework, it appears that active cognition and knowledge seem to be the most important components for the skill of Python programming. However, conation is not to be underestimated. Knowledge is commonly associated with hard skills, whereas active cognition and conation are commonly associated with soft skills. Although knowledge seems more important than the other components, we believe the importance of other components is generally underestimated when considering Python programming as a hard skill, as context matters. This example shows value for such skills that are unfairly considered hard skills with little to no consideration for the potential complexity of the context, or the motivation of the programmer.

To develop the skill of Python programming using the framework of the five components, a pedagogical approach can be designed as follows:

• Begin with teaching the fundamentals of Python, such as data types, variables, control structures, and functions, through a combination of lectures, reading materials, and online resources.
• Introduce more advanced concepts, such as object-oriented programming, error handling, and file I/O, as students progress.
• Teach students about commonly used Python libraries and their applications in various domains.
• Assign small projects or exercises at the end of each topic to reinforce learning.
• Encourage students to practise problem-solving using Python by assigning coding challenges and puzzles that require critical thinking and decision-making.
• Provide opportunities for peer programming, where students collaborate and exchange ideas to solve problems.
• Organise regular code review sessions to help students learn from each other’s solutions and improve their problem-solving strategies.
• Set clear expectations and learning goals for students to motivate them to learn and practice Python programming.
• Offer regular feedback and support throughout the learning process to help students stay engaged and committed.
• Encourage students to participate in coding competitions, hackathons, or open-source projects to build their confidence in Python programming.
• Foster a supportive learning environment in which students can openly discuss their challenges and successes in Python programming.
• Encourage students to work in teams for some projects, which will help them develop shared (and hopefully positive) emotional experiences.
• Provide opportunities for mentorship or tutoring, where more experienced students can assist their peers in learning Python programming.

Although sensory-motor abilities are not directly relevant to Python programming, promoting healthy computer use habits can indirectly support skill use.

• Teach students about ergonomics and the importance of regular breaks to prevent strain and fatigue while working on a computer.
• Encourage students to engage in physical activities or exercises to maintain overall well-being, which can have a positive impact on their cognitive abilities.

By incorporating these strategies in a Python programming course or training program, learners can develop the required skills while addressing all components of the pedagogical framework.

• (C) Example 3: Logical analysis

For the skill “logical analysis”, which is ambiguously considered as a soft skill or a hard skill depending on the situation, we describe below on a scale of importance of 1 to 5 for each component, the composition for each component (see Figure 4 ):

• Knowledge: 4/5—Logical analysis requires a solid foundation of knowledge about the subject matter being analysed. This includes understanding key concepts, principles, and relationships within the domain. For example, analysing a scientific argument requires knowledge of the relevant scientific facts and theories. However, the ability to apply logic and reasoning is also essential, so knowledge alone is not enough for logical analysis.
• Active cognition: 5/5—Active cognition is crucial in logical analysis, as it involves the ability to perceive and process information, identify patterns and relationships, and evaluate the validity of arguments. This includes skills such as critical thinking, problem-solving, and decision-making. Active cognition allows individuals to analyse situations, evaluate evidence, and form sound judgments based on logical reasoning.
• Conation: 2/5—Whereas motivation and the willingness to engage in logical analysis are necessary, conation also plays a supporting role through perseverance and perfectionism, which ensures that individuals are committed to the process of logical analysis and persist in their efforts to reach accurate conclusions.
• Affection: 1/5—Affection, as defined by empathy and emotional management, is not a central component of logical analysis. Logical analysis focuses primarily on rational thinking and objective evaluation of evidence, rather than emotional connections and relationships. However, having a certain level of emotional intelligence can help individuals avoid potential biases and maintain objectivity in the analysis.
• Sensory motor abilities: 1/5—Sensory motor abilities are not directly relevant to the skill of logical analysis, as logical analysis is a cognitive process that does not rely on physical movement or sensory input. Although sensory-motor abilities may be necessary for other skills, they do not play a significant role in logical analysis.

Visual representation of the generic skills’ components framework for the skill “Logical analysis”.

It is interesting to observe that using the framework, it appears that active cognition and knowledge seem to be the most important components for the skill of logical analysis. Knowledge is commonly associated with hard skills, whereas active cognition is commonly associated with soft skills. The dominance of these two components could explain why it seems complicated to categorise logical analysis as a soft or hard skill. This example shows the value of such skills that cannot be consensually categorised.

