Think about this: 85% of job success is due to having well-developed soft skills, and only 15% is due to technical, or hard skills. This is from Harvard University, the Carnegie Foundation and the Stanford Research Center.
It amazes me that despite this research, organizations (and individuals) still tend to focus on developing hard skills. In 2010, employers spent $171.5 billion on employee training and only 27.6% of those training dollars went toward soft skills, according to the Association for Talent Development (ATD).
It’s time to put more of our dollars and development efforts where they really count. In our increasingly global, dynamic and service-oriented way of working, organizations need leaders, teams and individual contributors who have the personal behaviors and interpersonal skills that will help them grow and thrive.
So what are those skills? In my work with organizations to create leadership and employee development initiatives, these are the 10 soft skills/behaviors (in alpha order) that leaders most often tell me they need in their people.
Collaboration – the ability to meld ideas and share credit with others.
Creativity – initiating new approaches to projects, solving problems, etc.
Effective communication – clear and concise speaking and writing paired with active listening.
Emotional intelligence – self-aware and sensitive to others, empathetic.
Flexibility – adaptable to change.
Growth mindset – recognizing they don’t know it all. Being willing to learn.
Leadership – the ability to lead, even without the title.
Reliability – do what you say you’re going to do by when you say you’re going to do it.
Resilience – the ability to continue pursuing the goal despite roadblocks and challenges.
Teamwork – sharing the work and supporting others toward a common goal.
Organizations that want to remain competitive and individuals who want to increase their marketability would do well to put more emphasis on identifying gaps in these skills and then creating a comprehensive development plan to close those gaps.
One of the best ways to identify gaps is through a behavioral assessment. The one I use with leaders, teams and individuals is Lumina Spark. Lumina Spark is a state-of-the-art psychometric assessment that provides a framework to help people achieve better self-awareness and learn how to improve their working relationships with others.
Check out the Lumina Spark fact sheet, and then contact me at firstname.lastname@example.org to learn how PeopleThink can help your organization build its people capability.
Till next time,
It’s easy to become complacent at the top. You may tell yourself, “I worked hard to get here and now I’m just going to coast for a while.” Or, “I’m waaaay too busy to carve out time for learning.” Or even, “I’ve maxed out my learning capacity” (AKA “I already know it all.”)
Here’s a reality check. There’s always more to learn. And the best and most successful leaders recognize that the learning journey never stops.
Stanford University psychologist Carol Dweck has done extensive research on achievement and success. In this work, she discovered that people tend to have one of two mindsets – a fixed mindset or a growth mindset. People with a fixed mindset believe that their innate qualities such as intelligence or talent are fixed traits and that any success they achieve is directly attributable to those qualities. No need to work hard or continue learning.
Conversely, people with a growth mindset believe that their innate qualities are just a starting point and that those qualities can be further developed through hard work and dedication. Dweck found that the most successful people have a growth mindset. They have a love of learning and a resilience that helps them achieve great things.
PeopleThink recently did a series of interviews with experienced leaders to learn about their respective leadership journeys and what they each considered the keys to their success.
The most common theme? Continuous learning and development.
And it’s not just about learning and continuing to develop the skills you need to lead – setting a vision, effective communication, people care, achieving results, etc. It’s about identifying and developing the personal behaviors that will help you lead effectively. Things like listening to others, accepting feedback, embracing change, learning to be more confident, becoming self-aware. Carving out time to work on these leadership skills and behaviors – competencies – is essential to becoming an effective leader.
So how do you do it? First of all, adopt the right mindset. Be curious, and admit that you still have room for improvement. Recognize that investing the time to do so will not only benefit you, but will also benefit your team (we’ll get to developing them in my next blog). Then, follow these steps:
Identify and acknowledge gaps. What are the areas you need to develop to become the leader you want (and need) to be? Do some self-reflection to make a list, and then get some feedback from others (here’s where you develop “accepting feedback.”)
Create a plan. Select one or two areas that you will focus on in the next three months. Do some research to find resources and opportunities to develop and practice those skills/behaviors. Carve out and schedule the time.
Execute the plan. Post your plan somewhere visible – your calendar, your refrigerator, your desktop. Stay focused! Concentrate on the one or two areas you’ve prioritized – don’t get distracted by the other areas you’ve identified. You can work on them in your next plan.
Remember that learning comes in many forms, from many places. In my leadership development work with organizations, I’ve seen the greatest benefits come from programs where we used a variety of components including: workshops, mentoring or coaching, assessments, stretch assignments to apply the learning, teach-back sessions conducted by participants, leadership forums, and required reading.
“Leadership and learning are indispensable to one another.” – John F. Kennedy
Till next time,
Most of us have a tough time receiving feedback, especially when it’s uninvited. We either immediately reject it (“What does she know anyway?”) or we take it so personally that it tampers with our basic self-esteem (“I can never do anything right.”)
Yet here’s the thing. Feedback is a growth opportunity. The key is in having the right mindset to take advantage of that opportunity.
