What do you do if your team members lack essential soft skills?

Start the conversation. Talk to the employee directly and understand if it is truly a lack of of skills or an inconsistency in how they demonstrate those skills. If they do lack the skills provide resources and opportunity for them to learn and then implement. I recommend some basic instruction and then reinforce via practice in real life situations. Then you have to provide feedback. Keep the cycle going until mastery or the employee is displaying the desired behavior consistently.

Según mi experiencia, al asumir el liderazgo de un equipo, considero importante tomarme el tiempo para conocer a cada uno de los miembros, obteniendo una especie de "radiografía" que me permita entender sus perspectivas y actividades. Este conocimiento inicial es mi punto de partida. Posteriormente, me gusta observarlos en reuniones, en su trato con otras personas y en sus interacciones diarias. Este enfoque me permite identificar de manera precisa las áreas que necesitan mejora. Este proceso no solo me ayuda a entender mejor las dinámicas del equipo, sino también a dise?ar estrategias de desarrollo personalizadas que potencien sus habilidades blandas y fortalezcan el equipo en su conjunto.

On my current team, especially in a remote-work environment, I find it important to model and enforce soft-skills often, whether on client calls, in emails or in person, when the opportunities arise. How we “speak” to clients, creating connection and trust, is so important for business relationships and longevity of accounts. I mentor others above and below, on how truly important soft skills are in any field and for any successful business. There are still many leaders who lack soft skills, as well. Once those “gaps” are identified, those who understand this under appreciated skill set, can step in to share best practices and to tweak where we may have missed an opportunity!

I see this a lot…maybe even more often then I like. Soft skills are actually hard for many, and the name belies what I consider to be an absolutely essential part of leadership. Personality type can drive a large part of this, so I highly recommend starting the gap assessment with a personality profile tool like DiSC. A mismatch or dearth of soft skills can spell the difference between effective leadership and mediocre management of a team, so it’s critical to build this out. None of us are perfect…but we can all strive to find our weak spots and strengthen them in order to be solid leaders. Workplaces everywhere can always use strong, effective leaders that can inspire their teams…there simply is not enough of that!

Soft skills are sometimes overlooked as not being essential as they are not required to perform job tasks successfully. The above statement in and of itself may be true; however, having soft skills above and beyond the basic skills required for a job does impact how successful an employee will be in their career protectory as well as the advantages the organization will gain by having them in their organization. Employees with only the basic skills to perform the job are less likely to be promoted, be seen as a leader or get raises making for a less satisfied employee overall.

En el contexto de las evaluaciones de desempe?o, aprovecho la oportunidad para dialogar individualmente con cada miembro del equipo, estableciendo metas y compromisos claros. A menudo, durante estas conversaciones, surgen necesidades muy personales que pueden abordarse con cursos o mentorías. Asimismo, identifico temas específicos que requieren fortalecimiento a nivel grupal. De esta manera, establezco metas tanto personalizadas para individuos como colectivas para el equipo. Este enfoque no solo facilita el crecimiento personal y profesional de los miembros del equipo, sino que también contribuye a la cohesión y fortalecimiento del grupo, asegurando que todos estén alineados y comprometidos con su desarrollo y el éxito conjunto.

Lay out the roadmap. With the gaps in sight, it’s time for SMART goals. Specific, measurable, achievable, relevant, time-bound. Say communication’s the challenge. A goal? Active listening in every meeting, next month on. These goals aren’t just tasks; they’re signposts of progress, offering direction and a measure of growth. It’s about giving your team not just an objective but a path to mastery, turning soft skill development into a journey marked with clear milestones.

I believe that setting up measurable goals is essential in achieving overall success for the team. In doing so, l suggest providing a critical path towards goal setting as well as attainment of each goal. These two aspects need to be communicated clearly as a lack thereof will create challenges in attainment of set tasks ahead.

I repeat: "clear is the new cleaver": if the conversation is transparent, the result of that process will help focus the objectives better. And without a doubt, a key element to achieve the objectives is to be able to co-define the KPIs that they involve.

believe that setting up measurable goals is essential in achieving overall success for the team. In doing so, l suggest providing a critical path towards goal setting as well as attainment of each goal. These two aspects need to be communicated clearly as a lack thereof will create challenges in attainment of set tasks ahead.

In addition to formal training and books, soft skills can also be developed through effective coaching combined with experiential learning opportunities. Work with you employee(s) to create opportunities for them to practice the skills you are encouraging them to develop. Provide coaching to help them continue to improve and build upon the skills. This will not only enhance their skills but also equip them with the confidence and sense of agency to practice the skill when you're not watching.

