Essay on Soft Skills - 3112 Words.
Soft skills are less tangible than technical or hard skills, making them more difficult to quantify or measure; it is the difference between measuring a person’s leadership, team working skills or confidence versus their ability to use a specific computer package or create a PowerPoint presentation. There is a misconception that soft skills are only people skills, however, it is suggested.
For example, if a manager isn’t a good communicator or struggles with flexibility, then providing training is a priority. While some people naturally have these soft skills, not everyone does, but with mentoring and coaching, everyone can improve their soft skills with commitment.
This soft skills training course will teach you how to develop the skills that can make the difference between a lackluster career that tops out at middle management versus one that lands you in the executive suite. Or to wherever you define career success. So many soft skills seem like common sense at first glance, but they are not commonly applied by most workers. This.
Soft skills are defined in many ways and are called by many other names including transferable skills and 21st century skills (Abbot, 2014). Robles (2012, p. 457) captured their essence quite well when he described them as “character traits, attitudes, and behaviors—rather than technical aptitudes or knowledge.” These are the attributes that help workers adapt to new jobs, overcome.
Soft Skills Soft skills When it comes to skills for employment, the first thing an employer seeks is typically abilities, training and knowledge of specific skill sets. These are referred to as hard skills. Soft skills are often overlooked, but they also play an important role in every day operations. Soft skills are behavioral or people skills that everyone to a certain degree possesses. How.
Power skills, durable skills, human skills, people skills, and E.Q. are all in demand for employers. But can they be taught?
The problem is, the importance of these soft skills is often undervalued, and there is far less training provided for them than hard skills. For some reason, organizations seem to expect people know how to behave on the job. They tend to assume that everyone knows and understands the importance of being on time, taking initiative, being friendly, and producing high-quality work.