is problem solving a hard or soft skill

Hard skills vs. Soft skills

After reading this guide, you will be able to clearly define the hard and soft skills needed for your open positions, resume, and CV.

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

November 27, 2021 · updated July 31, 2024

9 minute read

Julia Kuzmina contributed

When seeking new recruits or considering internal promotions, it’s crucial to identify the specific skills required for each role. Some of these skills are innate, while others may require formal training.

For L&D and HR professionals, it’s essential to outline hard skills in the role specification, detailing the necessary technical competencies.

Equally important are the soft skills, which include interpersonal and emotional intelligence, to be included in the person specification.

Employees can also benefit greatly from this guide. By reading it, you will learn how to clearly distinguish between hard and soft skills. This knowledge will be invaluable for enhancing your resumes and effectively showcasing your top skills.

What are hard skills?

What are soft skills, what’s the difference between hard skills and soft skills, list of hard and soft skills, how to develop hard and soft skills.

Hard skills specific competencies, knowledge, and abilities required to perform particular tasks or roles. These skills can be acquired through education, training, and professional development. Typically technical in nature (though not always), hard skills are easily measurable and objectively assessed.

Evidence of hard skills can be found in educational certificates or demonstrated through practical applications.

For instance, software development necessitates proficiency in programming languages, which is essential for writing computer programs.

The level of expertise in this area is quantifiable through various metrics and assessments.

Similarly, consider the design field. Whether it’s interior design or web design, each specialty requires a unique skill set tailored to specific tasks. Mastery of design principles and tools is crucial and can be distinctly evaluated.

Another example is proficiency in the Microsoft Office Suite. Skills in using tools like Microsoft Word and Excel are often indispensable for many job functions and can be demonstrated through both certification and practical usage.

Thus, each role demands a unique combination of hard skills essential for effective performance. Understanding and developing these skills are fundamental to achieving success in any professional setting.

How to conduct a skills gap analysis and what to do next

Start building your foundation for strategic workforce development.

Soft skills personality traits, social competencies, and abilities essential for performing interpersonal activities and unique tasks. Sometimes referred to as human skills , they are vital for effective interaction and collaboration.human.

Often rooted in inherent personality traits and social abilities, soft skills can also be refined through practice and professional development.

Unlike hard skills, measuring soft skills can be challenging, particularly during the hiring process, due to limited observable information. Personal interactions are key to truly understanding a person’s soft skills.

While various techniques and tests exist to assess these skills, their accuracy can be limited and may not always reflect a person’s true abilities.

Real-life situations are the ultimate test of how effectively someone applies their soft skills.

Certain soft skills are universally desirable for all team members, such as punctuality and effective collaboration. Other skills, such as leadership, communication, strategic thinking, and problem-solving, are crucial for specific roles.

Though soft skills are not accompanied by certifications, they become evident through daily interactions and work experiences.

Natural leaders instinctively take charge and guide others, while reliable team members consistently demonstrate punctuality and proactive communication.

By recognizing and nurturing soft skills, organizations can enhance team dynamics and overall performance, creating a more cohesive and productive work environment.

The primary difference lies in their nature: soft skills are closely tied to an individual’s personality and aren’t always teachable, while hard skills are learned and task-specific.

Soft skills, such as leadership and communication, can be enhanced through training, but there’s often an innate element. Some individuals naturally exhibit strong leadership qualities more than others.

In contrast, hard skills are acquired through education and training. These skills are specific to tasks and easier to teach. Employees can attend courses to learn new hard skills or improve existing ones.

As careers progress, individuals need to adapt and expand their skill sets, especially when moving into leadership roles. They require both the technical knowledge specific to their positions and the interpersonal skills to excel.

It’s important to recognize that your best employees may not excel in both soft and hard skills. While versatility is advantageous, not all roles require proficiency in both areas.

There are many hard and soft skills, so that we will list only a few.

Now that you know the difference between soft and hard skills, it’s time to analyze which ones need to be added to your organization. And what to do next?

How to develop hard skills

For HR and L&D professionals (If you are the one responsible for developing employees’ HARD skills):

• Identify skill gaps : Conduct skill gap analyses to determine the hard skills necessary for various roles within the organization. Use assessments and performance reviews to pinpoint areas for development.
• Design training programs : Develop and implement targeted training programs within your LMS and workshops tailored to the specific needs of your team. Utilize both internal and external resources.
• Encourage certifications : Promote and facilitate access to professional certification programs relevant to your industry. Support employees in obtaining these credentials.
• On-the-job training : Create opportunities for employees to gain practical experience through job rotations, special projects, and cross-training.
• Continuous learning culture : Foster a culture of continuous learning by providing access to educational resources, including online courses and industry conferences.

For employees (if you are the one developing your own HARD skills):

• Self-assessment : Identify the hard skills required for your current role or desired career path. Use self-assessment tools and seek feedback from supervisors.
• Enroll in courses : Take advantage of courses offered by universities, community colleges, or online platforms like Valamis , Coursera, Udemy, or LinkedIn Learning to gain new skills or enhance existing ones.
• Professional training : Attend workshops and seminars to gain hands-on experience and learn from industry experts.
• Certifications : Pursue relevant certifications to validate your expertise and enhance your professional credibility.
• Practical application : Regularly practice new skills in real-world scenarios to build proficiency and confidence.

How to develop soft skills

For HR and L&D professionals (If you are the one responsible for developing employees’ SOFT skills):

• Identify key soft skills : Determine the essential soft skills required for various roles within the organization. Focus on skills such as leadership, communication, teamwork, and emotional intelligence .
• Create development programs : Design and implement development programs that include workshops, mentoring, and coaching to enhance employees’ soft skills. Download the career development plan template and use it as a starting point.
• Foster a feedback culture : Encourage a culture of continuous feedback where employees can receive constructive input on their soft skills from peers and supervisors.
• Role-playing and simulations : Incorporate role-playing exercises and simulations into training programs to allow employees to practice and refine their soft skills in a safe environment.
• Networking opportunities : Facilitate networking events and collaborative projects to help employees build and improve their interpersonal skills.

