Empathy as an essential skill for talent development consultants

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rose Helens-Hart ◽  
Craig Engstrom
Keyword(s):  
Soft Skills ◽  
Talent Development ◽  
Communication Style ◽  
Active Listening ◽  
Soft Skill ◽  
Content Type ◽  
Business Educators ◽  
Development Professionals ◽  
Audience Adaptation ◽  
The Ideal

Purpose This study aims to present empathy as an ideal characteristic of consultants for talent development (CTD). It provides a contextualized look at how empathy manifests in CTD practice and offers practical guidance for improving CTD empathy skills, and thus their performance in the corporate classroom. Design/methodology/approach In total, 34 interviews with talent development professionals were analyzed using a qualitative coding process. Findings Apart from functional and industry knowledge, a collection of soft skill themes emerged from the analysis, including active listening, perspective taking, audience adaptation and communication style. These themes coalesced around the construct of empathy and provided a framework with which to understand how empathy is expressed and leveraged in talent development consulting. Originality/value While business research has explored the importance of empathy in some workplaces, to the knowledge, this is the first study focusing on the empathy of CTDs. In addition, literature paints a fractured and anecdotal picture of soft skills for the ideal consultant. This research helps CTDs, those who hire them and business educators target essential skills for facilitating workplace learning.

Buyer and business partner relationship supporting purchasing performance

2017 ◽  
Vol 33 (2) ◽  
pp. 30-32 ◽  
Author(s):  
Mylène Zanardi
Keyword(s):  
Soft Skills ◽  
Active Listening ◽  
Business Partner ◽  
Soft Skill ◽  
Content Type ◽  
Hard Skills ◽  
Performance Results ◽  
The Relationship ◽  
Professional People ◽  
Main Change

Purpose In purchasing field, the author would like to demonstrate that purchasing performance can be improved by something else than hard skills. The soft skills have at present an important role to reach the objectives as a buyer, and more focus should be on that aspect of skills. The author proved, by facts and figures, that the soft skills are not used enough and can really improve purchasing performance. Design/methodology/approach The methodology used was to interview professional people, manager, directors and buyer in purchasing function to prove the link between performance and soft skills. Indeed, the soft skills are linked to the personality and relationship build between the buyer and the business partner. The author investigated to see what is currently the relation between buyer function and business partner, based on their soft skills. Findings The author demonstrated through his interview, reading and analysis that there is a real link between the soft skills – relationship build between buyer and business partner – and purchasing performance. Originality/value The value of this paper is that he add a new skill to use to improve the purchasing performance. Indeed, instead of focusing only on saving or on hard skills, a focus can be used on the soft skills which will really improve the relationship and the performance-results in the purchasing function. The main aspect focusing on soft skill will be to act and react differently than we use to, started by listening to the business partner first, listening to their needs, understand their world, their job and their issues. The main change will be to listen before doing anything else. It is necessary to be in an active listening posture with them to be able then to give them answer and improve the own purchasing performance.

Factors influencing real estate graduates soft skill gap in Nigeria

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Timothy Oluwafemi Ayodele ◽  
Oluseyi Joshua Adegoke ◽  
Kahilu Kajimo-Shakantu ◽  
Olaitan Olaoye
Keyword(s):  
Real Estate ◽  
Soft Skills ◽  
Primary Data ◽  
Soft Skill ◽  
Content Type ◽  
High Expectations ◽  
Business Negotiation ◽  
Factors Influencing ◽  
Skill Gaps ◽  
Major Property

PurposeThe purpose of this study is to evaluate the soft skill gap of graduate employees, as well as the factors influencing the skill gaps of real estate graduates in the employment of real estate firms in Nigeria.Design/methodology/approachPrimary data were employed for the study. Close-ended questionnaire served on real estate employers in the two major property markets of Nigeria: Lagos and Abuja. From a total of 343 questionnaires administered, 172 (59.7%) questionnaires were retrieved. While data from the graduate employees were obtained via a web-based survey sent out to a total of 558 graduates, 119 (21.33%) responses were received. Descriptive and inferential statistical techniques were employed in the data analysis.FindingsThe findings showed that employers had high expectations for soft skillsets relating to responsibility, administrative, listening and communication skills. These have respective mean scores of 6.38, 6.33, 6.31 and 6.31 on a seven point scale. However, the results revealed significant skill gaps with skills such as logical thinking, business negotiation, responsibility and marketing. Further, the analysis revealed that factors influencing the skill gap, in decreasing order of influence, are training/professional mentors/remuneration, personal preferences/industry characteristics and curriculum/faculties.Practical implicationsReal estate graduate soft skills are investigated to uncover areas of emphasis and skill gaps. These outcomes could serve as important feedbacks for stakeholders towards improving real estate teaching and curriculum. The findings could also assist real estate graduates to know employers areas of emphasis in relation to graduate employability skills.Originality/valueExtant studies have reiterated and evaluated the soft skills gaps based on the perceptions of employers, faculties and institutions of higher learning. However, there is the need to investigate the perception of graduate employees, being the recipient and major stakeholders in the training process.

