Can soft skills be taught?

In today’s dynamic and ever-evolving professional landscape, the significance of soft skills cannot be overstated.

While technical expertise and knowledge play a crucial role, employers now recognise that soft skills are essential in fostering collaboration, effective communication, adaptability, and overall success in the workplace.

In this article, we will explore the importance of soft skills for employees, identify the top skills in demand, and discuss effective methods for training employees to enhance these essential capabilities.

Why soft skills matter

Soft skills are a critical component of professional success for several reasons. First and foremost, effective communication is at the heart of soft skills. The ability to convey ideas clearly, both verbally and in writing, builds strong interpersonal relationships, fosters an understanding of diverse perspectives, and resolves conflict efficiently. Clear communication enhances collaboration, teamwork, and client relationships, ultimately leading to increased productivity and overall success.

Additionally, soft skills play a crucial role in customer-oriented industries. The ability to provide exceptional service, handle challenging situations with empathy, and build strong client relationships can be differentiating factors.

Soft skills contribute to customer satisfaction, loyalty, and a positive brand reputation, all of which are crucial for business success.

Finally, soft skills encompass emotional intelligence. Employees who possess emotional intelligence can recognise and regulate their own emotions while understanding and responding empathetically to the emotions of others. Emotional intelligence promotes effective teamwork, conflict resolution, and overall workplace harmony.

Amplify HR Director Karen Kirton said that automation processes and artificial intelligence had caused major changes in the workforce and have driven an increased need to build greater soft skills for employees. The latest World Economic Forum Future of Jobs report also highlighted that eight of the top 10 most in-demand skills are soft skills.

“More and more aspects of work are driven by the rate of automation, and that means people need to start building those skills that computers don’t have.

“I think in the past we ignored all of that in our people and our teams that can help with these skills. That also means that businesses are potentially offering products and services that aren’t required anymore by the market,” Ms Kirton said.

Moreover, soft skills enable employees to adapt and thrive in a rapidly changing work environment. Skills like flexibility, problem-solving, and the ability to embrace change empower individuals to navigate uncertainties, learn new technologies, and adjust to shifting priorities. In a world where innovation and disruption are the norms, employees who possess these soft skills become valuable assets to organisations.

Leadership and teamwork are also strongly influenced by soft skills. Employees who exhibit strong soft skills can work effectively within teams, contribute positively to group dynamics, and assert leadership roles. Collaboration, empathy, and the ability to motivate and inspire others foster better teamwork, increase employee engagement, and improve project outcomes.

Top soft skills in demand

When it comes to the most sought-after soft skills, several stand out as particularly valuable in today’s job market:

• Communication skills – active listening, clarity in expression, and the ability to convey complex ideas concisely.
• Leadership and management skills – the ability to motivate, inspire, and guide teams toward achieving common goals.
• Problem-solving and critical thinking – the capacity to analyse situations, think creatively, and develop innovative solutions.
• Adaptability and flexibility – the willingness and ability to adjust to changing circumstances, embrace new technologies, and adapt to new methodologies.
• Collaboration and teamwork – working effectively with others, respecting diverse perspectives, and contributing to a positive team dynamic.

Ms Kirton said it was important to identify gaps for employees when it came to training their soft skills.

“There are skills like critical thinking, emotional intelligence, creativity and resilience,” Ms Kirton said.

“So it’s those types of soft skills that we’re seeing that are more important, but I think also because of the ways the workforce is changing and the changing demographics.

“People these days also want managers who are empathetic and listen to them and are available. They don’t want to be treated like a robot, so that’s driving a lot of the need for social development in soft skills.”

Training methods for developing soft skills

To nurture and develop soft skills among employees, organisations can employ various effective training methods.

By employing a combination of these training methods, organisations can effectively develop and enhance the soft skills of their employees, leading to improved communication, collaboration, leadership, and overall success in the workplace.

Here are some effective training methods commonly used to enhance soft skills:

• Workshops and seminars: Conduct interactive workshops and seminars where employees can learn and practise soft skills in a supportive environment. These sessions can include role-playing, case studies, and group activities to encourage active participation and skill development.
• Mentoring and coaching: Establish mentorship or coaching programs to pair employees with experienced professionals who can provide guidance, feedback, and support in developing specific soft skills. Regular one-on-one sessions facilitate skill development and encourage self-reflection.
• E-learning platforms: Utilise online platforms to offer self-paced courses and modules focused on various soft skills. This approach provides flexibility for employees to learn at their own pace and revisit materials as needed.
• Cross-functional projects: Assign employees to cross-functional teams or projects to promote collaboration, problem-solving, and communication across different departments.

When implementing programs and training workshops, Ms Kirton said a major challenge was an employee’s behaviour change can be really slow.

“Things like emotional intelligence can be developed, but it does take time, so I think that’s a big challenge. I think there’s more onus on leaders in the business to demonstrate the right behaviours so they can upskill those soft skills and then be able to coach their team as well,” Ms Kirton said.

“I think repetition and iteration also help, not just having one training course but having a program of workshops where people can build the skills of activities in between and embed that learning.   

“I think an organisation really should develop this idea of having a learning culture, and this can be a real challenge because these types of skills are also very personal to the individual, and they can take a lot longer to develop than for others, which is why it is crucial to build a solid learning environment for employees.”