For employees (If you are the one developing your own SOFT skills):

• Self-assessment and feedback : Reflect on your current soft skills and identify areas for improvement. Seek regular feedback from peers, mentors, and supervisors to guide your development.
• Enroll in soft skills courses : Participate in courses and workshops focused on developing soft skills such as communication, leadership, and teamwork. Utilize online platforms, your company’s LMS and local training providers.
• Mentorship and coaching : Engage with a mentor or coach who can provide guidance, model effective soft skills, and offer constructive feedback.
• Practice in real scenarios : Use role-playing exercises and simulations to practice soft skills in a controlled environment, building confidence and improving techniques.
• Networking and collaboration : Actively participate in networking events and collaborative projects to enhance your interpersonal and communication skills.
• Read and learn : Read books, articles, and blogs, listen podcasts on personal development and effective interpersonal skills. Authors like Dale Carnegie and Stephen Covey offer valuable insights.
• Mindfulness and emotional intelligence : Practice mindfulness techniques to improve self-awareness and emotional regulation. Developing emotional intelligence is crucial for effective interpersonal interactions.
• Continuous improvement : Make a conscious effort to improve your soft skills by seeking feedback, reflecting on interactions, and adapting based on the input received.

By consistently working on both hard and soft skills, HR professionals can create a more capable and adaptable workforce, and employees can enhance their overall competence and career prospects.

Further reading:

• You can check our article about employee development methods , we have mentioned what methods work best for different skills sets and particular skills.
• Regarding leadership skills check our leadership development plan guide because it is a unique skill set and it requires specific training.
• One way to map, manage, and track the required skills and skill gaps of your employees is to use a skills matrix .

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Hard Skills vs. Soft Skills: Definitions and 50+ Examples

Corey Bleich

🍿🍿 8 min. read

While hard skills are important, savvy companies know that excellent employees have another skill set that may be harder to cultivate: soft skills. Turns out, hard skills vs soft skills isn't an either/or proposition. It's a both/and package worth cultivating in potential and long-term employees alike.

What’s the difference between the two? Before you can write a job description or a resume, mentor team members, or design a learning program, it’s crucial to thoroughly understand the difference between hard skills and soft skills. This guide will get you started, and will contain long lists of examples to structure your job searching, training, and more.

🔍 What you’ll find in this post

• Soft skills vs. hard skills

What are soft skills?

• Soft skills examples

What are hard skills?

• Hard skills examples
• Training for hard and soft skills

What is the difference between hard skills vs. soft skills?

Hard skills are easy to measure and define, while soft skills are a bit more nebulous. Hard skills are those talents and abilities that can be measured. They are usually specific to a particular job, and they can be learned through schooling or on-the-job training. Soft skills are less defined skills that often apply not only to one specific job but are universal. Some recruiters or HR personnel might define these vaguely as “people skills.” Think of empathy, creativity, adaptability, and collaboration.

Hard skills are often those you list on a resumé or the areas in which you hold certifications. Soft skills are those that help you build longer-lasting coworker and customer relationships. The importance of hard skills vs. soft skills should not be underestimated.

Soft skills vs hard skills stats

Hard skills and soft skills are both important in the workplace, but they represent different types of abilities that someone can bring the table. Some statistics and insights on the importance of both hard and soft skills in the workplace include:

• Soft skills are highly valued by employers, with 93% of employers stating that soft skills are either an essential or very important factor in hiring decisions
• Employers are increasingly seeking employees with soft skills such as dependability, teamwork/collaboration, problem-solving, and flexibility
• According to LinkedIn's Most In-Demand Hard and Soft Skills , the top five hard skills in demand in 2023 were software development, SQL, finance, Python, and Java
• The top five soft skills in demand were management, communication, customer service, leadership, and sales.

While hard skills are important for performing specific responsibilities, soft skills are highly valued by employers and can have a significant impact on a person's ability to work effectively in a team, communicate with others, and adapt to new situations. As we’ll discuss later, it’s essential to develop and maintain a balance between the two types of skills to excel.

Soft skills are skills and abilities that are much harder to measure and a bit fuzzier to define. In general, these are interpersonal skills that help people get along with each other and communicate and collaborate effectively. They relate to how someone interacts with others, manages their time, and handles their emotions and actions.

Challenging to train explicitly, soft skills include things like character, ability to work on a team, and overall understanding of and participation in your company culture. Employees just entering the workforce or transitioning to a new career may struggle with soft skills, especially as they relate to fellow employees.

Reviewing different examples of soft skills can help you better understand this concept, too.

Watch on YouTube: "What are Soft Skills?"

What are the most common soft skills examples?

Soft skills are often interpersonal skills that can be difficult to train for. They can include the following examples:

Why are soft skills important to train for?

Of these skills, emotional intelligence is arguably the hardest to teach. This includes a person’s ability to empathize with others, regulate their own behavior, and develop self-awareness. Emotional intelligence also indicates a level of intrinsic motivation that contributes to a strong work ethic.

However, developing soft skills matters. A Carnegie Mellon Foundation study found that 75% of long-term job success depends on the level of soft skills employees had. Another LinkedIn study found that 57% of employers value soft skills more than hard skills when making new hire decisions.

Put simply, you can be a certified expert in your field, but that won’t matter much if you just can’t work with your fellow employees, customers, leadership, and others.

👉Learn more: Find our full guide on how to train employees on soft skills

Hard skills are much easier to quantify and measure. These are things that employees are specifically trained for, like a plumber who learns to fix a leaky faucet or a nurse learning to draw blood.

Through specific instruction, on-the-job training , and trial-and-error, hard skills form the backbone of the job.

Watch on YouTube: "What are Hard Skills?"

What are the most common hard skills examples?

For new employees with little practical experience or track record, hard skills can be measured in terms of test scores and recent degrees or certifications. Hard skills examples include:

But truly, this list of hard skills examples is as long as the number of different professions in the world!

Why are hard skills important to train for?

The importance of hard skills is that they establish the backbone of the services your business provides or the products it creates. You would not hire a heart surgeon without the hard skills to perform heart surgery, or someone to design a bridge who only had experience in retail. Hard skills training ensures that your employees are equipped to do good work in their field.

What’s the best approach to this type of training? The answer to that depends on your employees and what skills they need. Starting with a training needs analysis can help target specific hard skills, which can then help you decide which approach will work best.

You might consider eLearning options to train for some of these skills, especially mobile microlearning resources that are easy to reference back to. Some industries have also had great success with AR/VR learning , and others prefer to offer blended learning that includes both instructor-led and digital modules.

The goal is to offer hard skills training that is relevant, engaging, and supportive of the types of hard skills your employees need to do their job.

How to train for both hard skills and soft skills

Truly, the best way to train employees is not to pit soft skills vs. hard skills but to develop both in tandem. The good news is that many of the same tools used to train for hard skills can easily be modified to work on soft skills development.

This might be as simple as modifying training modules to be completed in teams, highlighting teambuilding and collaboration. You might also include time for reflection and refinement in each training session. This gives employees practice in analyzing what they did well and identifying their growing edges.

