In our last blog post, we challenged our readers to analyze why their teams may be unsuccessful. When such issues continues for a prolonged period of time, it is common for us to look to the leadership. In such an event, the executive management may hire an individual known for being an agent of change; in Deirdre’s experience, the outgoing manager had often made efforts to achieve efficiency, yet there was a heavy reliance on performance appraisal based methods that did not resonate with their team. In these instances, the leader often engages in finger-pointing in every direction but themselves. Why? you may ask, because they do not know how to build the soft skills of engagement and motivation within their team.
This is why Deirdre puts emphasis on “soft skills” when she retired from the corporate world and put her proven leadership talent towards helping organizations achieve transformational change. Strategic communications, the neuroscience of human behavior and emotional intelligence skills are the foundation upon every custom and measured training program we develop to meet an organization’s unique needs. Some leaders naturally possess these skills, some learn them over time but far more have not yet been educated in the dynamic improvement seen with well developed soft skills within a team.
Now I want you to think back to different leaders you have encountered in your professional career. Odds are, you fondly recall those who showed respect and appreciation for your work. Good leaders are those who inspire, guide and motivate their team. This is because individuals are hungry for emotional acknowledgment for what they do, and when fulfilled they become even more open to learning and coachable moments. When you have a team that feels under-appreciated, it creates disruptive employees. This is when you come across a group of unhappy, unwell and unmotivated individuals that are not optimally contributing to your bottom line or strategic objectives.
It is important to know the fundamental aspects of any role, regardless of what industry. However, it is the “soft skills” mentioned; critical thinking, emotional intelligence and communication strategies that most often determine personal and team success. When you think about it, very few positions are isolated from human interactions. The “soft skills” we teach will not only help individuals in their professional interactions but also their personal ones, leading to overall positive impacts on wellness.
Soft skills are often learned through experience. Some individuals can acquire them more innately than others; this is because many need to understand the science behind these skills to grasp their importance. Over the past few years, Deirdre has become an expert in helping individuals understand why these skills are essential to their professional success. These skills influence our behaviors, attitudes, and personalities aiding our critical thinking and innovation.
The “people factor” is often a lower priority when it comes to management and leadership. If a leader is unable to motivate, they will struggle to manage an optimized team. Once organizations realize the science and value of these skills Deirdre has seen a tremendous change in morale and productivity.
Deirdre has been able to influence individuals to become the best version of themselves which greatly aids departmental, cultural and organizational growth and success. I recommend you read further in her book, Mistakenly Underappreciated: Re-engaging the Disengaged. Additionally, make sure you sign-up for email notifications to be notified when our next blog is posted.
Leadership that motivates and develops soft skills build a workforce that is optimized to serve the strategic and mission goals of an organization. Statistically these skills aid budget savings in attendance, productivity and efficiency. Imagine the ROI and SROI gains! Email email@example.com today to discuss how we may serve your best possible workforce.
Written and Published by Atosa Asadi