The sudden and urgent need of the soft skills is a clear indication that the conventional business methods and tactics are seen as not enough for sustained growth of any business. The business may grow but for the desirable continuous sustenance, along with the required parameters, does need specific efforts. The efforts can be a normal 9 to 5, which may be out of compulsion or very rarely out of the self will and belief that what ever is done would be for the ultimate good of the organization and the common public at large.
The problem with soft skills is very peculiar. It may not be in the form of a short term, easy to do, ‘once done last forever' pattern. On the contrary, it is seen as a culmination of various seemingly insignificant, outwardly un-related, at times even boring activities. The judgment regarding whether you have soft skills comes not from you but from the people you deal with and hence it becomes that much more difficult. One set of responses, which is accepted as correct by one group of customers may not be accepted by the other, so one starts thinking what is that each individual wants as soft skill. Is there any set pattern, which may pass the law of percentages? Can we develop a module, which would be a guarantee for at least a minimum level performance, as far as the products and services side is concerned? The answer is again yes and no. As a policy decision maker one has to understand that the rules laid down by them selves are not usually sufficient to deliver the desired results, but the major contribution comes from the way the rules are actually practiced in the actual on the job situations by each and every stake holder. In an attempt to find the gospel truths regarding the soft skills people tend to deal wrong cards and create a self created confusion. Further, the way in which it is practiced assumes a tremendous importance in the process of being either accepted by the customers or summarily rejected and ridiculed as an organization with no ability. The image creation of the organization should be objective of such training activity and hence soft skills ability forms the backbone of image building process.
Before launching in to a soft skills activity one has to understand some basic things, such as:1. That it is not a replacement of lack of knowledge,2. That it is a value addition exercise,3. That it needs a continuous and most importantly a voluntary effort from the one who wishes to practice it,4. That it needs constant up-gradation.Most of the times when a person is not able to speak in a way he should, the main reason cited is the lack of soft skills.
It is very convenient and suits every one. The fact that the person may be an original dumbo or that he may not have any thing to speak is forgotten. The question of the soft skills or their absence comes as a second most important thing; the first is obviously the knowledge! The message forms an important part of the communication process and to create a correct message one has to start working on what he wants to say. Is his information correct? Is it properly authenticated? Is it of any interest of the audience? What is the novelty angle? The person should ask of himself that if has to swap his place with the audience would he be interested in the matter he is supposed to present? If the message is right, then and then only, the question of soft skills arises. Even a polished talker finds it extremely difficult to talk when he has nothing interesting to say.
Lot has been said about the verbal and nonverbal variety of communication, so much so that every one feels that he knows about these things. The problem is that most of such people have no or at best rudimentary idea, further the problem is even if he knows what he does about the same. The fact is that even today we have a big percentage of the Hari Sadu's in the industry and the so called corporate world. Further, worst part is that these people are responsible for the evaluations and the dreaded appraisals. Soft skills do not and I repeat do not come automatically because you are a boss. Who ever you may be you have to acquire the soft skills and more importantly practice them before you expect them to exist in your staff. Sadly the picture is exactly reverse and the situation is grim. Let us acknowledge that soft skills as well as their training are an expert's job.
The theory of the soft skills is at a rudimentary stage, the practice of the corporate soft skills is in the neo natal stage. Even today a person with a pack of butter is preferred to a committed version which spells the basic reason for the failure in the system.What are soft skills? How best we can learn them and practice them is what we would see in the near Future.
From India, Nagpur
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2The problem with soft skills is very peculiar. It may not be in the form of a short term, easy to do, ‘once done last forever' pattern. On the contrary, it is seen as a culmination of various seemingly insignificant, outwardly un-related, at times even boring activities. The judgment regarding whether you have soft skills comes not from you but from the people you deal with and hence it becomes that much more difficult. One set of responses, which is accepted as correct by one group of customers may not be accepted by the other, so one starts thinking what is that each individual wants as soft skill. Is there any set pattern, which may pass the law of percentages? Can we develop a module, which would be a guarantee for at least a minimum level performance, as far as the products and services side is concerned? The answer is again yes and no. As a policy decision maker one has to understand that the rules laid down by them selves are not usually sufficient to deliver the desired results, but the major contribution comes from the way the rules are actually practiced in the actual on the job situations by each and every stake holder. In an attempt to find the gospel truths regarding the soft skills people tend to deal wrong cards and create a self created confusion. Further, the way in which it is practiced assumes a tremendous importance in the process of being either accepted by the customers or summarily rejected and ridiculed as an organization with no ability. The image creation of the organization should be objective of such training activity and hence soft skills ability forms the backbone of image building process.
