Soft Skills Vs. Hard Skills
The soft skills are the hardest.
During my 20+ years working in executive search, and now coaching, I’ve become convicted: "Soft skills” - the ones constantly referred to as values, empathy and showing up with courage - are the “hard skills.”
And now, as an executive coach, I help C-suite leaders with these skills as the heads of their organizations.
A leader certainly needs the right technical skills - especially in healthcare and technology (two areas I’ve long served). A Chair of Medicine must be both an MD and likely possess additional credentials.
However, it’s not the MD that makes for a successful Chair. It’s the individual’s ability to demonstrate their Emotional Intelligence (E.Q.) as they build, transform or lead a department.
Data proves that EQ is a higher indicator of success than IQ. But how do we measure it? And how does it reveal itself?
It’s a complex question. And a skill that I’ve honed over many years. Anyone can spot the person whose self-awareness is non-existent. Or detect a person who has an air of arrogance that’s glaringly obvious.
But to understand, and evaluate a leader’s skills, leadership style and abilities takes connection. And establishing connection provides invaluable insight into a leader’s thought process, decision-making and ultimately, what traits makes them a good leader - or not.
It’s often what a leader doesn’t say that matters the most, or alternatively when asked specifics, taking the time to explain the “why” and “how” behind the action that ushered in tangible results.
It’s how they built a team. It’s how they introduced and instituted change. It’s how they overcame resistance. Gone are the days when respect is given to those who leave scorched earth is their midst.
It’s the “fit” to organizational culture. And it often it shows up more subtly that you might think.
There’s nothing “soft” about getting a team to drive toward significant change in performance, quality or revenue. There is nothing “soft” about having the courage to speak clearly in the face of conflict. And there is nothing “soft” about showing up day after day with empathy.
At its best, I believe that leadership is situational. That’s great leaders who have the ability to flex around the needs of their team and organization – depending upon what is happening at that time.
However, the hard skills, you know the ones that everyone thinks are soft should be ever present. Let me be clear - they are never situational, and they are always non-negotiable.