Leading toward new horizons with soft skills

2018 ◽  
Vol 26 (3) ◽  
pp. 247-259 ◽  
Author(s):  
Nida’a K. AbuJbara ◽  
Jody A. Worley
Keyword(s):  
Leadership Development ◽  
Leadership Training ◽  
Soft Skills ◽  
Research Literature ◽  
Assessment Tools ◽  
Measurement Development ◽  
Next Generation ◽  
Soft Skill ◽  
Content Type ◽  
Professional Disciplines

Purpose This paper aims to highlight the importance of soft skills for leadership and offers recommendations for soft skill development training for the next generation of leaders. Design/methodology/approach An integrated review of current research literature was conducted on management, leadership and soft skills to develop recommendations for integrating the development of soft skills in leadership development training protocol. Findings A one-size-fits-all approach does not work for soft skills development or measurement. Each soft skill is defined differently and should be assessed based on different behavioral actions. Progress in this area of measurement development will make a great impact on the use of soft skills. The development of assessment tools for the different soft skills across professional disciplines is assumed to enhance other aspects of transformational leadership such as coaching and mentoring. Research limitations/implications Current strategies for the assessment and measurement of soft skills present an obstacle for including these skills in current leadership training models. Practical implications The paper includes implications for the development of soft skills for the next generation of leaders and offers recommendations for integrating the development of soft skills in leadership training programs. Originality/value This paper fulfills an identified need to study how soft skills can be measured and assessed. This is important given that specific skills vary across professional disciplines and organizational contexts.

The generative role of curiosity in soft skills development for contemporary VUCA environments

2020 ◽  
Vol 33 (5) ◽  
pp. 737-751
Author(s):  
Alison Horstmeyer
Keyword(s):  
Design Methodology ◽  
Soft Skills ◽  
The Body ◽  
Skills Development ◽  
Soft Skill ◽  
Content Type ◽  
A Value ◽  
Skill Gaps ◽  
Practical Implications

PurposeThis paper examines the role of curiosity in volatile, uncertain, complex and ambiguous (VUCA) work contexts.Design/methodology/approachThis conceptual article relied upon an examination of literature about curiosity, VUCA and soft skills.FindingsCuriosity, when encouraged and supported within the workforce, may aid organizations in closing soft skill gaps and better navigating ambiguity, perpetually changing business landscapes, and rapidly advancing technology.Research limitations/implicationsEmpirical research is needed to validate, confirm and further explicate the specific mechanisms and value of curiosity within VUCA environments.Practical implicationsOrganizations need to move beyond espousing a value of curiosity to deliberately and effectively cultivating and supporting it within their employees.Originality/valueAlthough ample research and literature has examined curiosity, soft skills and VUCA environments independently, the body of literature on the specific role of curiosity in such environments is limited.

scholarly journals Employers’ preferences for IT-retrainees: evidence from a discrete choice experiment

2019 ◽  
Vol 40 (7) ◽  
pp. 1273-1287
Author(s):  
Melvin Vooren ◽  
Carla Haelermans ◽  
Wim Groot ◽  
Henriette Maassen van den Brink
Keyword(s):  
Discrete Choice Experiment ◽  
Discrete Choice ◽  
Choice Experiment ◽  
Soft Skills ◽  
Business Environment ◽  
Soft Skill ◽  
Content Type ◽  
Monetary Value ◽  
Returns To Skills ◽  
It Training