To develop the skill of logical analysis using the framework based on the five components, a pedagogical approach can be designed as follows:

• Begin by teaching the basic logical concepts, such as premises, conclusions, and logical fallacies.
• Teach various types of logical arguments and structures (e.g., deductive, inductive, and abductive reasoning).
• Provide examples and case studies to illustrate different logical principles and argumentation styles.
• Engage students in debates or discussions to practise identifying and evaluating arguments.
• Provide exercises that require students to identify logical fallacies or errors in reasoning.
• Engage reflection and self-assessment to help students recognise their own biases and assumptions.
• Set clear goals and expectations for students’ progress in developing logical analysis skills.
• Provide regular feedback and encouragement to help students stay committed and motivated.
• Create opportunities for students to collaborate and share their learning experiences with peers.
• Teach students how to present their logical analyses effectively and persuasively, while considering the perspectives and emotions of their audience.
• Encourage empathy and active listening during debates and discussions to foster a more open and collaborative learning environment.
• Present information and materials in a clear, visually appealing manner to facilitate understanding.
• Encourage students to take notes or create visual representations (such as diagrams or flowcharts) to help organise and process information.

By addressing each component of the generic framework, this pedagogical approach provides a comprehensive and structured method for developing logical analysis skills in students.

4. Limitations and Opportunities

Skills have traditionally been defined as a set of competencies or abilities that an individual has, such as problem-solving, analytical thinking, and communication. However, this definition is problematic because it treats skills as discrete entities; this fails to account for the influence of contextual factors on how skills are used in practice. For example, a skill such as communication may be used differently in diverse contexts, with different levels of success. Further, there may be no such thing as a completely “generic” skill—one that functions equally well in all contexts. In short, the idea of skills as abstract entities is a misleading oversimplification.

The definition of skills as abstract entities has a wide range of implications. It ignores the role of context in how skills are applied, which in turn can lead to an over-emphasis on the individual’s capabilities and an under-emphasis on environmental conditions ( Widdowson 1998 ). This can lead to a focus on individual differences instead of a collective approach; this in turn can lead to a narrow focus on the individual and an inability to identify external influences on skill use. Further, it can lead to a teleological approach ( González Galli et al. 2020 ), whereby skills are thought to be automatically “transmitted” to the context in which they will be used, without regard to the idiosyncrasies of that context. Finally, it can lead to a focus on skills as an end in themselves, instead of collectively as part of a much larger system.

A systems-based perspective goes beyond the traditional concept of skills as abstract entities and instead focuses on the way in which skills develop within specific contexts, thus treating them not as static entities, but as part of an interactive, evolving system. Through this perspective, the influence of context on skill use is fully acknowledged, with multiple factors—such as culture, power dynamics, and social norms—being taken into account. Therefore, this approach enables the concept of skills to be seen as part of a larger system of behaviour and learning, which is essential to understanding how skills can be effectively developed, practised, and utilised.

Indeed, the scientific literature has challenged the definition of skills as abstract entities and instead advocated for a systems-based approach that acknowledges the role of context in how skills are applied ( Tracey et al. 1995 ; Le Boterf 2000 ; Sih et al. 2019 ). However, if skills did not exist, then only knowledge would matter a priori.

Knowledge alone does not lead to successful interactions with others; skill plays an integral role in the development of successful social behaviours ( Boyle et al. 2017 ; Rios et al. 2020 ). Further, this research indicates that even if a person has a great deal of knowledge, it is not enough to produce the desired results unless they can put the knowledge into practice. Skills need to exist in order to allow professionals, educators, and clinicians to work on isolated and specific constructs, even if variable and not perfect as such. In our contribution, we see the generic components approach as a way to redefine the concept of skill, by embedding environmental factors in cognitive, conative, and affective dimensions.

Although our generic skill framework provides the basis for further developments, it is important to note that other approaches may need to be considered to provide a more comprehensive understanding of the concept of skill in various contexts.

5. Conclusions

This article has explored the definitions, categories, and impact of both hard and soft skills in order to gain an understanding of the generic composition of any skill. It found that both must be viewed as complementary elements comprising a successful performance and that hard skills are objective and quantifiable capabilities that are easily measured, whereas soft skills are non-technical, interpersonal, and visual qualities that are often learned through experience. Although the two types of skills are often classified separately, understanding their interdependence can help create a more comprehensive skill set. Strategic thinking and action, skills that cut across both soft and hard skills, are essential for making effective decisions.