In addition to modifying your learning experiences to incorporate soft skills development, there are other ways to train employees for both hard and soft skills. One effective method is to use simulation-based training, which allows employees to practice both hard and soft skills in a safe and controlled environment. For example, if you're training employees in customer service, a simulation-based training program can provide realistic scenarios that allow them to practice both technical skills like using the company's CRM software and soft skills like empathy and active listening.

Another approach is to use coaching and mentoring to develop both hard and soft skills. Mentoring can provide employees with guidance and support to develop their soft skills, while coaching can help them improve their hard skills by providing feedback and guidance on specific tasks or projects.

Ultimately, the key to successfully training employees for both hard and soft skills is to take an integrated approach. By incorporating both hard and soft skills into your training program, you can develop well-rounded employees who can effectively navigate any challenges they may encounter in their jobs.

As you plan your training sessions for your new hires or long-term employees, don’t think hard skills vs. soft skills. EdgePoint Learning can help you find a training approach to both that works for what your employees need right now. Get in touch today to learn more .

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7 Problem Solving Skills That Aren’t Just Buzzwords (+ Resume Example)

• Julia Mlcuchova , 
• Updated April 8, 2024 9 min read

Problem-solving skills are something everybody should include on their resume, yet only a few seem to understand what these skills actually are. If you've always felt that the term "problem-solving skills" is rather vague and wanted to know more, you've come to the right place.

In this article, we're going to explain what problem-solving skills really mean. We'll talk about what makes up good problem-solving skills and give you tips on how to get better at them. You'll also find out how to make your problem-solving abilities look more impressive to those who might want to hire you.

Sounds good, right? Curious to learn more? 

In this article we’ll show you:

• What are problem solving skills;
• Why are they important; 
• Specific problem solving skills examples;
• How to develop your problem solving skills;
• And, how to showcase them on your resume.

Table of Contents

Click on a section to skip

What are problem solving skills?

Why are problem solving skills important, the best 7 problem solving skills examples, how to develop problem solving skills, problem solving skills resume example, key takeaways: problem solving skills.

First of all, they're more than just a buzzword!

Problem-solving skills are a set of specific abilities that allow you to deal with unexpected situations in the workplace, whether it be job related or team related. 

It's a complex process that involves several “sub skills” or “sub steps,” namely:

• Recognizing and identifying the issue at hand.
• Breaking the problem down into smaller parts and analyzing how they relate to one another. 
• Creating potential solutions to the problem, evaluating them and picking the best one.  
• Applying the chosen solution and assessing its outcome. 
• Learning from the whole process to deal with future problems more effectively. 

As you can see, it's not just about solving problems that are right in front of us, but also about predicting potential issues and being prepared to deal with them before they arise.  

Despite what you may believe, problem-solving skills aren't just for managers . 

Think about it this way: Why do employers hire employees in the first place? To solve problems for them!

And, as we all know, problems don't discriminate. In other words, it doesn't matter whether you're just an intern, an entry-level professional, or a seasoned veteran, you'll constantly face some kind of challenges. And the only difference is in how complex they will get.

This is also reflected in the way employers assess suitability of potential job candidates. 

In fact, research shows that the ability to deal with unexpected complications is prioritized by an overwhelming 60% of employers across all industries, making it one of the most compelling skills on your resume.

So, regardless of your job description or your career level, you're always expected to find solutions for problems, either independently or as a part of a team. 

And that's precisely what makes problem-solving skills so invaluable and universal ! 

Wondering how good is your resume?

Find out with our AI Resume Checker! Just upload your resume and see what can be improved.

As we've said before, problem-solving isn't really just one single skill. 

Instead, your ability to handle workplace issues with composure depends on several different “sub-skills”. 

So, which specific skills make an employee desirable even for the most demanding of recruiters? 

In no particular order, you should focus on these 7 skills : 

• Analytical skills
• Research skills
• Critical thinking 
• Decision-making
• Collaboration
• Having a growth mindset

Let's have a look at each of them in greater detail!

#1 Analytical skills

Firstly, to truly understand complex problems, you need to break them down into more manageable parts . Then, you observe them closely and ask yourself: “ Which parts work and which don't,” How do these parts contribute to the problem as a whole,” and "What exactly needs to be fixed?” In other words, you gather data , you study it, and compare it - all to pinpoint the cause of the issue as closely as possible.

#2 Research skills

Another priceless tool is your research skills (sometimes relying on just one source of information isn't enough). Besides, to make a truly informed decision , you'll have to dig a little deeper. Being a good researcher means looking for potential solutions to a problem in a wider context. For example: going through team reports, customer feedback, quarterly sales or current market trends.  

#3 Critical thinking

Every employer wants to hire people who can think critically. Yet, the ability to evaluate situations objectively and from different perspectives , is actually pretty hard to come by. But as long as you stay open-minded, inquisitive, and with a healthy dose of skepticism, you'll be able to assess situations based on facts and evidence more successfully. Plus, critical thinking comes in especially handy when you need to examine your own actions and processes. 

 #4 Creativity

Instead of following the old established processes that don't work anymore, you should feel comfortable thinking outside the box. The thing is, problems have a nasty habit of popping up unexpectedly and rapidly. And sometimes, you have to get creative in order to solve them fast. Especially those that have no precedence. But this requires a blend of intuition, industry knowledge, and quick thinking - a truly rare combination. 

#5 Decision-making

The analysis, research, and brainstorming are done. Now, you need to look at the possible solutions, and make the final decision (informed, of course). And not only that, you also have to stand by it ! Because once the train gets moving, there's no room for second guessing. Also, keep in mind that you need to be prepared to take responsibility for all decisions you make. That's no small feat! 

#6 Collaboration

Not every problem you encounter can be solved by yourself alone. And this is especially true when it comes to complex projects. So, being able to actively listen to your colleagues, take their ideas into account, and being respectful of their opinions enables you to solve problems together. Because every individual can offer a unique perspective and skill set. Yes, democracy is hard, but at the end of the day, it's teamwork that makes the corporate world go round. 

#7 Having a growth mindset

Let's be honest, no one wants their work to be riddled with problems. But facing constant challenges and changes is inevitable. And that can be scary! However, when you're able to see these situations as opportunities to grow instead of issues that hold you back, your problem solving skills reach new heights. And the employers know that too!

Now that we've shown you the value problem-solving skills can add to your resume, let's ask the all-important question: “How can I learn them?”

Well…you can't. At least not in the traditional sense of the word. 

