Learning and development is a lot like advertising; both are often the first department to be scaled back or eliminated during budget cuts. Sadly, it looks like another “belt-tightening” is headed this way in the next year or two.
VR creates a space where leaders can practice common leadership skills, including giving performance evaluations, delivering bad news and dealing with difficult employees, among many others, privately and without risk.
With an increasing number of organizations experiencing slow growth, greater pressure on resources and margins, and a silo mentality and less-than-ideal ways of working, it is more important than ever to invest in “commercial people skills.”
Some say soft skills (e.g., emotional intelligence, communication and change management) are the most important, and others say hard skills (e.g., technology, customer service and basic work skills) take priority to enter and thrive in the workforce.
We may not know exactly which technical skills organizations will need in five years’ time, but soft skills will always be in demand. Here are three of the soft skills leaders can work on today to ensure they are equipped for the future.
The digital age has changed how we work and collaborate. The name of the soft skills game is adaptability, curiosity and cultivating new networks. The whole organization, not just its younger workers, needs to adapt.
We all might know soft skills are important, and our instincts are telling us they can have a profound impact on the bottom line, but without research, we can’t actually prove it and show how great the impact is.
We can try to outperform machines, or we can recognize that automation is forever changing the way that work is done. This choice means finding another way to thrive in this new world. Here is your guide to navigating the rise of the machines.
When leaders recognize accountability as something that is teachable and measurable – i.e., a hard skill – they can wield its power to achieve a slew of top-line business goals.