The terms ‘soft skills’ or ‘soft skills training’ mean different things to different people. But however it is defined, much of the management and personal skills training that we specialise in, would be considered by many people to fall into this category; so soft skills training is essential.
Soft skills training should complement the ‘hard skills’ which are the occupational requirements of a job. Since the skills are personal and individual, developing them involves experiential learning led by experienced trainers and ample opportunity to practice and put the skills into use.
Our unique portfolio of high quality, high impact soft skills training courses builds competencies in the six inter-related areas shown in the header above.
Whilst many successful organisations embrace the need for soft skills training to sit alongside more directly job-related training, the term itself causes problems for some. There is strong evidence to suggest that because the term itself is rather vague, many organisations prefer to be more specific and therefore talk about communication skills, interpersonal skills, relationship building, building resilience etc. etc. However the term has value – and so do the skills themselves. Recent research by The Development Economics Research Group, suggests that the skills are worth a staggering £88bn per year.
The CBI’s director for employment and skills, Neil Carberry said: “Business is clear that developing the right attitudes and attributes in people – such as resilience, respect, enthusiasm and creativity (soft skills) – is just as important as academic or technical skills.”