Let us explain: Since problem-solving skills fall under the umbrella of soft skills , they can't be taught through formal education, unlike computer skills for example. There's no university course that you can take and graduate as a professional problem solver. 

But, just like other interpersonal skills, they can be nurtured and refined over time through practice and experience. 

Unfortunately, there's no one-size-fits-all approach, but the following tips can offer you inspiration on how to improve your problem solving skills:

• Cultivate a growth mindset. Remember what we've said before? Your attitude towards obstacles is the first step to unlocking your problem-solving potential. 
• Gain further knowledge in your specialized field. Secondly, it's a good idea to delve a little deeper into your chosen profession. Because the more you read on a subject, the easier it becomes to spot certain patterns and relations.  
• Start with small steps. Don't attack the big questions straight away — you'll only set yourself up for failure. Instead, start with more straightforward tasks and work your way up to more complex problems. 
• Break problems down into more digestible pieces. Complex issues are made up of smaller problems. And those can be further divided into even smaller problems, and so on. Until you're left with only the basics. 
• Don't settle for a single solution. Instead, keep on exploring other possible answers.
• Accept failure as a part of the learning process. Finally, don't let your failures discourage you. After all, you're bound to misstep a couple of times before you find your footing. Just keep on practicing. 

How to improve problem solving skills with online courses

While it’s true that formal education won’t turn you into a master problem solver, you can still hone your skills with courses and certifications offered by online learning platforms :

• Analytical skills. You can sharpen your analytical skills with Data Analytics Basics for Everyone from IBM provided by edX (Free); or Decision Making and Analytical Thinking: Fortune 500 provided by Udemy (＄21,74).
• Creativity. And, to unlock your inner creative mind, you can try Creative Thinking: Techniques and Tools for Success from the Imperial College London provided by Coursera (Free).
• Critical thinking. Try Introduction to Logic and Critical Thinking Specialization from Duke University provided by Coursera (Free); or Logical and Critical Thinking offered by The University of Auckland via FutureLearn.  
• Decision-making. Or, you can learn how to become more confident when it's time to make a decision with Decision-Making Strategies and Executive Decision-Making both offered by LinkedIn Learning (1 month free trial).
• Communication skills . Lastly, to improve your collaborative skills, check out Communicating for Influence and Impact online at University of Cambridge. 

The fact that everybody and their grandmothers put “ problem-solving skills ” on their CVs has turned the phrase into a cliche. 

But there's a way to incorporate these skills into your resume without sounding pretentious and empty. Below, we've prepared a mock-up resume that manages to do just that.

FYI, if you like this design, you can use the template to create your very own resume. Just click the red button and fill in your information (or let the AI do it for you).

Problem solving skills on resume example

This resume was written by our experienced resume writers specifically for this profession.

Why this example works?

• Firstly, the job description itself is neatly organized into bullet points .  
• Instead of simply listing soft skills in a skills section , you can incorporate them into the description of your work experience entry.  
• Also, the language here isn't vague . This resume puts each problem-solving skill into a real-life context by detailing specific situations and obstacles. 
• And, to highlight the impact of each skill on your previous job position, we recommend quantifying your results whenever possible. 
• Finally, starting each bullet point with an action verb (in bold) makes you look more dynamic and proactive.

To sum it all up, problem-solving skills continue gaining popularity among employers and employees alike. And for a good reason!

Because of them, you can overcome any obstacles that stand in the way of your professional life more efficiently and systematically. 

In essence, problem-solving skills refer to the ability to recognize a challenge, identify its root cause, think of possible solutions , and then implement the most effective one. 

Believing that these skills are all the same would be a serious misconception. In reality, this term encompasses a variety of different abilities , including:

In short, understanding, developing, and showcasing these skills, can greatly boost your chances at getting noticed by the hiring managers. So, don't hesitate and start working on your problem-solving skills right now!

Julia has recently joined Kickresume as a career writer. From helping people with their English to get admitted to the uni of their dreams to advising them on how to succeed in the job market. It would seem that her career is on a steadfast trajectory. Julia holds a degree in Anglophone studies from Metropolitan University in Prague, where she also resides. Apart from creative writing and languages, she takes a keen interest in literature and theatre.

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Hard skills versus soft skills and which to use on your resume

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Hard skills versus soft skills: What’s the difference?

Why you should develop both hard and soft skills, 5 soft skill examples worth perfecting, 5 hard skill examples worth learning, how to include hard and soft skills on a resume, gotta catch 'em all.

A confused client emails you asking for troubleshooting help. They can’t figure out why an extension they installed isn’t working on a webpage you developed. 

You write back that it’s a simple mistake, provide step-by-step instructions, and offer to jump on a quick call to walk through the problem together. Before you hit send, you check your spelling and make sure your directions are clear and concise. The client fixes the problem quickly. Everybody’s happy. 

Responding to a quick query is a seemingly mundane task. But in just a few lines of text, you’ve exercised several hard skills, like reading comprehension, programming knowledge, and written communication rules. And you’ve also showcased various soft skills, like empathy and dedication.

The proficiencies developed throughout your career are like a toolbox. And understanding the difference between hard skills versus soft skills can show you how each tool complements one another, leading to better productivity, efficiency, and career success.

Hard and soft skills differ in the way you learn, use, and adapt them. 

Hard skills are technical proficiencies you acquire through training and hands-on experience. A few examples include coding language familiarity, foreign language proficiency, and AI tool expertise. The learning process typically follows a monitorable step-by-step process most people can take on to acquire these skills. 

Soft skills are more personal and nuanced than hard skills, and people’s personality types often influence the ones that come naturally to them. Some soft skill examples include emotional regulation , problem-solving , and conflict resolution .

Acquiring a soft skill is more nuanced than a hard skill because it’s much more personal. Learning to manage your time better will look very different from person to person, whereas understanding how to use a new workplace collaboration tool will follow the same steps for nearly every employee.

According to a LinkedIn hiring trends analysis, hard skills grab a potential employer’s interest, but soft skills seal the deal . 

Most employers require you to have specific skill sets, education, or certifications. If you're a marketing professional — like a market research analyst — you likely need to understand certain statistical software and quantitative and qualitative research methods. But a hiring manager also wants to know the attitude and work ethic you’ll contribute to the team. While they might skim your qualifications section to ensure you have specific technical proficiencies, throughout the hiring process they’ll look for soft skills like critical thinking , creativity , and teamwork . 