Research on skills reveals that hard and soft skills often overlap, with various components being shared between them. As such, there is a need to recognise the different components of any skill to develop individuals efficiently and effectively. The generic components proposed in this article open the way to discuss the common ground between hard skills and soft skills, and more broadly the generic composition of any skill. More research is needed to refine the approach on this topic, but it seems a greater understanding of the generic composition of skills can help inform professional, educational, and clinical practices.

Funding Statement

This research received no external funding.

Author Contributions

The authors were responsible for all aspects of the study, including research, writing and editorial work. Both authors contributed to the conceptualization. The first author drafted the paper. Both authors contributed to the revisions of text. All authors have read and agreed to the published version of the manuscript.

Conflicts of Interest

The authors declare no conflict of interest or any other ethical considerations with respect to this study.

Disclaimer/Publisher’s Note: The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content.

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The most ‘in demand’ job skill isn’t what many think

• Future of Work

It’s hard to overstate how much soft skills can affect the trajectory of a person’s career.

With all the hype surrounding AI in recent years, it’d be easy to assume it to be the most coveted skill among employers. It’s not. 

The skill workers need most to succeed has nothing to do with AI and everything to do with becoming more human.

In fact,  according to LinkedIn research, the No. 1 desired trait in a new employee is communication. Most skills on LinkedIn’s list are known as “soft skills.” They include things like customer service, leadership, and problem-solving. 

“Soft skills are essential to ensuring that you will be successful on the job,” said Jill Rizika, CEO of Towards Employment, a workforce development organization in Cleveland, Ohio. But how can leaders help their employees work to better develop these skills for themselves?

As part of its career readiness program, Towards Employment offers a two-week workshop specifically devoted to soft skills development. For participants, the deliberate way this organization teaches these “human” skills is often a first. It’s like they’re finally learning to speak a language everyone around them already knows. Having the words to identify, define, and develop these skills can be life-changing. 

The biggest revelation for participants: They are not inherently flawed. They are not defective. Nor are they powerless to change the patterns that keep them perpetually in and out of work. These previously hidden skills — the ones you need to get a job and keep it — can be learned. 

Relational poverty can lead to chronic unemployment

Chronic unemployment is a societal issue, but it is also a symptom of other, more subtle issues in an individual’s life. “A large part of not having access to opportunity means you may not have grown up in a family or in a neighborhood where things are modeled,” said Rizika. “Behaviors that are expected in the workplace or an office environment, for example, may not have been modeled for you, so you have some bridging to do.”

A child growing up in a high-stress environment — generational poverty, abuse, foster care, substance use, mental illness, criminal justice involvement — misses opportunities to develop interpersonal “soft” skills that our society assumes all adults should know. Poverty is often associated with a lack of money, but that simplifies the issue too much. 

Relational poverty, the absence of healthy relationships in a person’s life, can and does easily turn into financial poverty. When healthy relationships are scarce from childhood onward, soft skills can be lacking, creating a cycle in which poor behavior leads to isolation and chronic job loss. The cycle continues as the person, without guidance or models to learn from, remains unaware of what to change.

These skills can be more important than job-specific “hard skills” like technical training said Karla Hopkins, a workshop facilitator at Towards Employment. “You may have someone that can do the job, and they can do a very good job of it, but they may not be able to work on a team, or they may not have professional communication or be dependable.” 

According to Hopkins, some employers have started prioritizing soft skills over hard skills. “Sometimes they’ll look at those transferable skills and say, ‘You know what, this person is someone that I’m willing to train because they have these soft skills.’” 

Society expects adults to know these things, but that’s not always the case

The idea of teaching soft skills may seem intimidating because they aren’t as tangible as data science or medical training, but Towards Employment’s facilitators have learned that participants are hungry for this information. As they model healthy behavior themselves, facilitators mix deliberate instruction, concrete examples, and lots of discussion.

To teach motivation and initiative, Hopkins shares a story about Jane and Robert. Both finish their work early, but Jane scrolls through TikTok, while Robert offers to help a colleague. “Who will get the promotion?” Hopkins asks. 

