Soft skills in management skills, is a term that alternately means "your company needs your best interpersonal practices added to your professional skills. " With this humanistic proposal, competitiveness within advanced companies has changed; there is no doubt that companies are currently demanding the relevant soft skills from managers and middle management personnel. The real reason for not having them currently, is that many of them evolved over time with a different profile, dedicating themselves to their responsibilities from the technical side and in their training, nor for competitive reasons they were not interested in guiding them along the shortest path to success.Today, workers need to be better understood by their power referents (before the father, whatever the results, today the manager and / or the boss by default). Thus, we understand why in the situational diagnoses directed at the integral company or the specific areas of the same, the indicators with the lowest scores are referred to the lack of communication and motivation, the absence of teamwork, the deficiencies in feedback as a tool for improvement, inequity in treatment, and especially the lack of deferential leadership; This indicates to us that the day-to-day executive work is focused on looking from above, and not stepping on the ground to at least know who works for us, how they do it and how much support they need.
If you are a manager or a middle manager, would you think that as a mentor or guide you are fulfilling the following eight managerial skills that are essential in your daily work ?:
COMMUNICATION
* Interact efficiently with the teams that we have under responsibility.
ORGANIZATION
* Maintain a logical order in criteria and proposals according to what you want to achieve.
MOTIVATION
* Positively incentivize your teams in charge and yourself.
PLANNING
* Design objectives, goals and times according to what is organized.
LEADERSHIP
* Guide, guide, advise and accompany towards uniform achievements.
STRATEGIES
* Use of methodologies, techniques and attitudes in response to what is planned.
DECISION MAKING
* Define actions to be carried out properly and thoroughly, supervising their progressive development.
AUTHORITY
* Ability to be respected and that their teams in charge comply with their suggestions.
Of these eight competitions we have four related to soft skills…
- A) Human Resource Chain: Communication and Motivation B) Management Chain: Leadership and Authority
The other four refer to hard skills (those that we have learned in our evolution and / or in our specialized training).
- C) Management Chain: Organization, Planning, Strategies and Decision Making.
As a manager, which of the three chains do you manage best, why and how do you do it? Do you consider that you are an example in each of the strings ?, or perhaps only C complies; leaving her immediate subordinate the "select job".
The Management Chain is an essential prerequisite for success in your quantitative reports (that's what they hired you for), thinking about production, as is logical. But the results of this chain would be largely successful, if it were significantly accompanied by the Human Resource Chain (Communication and Motivation), but unfortunately 87% of our evaluations in different companies, are found 72% in red and 15% in amber, This makes us think of dissatisfaction towards managers and area managers. You have asked yourself, why the results at the end of the year tend to be positive in the area, if there is a lack of a soft base on the part of managers and especially direct managers, we invite you to first investigate the climate in your area and among others. topics that are evaluated, the following…
- I feel that I am encouraged to work in a team. The distribution of work in my area is equitable. My boss is interested in me as a worker and person. My boss lets me know exactly what he expects of me. My superiors have the ability to motivate me. To my manager I feel affordable and cordial. My manager usually receives me and listens to my Suggestions. My …… he is truly a Leader for me. I feel fulfilled with my work.
Always keep in mind, that it is not true, that soft skills cannot be measured because they are general, see as an example referring to each proposal mentioned in the previous paragraph; and that they cannot be taught, if possible, when it is done by example and good practices. And here we can include his performance and production as manager or boss in Chain B (Leadership and Authority), because according to his attitudes of commitment, support and genuine interest, of sharing triumphs and defeats, of arriving alone or led by them On the other side, we can say if you have gained the trust of those who keep you in your position (not the company, its people in charge), if not, you are not in a modern and advanced company, because they do not measure or evaluate closely their commitments.
Do you know who it depends on, the Identity of the worker with your company?, Which by the way is a soft skill that is developed through the state of satisfaction of the collaborator, he does not learn it, assimilates it through the treatment received and turns it into an emotional commitment, generating a better attitude to do things correctly. Conclusion, Identity depends on you as a manager, without further ado.
For this reason, in companies with a good working climate, the indicators Salary and Identity with the Company, for example, occupy places with very positive percentages. When the president of the board, the general manager, or the shareholders of your company, acknowledge that the best cost-benefit of a company is Identity, they will validate that this responsibility is their responsibility, through their good practices in soft skills. applied to managerial management. How about if you start by evaluating your current status, if you are a successful manager (recognized by your work team and especially respected) or just a manager or boss who believes you are successful because of your current position.
Finally, it is not feasible to be a manager or head of a modern and productive company, if we behave improperly, with two personalities: one at home and the other in the company; with dissimilar treatment I clearly discriminatory: with my network of friends everything and with my staff what is necessary. It is also not understandable that our communication and motivation abilities turn only to my peers and not to excellent feedback to my clients; seen from the other side, either by the manager who strives or has very good practices in soft skills, success will accompany him with a team of people unconditionally at his side, and not behind with the knife between his teeth.If after this in your managerial position, you acknowledge that you have complied and are satisfied with your good practices in soft skills, congratulations, and if you do not want or do not want to wake up, then assume the 40% effectiveness that all workers lose when they work unmotivated, unrecognized and absent from a real leader although nominally he has it 365 days.
To finish, if it is appropriate, tell yourself, how lucky that the company that has hired me has not yet measured this in relation to the predictive production that normally belongs to me as a manager.
