Latest news with #softskills
Entrepreneur
a day ago
- Business
- Entrepreneur
This One Leadership Move Will Transform Your Team's Loyalty and Performance
Most leaders focus on technical skills, but this lesser-known trait quietly shapes team loyalty, engagement and long-term performance. Opinions expressed by Entrepreneur contributors are their own. For years, leadership development has focused on hard skills like operations, finance and technical know-how. But today, there's growing recognition that soft skills — especially emotional intelligence (EQ) — are just as vital, if not more so. EQ isn't just about being "nice" or managing conflict — it's about cultivating trust, improving communication and building resilient, high-performing teams. In a fast-changing workplace where expectations are rising and retention is a top priority, EQ has become a business imperative. Self-awareness beats spreadsheets Emotional intelligence starts with self-awareness. Leaders who understand their own emotions are better equipped to manage stress, give feedback and respond thoughtfully in challenging moments. And yet, many overestimate their emotional awareness. In a survey of more than 1,000 professionals, 20.6% of men and 17.1% of women believed they were more emotionally intelligent than their behavior suggested. That gap matters because blind spots in leadership often become pressure points across an organization. Building EQ involves engaging both verbal and nonverbal communication skills. This means not only listening and adapting but also reading emotional cues, responding empathetically, and modeling openness. It's less about control and more about connection. Related: Stop Losing Your Best Employees with These 3 Retention Strategies Don't just know it — practice it It's not enough to understand EQ in theory. Like any business skill, it takes action to develop. Leaders can strengthen their emotional intelligence by: Participating in coaching or mentoring programs Joining leadership development cohorts that include peer feedback Having real, honest conversations with employees about emotional wellbeing The most effective organizations embed EQ into their culture, starting with hiring. When emotional intelligence becomes a hiring lens, companies reduce mis-hires and build more cohesive teams. Ask candidates how they navigate disagreements, respond to constructive feedback, or bounce back from failure. Their answers reveal more than technical skills ever could. Emotional intelligence isn't optional at the top Leadership isn't just about setting strategy — it's about setting the tone. Executives who lack EQ often struggle to inspire trust or connect across teams. They may deliver results in the short term but fail to build sustainable momentum. In contrast, emotionally intelligent leaders: Attract and retain top talent Understand team dynamics and resolve conflicts early Foster a culture of psychological safety and high performance These leaders also lead by example. When executives participate in team trainings or feedback sessions, it sends a powerful message: growth is for everyone, not just junior staff. Related: How to Create a Winning Employee Retention Strategy Empathy is the new currency of culture Today's workforce expects more from leadership: more empathy, more flexibility and more humanity. They don't just want a job — they want to feel seen, valued and supported. When companies prioritize EQ, employees respond with higher engagement, better communication and deeper loyalty. That's not just good for morale — it's good for business. The result? A workplace where people thrive, performance improves and culture becomes a competitive advantage. EQ is the edge Emotional intelligence isn't a bonus trait — it's a leadership essential. Developing it takes intention, but the return on investment is exponential. Stronger teams. Smarter hiring. Greater retention. Better results. When EQ becomes the standard rather than the exception, everybody wins.
CNA
2 days ago
- Business
- CNA
Thanks to her supervisor's patient mentoring, former piano teacher Anna Chong retrained as a production coordinator with Keystone Cable, where she now plays a role in driving its digital transformation.