Your hard and soft skills work in tandem. Highly developed hard skills mean you can get the job done, and complementary soft skills mean your coworkers enjoy working with you. Let’s explore some common industry-specific hard skills and complementary soft skills:

Healthcare providers know how to examine, diagnose, and treat patients, and they develop these hard skills through extensive education, on-site training, and continued learning. But one of the most important proficiencies in healthcare is empathy , a soft skill that helps healthcare professionals build trust , communicate difficult information, and treat patients effectively. 

A successful project manager is proficient in hard skills like budgeting, risk assessment, and quality assurance, which they’ve acquired through formal education and industry experience. But projects don’t always go to plan — unexpected challenges, changes, and conflicts often create roadblocks — so project managers must use their conflict management , resourcefulness, and adaptability soft skills to keep everyone on track. 

An independent worker’s soft skills are often especially important to recruiters. Whether you studied economics , journalism , or marketing, a hiring manager will want to know you have the skills to work independently. Dependability, self-motivation , and effective communication are all skills that will keep you on track without the oversight of a traditional work environment.

While some soft skills will come more naturally to you depending on your personality type and upbringing, you can fine-tune anything from this soft skills list to help you develop professionally: 

1. Problem-solving: When a setback arises at work, your ability to find an effective solution is key. This shows initiative and that you’re not simply stuck on how frustrated you are by the setback but are rather pivoting quickly to effectively problem solve. You’ll leverage other soft skills as well during this practice, like critical thinking, creativity, and resilience.

2. Time management: Hitting deadlines and maximizing productivity requires you to effectively prioritize tasks . You also show your team you’re reliable, possess a strong work ethic , and don’t require micromanagement when you manage your time well .

3. Communication skills: Your ability to express information coherently and effectively can help you build trusting professional relationships, establish clear work expectations , and encourage collaboration . You’ll also minimize miscommunications that can cause your employer time and money.

4. Active listening: It’s easy to let notifications or a noisy office distract you . But practicing active listening techniques — like paraphrasing what someone says and leaning in — can help you offer your full attention to your conversation partner. And attending to verbal and nonverbal cues demonstrates empathy and facilitates more meaningful conversations — and over time, deeper relationships .

5. Decision-making: A study of stock investors showed that the most effective decision-maker combined a mixture of critical thinking and self-awareness . Participants who could assess options, weigh the pros and cons, and use reason without sacrificing their emotions performed higher. You can use this knowledge to improve your decision-making style and make better choices .

Since hard skills will likely capture a hiring manager’s attention, upskilling or re-skilling based on your industry’s standards is a great way to stay competitive. Here’s a list of hard skills to consider:

Office software: According to O*NET Online, Microsoft Excel proficiency is the most in-demand technical skill , with other Microsoft Office Suite software like Powerpoint, Outlook, and Word following closely after.

Programming languages: The Bureau of Labor Statistics expects computer and information technology occupations to grow by 15% through 2031 , which is faster than average. Proficiency in programming languages like Python, Java, and HTML can help you enter fields such as web design and software development. 

Search engine optimization (SEO): People increasingly depend on online spaces for shopping and information, which leaves digital marketing professionals in a strong position for job growth. But optimizing web content to improve search engine rankings and create organic leads is a marketable skill, regardless of your industry. 

Data analysis: Collecting and interpreting data using statistical techniques and tools can provide meaningful insights that inform impactful leadership decisions. Learn to use the most common data acquisition and analysis programs in your industry. Human resource specialists may use Tableau, for example, and an accountant might prefer Excel.

Social media: More than 90% of US businesses invest in social media marketing . Know-how about social media trends, algorithms, and audience engagement can help you build a company's brand awareness and engage target consumers, whether you’re a freelance graphic designer or social media manager.

If hiring managers pay attention to hard and soft skills, how should you list skills on a resume ? Here are a few tips to make your resume stand out :

Identify job-specific skills: Carefully examine the job description and identify the hard skills required to excel. Include these competencies and other industry-relevant items in a bulleted qualifications section. 

Showcase soft skills during the hiring process: Emphasize how you used soft skills to achieve results in your resume’s work experience section and during your interview. Imagine each sentence as a short story with a verb, skill, and result. A software developer might say, “I leveraged creative thinking, teamwork, and resourcefulness to consistently deliver projects ahead of schedule.” 

Use metrics: Whenever possible, use numbers to clearly demonstrate your value to recruiters or hiring managers . A management consultant might say, “My project management and people skills contributed to a 45% increase in productivity and 10% more completed sales.” 

Be consistent: A ll the documentation you provide to a potential employer should argue your case as the best candidate. Double-check for conflicting or outdated information and sync your highlights on your cover letter , LinkedIn profile , and other materials. 

Go the extra mile: Research the company’s purpose, mission, and vision , and pay attention to core values that aren’t in the job posting. If a branding agency’s core pillars are collaboration , transparency, and attention to detail , you might consider mimicking those values or including similar soft skills, like teamwork and due diligence. And always have accurate examples to back these skills up in an interview. 

You can probably name several hard skills you use in your daily work, and the way you complete this work showcases your soft skills. Now that you understand the difference between hard skills versus soft skills, take the time to examine the ways they complement one another. 

Figuring out where you naturally excel — whether it’s writing a really good professional email or seeing a project through without giving up — will also illuminate where you can improve. And all of this learning helps you develop professionally to enjoy more fulfilling and meaningful work.

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What are hard skills & examples for your resume

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Hard Skills vs. Soft Skills: List of Best Examples for the Workplace

What is a Hard Skill?

What is a soft skill, examples of hard skills for the resume, how to balance hard skills and soft skills on the resume.

During the resume-building process, many job seekers struggle to identify the right hard and soft skills to include in their application. Although each organization will have unique needs and desired skill sets, it’s often advantageous to balance your technical expertise and leadership capabilities as you craft your bullet points. Hiring managers are drawn to well-rounded candidates who possess hard qualifications but can also thrive in collaborative, team-based environments. Showcasing a mix of hard skills and your interpersonal skills can often make all the difference in whether a company brings you in for an interview. Throughout this guide, we’ll compare and contrast each type of skill and walk you through how to effectively incorporate them into your resume.

A hard skill is traditionally categorized as any technical aptitude or activity you perform within your daily workflows. While all forms of technology, programming languages, and software fall under this banner, hard skills extend far beyond just the tech space. Project management methodologies, industry regulations, and financial terminology are also considered hard skills. The key to identifying appropriate hard skills on your resume is to carefully evaluate the needs of the organization you’re applying for and perform research on cutting-edge terms within your industry. Not only will this align your resume with the Applicant Tracking System (ATS), but it will also help you to brand yourself as a thought leader within your space.

