Кандидат филологических наук, доцент Казну т. Т
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| Part 3. Rationale
To get and keep a job you typically need a repertoire of technical skills. Dentists need to know how to fill cavities. Secretaries need to type 100+ words per minute. Accountants need to be certified. Beyond the technical skills, though, which dentist do you go to? The one who is pleasant and takes time to answer your questions; or the one who treats you like a number in a long line of numbered mouths? Which secretary do you retain when times are lean? The one whose attitude is positive and upbeat, and who is always willing to help; or the one who is inflexible and has a hard time admitting mistakes? Likewise, think about accountants. The one who has a great work ethic and encourages his colleagues is the one who will, most likely, excel in his position and organization. In these situations, and all the others like them, it's the soft skills that matter. While your technical skills may get your foot in the door, your people skills are what open most of the doors to come. Your work ethic, your attitude, your communication skills, your emotional intelligence and a whole host of other personal attributes are the soft skills that are crucial for career success. With these soft skills you can excel as a leader. Problem solving, delegating, motivating, and team building are all much easier if you have good soft skills. Knowing how to get along with people – and displaying a positive attitude – are crucial for success. Computerworld's 2007 hiring and skills survey reported that IT executives are increasingly looking for staff who demonstrate a broad range of soft skills in addition to their technical abilities. Survey respondents said writing and public speaking are two of the most important soft skills they look for when hiring new employees. Additionally, they favor candidates who understand the business process, can work well with a team, know how to get their points across, are inquisitive, use initiative, and are willing to take risks. The overwhelming majority (93 %) of the HR managers surveyed said technical skills are easier to teach than soft skills. The most in-demand soft skills cited by the managers are organizational skills (87%), verbal communication (81%), teamwork and collaboration (78%), problem solving (60%), tact and diplomacy (59%), business writing (48%), and analytical skills (45%). According to recent surveys when hiring administrative staff - 67% of human resource (HR) managers would hire an applicant with strong soft skills whose technical abilities were lacking. However, only 9% would hire someone who had strong technical expertise but weak interpersonal skills. The problem is, the importance of these soft skills is often undervalued, and there is far less training provided for them than hard skills. For some reason, organizations seem to expect people know how to behave on the job. They tend to assume that everyone knows and understands the importance of being on time, taking initiative, being friendly, and producing high quality work. Assuming that soft skills are universal leads to much frustration. That's why it's so important to focus as much on soft skills training and development as you do on traditional hard skills. Leaders at all levels rely heavily on people skills, too: setting an example, teambuilding, facilitating meetings, encouraging innovation, solving problems, making decisions, planning, delegating, observing, instructing, coaching, encouraging and motivating. It's often said that hard skills will get you an interview but you need soft skills to get (and keep) the job. So organizations, particularly those frequently dealing with partners and customers face-to-face, are generally more prosperous if they train their staff to use these skills. For this reason, soft skills are increasingly sought out by employers in addition to standard qualifications. жүктеу/скачать 2,47 Mb. Достарыңызбен бөлісу:
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