Soft skills for managers & supervisors
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Soft Skills are a vital part of the workplace. Find out how Soft skills complement hard skills and how to apply and use them in your organization.
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Soft skills for managers & supervisors
- 1. Professional Development Office Indiana State Library
- 2. What are Soft Skills? Examples of Soft Skills Technical Skills vs. Soft Skills Managers vs. Leaders Key Points Myths and Truths Wrap up/Review Questions?
- 3. At the end of this presentation, you will be able to identify 10 soft skills and 10 myths; this content will help you to effectively manage, inspire, and coach current staff and groom potential leaders in your organization.
- 5. “The softest things in the world overcome the hardest things in the world.”-Lao Tzu
- 6. Personal character traits or qualities each of us has. Less tangible than hard, or technical skills. Soft skills complement hard skills, which are technical requirements for a job.
- 7. Communication skills Interpersonal skills Problem solving and critical thinking skills Active listening skills Active learning skills
- 8. Organizational skills Team Player Professionalism Leadership skills Mentoring/coaching skills
- 10. The skills required to complete a particular task. Many occupations require that those who work in a particular field have abilities that allow them to do their jobs.
- 11. Are surprisingly scarce! In this highly competitive world, soft skills help you “stand out” with others.
- 12. If you have a lot of staff turnover and have to keep retraining people, you may have a soft skills gap in your organization. When you have lots of managers, but no real leaders-that’s a soft skills gap.
- 15. Management is “the process of dealing with and controlling people or things.” A leader is “someone who people follow.”
- 16. Successful managers consistently control outcomes while alleviating risks. Leaders rely upon others to perform in the face of stress, risk, or pressure.
- 17. Reinvest in their strengths when they spot an opportunity Stay true to who they are Have the right people around them
- 18. Understand who you have on your team and what soft skills they’re already using. “Focus on the whole person, mind and heart, to succeed.” “Respect is having an equal, objective approach to all….every person has value and importance.”
- 19. 1. Praise successful leadership ◦ Recognize contributions ◦ Coaching 2. Offer professional development ◦ Staff development ◦ Succession planning-’grow your leaders from within!’
- 21. Soft skills are connected with the English language.
- 22. Soft skills are the same as communication skills.
- 23. Emotional intelligence alone encompasses soft skills.
- 24. Soft skills are interpersonal skills.
- 25. Soft skills mean people are soft.
- 27. Soft skills make you more ‘employable.’
- 28. Soft skills alone ensures professional success and career advancement.
- 29. Women have better soft skills and men have better hard skills.
- 30. Soft skills are not transferable.
- 31. Frontline employees are better at hard skills, while support staff are better at soft skills.
- 33. Soft skills are difficult to quantify, or measure. “Soft skills are the traits and abilities of attitude and behavior rather than of knowledge or technical aptitude.”
- 34. Soft skills are an evolving discipline. Acquiring soft skills can be done through education and training; coaching and mentoring; and practice.
- 36. Mayo, William D. 2013. “Soft-Side Leadership: why is it always the hardest part?” Leadership Excellence no. 30: 8. Corporate ResourceNet, EBSCOhost (accessed July 24, 2015). Perkins, Cheryl A. 2011. “Recognizing Leaders that Excel at People Skills- -a Perspective from Global Women Executives. Diversity Factor no. 19: 2. MasterFILE Premier, EBSCOhost (accessed July 24, 2015) Rao, M.S. 2012. “Myths and Truths about Soft Skills.” T+D no. 66:5 MasterFILE Premier, EBSCOhost (accessed July 24, 2015)
- 37. Rath, Tom; Conchie, Barry. Strengths Based Leadership. Gallup Press. 2008 Smith, Caroline. Why Soft Skills Matter; Making Sure your Hard Skills Shine. http://www.mindtools.com/pages/article/newCD V_34.htm. Soft Skills; Soft Skills Training for Job Readiness. http://www.slideshare.net/kgay228/26-soft- skills-training-for-job-readiness. Soft Skills: What they are and Why You Need Them. http://careerplanning.about.com/od/importants kills/a/soft-skills.htm.
- 38. Kimberly Brown-Harden Professional Development Office Indiana State Library 317-650-8492 Kbrown-harden@library.in.gov
Hinweis der Redaktion
- Good Morning: Welcome to Soft Skills! Much of this presentation is common sense and you likely know and use these skills. Hopefully today’s webinar will give you a fresh perspective about soft skills and how they benefit you and your team. If you have any questions, please type them in the chat box and we’ll answer questions and discuss at the end. Now! Let’s talk about Soft Skills!
- Agree or disagree with this statement? We’re going to talk about using soft skills as your ‘big stick’.
