How To Nurture Your Soft Skills

Traditionally, technical skills have been regarded as the most desirable abilities to have in business. But across all sectors the landscape is changing. With the rise in automation, AI and hybrid or remote workplaces, leaders have grasped the importance of placing value in well-developed soft skills.  Soft skills encompass a range of human abilities that enable employees to communicate effectively with their colleagues and form strong professional relationships. These are skills that support a happy workplace, teamwork, and collaboration. They are critical to employee and business success – and they cannot be automated.  

Soft skills are important for managers 

If soft skills are important to employees, they are even more vital in a company’s people managers. Skilled managers are the backbone of a company. They play a role in facilitating work, helping to make decisions, hiring, and training new employees, developing, and motivating their team members. They are pivotal when it comes to enabling two-way communication upward and downward within a company, maintaining communication between upper management and employees. They also act as workflow “unblockers,” solving problems so that the team can continue their work. 

You may have worked hard to develop your technical skills and master the tools necessary to perform your job well and be considered for promotion. But to make the jump into management, it is also important to nurture your soft skills.  

Here are 7 essential soft skills for today’s managers:   

1. Communication skills 

Studies have proven that strong communicators make better people managers. Employers want managers who can build professional relationships and motivate others when leading a team. Those who have not mastered this multi-faceted skill will run the risk of alienating their team or leaving individuals feeling underappreciated. Communication can be complex and nuanced; it goes way beyond being able to convey information clearly in a way that gets employee buy-in. It also encompasses the ability to understand the needs of others and respond to feedback. Here are the five key facets of communication in the workplace:  

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

2. Emotional intelligence 

At the core of emotional intelligence lies self-awareness – born of a deep understanding of one’s strengths, weaknesses, and motivations. One of the outcomes of emotional intelligence is the ability to recognise and understand one’s own emotions and those of others. So is empathy, or the ability to not only comprehend but also share in others’ emotions. In today’s collaborative work environments, this skill enables managers to navigate complex social dynamics and effectively lead a team. It allows them to provide constructive feedback in a way that is sympathetic to the emotions of others, leading to better outcomes and maintaining solid working relationships. 

3. Motivational skills 

A manager with strong motivational skills knows how to inspire their team to deliver high quality work, put in extra effort and commit to realising company goals and objectives. Being a strong motivator involves first setting clear goals and then positively communicating expectations.  

But keeping staff motivated goes beyond communicating in a way that makes the team feel energised and valued. It stems from understanding individual employees and how and why they do things. Motivation is also about rewarding your people for their efforts and work, showing recognition and appreciation with feedback sessions. 

To find out more about individual members of your team, you must ask the right questions and act on your findings – paying attention to any problems and even coaching them through challenging times. Check in regularly with each team members and ask these questions: 

• How do you see your job? 
• What aspirations do you have?
• What do you expect of me?
• What problems are you currently experiencing?

4. Conflict resolution skills 

Conflict between employees can break out in any business. Disagreements are bound to occur among team members, arising from differences in opinions to clashing over contrasting work styles. The ability to address and resolve conflicts positively impacts individuals, team dynamics and the health of a workplace.  It is management’s job to resolve disputes fairly and with empathy. Conflict resolution is not just about putting an end to argument. It entails addressing the root causes of a conflict and finding mutually beneficial solutions. Managers who possess these skills tend to better understand their team’s needs and ensure that everyone’s voices are heard. When employees witness their manager effectively resolving conflicts, it sets a positive example for the entire team – encouraging open communication and fostering trust among team members. 

5. Adaptability 

Adaptability is the ability to quickly adjust one’s behaviour in response to new or unforeseen circumstances. One of the bedrocks of adaptability is the willingness to learn – including learning and moving forward from failure. When faced with a challenge, adaptable managers can think creatively to find the best solution. They can see the big picture and identify opportunities for improvement, even in the face of uncertainty. Adaptable leaders encourage their team members to be flexible in the face of changing and challenging situations. As a result, the team becomes more resilient and better equipped to handle challenges and setbacks. Having adaptability skills grows resilience, allowing employees to face any situation or change and not feel overwhelmed.  

6. Critical thinking  

Critical thinking is a blend of skills located at a midpoint between logical thinking and well-developed interpersonal skills. It is a soft skill through which managers harness their understanding of their employees and their grasp of complex projects to achieve the best results. Critical thinking involves empathy, insight, logical thinking, open-mindedness, and the ability to see things from several different perspectives. Like adaptability, critical thinking enables managers to anticipate and respond positively to changing circumstances.  

Managers need critical thinking and soft skills to anticipate how employees and tasks will affect the company, make complex decisions, evaluate information without bias and make decisions based on facts rather than emotions. 

7. Self-motivation 

Self-motivation is our internal drive to achieve, produce, develop, and keep moving forward. While employees can look to their manager for motivation, a manager may not have someone who they can count on to help motivate them. In this case, managers must have the wherewithal to take stock and identify what motivates them in the workplace. Self-motivated managers: 

• Always strive to reach their goals. 
• Do not let negative thoughts stop them. 
• Learn from everyone around them.  
• Regularly reflect on their progress. 
• Work hard to improve themselves.

To thrive in your career, you need more than technical expertise; you need robust soft skills, like effective communication, emotional intelligence, and critical thinking. Mastering soft skills takes time and practice. As a manager, real-world practice provides a unique, hands-on opportunity to apply and refine your soft skills. It is important to intentionally look for daily opportunities to practice growing your communication, teamwork, and problem-solving skills. And soft skills can be actively honed through skills training. These transferable skills can be developed through interactive workshops and online courses – or other training resources – that provide a wealth of tools available for personal and career advancement. 

Over to you for sharing your comments and experiences.