Before launching in to a soft skills activity one has to understand some basic things, such as:1. That it is not a replacement of lack of knowledge,2. That it is a value addition exercise,3. That it needs a continuous and most importantly a voluntary effort from the one who wishes to practice it,4. That it needs constant up-gradation.Most of the times when a person is not able to speak in a way he should, the main reason cited is the lack of soft skills.
It is very convenient and suits every one. The fact that the person may be an original dumbo or that he may not have any thing to speak is forgotten. The question of the soft skills or their absence comes as a second most important thing; the first is obviously the knowledge! The message forms an important part of the communication process and to create a correct message one has to start working on what he wants to say. Is his information correct? Is it properly authenticated? Is it of any interest of the audience? What is the novelty angle? The person should ask of himself that if has to swap his place with the audience would he be interested in the matter he is supposed to present? If the message is right, then and then only, the question of soft skills arises. Even a polished talker finds it extremely difficult to talk when he has nothing interesting to say.
Lot has been said about the verbal and nonverbal variety of communication, so much so that every one feels that he knows about these things. The problem is that most of such people have no or at best rudimentary idea, further the problem is even if he knows what he does about the same. The fact is that even today we have a big percentage of the Hari Sadu's in the industry and the so called corporate world. Further, worst part is that these people are responsible for the evaluations and the dreaded appraisals. Soft skills do not and I repeat do not come automatically because you are a boss. Who ever you may be you have to acquire the soft skills and more importantly practice them before you expect them to exist in your staff. Sadly the picture is exactly reverse and the situation is grim. Let us acknowledge that soft skills as well as their training are an expert's job.
The theory of the soft skills is at a rudimentary stage, the practice of the corporate soft skills is in the neo natal stage. Even today a person with a pack of butter is preferred to a committed version which spells the basic reason for the failure in the system.What are soft skills? How best we can learn them and practice them is what we would see in the near Future.
From India, Nagpur
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Hi Rajendra,
Very nice article and thanks so much for posting. Only one suggestion: please do consider reposting this excellent article in a more readable format. The continuous flow of words without paragraph differentiation and bullet points makes it a bit difficult to read. Many readers might even skip this wonderful piece simply because of its length.
I have reformatted this with paragraphs and some bullet points. If you're interested, I'd be happy to share the revised version.
Regards and Best Wishes,
Sowmini.
From India, Madras
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Very nice article and thanks so much for posting. Only one suggestion: please do consider reposting this excellent article in a more readable format. The continuous flow of words without paragraph differentiation and bullet points makes it a bit difficult to read. Many readers might even skip this wonderful piece simply because of its length.
I have reformatted this with paragraphs and some bullet points. If you're interested, I'd be happy to share the revised version.
Regards and Best Wishes,
Sowmini.
From India, Madras
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Hi Rajendra! Can you name some important soft skills training organizations in south india? Need help!! Priyanka
From India, Bangalore
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From India, Bangalore
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Dear Sir,
I really appreciate your efforts in providing this wonderful piece of information. In further discussing your posted document, I would like to point out that there is a rather narrow difference between Thought and Action as they relate to Soft Skills.
During the real-time implementation of these Soft Skills elements, we often neglect to showcase the learning of these skills, especially in high-stress environments. I have also attended workshops conducted by leading trainers on Soft Skills in the early stages of my professional career. However, over time, I have become less concerned with implementing those learnings. Nevertheless, I must emphasize that Soft Skills are essential for individual development and can pave the way for success in one's career.
Thank you.