Shift your thinking. In her book, Mindset, Dr. Carol Dweck, professor of psychology at Stanford University, talks about two mindsets – a fixed mindset and a growth mindset. People with a fixed mindset believe their intelligence is a fixed trait and that it’s talent not effort that creates success. People with a growth mindset, on the other hand, believe that “brains and talent are just the starting point.” They recognize that continuous learning is essential for great accomplishment. Practice a growth mindset by being receptive to feedback.
Ask for it. Not from everyone, but from people you respect and who know you. They may have some ideas that can help you grow. They’ve been waiting for your permission to share them with you. Be specific in the ask. “I want to be sure I’m conveying confidence when I’m presenting. What observations do you have, and how can I improve?” Research shows that people who seek feedback have higher performance ratings and are happier overall.
Conversely, a 3-year study by Leadership IQ found that the biggest reason new hires fail (46% of them fail within the first 18 months) is because they cannot accept feedback. Seriously? You’d think that, being new, they’d be more open to it. Nope. Of those who fail, for 26% it’s because they’re uncoachable and for 23% it’s due to lack of emotional intelligence (which also relates to being able to accept feedback.) Only 11% fail due to lack of technical skills.
Listen. Even when feedback is uninvited (or unwelcome) allow yourself to just listen. Ask for clarification – and/or a specific example – to be sure you understand what the other person meant. If you feel an emotional response coming on, take a breath (not a sigh and eye roll) and say something like, “Thank you for that feedback. Let me think about it.” Then really do think about it and pull from it what is useful.
Take notes. When someone gives you feedback jot down in your own words what they said. That will take the sting out of it and also give you the opportunity to tie it to specific examples in your work or behaviors. Look for patterns. Maybe there’s a non-word you use all the time that is impacting your credibility when presenting or speaking to customers. Writing that down will make it real and help you think about how to fix it.
Say thank you and follow up. Feedback is a gift. Say thank you. And one of the best ways to show your appreciation is to actually implement what you learned from the feedback. It doesn’t mean that you have to make every change. What it means is that you have to at least think it through and capture the nuggets of wisdom that will contribute to your growth.
“We all need people who will give us feedback. That’s how we improve.” – Bill Gates
For employees to thrive (and stay!) they need to feel valued, connected, challenged and recognized. One of the best ways leaders can help employees feel this way is to give them timely and effective feedback on a regular basis. In other words, feedback that matters!
Now, I get that giving feedback isn’t always easy. For that matter, neither is RECEIVING feedback, but we’ll talk about that next time. Often when we hear the phrase, “I’d like to give you some feedback…” our defenses go up and we prepare for the worst.
Giving feedback, however, shouldn’t immediately trigger a negative response. Feedback is actually very much a positive. It’s a real opportunity to help someone get better and stronger. And as leaders, it’s our responsibility to help our employees get better and stronger.
Remember, employees want to know how they’re doing. You may believe “no news is good news” yet your employees may not see it that way. They may interpret your silence as apathy, and begin to wonder, “Why do I even bother?” Take the time to acknowledge and show appreciation for their efforts. Likewise, if there’s an issue, don’t assume it will resolve itself. Unless you say something, they may not realize there’s a problem. Poor performance does not improve with age.
Effective feedback is a gift and provides benefits for all.
Here’s how to give feedback that matters.
Make it timely. This doesn’t mean you have to praise them each time they complete a task. Be sincere! It means saying “thank you” immediately when they’ve made an extra effort or providing praise shortly after they’ve solved a complex problem or achieved a new skill. It also means giving negative feedback no later than 24 hours after observing the behavior. And be sure the feedback is based on your observation rather than what you’ve heard from others. Giving feedback regularly will help you build trust with your employees and make them more receptive and motivated to improve.
Make it specific. Focus on facts not feelings. Use the SAR method. Situation. Action. Results. “Thank you, Jane, for stepping in to complete that report while John was out. Without your help we would not have been able to complete the project milestone.” Or, “Bob, I’ve read through your proposal and some of the figures don’t quite add up. Accuracy on these proposals is essential to avoid future issues with the client.” Be sure you don’t fall into the “but” trap. “I really like your approach on the presentation, but I think the slides are too busy.” What will the employee hear? “The slides are too busy.” Use “and” instead. “I really like your approach on the presentation, and I think it will have more impact if you have fewer words on each slide.”
Be kind. As frustrating as the behavior may be, keep a check on your emotions and words. Stick to the facts and focus on the solution moving forward. Help them understand how what they do – or don’t do – impacts other individuals, the team, the project, or the organization. Also, be sure that you conduct negative feedback in private.
Listen. Deliver your feedback in a manner that allows a two-way conversation versus a finger-pointing monologue. Be open to the employee’s ideas as to how they might improve. Include them in designing the development process.
Follow through. Giving the feedback and recommendations is just the first step. If you leave it there nothing will happen. Once you’ve clearly defined expectations and next steps, help your employee improve by keeping them accountable. Set specific goals and periodic check-ins. Revisit the conversation to acknowledge progress made and/or reinforce development plans.