Purpose The purpose of this paper is to present the results of a discrete choice experiment (DCE) on the competencies of potential information technology (IT)-retrainees. The results give insights in the monetary value and relative returns to both soft and hard skills. Design/methodology/approach The authors apply a DCE in which the authors propose seven pairs of hypothetical candidates to employers based in the municipality of Amsterdam, the Netherlands. These hypothetical candidates differ on six observable skill attributes and have different starting wages. The authors use the inference from the DCE to calculate the marginal rates of substitution (MRS). The MRS gives an indication of the monetary value of each skill attribute. Findings Employers prefer a candidate who possesses a degree in an exact field over a similar candidate from another discipline. Programming experience from previous jobs is the most highly valued characteristic for an IT-retrainee. Employers would pay a candidate with basic programming experience a 53 percent higher starting wage. The most high-valued soft skill is listening skills, for which employers are willing to pay a 46 percent higher wage. The results of this paper show that both hard and soft skills are important, but not all soft skills are equally important. Originality/value The results on the returns to skills provide guidelines to tailor IT training and retraining programs to the needs of the business environment. A key strength of this paper is that the authors have information on the preference orderings for different skills and kinds of experience.

Optimizing Millennials’ Communication Styles

2011 ◽  
Vol 74 (1) ◽  
pp. 22-44 ◽  
Author(s):  
Jackie L. Hartman ◽  
Jim McCambridge
Keyword(s):  
Conflict Management ◽  
Team Building ◽  
Building Blocks ◽  
The United States ◽  
Communication Style ◽  
Communication Styles ◽  
Active Listening ◽  
Communication Effectiveness ◽  
Business Educators ◽  
Audience Analysis

Millennials, those individuals born between 1980 and 2000, compose the largest cohort of college students in the United States. Stereotypical views of millennials characterize them as technologically sophisticated multitaskers, capable of significant contributions to tomorrow’s organizations, yet deficient in communication skills. This article offers insights for business educators to help millennials understand the influence of communication styles when optimizing communication effectiveness. Developing style-typing and style-flexing skills can serve as building blocks for millennials’ subsequent interpersonal skill development in key areas such as audience analysis, active listening, conflict management and negotiation, and effective team building. An in-class exercise highlighting communication style-typing and style-flexing is included.

Graduate readiness for the employment market of the 4th industrial revolution

2019 ◽  
Vol 61 (5) ◽  
pp. 590-604 ◽  
Author(s):  
Weili Teng ◽  
Chenwei Ma ◽  
Saeed Pahlevansharif ◽  
Jason James Turner
Keyword(s):  
Factor Analysis ◽  
Student Perceptions ◽  
Online Survey ◽  
Industrial Revolution ◽  
Soft Skills ◽  
The Other ◽  
Practical Significance ◽  
Soft Skill ◽  
Content Type ◽  
Malaysian Students

PurposeThe purpose of this paper is, first, to examine student perspectives of their university experience in terms of the soft employability skills they develop; second, how prepared those students feel for the future employment market and finally investigate whether there are differences in perceptions between Chinese and Malaysian students given their different educational experience.Design/methodology/approachIn this study, 361 predominantly Chinese undergraduate students at two universities, one in China and the other in Malaysia completed the 15-item Goldsmiths soft skills inventory using an online survey.FindingsThe results, analysed using factor analysis and confirmatory factor analysis, indicated that the university curriculum develops student soft skills, particularly in the Malaysian university and supports the relationship between soft skill and student preparedness for employment. The results also indicate that compared with the respondents from the Chinese university, the Malaysian university respondents were more likely to be positive to statements concerning their respective university’s ability to develop their soft skills.Research limitations/implicationsSuch findings have implications for education providers and business in that it is important for universities to embed soft skills into the curriculum in order to develop graduate work readiness.Originality/valueWhat this research contributes is not only consolidation of existing research in the contemporary context of a disruptive jobs market, it takes research forward through analysing student perceptions from two universities, one in Malaysia and the other in China, of the skills they develop at university and the importance of soft skills to them and their perceptions of future employment and employability. Such research will provide insight, in particular, into the role of education providers, the phenomena of underemployment among graduates in China, and be of practical significance to employers and their perception that graduates lack the necessary soft skills for the workplace (Anonymous, 2017a; Stapleton, 2017; British Council, 2015; Chan, 2015).