- They make up who we are, generally encompassing our attitudes, habits and how we interact with other people. Another definition: Soft skills is a term often associated with a person's "EQ" (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, interpersonal skills, managing people, leadership, etc. that characterize relationships with other people. Soft skills contrast to hard skills, which are generally easily quantifiable and measurable (e.g. software knowledge, basic plumbing skills). A person's soft skill EQ is an important part of their individual contribution to the success of an organization. Particularly those organizations dealing with customers face-to-face are generally more successful, if they train their staff to use these skills. Screening or training for personal habits or traits such as dependability and conscientiousness can yield significant return on investment for an organization. For this reason, soft skills are increasingly sought out by employers in addition to standard qualifications.
- Communication Skills: People with good communication skills have the ability to express information to others either orally or in writing. Interpersonal Skills: Having good interpersonal skills means the ability to communicate with others, but is willing to listen to people without judging them, share ideas and pitch in when co-workers need help. Problem Solving and Critical Thinking Skills: Problem solving is the ability to identify a problem and then come up with possible solutions. Critical thinking skills allow you to evaluate each possible solution, using logic and reasoning, to determine which one is most likely to be successful. Active Listening Skills: Good listeners make an effort to understand what others are saying, interrupting only when appropriate to ask questions that will help clarify the information being shared. Active Learning Skills: Active learners are willing and able to acquire knowledge and then apply it to their jobs.
- Organizational Skills: Those who have strong organizational skills know how to take a systematic approach to every task. Team Player: Those who are team players are cooperative and can be leaders or participants, as necessitated by the situation at hand. They are willing to share responsibility with other team members, whether that means taking credit for successes or responsibility for failures. Professionalism: This characteristic is hard to define, but it's very apparent when someone is lacking it. It's probably the one trait that every employer desires, regardless of what you do or where you work. Professionalism encompasses many things including showing up on time, being polite, being generally pleasant and helpful, dressing appropriately and taking responsibility for your own actions. Leadership Skills: Defining and communicating vision and ideas that inspires others to follow with commitment and dedication. Mentoring/coaching skills: Providing constructive wisdom, guidance, and/or feedback that can help others further their career development Any other examples?? I’m sure there are many other examples of soft skills; if we took a poll or inventory of others, we could spend the next hour discussing those alone.
- For example, photographers must understand how different camera settings and lighting affect the pictures they take, teachers must be able to use certain techniques to teach math and reading, and computer programmers need to know how to use programming languages. Librarians need to know the criteria for making collection management decisions for their libraries. These abilities are known as hard or technical skills and to learn them one usually enrolls in some sort of educational program where he or she receives classroom instruction and practical training.
- There is competitiveness in libraries as well as the corporate world! Your soft skills can help you stand out against someone with equal talent or skills, but have horrible soft skills! Question/discussion: what can make you stand out from the crowd?
- When your organization or workforce has an abundance of technical skills but an absence of soft skills, you have a soft skills gap. With hard, or technical skills, soft skills help your organization use its technical expertise to full advantage. The workplace has evolved in interpersonal dynamic that can’t be ignored. The acts of listening, presenting ideas, resolving conflict, and fostering an open and honest work environment all come down to knowing how to build and maintain relationships with your staff. Its those relationships that allow people to participate fully in team projects, show appreciation for others, and enlist support for their projects.
- Many companies groom competent managers, but few leaders. Why? One reason is a distinction between what managers and leaders do; many people don’t realize the difference. Let’s take a look at management and leadership.
- Both are required to get results, but there’s a difference in the roles… Do you agree or disagree with this statement?
- Leadership is about inspiring people to follow willingly. Management is about control or reigning things in. Leadership is about letting go-that can be a vulnerable place. Note: a leader doesn’t necessarily have a management or supervisory position or title…
- Leadership is riskier! As a leader you have to certain about your vision-what needs to happen-but less sure about the outcome. Who would want to lead when there is doubt associated with the outcome? True leaders exist and set the vision for their team and establish a sense of community. They rely more on faith that people will rise to great levels of achievement simply by being empowered to do the right thing in support of the desired state. In contrast, management control hinders true empowerment. People want to feel that their role supports a greater vision. They want to be a part of something noble and bigger than themselves. They don’t want to merely comply-they want to matter.