Unlike hard skills, which are technical in nature, soft skills are intended to highlight your communication, leadership, and interpersonal skill sets. Although showcasing your technical expertise is important, hiring managers also value candidates with a strong background in people management. That said, appropriate soft skills can sometimes be more difficult to identify. Many job seekers make the common mistake of including generic terms and empty cliches on their resumes. Most hiring managers will assume you have problem-solving skills, but they will not know you have expertise in client relations unless you express this in your content. Below, you’ll find a list of examples of soft skills you can use on your resume:

• Adaptability
• Client Relations
• Change Management
• Cross-Functional Collaboration
• Communication
• Customer Service
• Diversity, Equity, and Inclusion (DEI)
• Emotional Intelligence
• Employee Engagement
• Interpersonal Skills
• Organizational Leadership
• People Management
• Relationship Building
• Staff Development
• Team Building
• Team Management

To help you better understand what qualifies as a hard skill, we’ve put together a list of key terms you can incorporate into your resume. It’s important to know that hard skills differ significantly depending on your industry, so you’ll need to analyze job descriptions and conduct further research on emerging trends within your industry to address any gaps in your document. To provide you with further guidance and insights, we’ll be breaking down hard skills into additional categories to cover more ground across different industries.

Hard Skills for Technology Professionals

The tech space constantly evolves as companies deliver new innovative technologies, program languages, and software. While this list is incomplete, it does cover many important industry terms employers will likely want to see on your resume. To brand yourself as a thought leader within your field, you should always go the extra mile to incorporate deeper terminology when applicable. For example, instead of only mentioning machine learning and data science, you may want to include your expertise in deep learning, despite the term being less well known in some circles. If the right hiring manager sees that skill, it may make all the difference in whether you receive the job interview.

• Active Directory
• Computer Engineering
• Computer Science
• Cybersecurity
• Data Analysis
• Data Science
• Database Development
• Engineering Management
• Machine Learning
• Microsoft Azure
• Network Administration
• Information Architecture
• Information Technology
• Software Development Lifecycles (SDLC)
• Software Engineering
• System Administration

Hard Skills for Marketing & Finance Professionals

Now we’ll examine a different list of skill sets beyond those of the technology space. You’ll notice that while many of these skills don’t refer to software or data science, they are still technical in nature. As a financial analyst or accountant, understanding the nuances of specific financial regulations is essential for success in the position. As a marketing professional, understanding complex KPIs is important for measuring the success of social media campaigns and brand marketing initiatives. Featuring the right hard skills and qualifications is the first step in optimizing your document for the job search:

• A/B Testing
• Account-Based Marketing (ABM)
• Brand Marketing
• Campaign Development
• Cost Accounting
• Digital Marketing Strategy
• Digital Media
• Email Marketing
• Financial Analysis
• Financial Planning and Analysis (FP&A)
• Google Analytics
• Key Performance Indicators (KPIs)
• Lead Generation
• Mergers & Acquisitions (M&A)
• Marketing Research
• Paid Search Campaigns
• Product Marketing
• Profit & Loss (P&L)
• Search Engine Optimization (SEO)
• Social Media Marketing

Hard Skills for Project Managers & Supply Chain Managers

Project management skills are complex because many of the qualifications needed to oversee the successful delivery of projects fall under both hard and soft skill categories. In addition to understanding the complexities of Agile development methodologies and resource allocation, a project manager must also be able to lead cross-functional teams effectively. Achieving a balance between these two types of skill sets will maximize the resume’s impact during your job search. Below, you’ll find a list of hard skills for project managers and supply chain management professionals:

• Agile Methodology
• Budget Management
• Business Process Improvement
• Category Management
• Demand Forecasting
• ERP Systems
• Lean Manufacturing
• Operations Management
• Procurement
• Program Management
• Project Management
• Project Management Office (PMO)
• Project Roadmaps
• Quality Assurance
• Risk Management
• Stakeholder Management
• Strategic Sourcing
• Supplier Management
• Supply Chain Management
• Supply Chain Solutions

Now that we’ve explored a variety of hard skills across a broad range of industries, we’ll examine how to balance them with soft skills to paint a complete picture of who you are as a professional. Having the proper technical knowledge for the job is an important aspect of the application process. Still, you need to collaborate effectively with people to apply these skill sets effectively within an organization’s work culture. For more examples, visit our resource page featuring the most important skill sets that employers love to see on resumes.

Demonstrate Leadership Qualifications

Interpersonal and people management skills are applicable in almost any type of position you want to pursue, regardless of industry. In the example below, the job seeker uses both hard skills and soft skills to advantage to demonstrate their advanced technical knowledge while drawing attention to their ability to interface effectively with client stakeholders and internal project teams:

Managed 10+ enterprise-level projects for a technology solutions company, led cross-functional teams with over 25+ personnel, developed project roadmaps, and coordinated with client stakeholders to ensure alignment with business requirements.

Brand Yourself as a Strong Communicator

Prospective employers value candidates who communicate effectively with diverse customers and team members. In the example below, the candidate provides insights into how they were able to convey the technical benefits of products in accessible language for prospective customers to drive sales. This demonstrates their advanced technical knowledge and their ability to communicate these concepts to non-technical audiences:

Educated prospective clients on the benefits of the HR software products, conveyed high-level technical concepts in accessible language for non-technical audiences, and built long-term client relationships to generate $1.5M in revenue over four years

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What Are Problem-Solving Skills? Definition and Examples

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Why do employers hire employees? To help them solve problems. Whether you’re a financial analyst deciding where to invest your firm’s money, or a marketer trying to figure out which channel to direct your efforts, companies hire people to help them find solutions. Problem-solving is an essential and marketable soft skill in the workplace. 

So, how can you improve your problem-solving and show employers you have this valuable skill? In this guide, we’ll cover:

Problem-Solving Skills Definition

Why are problem-solving skills important, problem-solving skills examples, how to include problem-solving skills in a job application, how to improve problem-solving skills, problem-solving: the bottom line.

Problem-solving skills are the ability to identify problems, brainstorm and analyze answers, and implement the best solutions. An employee with good problem-solving skills is both a self-starter and a collaborative teammate; they are proactive in understanding the root of a problem and work with others to consider a wide range of solutions before deciding how to move forward. 