For professional communication, she explains that slang isn’t appropriate at work and emphasizes the importance of active listening, noting that not listening during training on dangerous machinery could cost a thumb. 

In conflict resolution, she advises using “I” statements instead of “you” statements for clearer, less confrontational communication.

The problem Hopkins is addressing in these lessons is that generally our society expects adults to know these things, and that’s not always the case. “I would say some know, but some don’t,” said Hopkins. As the group talks about soft skills, participants will instinctively start applying them to their own work experience. “It clicks, and they talk about their experiences in other jobs and how they may have handled it, and if they would have handled it another way, how they could have benefited from it.”

‘The way I present myself can be challenging to people’ 

One young man came to Towards Employment not because he needed help getting a job – but because he had difficulty keeping a job. 

“He came across as this big, assertive guy,” said Ron Scott, a training services program manager. The young man could get jobs regularly, but his assertive communication style was a barrier to keeping them.

Scott and this individual spent hours talking about the soft skills he was learning in the workshop. This level of dedication, long hours of listening, and relationship-building are key to reaching people. Scott said it helps build rapport with participants. “We see each person as an individual. We hear their stories, and we tailor our support to fit their needs.”

One day, the young man finally had an “aha” moment: It was up to him to take responsibility for his communication style. 

“OK, the way I present myself can be challenging to other people,” he told Scott. “I need to think about how I present myself to people.” His self-awareness, emotional intelligence, and communication styles all changed, and he learned he could retain his own “voice” while becoming more effective in the world of work.

Now he works in a stable job at a plating company, runs his own drywall business, and mentors other young men in a gang intervention program.

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Requiring soft skills of workers doesn’t get employers off the hook

Rizika cautioned that employers often use “soft skills” to label a wide range of behaviors, putting the burden on employees to conform without considering underlying life circumstances. 

For example, punctuality issues might be viewed as personal failings rather than issues with public transportation schedules. If a bus drops employees off 45 minutes early or a few minutes late, workers may be chronically tardy despite their best efforts. Employers should consider these unseen issues rather than solely blaming employees for lateness.

“Punctuality is a behavior, not a soft skill,” said Rizika. “It is influenced by many external factors, like bus schedules and childcare availability, and should be addressed by understanding and mitigating these systemic issues rather than blaming the worker.”

She knows of a company that changed its entire shift schedule to align with the bus schedule, making it easier for employees to be on time to work.

Sometimes employer inflexibility has a lasting impact on workers. After repeated bad experiences with employers, a worker will start to feel perpetually defeated and say things like, “Why should I try with any of this stuff? I know it’s not going to turn out. I know I’m gonna lose this job after three months.”  

“It’s not just about a worker not having confidence,” said Scott. “It’s also that the world of work hasn’t encouraged many frontline workers to think of themselves as anything beyond a cog in a wheel.”

Soft skills are crucial for individual success, but their impact is magnified when workplaces are structured to support and nurture these competencies. This might include redesigning jobs to be more fulfilling, providing continuous learning opportunities, or creating clear career advancement pathways. Employers can foster a supportive and inclusive workplace culture that addresses the social and emotional needs of workers.

“It’s not just about fixing the worker but fixing the work,” said Rizika. 

Goal setting combined with problem-solving can alter a person’s trajectory

Soft skills also affect how people see themselves. It can be hard for them to picture themselves doing a job they’re not familiar with. Oftentimes, they don’t know what they don’t know, which is why it’s important for them to explore their options and set goals — a soft skill many have never learned. 

One young woman came into Towards Employment convinced she wanted to be a state-tested nurse’s aide (STNA). But after exploring other options, she set a goal to become a pharmacy technician. When Scott asked her about the decision, she said, “My mom is an STNA, my aunt is an STNA. I didn’t know there was anything else out there.” 

“We have these conversations all the time,” Scott said. “People believe they can only go where they’ve been, and do what they know. So part of it is simply that confidence to envision yourself in a position that you’ve not had any experience with before.” 

This issue affects workers at all levels. Companies can help by being transparent about advancement opportunities, clearly communicating the pathways for growth, and providing necessary support and resources. Doing so not only motivates employees to look beyond what they’re familiar with, but also fosters a culture of trust and engagement. The result is better retention and overall job satisfaction. 