Soft skills requirements in e-complaint project team to support facilities management at Malaysian polytechnics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zul-Atfi Ismail
Keyword(s):  
Design Methodology ◽  
Soft Skills ◽  
Maintenance Management ◽  
Management Systems ◽  
Facilities Management ◽  
Soft Skill ◽  
Content Type ◽  
Operation And Maintenance ◽  
Decision Making Processes ◽  
Working Practices

PurposeIn the context of the study, soft skill means identifying efficient and effective approaches for improving operation and maintenance (O&M) processes in facilities management and extending the management of building facilities and infrastructure. Applying the concept of soft skill to the O&M processes of facilities management at polytechnics in Malaysia, the paper aims to identify problems with conventional working practices in this area and to recommend potential solutions.Design/methodology/approachThe paper reviews evidence that conventional working methods generate significant problems related to paper-based forms, improper database management and flawed decision-making processes.FindingsThe paper finds that the application of the concept of soft skill reveals the need for more sophisticated management solutions in the O&M processes of facilities management.Originality/valueThe concept of soft skill will guide future improvements and developments in maintenance management systems (MMS) to fulfil requirements in this area.

Use of Simulated Psychosocial Role-Playing to Enhance Nursing Students’ Development of Soft Skills

2016 ◽  
Vol 22 (3) ◽  
pp. 171-175 ◽  
Author(s):  
Christina Liebrecht ◽  
Susan Montenery
Keyword(s):  
Nursing Education ◽  
Nursing Students ◽  
Student Development ◽  
Soft Skills ◽  
Self Regulation ◽  
Role Playing ◽  
Interpersonal Interaction ◽  
Active Listening ◽  
Therapeutic Communication ◽  
Soft Skill

Effective communication and interaction enable nurses to develop caring, empathetic, and respectful relationships with patients and families. However, most nurses feel a lack of preparation in the “soft” skills of communication, professionalism, and leadership. Nurse managers are seeking graduates with strong emotional quotient characteristics such as self-awareness, motivation, self-regulation, empathy, and social skills. Assisting nursing students to develop these intangible, high-level skills presents an ongoing challenge to nurse educators. This creative teaching learning strategy examines the use of psychosocial role-playing skits to enhance nursing student development of the soft skills of nursing. In this strategy, senior level nursing students work in small groups to develop and present realistic 3- to 5-minute skits based on common nurse–patient, nurse–family, or nurse–health care team interactions that incorporate the concepts of therapeutic communication, interpersonal interaction, empathy, active listening, teamwork, delegation, and/or professionalism, followed by a debriefing session. Student feedback suggests that confidence and competence related to the skills of therapeutic communication, interpersonal interaction, empathy, active listening, teamwork, delegation, and professionalism may improve by incorporating soft skill psychosocial role-playing into a nursing education course of study.

Employability skills of real estate graduates in Nigeria: a skill gap analysis

2020 ◽  
Vol 18 (3) ◽  
pp. 297-323
Author(s):  
Timothy Oluwafemi Ayodele ◽  
Timothy Tunde Oladokun ◽  
Kahilu Kajimo-Shakantu
Keyword(s):  
Real Estate ◽  
Gap Analysis ◽  
Soft Skills ◽  
Soft Skill ◽  
Content Type ◽  
Business Negotiation ◽  
The Real ◽  
The Real Estate ◽  
Skill Gaps ◽  
Real Estate Sector

Purpose The global shift in the traditional skills required of real estate graduates has led to an increased demand for employees who have the required skills and competencies. The purpose of this study is to evaluate employment considerations of real estate firms and analyse employers’ skill expectations and the observed skills possessed by the graduate employees. This study also analysed the self-assessed soft skill levels of the graduate employees, thereby establishing the skill gap. Design/methodology/approach Data were sought from real estate employers in the two dominant real estate markets of Nigeria: Lagos and Abuja, and real estate graduate employees who have had a minimum of six months working experience in real estate firms. Data collected were analysed using statistical techniques such as frequency, percentages, mean, correlation, multivariate analysis of variance, paired-samples t-test and independent samples t-test. Findings The findings of this study revealed that employers’ soft skills expectations were high with skills such as responsibility, administrative, listening, communication, business negotiation and work ethics. Based on employers' observed skills, there were significant skill gaps with respect to soft skills such as responsibility, business negotiation, logical thinking, marketing and dispute resolution. An analysis of the core skills reveals employers' preference for technical competencies in valuation, agency, property management, marketing, report writing and landlord and tenant laws. However, graduate employees possessed significant skill gaps with regards to technical skills such as valuation, property investment analysis, feasibility and viability appraisal, market research methods and facility management. Practical implications An understanding of the skill gaps will provide useful feedback to professional bodies, regulatory boards, institutions of higher learning, faculty members and other stakeholders regarding deficient skill areas, especially for curriculum review, development and training in the real estate sector. Originality/value There is a paucity of information about employers' skill preferences and the skill gaps in the real estate sector.

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