“Feedback is the breakfast of champions.” – Ken Blanchard
For more on feedback, tune into my “Giving Feedback That Matters” podcast.
Till next time,
In my last blog I wrote about the importance of leadership development at all levels. And, as I said, it is especially important for people to receive training as they make the transition from being an individual contributor to leading a team. With that being said, it is EQUALLY important that new leaders – and leaders at all levels – proactively share the responsibility for their own development. After all, “The road to success is not a path you find, but a trail you blaze.” (Robert Brault) Ya gotta put some skin in the game.
So, what is your responsibility, as a leader, in initiating and continuing your personal development?
First, become self-aware. Spend some time reflecting on the behaviors and skills that have helped you thus far in your career and be honest with yourself about those that have worked against you. If given the opportunity to take a personality assessment, 360-review, or candid conversation with your leader about your strengths and development areas – take it. Gaining self-awareness is the first step on your journey (blaze that trail!) to becoming an effective leader.
Create your personal vision, or as I like to call it, your leadership mantra. What kind of leader do you want to be? Who was the best leader you ever had? What was remarkable about them? In the leadership model I use – Lumina Leader – we look at four domains of leadership: Leading with Vision, Leading with Drive, Leading to Deliver, and Leading through People. As leaders, we should develop competency in each of these domains, yet we tend to operate most frequently in one or two of them. Here’s a brief description of each. Where do you see yourself?
Leading with Vision - focuses on strategy, innovation and inspiring the team.
Leading with Drive - provides the team with very clear direction and is focused on achieving excellence.
Leading to Deliver - strength lies in planning, follow-through and accountability.
Leading through People - focuses on coaching and developing the team and creating win-win partnerships.
Identify and acknowledge gaps. We don’t often associate humility with leadership and yet, the most effective leaders are willing to admit they don’t know it all. They are continuously learning. What are the areas you need to develop to become the leader you want (and need) to be? Make a list, make a plan, set some goals – create a trail map for your leadership journey.
Take action / be an advocate. Back to the other half of this leadership development shared responsibility. Once you have your trail map in hand, leverage any leadership development offered by your organization. If none is offered, advocate for it. Leadership development comes in many forms, and the most effective programs are a combination of them. Learning is a process, not just an event.
In my leadership development work with organizations, I’ve seen the greatest benefits come from programs where we used a variety of components from the following: workshops, mentoring or coaching, assessments, stretch assignments to apply the learning, teach-back sessions conducted by participants, leadership forums, required reading, etc.
When the responsibility for leadership development is shared, with leaders driving their personal development and organizations providing the opportunities and resources for them to do so, everyone succeeds.
Till next time,
You’re in a job you like, you can do it almost on autopilot, and your performance reviews are stellar. No need to update your skills, right? Wrong!
Or…you’re in a job you hate, but, “it’s a job” and you are so overworked or busy trying to keep that job that you have no time to even THINK about what’s next, let alone PREPARE for it. There’s just no way, right? Wrong!
Whether you like your job or hate it, keeping your skills and knowledge up-to-date and preparing for what’s next is a must. Here’s a “get real” process to help you get started.
Conduct an inventory. Look at your last performance review. Make a list of both strengths and development areas. Then think about what you want to do next. If you are currently working and want to progress on your career path, what skills and knowledge will you need to get to the next level? Add these to your list. If you are looking for a new opportunity, what are the requirements of your target position? Which of those requirements are you lacking? Add these to your list.
Create a personal development plan. Select one or two areas from your inventory that you will focus on in the next three months. Do some research to find resources to help you develop in those areas. Remember, learning doesn’t only occur in the classroom. Create specific development actions for each skill/knowledge area. Don’t forget to include target dates on your plan!
Execute the plan. Post your plan somewhere visible – your calendar, your refrigerator, your desktop. Stay focused! Concentrate on the one or two areas you’ve prioritized – don’t get distracted by the other areas on your inventory list. You can work on them in your next plan. Take a melting pot approach. Keep your eyes and ears open for articles, blogs by experts, presentations, webinars, etc., on your focus areas. Learning comes in many forms, from many places. Capture it! Be accountable and/or enlist someone’s help to keep you accountable. Reward yourself for completing your development goals.
Update your resume/personal “infomercial.” When you have gained proficiency in the skill/knowledge area, add it to your resume, if appropriate. Practice incorporating your new knowledge/skill into your interview discussions. Blend it into the evolving “you.”
Review, revisit, and revise the plan. Spend some time reviewing your plan and how it worked. Did you set reasonable goals? Were the resources worthwhile? Did you find additional/alternate ones you’ll use next time? Revisit your inventory. What are the skills/knowledge areas you’re going to work on next? Create and execute a revised personal development plan that reflects your new focus areas and development goals.
Putting a plan in place to continually add to your abilities and knowledge is an investment that will keep your market value on an upward trend. And…you never know when that golden opportunity will come along. Be prepared!
“Learning is a treasure that will follow its owner everywhere.” - Chinese proverb
Till next time,