As participants practice setting goals, facilitators teach them to problem-solve. “When they set their goals, we say, ‘What barriers do you have that are keeping you from fulfilling this goal?’” said Hopkins.

After listing their barriers, the next question is, “So what action steps can be taken to get around those barriers?”

Employers can be more deliberate about recognizing employees’ personal barriers as well. Treating barriers openly as problems to solve, not secrets to hide, empowers employees to do the same. If childcare is a struggle, employers can be encouraging about finding a workable solution or even support the employee with their search. 

In Northeast Ohio, Towards Employment manages an employer collaborative called the Employer Resource Network. Member businesses pool resources to provide on-the-job coaches to work with entry-level employees. Together the coach and employee address barriers to retention and advancement that are specific to each individual and workplace. 

Watching people reach new heights is Hopkin’s favorite thing about her job. “Seeing them achieve their goals and have a sustainable living, that’s the love for me,” she said. 

“For me, it’s been the in-depth, meaningful conversations with our participants about their lives and experiences,” said Scott. Since 40% of the organization’s staff are graduates or share similar lived experiences as current participants, the appreciation for what it takes to succeed is deeply personal. 

“To be part of a process of celebrating and honoring the resilience our graduates have shown in order to get to this place and keep going despite all these barriers — it’s awe-inspiring and humbling.”

Towards Employment is supported by  Stand Together Foundation , which partners with the nation’s most transformative nonprofits to break the cycle of poverty.

Learn more about   Stand Together’s efforts to transform the future of work and explore ways you can  partner with us .  

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Some topics you might be interested in, the importance of soft skills training for employees.

In the modern business environment, personal development and the enhancement of soft skills are essential for both individuals and organizations. Soft skills, also known as power skills, include critical thinking, problem solving, public speaking, teamwork, leadership, work ethic, and career management. These competencies are crucial across all professions and significantly impact both personal and organizational success. This article explores the advantages of soft skills training for employees and its contribution to enhanced performance and business growth.

Why Soft Skills Training Matters

Boosted employee performance.

Training in soft skills equips employees with the necessary tools to communicate, collaborate, and lead effectively. Programs that focus on these skills enhance interpersonal interactions and overall productivity. Employees with strong problem-solving  and critical thinking capabilities are better decision-makers, leading to more efficient operations and innovative solutions.

Enhanced Leadership Abilities

For employees aspiring to management positions, leadership soft skills are indispensable. Training in areas such as team management, conflict resolution, and strategic thinking helps develop strong leaders. Effective leadership not only boosts team performance but also fosters a positive work environment, increasing employee satisfaction and retention.

Higher Employee Engagement and Retention

Investing in the development of soft skills demonstrates to employees that their growth is valued, which boosts engagement. Employees who feel supported in their professional development are more likely to stay with their employer, reducing turnover. Additionally, soft skills training provides tools for better career management, helping employees advance within the organization.

Benefits for Organizations

Improved business reputation.

Organizations that prioritize soft skills training are seen as progressive and employee centric. This reputation attracts top talent and enhances the company's market standing. Employees with strong communication and leadership skills are more likely to provide excellent customer service and drive business growth.

Enhanced Team Dynamics

Soft skills training promotes effective collaboration and cooperation. Employees trained in this area work more cohesively, have better presentation skills , reduce conflict, and improve project outcomes. Teams that communicate well and understand each other's strengths and weaknesses are more productive and efficient.

Increased Adaptability to Change

In today's rapidly changing business landscape, adaptability is crucial. Soft skills training prepares employees to handle change and challenges effectively. Whether adapting to new technologies or shifting market conditions, employees with robust soft skills navigate transitions smoothly, ensuring continuous business operations.

Investing in soft skills training is a strategic move for any organization aiming for maximum potential and sustainable success. By enhancing employees' abilities in leadership, communication, and teamwork, organizations can create a more productive and positive work environment.

SGS offers comprehensive soft skills training solutions, ensuring both individuals and organizations thrive in today's competitive market. Invest in your employees' future and elevate your business with professional soft skills training from SGS. Transform your workforce and reach new heights of success. Contact us today to learn more about our training programs and how they can benefit your organization.

We are SGS – the world’s leading testing, inspection and certification company. We are recognized as the global benchmark for sustainability, quality and integrity. Our 99,600 employees operate a network of 2,600 offices and laboratories around the world.

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