From India, Mumbai
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I really appreciate your efforts in providing this wonderful piece of information. In further discussing your posted document, I would like to point out that there is a rather narrow difference between Thought and Action as they relate to Soft Skills.
During the real-time implementation of these Soft Skills elements, we often neglect to showcase the learning of these skills, especially in high-stress environments. I have also attended workshops conducted by leading trainers on Soft Skills in the early stages of my professional career. However, over time, I have become less concerned with implementing those learnings. Nevertheless, I must emphasize that Soft Skills are essential for individual development and can pave the way for success in one's career.
Thank you.
From India, Mumbai
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Hi Rajendra,
Thanks for sharing such an informative article. I find myself thinking along the same lines as you have shared, as I notice that people automatically assume they are great team leaders, supervisors, or managers simply because of their position, title, or promotion.
Many clients also tend to overlook the importance of "Hard Skills," such as academic knowledge and technical abilities, which are essential for entering any organization. However, it is the "Soft Skills" that ultimately distinguish good managers and lead to effective and productive staff.
I am glad to know that there are others in my industry who share my views on the significance of Soft Skills training and its long-term benefits for individuals and organizations.
Thanks once again for confirming my own judgment to me :)
Regards,
Richa
From India, Mumbai
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Thanks for sharing such an informative article. I find myself thinking along the same lines as you have shared, as I notice that people automatically assume they are great team leaders, supervisors, or managers simply because of their position, title, or promotion.
Many clients also tend to overlook the importance of "Hard Skills," such as academic knowledge and technical abilities, which are essential for entering any organization. However, it is the "Soft Skills" that ultimately distinguish good managers and lead to effective and productive staff.
I am glad to know that there are others in my industry who share my views on the significance of Soft Skills training and its long-term benefits for individuals and organizations.
Thanks once again for confirming my own judgment to me :)
Regards,
Richa
From India, Mumbai
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Hi Simmi,
The problem with soft skills training is simple - the trainees need to implement the tips, techniques, etc., that they learn. It is when they don't that they feel the workshop or training was of no help. Soft skills training, if imparted and implemented correctly, is beneficial not the next day, but over a long period of time as it becomes a part of one's behavior, personality, character, etc.
I too was trained to be a trainer for soft skills, and initially, I felt it was of no use. However, over time, when I revisited the training and implemented the tips, techniques, and modifications, I have become more of who I can be, rather than being something lesser.
I am glad to see that you feel soft skills are necessary. Like Rajendra said, in India, the industry for soft skills is in a nascent stage. However, with people like you who understand its benefits in organizations around us, it becomes easier for trainers like us.
-Richa
P.S. I didn't mean to offend you; hope you know.
From India, Mumbai
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The problem with soft skills training is simple - the trainees need to implement the tips, techniques, etc., that they learn. It is when they don't that they feel the workshop or training was of no help. Soft skills training, if imparted and implemented correctly, is beneficial not the next day, but over a long period of time as it becomes a part of one's behavior, personality, character, etc.
I too was trained to be a trainer for soft skills, and initially, I felt it was of no use. However, over time, when I revisited the training and implemented the tips, techniques, and modifications, I have become more of who I can be, rather than being something lesser.
I am glad to see that you feel soft skills are necessary. Like Rajendra said, in India, the industry for soft skills is in a nascent stage. However, with people like you who understand its benefits in organizations around us, it becomes easier for trainers like us.
-Richa
P.S. I didn't mean to offend you; hope you know.
From India, Mumbai
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Dear Richa Madam,
It was nice to read your comments. I believe in what I write and further wish that like-minded and talented people should come together and protest (at least in their circles) against these antics going on in the name of education. It is a pathetic situation we are facing, but we alone can do something.
Regards,
Rajendra Chandorkar
From India, Nagpur
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It was nice to read your comments. I believe in what I write and further wish that like-minded and talented people should come together and protest (at least in their circles) against these antics going on in the name of education. It is a pathetic situation we are facing, but we alone can do something.
Regards,
Rajendra Chandorkar
From India, Nagpur
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Soft skills training program.pdf