Proveer recursos considero que es uno de los aspectos importantes en el desarrollo de habilidades blandas, ya que, una vez identificadas las necesidades, es necesario facilitar los medios. Por ello, en reuniones y otros espacios, promuevo activamente diversos recursos. Personalmente, me gusta contribuir con libros, videos y sugerencias de cursos. Pero más allá de ofrecer estos materiales, lo esencial es acompa?ar a los miembros del equipo en su proceso de aprendizaje y no limitar el seguimiento a las evaluaciones de desempe?o. Lo fundamental es asegurarse de que tengan acceso a una variedad de recursos que les permita explorar y fortalecer sus habilidades desde diferentes ángulos, garantizando así un desarrollo integral y continuo.

The worst thing a leader could do is to want their team to be doing one thing when they’re doing something else. Team members could criticize the leader behind their backs. However, when a leader leads by example, it serves as a model for team members to follow. Sometimes, some team members may simply not want to do as instructed, but sometimes, all it takes for a good leader to do is to show them a model/standard to follow.

One thing I have witnessed is the application of "peanut butter spread" of training and expectation setting. This sets teams up for failure because each individual is just that "an individual". Each team member offers unique skills, personalities and strengths that must be met with individualized coaching. Each team member has their own strengths that enhance where others may be lacking. As a leader it is our role and responsibility to demonstrate these skills and how they can enhance the overall team. Emotional intelligence is also important in a leadership role. Leader Resources: Emotional Intelligence Courses, Books and Strength Finder tools are insightful and helpful.

Equip them for the journey. For soft skill growth, resources are key. Workshops, trainings, books, online courses - these are your tools. Urge your team to dive in, to carve out time for learning, for practice. Soft skill cultivation is a marathon, not a sprint. Patience and support are your allies as your team embarks on this path of enhancement. It’s about more than just offering resources; it’s about fostering an environment where growth is encouraged, where every effort to advance is valued.

Ser un modelo a seguir destaca por la coherencia entre lo que se dice y lo que se hace. Basándome en este principio, considero esencial no solo exhibir mis habilidades sino también reconocer y trabajar en mis propias áreas de mejora. No se trata de considerarse perfecto, sino de estar en un constante proceso de crecimiento junto al equipo. Demostrar esta actitud de apertura y compromiso con el desarrollo personal inspira y motiva a los miembros del equipo a seguir el ejemplo, fomentando un ambiente de aprendizaje y mejora continua. La autenticidad en reconocer nuestras propias falencias y el esfuerzo por superarlas establece una cultura de resiliencia y superación que beneficia tanto al liderazgo como al equipo en su conjunto.

As much as we try, sometimes leaders don’t get it right. One thing I have found to be helpful, as a leader and mentor, is the ability to self-reflect and acknowledge when I haven’t handled a situation well. This not only shows my team that I’m human but also creates space for them to admit their own mistakes and seek improvement. It also gives me an opportunity to learn to manage my emotions better and grow as a leader and person.

In the role of a mentor, it's imperative to demonstrate the soft skills we aim to cultivate in individuals by leading through example. Emphasizing the significance of these skills and their impact on the team's dynamics can provide valuable insight. Serving as a role model and regularly monitoring progress towards set goals instills motivation in individuals to address their identified gaps. Expressing appreciation for improvements and displaying genuine interest in their growth fosters an environment conducive to enhancing soft skills, ultimately benefiting both the individual and the team's long-term success

One of the first things that struck me about leading others in my first management role, was how much influence my own behaviour had on the team's mood, energy, and contribution. Your team will look to you for indicators of what's OK and what's not. If they've not had a strong steer previously, you can help shine a light on the nuances of communication that make it work. I notice that teams will naturally gravitate towards a common language and other team colloquialisms. maybe they've not picked these up or they need guidance. What are you doing that consistently demonstrates the desired communication style within your organisation?

I can't emphasize enough the need to role model. 'People don't believe what you say, but they believe what you show'. So if you want to bridge a gap in soft skilld among your team members , follow Jim Collins' advice from Good to Great and stand in front of the mirror asking " what is it that I can do to demonstrate this behaviour ? " When you role model the behaviour, you not only make it very clear for your team member as to what specific behaviours are expected , but you also earn the right and credibility to expect and demand the same.

Dentro de mi experiencia, fomentar la práctica es fundamental. Sin ella, todo lo anterior carece de sentido si no se contribuye al crecimiento de las personas con quienes trabajas. Esto se logra mediante la práctica, solicitando opiniones, asignando nuevas tareas y facilitando la participación en proyectos que desafíen y expandan sus capacidades. Me esfuerzo por asegurar que las personas logren "victorias tempranas", permitiéndoles ver y ser conscientes de sus avances. Para mí, es fundamental reconocer y celebrar estos logros, pues incentiva la motivación y fortalece la confianza en sus habilidades, creando un ciclo positivo de aprendizaje y mejora continua.

