Human Skills Aren't "Soft"

I was talking with a colleague the other day about the skills necessary to carry out a strategic plan. People are hired for their technical skills and their ability to carry out complex tasks and procedures (the price of entry). However, while people are hired for skills, they are often fired because of behaviors. Many organizations and HR professionals call behaviors "soft" skills. My colleague mentioned that there is nothing "soft" about these skills. Rather, they are the necessary "human" skills to get the job done. I liked what he had to say. Calling them soft skills tends to downplay their importance in training and development. Without these "human" skills, no one could effectively get the job done and implement the strategic plan in an organization.

Yet, despite many companies acknowledging the importance of "human" skills, this area of training and development continues to take the deepest budget cuts in organizations. In a recent Wall Street Journal article by Dana Mattioli, companies historically cut leadership-development programs during downturns, but the moves backfired, prompting mid-level managers and top performers to leave when the economy recovered.

Many companies are re-evaluating their training budgets and looking for ways to communicate to their employees they care about them. Providing appropriate training is one way to do that.
But how do you provide this without breaking the bank?

First, focus on the high-potential employees and stress strategy and leadership. These individuals have the greatest potential to help your organization through the recession and recovery.

Second, tap your internal talent as trainers instead of looking to outside resources and reduce travel expenses by holding webinars if you have offices across the United States.

Finally, look for non-custom solutions. Some organizations are subscribing to online resources, free webinars, internal resources and less custom programs. One great resource is Thinkbox, an online e-coaching service available on a subscription basis.

Despite the economy, organizations do not want to be caught short of strong managers when the economy recovers.