Examples of using problem-solving skills in the workplace include:

• Researching patterns to understand why revenue decreased last quarter
• Experimenting with a new marketing channel to increase website sign-ups
• Brainstorming content types to share with potential customers
• Testing calls to action to see which ones drive the most product sales
• Implementing a new workflow to automate a team process and increase productivity

Problem-solving skills are the most sought-after soft skill of 2022. In fact, 86% of employers look for problem-solving skills on student resumes, according to the National Association of Colleges and Employers Job Outlook 2022 survey . 

It’s unsurprising why employers are looking for this skill: companies will always need people to help them find solutions to their problems. Someone proactive and successful at problem-solving is valuable to any team.

“Employers are looking for employees who can make decisions independently, especially with the prevalence of remote/hybrid work and the need to communicate asynchronously,” Eric Mochnacz, senior HR consultant at Red Clover, says. “Employers want to see individuals who can make well-informed decisions that mitigate risk, and they can do so without suffering from analysis paralysis.”

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Problem-solving includes three main parts: identifying the problem, analyzing possible solutions, and deciding on the best course of action.

>>MORE: Discover the right career for you based on your skills with a career aptitude test .

Research is the first step of problem-solving because it helps you understand the context of a problem. Researching a problem enables you to learn why the problem is happening. For example, is revenue down because of a new sales tactic? Or because of seasonality? Is there a problem with who the sales team is reaching out to? 

Research broadens your scope to all possible reasons why the problem could be happening. Then once you figure it out, it helps you narrow your scope to start solving it. 

Analysis is the next step of problem-solving. Now that you’ve identified the problem, analytical skills help you look at what potential solutions there might be.

“The goal of analysis isn’t to solve a problem, actually — it’s to better understand it because that’s where the real solution will be found,” Gretchen Skalka, owner of Career Insights Consulting, says. “Looking at a problem through the lens of impartiality is the only way to get a true understanding of it from all angles.”

Decision-Making

Once you’ve figured out where the problem is coming from and what solutions are, it’s time to decide on the best way to go forth. Decision-making skills help you determine what resources are available, what a feasible action plan entails, and what solution is likely to lead to success.

On a Resume

Employers looking for problem-solving skills might include the word “problem-solving” or other synonyms like “ critical thinking ” or “analytical skills” in the job description.

“I would add ‘buzzwords’ you can find from the job descriptions or LinkedIn endorsements section to filter into your resume to comply with the ATS,” Matthew Warzel, CPRW resume writer, advises. Warzel recommends including these skills on your resume but warns to “leave the soft skills as adjectives in the summary section. That is the only place soft skills should be mentioned.”

On the other hand, you can list hard skills separately in a skills section on your resume .

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In a Cover Letter or an Interview

Explaining your problem-solving skills in an interview can seem daunting. You’re required to expand on your process — how you identified a problem, analyzed potential solutions, and made a choice. As long as you can explain your approach, it’s okay if that solution didn’t come from a professional work experience.

“Young professionals shortchange themselves by thinking only paid-for solutions matter to employers,” Skalka says. “People at the genesis of their careers don’t have a wealth of professional experience to pull from, but they do have relevant experience to share.”

Aaron Case, career counselor and CPRW at Resume Genius, agrees and encourages early professionals to share this skill. “If you don’t have any relevant work experience yet, you can still highlight your problem-solving skills in your cover letter,” he says. “Just showcase examples of problems you solved while completing your degree, working at internships, or volunteering. You can even pull examples from completely unrelated part-time jobs, as long as you make it clear how your problem-solving ability transfers to your new line of work.”

Learn How to Identify Problems

Problem-solving doesn’t just require finding solutions to problems that are already there. It’s also about being proactive when something isn’t working as you hoped it would. Practice questioning and getting curious about processes and activities in your everyday life. What could you improve? What would you do if you had more resources for this process? If you had fewer? Challenge yourself to challenge the world around you.

Think Digitally

“Employers in the modern workplace value digital problem-solving skills, like being able to find a technology solution to a traditional issue,” Case says. “For example, when I first started working as a marketing writer, my department didn’t have the budget to hire a professional voice actor for marketing video voiceovers. But I found a perfect solution to the problem with an AI voiceover service that cost a fraction of the price of an actor.”

Being comfortable with new technology — even ones you haven’t used before — is a valuable skill in an increasingly hybrid and remote world. Don’t be afraid to research new and innovative technologies to help automate processes or find a more efficient technological solution.

Collaborate

Problem-solving isn’t done in a silo, and it shouldn’t be. Use your collaboration skills to gather multiple perspectives, help eliminate bias, and listen to alternative solutions. Ask others where they think the problem is coming from and what solutions would help them with your workflow. From there, try to compromise on a solution that can benefit everyone.

If we’ve learned anything from the past few years, it’s that the world of work is constantly changing — which means it’s crucial to know how to adapt . Be comfortable narrowing down a solution, then changing your direction when a colleague provides a new piece of information. Challenge yourself to get out of your comfort zone, whether with your personal routine or trying a new system at work.

Put Yourself in the Middle of Tough Moments

Just like adapting requires you to challenge your routine and tradition, good problem-solving requires you to put yourself in challenging situations — especially ones where you don’t have relevant experience or expertise to find a solution. Because you won’t know how to tackle the problem, you’ll learn new problem-solving skills and how to navigate new challenges. Ask your manager or a peer if you can help them work on a complicated problem, and be proactive about asking them questions along the way.

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Step 1 of 3

Companies always need people to help them find solutions — especially proactive employees who have practical analytical skills and can collaborate to decide the best way to move forward. Whether or not you have experience solving problems in a professional workplace, illustrate your problem-solving skills by describing your research, analysis, and decision-making process — and make it clear that you’re the solution to the employer’s current problems. 

Image Credit: Christina Morillo / Pexels 

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The difference between hard skills and soft skills: Examples from 14 Asana team members

What if we told you that you have a ton of skills in the workplace that you might not even realize are strengths? Hard to believe, right? 

That’s exactly what hard and soft skills are. These skills—which are so critical in the workplace—are things you haven’t even realized you’ve learned. You might think you just have a strong work ethic, but that’s actually a soft skill you’ve built over time. Or you might take for granted that you can use a customized tool at work with ease—but that’s a hard skill you’ve spent time and energy developing. 

Together, hard skills and soft skills represent the talents you bring to the table. These skill sets are what make you an effective team member—and they’re definitely things that you should be including on your resume. 

Whether you’re just learning about hard and soft skills or you want to figure out which skill to develop next, this article is for you. Get a list of hard and soft skills, then dive into examples of how 14 Asana team members use hard and soft skills in the workplace.

What are hard skills?