Four years ago, Ms Anna Chong was out of a job. She had worked only in a church setting and as a piano teacher, and had little exposure to corporate environments or tools like Microsoft Excel and Word. 'I was just looking for a job,' said the now 41-year-old. 'I was open to anything.' She eventually found an opening at Keystone Cable, a Singapore-based small- and medium-size enterprise (SME) with a 35-year history in manufacturing cables for various industries. At the time, the company was undergoing a digital transformation to stay competitive and reduce manual inefficiencies. Although Ms Chong held a degree in wood technology and her prior work experience was unrelated to the industry, the company decided to give her a chance. It was not Ms Chong's technical experience but transferable soft skills that won her the role. Keystone Cable's director, Ms Pearl Yu, explained what tipped the balance. 'What impressed us was her ability to tailor her teaching to different learners,' she said. 'That kind of adaptability and attention to communication is essential for the coordinator role.' TAPPING POTENTIAL TO DRIVE PRODUCTIVITY In 2020, following a move to a new factory in Senoko Drive, Keystone Cable looked to scale its operations. But hiring proved challenging. The company not only faced headcount constraints, said Ms Yu, but also a shortage of people with relevant production experience. 'So, it's even more important for us to hire people for their potential instead,' she added. To streamline processes and enhance productivity, the company embarked on a digital transformation. As part of this shift, Keystone Cable tapped on Workforce Singapore's (WSG) HR Tech Transformation Programme, now called the Human Resources Job Redesign Initiative, to digitise its staff appraisal system. The earlier process had been heavily paper-based and labour-intensive. 'It created a lot of inefficiencies for our HR department,' Ms Yu recalled. Keystone Cable also joined WSG's Career Conversion Programme (CCP). The CCP supports companies to reskill mid-career hires and current employees for roles with long-term growth potential. Ms Chong was one such participant. She underwent the CCP for Advanced Manufacturing Engineer/ Assistant Engineer, a three-month reskilling programme, to take on her new role as a production coordinator. 'IT'S IMPORTANT THAT OUR WORKFLOW BECOMES AS EFFICIENT AND LEAN AS POSSIBLE, GIVEN THE GENERAL CHALLENGES IN HIRING.' – KEYSTONE CABLE'S DIRECTOR, MS PEARL YU The CCP brought about redesigned workflows that saved time and enabled employees to take on higher-value tasks. Government funding also helped offset training and transition costs in the form of salary support. 'As more of our people go through the conversion process, a stronger digital mindset is built across the team,' said Ms Yu. 'Having experienced the journey firsthand, our people are now a lot more open and ready to adapt to new technologies as they come along.' It has also allowed teams to work more efficiently, with reduced manual errors and less time spent on administrative tasks. Since focusing on improving the skills development of its employees, the company has seen several benefits, including clearer insights into how job roles can be enhanced and redesigned. The employee appraisal process has also supported its transformation, shifting from a paper-heavy system to a streamlined, ongoing dialogue between managers and staff with digitalised records. This has provided greater clarity on growth opportunities for employees, while equipping managers with deeper visibility into skills gaps and team needs to strengthen the career health of the workforce. LEARNING THE LANGUAGE OF PRODUCTION For Ms Chong, stepping into a manufacturing environment meant picking up a new vocabulary – and a new way of working. She started at Keystone Cable as a production coordinator, where her job involved entering data collected from machine operators – handwritten on pre-printed work orders – into the company's digital records. At the time, the task was largely administrative, with limited involvement in the broader production process. 'She was spending time transferring paperwork into the system,' said Ms Yu. 'But going through the CCP helped us take a step back and reflect: How can we improve and transform what we do?' Through the CCP, Ms Chong underwent structured, on-the-job training that introduced her to manufacturing workflows, digital tools and coordination processes. She was trained to manage digital adoption projects, interpret operational data and communicate effectively with both ground staff and developers. This gave her the confidence and capability to perform well in her role. 'WE WILL NEVER KNOW WHAT WE CAN DO UNTIL WE TRY. I AM VERY GLAD I WENT FOR THE PROGRAMME.' – MS ANNA CHONG, NOW A PRODUCTION EXECUTIVE, WHO RETRAINED THROUGH A CAREER CONVERSION PROGRAMME AT KEYSTONE CABLE Her role soon progressed from data entry to digital implementation. Operators began entering production data directly into tablets, enabling real-time tracking and analysis through a newly developed production app. Ms Chong helped guide this transition – from drawing up an implementation plan to coaching operators on using the new system. Today, she plays an instrumental role in maintaining the accuracy and usability of the app. She relays operator feedback to the app developer and, in turn, helps to improve the system's interface and performance. This feedback loop ensures continuous refinement and responsiveness to users' needs. 