Why We Need to Let Go of 'Soft Skills' and Embrace Inclusive Skillsets

In Human Resources, anything that’s not technical is often referred to as ‘soft skills.’ These include collaboration, communication, relationship building, and problem-solving. These skills are frequently introduced as ‘nice to haves’ alongside the technical skills required for a position.

The idea that soft skills are secondary to technical ones isn’t just a flawed assumption—it’s also incredibly damaging. That’s why we need to let go of the term ‘soft skills’ and replace it with something more useful.

What Exactly Are Soft Skills?

People use the term ‘soft skills’ to describe anything unrelated to hard skills. Hard skills are things like technical expertise or specific industry knowledge. The term soft skills is a catch-all for anything typically considered people or relationship-related. Some examples include communication, influencing, problem-solving, and collaboration.

Many different qualities fall under the umbrella of soft skills. These skills are extremely important for the workplace and how the culture functions. However, due to the overuse and misunderstanding of the term ‘soft skills,’ these abilities often get overlooked and undervalued.

As a coach and former organizational leader who understands the importance of relationships, I suggest it is time to rethink and reinvent this term.

Why Is the Term ‘Soft Skills’ So Harmful?

The term soft skills is incredibly harmful because it positions specific skills as less important than others. It also places certain skills as exclusively applicable to the ‘people’ side of the business, rather than the ‘product’ side.

This mindset can prevent organizations from fully realizing the value of these skills. The problem with the term soft skills implies that they are less valuable than hard skills. This harmful and often unnoticed distinction leads organizations to focus too much on an applicant’s technical ability during the hiring process. This mistake plays out repeatedly within business culture.

Whether you are a support worker or a senior leader, the skills that encourage healthy and productive partnerships at work are just as essential as your technical abilities.

We Need to Ditch the Term ‘Soft Skills’ and Replace It With Something Else

No matter how problematic the term is, it’s still part of our lexicon. However, this doesn’t mean we can’t consciously try to replace the term ‘soft skills’ with something more fitting.

To start replacing the term soft skills, we first have to recognize the problems with it. Once we’re aware of these flaws, we can move towards something more inclusive and helpful. In the past, I’ve referred to a position requirement as an ‘Inclusive Skillset’. This concept considers both the relationship and technical requirements for a position. For example, a leadership role would emphasize more relationship-related skills as part of the Inclusive Skillset than an operational position.

With this mindset, we begin to highlight the importance of well-rounded employees who understand how to impact the organizational environment. After all, the environment is the starting point of how things get done in your business. It is the environment that impacts your bottom line.

The Importance of Relationship Skills in the Workplace

When we think about the workplace, it’s easy to focus solely on technical abilities. However, relationship skills are equally vital. They foster collaboration and innovation. When team members communicate effectively, they can share ideas and solve problems more efficiently.

Moreover, strong relationships lead to higher employee satisfaction. When individuals feel valued and understood, they are more likely to engage fully in their work. This engagement translates into better performance and productivity.

Building a Culture of Inclusivity

Creating a culture that values inclusive skillsets requires intentional effort. Leaders must model the behaviors they wish to see. They should encourage open communication and collaboration among team members.

Training programs can also play a significant role. By incorporating relationship-building exercises into professional development, organizations can help employees enhance their interpersonal skills. This investment in people pays off in the long run.

The Role of Feedback in Personal Growth

Feedback is a powerful tool for personal and professional growth. It helps individuals understand their strengths and areas for improvement. When feedback is delivered constructively, it fosters a culture of continuous learning.

Encouraging a feedback-rich environment can enhance relationships within teams. It builds trust and openness, allowing individuals to feel comfortable sharing their thoughts and ideas.

Embracing Change and Adaptability

In today’s fast-paced world, adaptability is crucial. The ability to pivot and adjust to new circumstances is a valuable skill. This flexibility often stems from strong relationship skills. When individuals can communicate effectively, they can navigate change more smoothly.

Organizations that prioritize adaptability are better equipped to handle challenges. They can respond to market shifts and customer needs more effectively. This agility can be a significant competitive advantage.

Summing Up

I am not saying I have all the answers, but I am writing this as an invitation to consider reprogramming our language to be more diverse, inclusive, and relationship-based. This thinking will support the development of cultures that people want to participate in.

As we embrace this shift, we will slowly see a decline in absenteeism. Our productivity will increase, and we will bring clarity and understanding to the complete role that employees have in the companies where they work.

We will take the guessing game out of which skillsets are the most important because the honest answer is that ALL of them are.

Let’s move forward together, recognizing the value of every skill in our journey toward personal and professional transformation.

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