Embracing Soft Skills

When I look back, I'm surprised by how much my approach to interviews has changed. I used to stick to what the manuals say, focusing on typical questions to extract the best from each candidate. This more "technical" approach gave me a practical view of the person's background and professional experience, but it left me blind to other aspects of their personality.

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Of course, you've probably heard of soft skills (social competencies that facilitate interpersonal relationships and allow for development in different areas, including the workplace). These skills are increasingly in demand by companies and highly valued in leadership profiles. Some examples include communication, empathy, teamwork, adaptability, learning agility, negotiation, leadership skills, resilience, strategic thinking, critical thinking and so on.

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While hard skills represent technical competencies and acquired knowledge throughout our education, the qualities that define our personality can make a difference in an interview.

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In my early years in the job market, whenever I became interested in a topic, I would look for courses, master's degrees, or training that would give me the necessary competencies. I don't criticize this approach, as it provides a lot of knowledge and enriches our resume. However, it can also become a double-edged sword, leading to what we call learning paralysis. We often fall into the trap of prioritizing hard skills and feeling undervalued if we don't have them, thinking that others won't value us without them. It doesn't always have to be this way.

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I've encountered countless profiles with a leadership disposition, a set of vital experiences, and a learning capacity that has taken them further in a short time than people with a much longer resume.

That's why now, after leading teams and realizing that empathy and affective accountability came before results and became the most important driving force towards their achievement, I always put soft skills first when someone needs to join my circle of trust.

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Who is the person behind the professional? I always ask myself. What values drive them, what decisions do they base on, how do they react to certain situations, what are their passions, and so on? And if this conversation takes place in a relaxed setting where we can step out of our comfort zones and simply get to know each other as human beings, that's even better.

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With all this, I don't mean to say that training or CVs are overvalued, but rather that behind a good professional, there's always an interesting personality to discover. In some way, I feel obligated to engage in their knowledge if I want to form a reliable and solid team that can face any challenge.

?What do you think about soft skills?

Have you had anecdotes where technical capabilities were overlooked?

Have you experienced learning paralysis at any point?