- Leaders who surround themselves with people who act or think like them will be at a disadvantage in the long run to those leaders who are secure enough in themselves to surround themselves with partners with various, complementary strengths. True leaders look for people who can do specific things better than they can. There is a saying that if you’re the smartest person in your circle, you’re in the wrong circle – you’ve outgrown it. It’s time to move to the next level. (TD Jakes)
- How can you ensure that your management team, those in leadership roles using their soft skills? The process isn’t simple! Understand: each person uses their personality to lead others in a different way. It’s up to management to observe how those skills complement each other, create a culture of trust, integrity, and a dynamic company/organizational culture and contribute to the overall success. If you’re creating a culture of fear, hostility, intimidation and stagnancy you are killing and stifling the growth of your staff. Bullies aren’t leaders nor are they respected. Focus: Beth Springer, VP at the Clorox Company Respect: Stephanie Barry, General Manager, WD-40 Company (China)
- 1. Recognize the positive personal attributes of individuals. Examples: reward people for successfully motivating a team during a project, giving positive feedback to colleagues, effectively communicating with customers/patrons or showing empathy for peers during difficult times. When staff recognize they’re being noticed for how they work with others, they will develop a commitment to continuous improvement and will bring new energy and excitement in the job. Coaching is one of the most overlooked skills because it takes time. It offends the western sense of productivity. We’re always in a hurry; many people don’t want to invest the time and energy it takes to take someone, especially someone new, to coach and mentor. There are many potential leaders waiting for the opportunity. Coaching: is crucial for leaders to obtain and use soft skills. To manage well. You should spend at least 20% of your time on people. Coaching requires taking the time to stop and teach someone. Don’t just tell them how to do it, guide them to the answers. Coaching also requires candor; tell them when they do well and when they do poorly. Most importantly, tell them why. If you respect and understand them, you will deliver the message in a way they will hear it. Always coach on the big things and praise on the spot. 2. Continued staff development can help employees leverage the soft skills they already have to positively impact themselves, their team, their patrons/customers, and their organization. Leaders should plan for succession and provide ample opportunities for continued professional development. Everyone operates better and with more loyalty because the organization has demonstrated caring and investment in their employee. Unless you can, on demand, write down a list of people you have developed, you might be in a leadership position by accident! The only way to have a broad impact on your organization is to create a network of strong leaders that begins to grow on its own!
- The following are some myths about soft skills that are in the minds of many professionals. This isn’t an all-inclusive list, but ones that may be familiar to you or you yourself may have believed. Hopefully we’ll bust those myths today. Feel free to add to the list.
- Soft skills are not connected with any specific language. People think that those who speak fluent English have strong soft skills. Soft skills deal with how you speak, not the language you speak!
- Communication skills are the centerpiece of soft skills. Many people believe that those who are good at written and verbal communication skills are experts in soft skills. Truth is that soft skills are broader in nature and go beyond communication skills.
- Emotional intelligence is an essential part of soft skills, but doesn’t totally represent what soft skills are. People who have high emotional intelligence are effective in managing their emotions. They can be better at people skills because they can discover, motivate, and manage their emotions, as well as discover and motivate the emotions of others.
- Interpersonal skills can promote soft skills, soft skills aren’t the same as interpersonal skills. Effective interpersonal skills promote better relations with others by minimizing and embracing the differences and promoting similarities between individuals. Interpersonal skills can pave the way for soft skills.
- Soft skills aren’t connected with outward appearances of people. They represent how politely people get a message across to others without hurting them.
- Soft skills can help pave the way for employment; soft skills can also be regarded as employability skills. They can make a potential candidate more employable and can make them more desirable to managers. Note: soft skills aren’t the same as employability ; one could very well be hired with technical skills and very little soft skills.
- People who have little, or no, knowledge and are good at communicating with others demonstrate chinks in their armors and can fall flat professionally. A combination of soft and hard skills are needed to ensure growth in your career. Hard skills are the basis for professional survival. There are some cases where employees have strong hard skills but fail to thrive and survive because they lack the soft skills needed that help them gel with executive management, peers, and employees in the workplace.
- Soft skills are not gender specific; while women are more nurturing than men, soft skills are an ‘equalizer’. Soft skills can be acquired and learned by both men and women.
- Transferable skills can be used across multiple professions; no matter what industry. Job-related skills are related to hard skills-these are the skills required for the occupation, industry, or particular job; these may not be transferable. Soft skills are the transferable skills needed in all professions, from the janitor to the CEO or Director.
- Every employee must possess both hard and soft skills for professional success. Frontline staff, ex: circulation staff in libraries, play a crucial role in the success (or failure) in an organization; the role of support staff, such as HR personnel, accountants, and librarians can’t be ignored because they too are crucial for the success in the organization.
- Soft skills are both intrapersonal and interpersonal competencies that determine a person’s ability to work well with others and excel in your respective occupation.
- Just like studying ‘management’ was a new, unfamiliar disciple. Soft skills will one day be required of all employees-from entry-level staff to top executives.