'With the time released, Anna focuses more on the interactions with operators, and learning how to use other digital tools to help us increase operational efficiency,' noted Ms Yu. IMPROVING COMMUNICATION AND CONFIDENCE 'The CCP helped me see that I can actually learn more, and not just stick with what I already know,' said Ms Chong, who has since been promoted to production executive. The programme did more than build technical skills – it also gave her career a boost and the confidence to communicate more effectively and work collaboratively across teams. One of her key takeaways was the importance of clear, timely communication – from setting deadlines for app developers to coordinating with staff on the ground. Her mentor, a technology and transformation senior manager, also showed her that her job was not to resolve every problem alone, but to flag issues early for the developer to address. This hands-on mentorship was important in helping her handle her new responsibilities. 'I am now able to take heed of all the little things that will affect both sides in the use of the app,' added Ms Chong. 'I have gradually become confident in communicating with the developer.' When asked what she would say to others considering a mid-career switch, Ms Chong encouraged them to take the leap. 'Just go for it. We will not know what we can do until we try it,' she said. 'No matter the outcome, we will certainly learn something.' For Keystone Cable, Ms Chong's journey shows how investing in people, through initiatives like the CCP and job redesign, can strengthen the career health of its workforce by building internal capabilities, and drive long-term value. CAREER HEALTH SUMMIT ON JUL 10 AND 11 Co-organised by Workforce Singapore and the Singapore Business Federation, the event – themed Driving Business Success: The Indispensable Role of Career Health – will be held at Suntec Singapore Convention and Exhibition Centre. FIND OUT MORE
Independent Singapore
6 days ago
- Business
- Independent Singapore
Majority of employers now value soft skills more than hard skills
Photo: Depositphotos/ imtmphoto (for illustration purposes only) Soft skills are no longer just 'nice-to-have.' According to a recent report from TestGorilla, published by HR Dive, 60% of companies say that having soft skills is now more imperative than it was five years ago. The change is clear—while technical skills are crucial, especially in today's world, employers are increasingly giving more priority to personal attributes, such as critical thinking, adaptability, and collaboration, when making hiring choices. Wouter Durville, CEO and co-founder of TestGorilla, underscores this new mentality. According to him, employers today want people who are able to think critically, can adapt to any situation, especially during emergencies, and know how to collaborate. The best hiring approaches now combine unbiased facts with an all-inclusive assessment of the candidate, their abilities, competencies, values, and cultural orientation. The full-picture approach to hiring At present, hiring managers appraise job seekers not just through what's written on their CVs and their actual technical expertise. Over 70% believe evaluating the 'whole candidate,' which includes the candidate's personality and cultural fit, leads to better hires. Seventy-eight percent of employers admitted that, in many cases in the past, they hired technically proficient candidates but later floundered due to a lack of soft skills or cultural misalignment. See also Jamus Lim Advocates for Positive Use of Generative AI in Education Thus, there has been a conspicuous shift toward skills-based hiring, with 85% of U.S. and U.K. business owners now employing such methods. Over half of global corporations have even abolished degree requirements for specific roles. This larger assessment of talent mirrors a more profound understanding of what propels continuing employee achievement and engagement. AI is changing the game—but not the essentials Currently, artificial intelligence (AI) is playing an increasing role in hiring, with 70% of U.S. business owners employing AI tools in the recruitment process. Of those, an outstanding 92% say AI has improved their hiring results, yet even as AI becomes more ubiquitous, employers are still confronted with several challenges—63% say that it's now harder than last year to find top-quality talent. Remarkably, the call for AI-specific skills is diminishing, falling from 52% in the previous year to 38% in 2025. Instead, the importance of people skills has risen. According to LinkedIn, the most sought-after abilities are conflict management, public speaking, adaptability, and stakeholder engagement. Employees possessing these soft skills are more likely to advance in their careers faster and excel more in leadership roles. With the evolution of AI tools, clarity and openness about their use will become indispensable for both job seekers and business owners, but one thing remains constant: while computerization can aid in sorting and sifting through candidates, human qualities are what truly set top talent apart.