Practice makes you better. Encourage real-world application. Role-play, collaborative tasks, problem-solving scenarios—these are your drills. Feedback is crucial. It’s not just correction; it’s guidance, illuminating strengths and areas for growth. Celebrate every step forward. Recognition isn’t just about applause; it’s fuel for further development. By fostering a cycle of practice, feedback, and recognition, you’re not just improving skills; you’re building confidence, crafting a team that’s not only skilled but motivated to keep growing.

Consistent practice is key to growth and improvement in any skill, including soft skills. As mentors, our role involves encouraging individuals to maintain a steady effort in enhancing their skills according to the defined goals and utilizing available resources. Implementing role-playing exercises can create an environment conducive to practicing and addressing gaps. Offering regular feedback on their progress motivates individuals to continue practicing, ultimately contributing to their long-term success.

Demonstrate the desired soft skills yourself as a leader. Act as a role model by exhibiting effective communication, collaboration, and other essential soft skills. This helps create a positive and supportive work environment where team members can learn and develop these skills.

Application of any learning is where the real value is felt. As a mentor, guide them with practical and implementable actions. For example, if they are about to attend a team meeting, where they need to contribute. Give them support on how to get started and share their message. They may also benefit from having some pre-prepared questions, to help with engagement and encouraging enhanced listening.

Offering feedback is incredibly important,however it works best if given in the moment and not later on. e.g. A person who smokes is well aware that each cigarette takes away a day from their life. But that deters very few from smoking. However, if you ask someone to put their finger in the flame of a matchstick, they will immediately pull it away, although the impact is much less harmful than smoking. This is because when you put your finger in the burning match,the feedback is instant so it really hurts. While in case of smoking,the feedback comes many years later and is less intimidating. The only caution I would give is to avoid giving feedback in public which is counter productive as it impacts the self esteem of the person .

Encourage your team members to engage in self-reflection and self-assessment of their soft skills. Encourage them to consider how their actions and behaviors impact others, and to identify areas where they can improve. Self-awareness is key to personal growth and development.

Feedback is pivotal for accelerating an individual's skill enhancement journey, particularly in soft skills development. As mentors, it's our responsibility to offer regular feedback on progress, highlighting advancements made towards defined goals and skill enhancement. Constructive feedback is essential, delivered in a manner that motivates the individual to invest extra effort in addressing identified gaps and utilizing available resources effectively. Feedback should be measurable, actionable, and supportive, empowering the individual to continue their growth journey with confidence.

In a world where there is increasingly less and less privacy in the workplace, I think a key point to remember when giving feedback to a team member is privacy. This is going to be a difficult conversation. Make sure that the setting is set up for success. You want to ensure that your team member feels safe. Ask lots of questions and again make sure that the setting is enhancing the conversation and is not a distraction or makes the person feel at risk of losing their self-esteem.

Feedback is your foundation. Regular, balanced insights on their soft skill application—point out what shines, where to polish. Make your feedback specific, actionable, supportive. It’s a compass, guiding their growth. This clarity doesn’t just illuminate their path; it empowers them, offering clear steps to elevate their soft skill arsenal.

You cannot be a role model for people that doesn't want or aren't interested on being transformed/informed/guided/inspired. In those cases, where neither direct feedback helps, you realize that some people do not want to learn (at least, from you). That's the very moment when you understand that every person is responsible of their own impact in the world and that life is doing its job. Being a mentor is mostly about acknowledging other's free will and having the humbleness to recognize you're not the world savior and the best thing you could do (to save the world) is to start by knowing, leading and transforming yourself.

Team Coaching is an excellent tool to strengthen soft skills in a team. It will help each individual and as a team better understand their strengths and areas of improvement. There are many tools available in that direction and the benefits for an organisation that invests on team or individual coaching are multiple and worth exploring ??

In a team you can often find a working compromise- not everyone will be good at every things , and there will be team members who excel in different areas. I worked with a team that had many different skills one was amazing at connecting with people but struggled with admin , another was quiet and quite shy but was a technological expert , one was sporty and connected easily with the boys and the final member was a practical problem solver but didn't like being up front, preferring to work behind the scenes. Together, they were an outstanding team and my being able to focus on their strengths rather than weaknesses helped make the experience special for all of us.

Remember, developing soft skills takes time and practice. It's essential to provide ongoing support and opportunities for team members to enhance their skills, as this contributes to their individual success and the overall effectiveness of the team.

Remember that you are the role model within a team, especially if you have volunteered to be a mentor. Ensure that the mentee is happy and that your issues are clear. Also remember that you are willing to to set a good example yourself and admit when you have not done so. It makes a mentor stronger in the. Eyes of others.