Yahoo
12-06-2025
- Business
- Yahoo
3 in 5 employers say soft skills are more important than ever
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. Employers are increasingly focused on soft skills during the job hunt, with 60% saying soft skills are more important today than five years ago, according to a June 9 report from TestGorilla. More than 70% of employers said evaluating the whole candidate — both skills, personality and cultural fit — leads to better results. In fact, 78% said they hired a candidate with strong technical skills who didn't perform well because of a lack of soft skills or cultural fit. 'Employers want people who can think critically, adapt and collaborate,' said Wouter Durville, CEO and co-founder of TestGorilla, in a press statement. 'The best hiring strategies now combine objective data with a holistic view of the candidate — their skills, values and cultural alignment.' In a survey of more than 1,000 U.S. and UK hiring decision-makers, 85% said they use skills-based hiring methods; more than half of U.S. employers said they've removed degree requirements from roles. Employers also indicated a major shift in skills priorities amid a labor market transformed by artificial intelligence. About 70% of U.S. employers said they now use AI in hiring, and 92% of those said it has improved their hiring. At the same time, many employers said they still struggle to find talent, with 63% finding it harder than last year to secure prime talent. Meanwhile, employer demand for AI-specific skills has declined, dropping from 52% in 2024 to 38% in 2025. Workers with soft skills get promoted faster than those who lack skills such as problem-solving, decision-making and good communication abilities, according to a LinkedIn report. For talent professionals, this means upskilling initiatives and the hiring process should include a focus on soft skills. AI tools will transform talent acquisition during the next few months, and companies and job seekers alike will increasingly use AI in the hiring process, according to a LinkedIn Talent Blog post. Employers and applicants can expect to demonstrate more transparency about AI use. The top in-demand skills in the U.S. include AI literacy and conflict management, according to another LinkedIn report. The list also heavily features other 'people' skills such as adaptability, innovative thinking, public speaking, customer engagement and stakeholder management. Recommended Reading 3 insights into how Gen Z manages people
Forbes
12-06-2025
- Business
- Forbes
6 Books To Transform How You Lead And Communicate
We're all looking for a leadership edge, now more than ever, in an age of unprecedented disruption. Yet for all the economic, social, and technological change unfolding around us, the basics still matter. Timeless leadership strategies continue to prevail. Take communication. Seasoned executives know that one of the secrets to being a better business leader is first becoming a better communicator. So do these six authors. Each has written an indispensable guide for present and future leaders to sharpen their communication skills and elevate their leadership abilities in the process. For those who believe effective leadership also requires maintaining a sensible work-life balance and overall well-being, these books outline complementary strategies that can improve readers' performance outside the boardroom as well. You might expect former Navy Captain L. David Marquet to be a champion of quick, decisive action. Call it 'shoot from the hip' leadership. In Leadership Is Language, Marquet recommends anything but. In fact, he actively cautions against what he describes as an outdated approach to leading teams—one wildly out of step with the people whose work you depend on. Marquet argues that modern leaders must learn to say less, in turn endowing each of their words with more power and value. He also advises leaders to listen as much as they speak. This is a critical soft skill that self-important leaders often overlook—or never learn in the first place. Marquet devotes much of Leadership Is Language to six easy-to-remember 'plays' that leaders should run within their teams, like 'Collaborate, don't coerce' and 'Improve, don't prove.' To collaborate effectively, Marquet tells leaders to be the last to weigh in on a course of action after other team members have had a chance to share their views. In Say What They Can't Unhear, strategist Tamsen Webster guides readers through nine 'persuasion proverbs' at the heart of lasting organizational change. Rooted in the latest behavioral science, these are principles that virtually everyone can understand, remember, and come to believe in. The intent is nothing less than to bridge the divide between what leaders mean to say and what their audiences hear and absorb—to cut through abstraction, get everyone on the same page, and create a unified and motivated organization from top to bottom. Webster's work is valuable for any leader who feels as if they're running into a wall, day after day, or pushing on an outward-swinging door. It's about breaking through the noise and achieving positive, measurable, and lasting change. Maryanne O'Brien's The Elevated Communicator is a guide for leaders to leverage effective communication to achieve what Forbes contributor Jeanne Meister says is nothing less than 'the future of work': genuine workforce well-being. That well-being begins with leaders themselves, the core audience for O'Brien's book. To truly understand what motivates and impacts those they lead, O'Brien argues, leaders must ground themselves in a healthier, more sustainable approach to work. That done, it's easier to close the so-called communication gap within teams and help everyone—leaders included—progress toward more satisfying roles and careers. O'Brien devoted more than a decade to researching communication styles, and it shows. The Elevated Communicator identifies four main types: Expressive, Reserved, Direct, and Harmonious. Using self-assessment tools and in-depth 'style profiles,' O'Brien helps readers identify which of the four most closely resembles their own. Detailed roadmaps provide readers with tips to grow within their own styles or adopt others when the situation calls for it. In Dear Work, leadership expert Sara Ross calls out what's on the minds of high-performing professionals—from the C-suite on down: burnout. Drawing from personal experience and extensive research, Ross reveals that burnout isn't just the result of long hours—it's a symptom of outdated beliefs about success, stress, and energy. The solution? Redefining your relationship with work by strengthening what she calls your Work Vitality Quotient. Ross guides you through this shift by identifying four energy-depleting "success traps" and showing how to escape them, making sustainable excellence a reality. She then introduces a "Yes, And" mindset to help you work with stress in ways that enrich meaning, connection, and fulfillment. Finally, Ross helps boost your energy intelligence to decipher when rest requires slowing down and when it's achieved by accelerating in a new, reinvigorating direction. What sets Dear Work apart is that Ross doesn't ask people to pull back or dial down ambition. Instead, she offers science-backed shifts to break the burnout cycle, boost happiness, and bring your most vitality-fueled self forward—at work and beyond. Daniel Goleman helped popularize the concept of emotional intelligence, now recognized as one of the essential components of effective leadership. First described in a series of long-form Harvard Business Review articles, Goleman's thesis is simple but powerful: Emotional intelligence drives measurable results, so working toward it is a high-ROI activity. In The Emotionally Intelligent Leader, Goleman draws on cutting-edge neuroscientific research to explain why emotional intelligence is so important for modern leaders and how to build capacity for it in your own leadership practice. Unsurprisingly, thoughtful and transparent communication lies at the core of this endeavor. Unlike most business book writers, Sue Ludwig is not a longtime corporate leader, economist, or management theorist. As the title implies, she worked with babies—as a neonatal therapist, specifically—and eventually founded a national organization that aims to improve the lives of babies all over the world. Tiny Humans, Big Lessons is a simple yet powerful text on the universality of the human experience and what it means for people who aspire to lead. Ludwig identifies four essential strategies that work as well in the neonatal intensive care unit as in the corporate business unit: refining communication by listening first and speaking second, cultivating communication by acknowledging others as human, aligning work and personal lives rather than building walls between them, and staying grounded by remembering what really matters. For Ludwig, 'what really matters' are the tiny babies and families she serves. That's why her team sometimes begins meetings by placing a tiny diaper on the conference table as a reminder that the decisions they make resonate far beyond the room. Leaders have always faced competing and, at times, overwhelming demands on their attention. Yet, few disagree that the pressure on leaders has increased recently. Distractions are more numerous, more compelling, and more toxic. In a chaotic and confusing world, effective communication is vital. These books might not transform your life overnight, but each of them can set you on course to become a more capable leader, led by a newfound capacity to convince and inspire others.