Hard skills are skills you can be specifically trained for. These are more traditional skills—in fact, when you think of workplace skills, you’re likely thinking of hard skills. These skills are often quantifiable traits you’ve actively worked to learn and improve. Hard skills can sometimes be job-specific depending on the role or level you’re in.

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Examples of hard skills

The hard skills you develop will depend on your role, tenure, and job. You can typically find them as required skills listed in a role’s job description. There are an unlimited number of hard skills, but here are a few examples of hard skills in different departments:

Hard skills in marketing and design:

Creative brief development

Writing and editing

Graphic design

Marketing campaign management

Search engine optimization (SEO)

Hard skills in engineering:

Cloud computing

Machine learning

Programming languages (Javascript, Java, C++, HTML, Python)

Server maintenance

Hard skills in strategy:

Business analytics

Data analysis

Data visualization

Data science

Risk analysis

Hard skills in product development: 

Go to market (GTM) strategy

Market research

User research

Hard skills in finance:

Bookkeeping

Expense reporting

Forecasting

Ledger management

Hard skills in IT:

Information management

Network security

Service level agreements (SLAs)

General hard skills:

Proficiency in more than one language

Project management

Role-specific tools, like Google Analytics or Salesforce

What are soft skills?

Soft skills are interpersonal skills that describe how you work and interact with others. You might not even think of soft skills as skills you’ve developed, because these are often things we pick up on the job or learn through day-to-day interactions with others, like being a team player or a good communicator. Soft skills are also sometimes compared to personality traits, rather than skills—but thinking this way misses the big picture. In fact, these skills are the foundation of how you collaborate and succeed in a work environment. 

Examples of soft skills

Accountability

Adaptability

Attention to detail

Collaboration

Communication skills

Conflict resolution

Emotional intelligence

Flexibility

Organization

People skills

Problem-solving

Responsibility

Self-awareness

Strategic thinking

Time management

The difference between hard skills and soft skills

Both hard skills and soft skills are important in the workplace. Hard skills represent things you’ve learned to do or use—like tools, technologies, or proficiencies. Soft skills are interpersonal traits you have developed over time—like effective communication, dependability, or generosity. Together, hard and soft skills are the tools in your workplace toolkit that help you accomplish your goals.

How to use hard and soft skills to be a more effective teammate

Hard skills and soft skills make up the knowledge you bring to the team. These skills are a critical part of how you work—both on your own work and with other people. 

But sometimes, it can be hard to understand how these skills translate from a resume or cover letter into a real work environment. So we interviewed 14 Asana team members to learn how they use various skills in the workplace. Here’s what they had to say:

Soft skill: Strategic thinking skills

Benson Perry, Product Manager at Asana: “As a product manager, I often have to prioritize between a bunch of features that all solve different problems for our users. I leverage my strategic thinking skills to help make these decisions in thoughtful and clear ways. Then, I include notes and context before I communicate the decision to the rest of my team so that we're all on the same page. Being able to revisit the context in these decisions really helps when we're looking back or when someone new joins the team.”

Hard skill: Data science

Annie Lee, Engineering Manager at Asana: “As an engineer, there's always more to build than what we have time for so we need to be strategic about how we spend our time. Using data to guide our decision-making helps ensure we're always focused on the highest-impact work. Whether we use North Star metrics to help guide our higher level roadmap prioritization or look at aggregate data trends to understand how customers are using our features, data is a core part of everything we do.”

Soft skill: Organization

Michael A. Armstrong, Social Impact Program Manager at Asana: “Organization, for me, is all about the small victories in the pursuit of broader milestones. When I’m organized, I’m able to unlock opportunities and do more impactful work in the future, while grounding and centering me to the progress I need to feel I'm making each day.

Being organized helps me identify the 4-5 critical tasks I need to accomplish each day to deliver on my promises and ensure my work moves forward. Having targeted, daily micro-goals helps me continue moving forward intentionally and strategically. My goals help me stay organized and focused on my daily work—which is especially helpful against the onslaught and constant pull of emails, ad-hoc tasks, and requests that I know will come my way. While those tasks could be important, staying organized helps me define and understand my daily goals so I don’t lose any forward momentum.”

Hard skill: Creative brief development

Michael Chen, Product Marketing Manager at Asana: “The creative team is one of the product marketing team's closest partners and the content we produce is instrumental to a successful product launch. The creative brief is often a first step in sharing our launch needs with the creative team’s writers and designers. 

It's important for me to complete briefs in a way that is specific in defining the strategic vision, messaging, and intended audience—the core competencies we focus on in the product marketing team. But at the same time, my creative brief also needs to allow for input on how the work should ultimately be brought to life since that’s the creative team’s superpower. A good creative brief is the start of a new partnership—and a strong, collaborative start often leads to the best output.”

Soft skill: Collaboration

Scott Lonardo, Product and Marketing Counsel at Asana: “To me, communication is the key to collaboration. That includes being direct and open with your input as well as being an active listener when others are presenting their viewpoints. Keeping an open mind and not being tied to a certain position allows everyone on the team to consider all input objectively and arrive at the most practical and efficient solution.”

Hard skill: UX design

Leah Rader, UXR Manager at Asana: “As a UX researcher, it's a core part of my job to understand our customers' experience and weave that into product decisions and business impact conversations. The UX skill I use the most is understanding my audience. When I can correctly identify co-workers' needs, priorities, and motivations, I can ensure I’m communicating and presenting research in a way that works best for them.”

Soft skill: Empathy

Liliana Blanco, Inclusion and Belonging Program Manager at Asana: “As someone who thinks deeply about belonging and inclusion at Asana , empathy is an indispensable part of my work. Building awareness of the nuanced experiences and interpretations of others' lived experiences is how we build cultural competence. This work starts with empathy. 

When it comes to working across cultures, it is essential not to be guided by the golden rule (treat others how you want to be treated) but by the platinum rule (treats others how they want to be treated). Empathy is how we can break ourselves out of our entrained ways of thinking and adapt and integrate other worldviews. By empowering Asanas to lean into empathy, we will enable a more robust culture of belonging at Asana.”

Soft skill: Leadership skills

Richard Yee, Engineering Manager at Asana: “For me, leadership is really about opportunities. Opportunities for the people I work with, the organization we work at, the customers we serve, and the communities we live in. It's recognizing and taking action on these great opportunities that present themselves in sometimes very subtle ways.

As a leader, I can bring brilliant people together to accomplish the amazing in a variety of everyday situations, like:

Celebrating our happiness while rewarding those who made it happen. 

Supporting each other when surprises come up or when we find ourselves in a place we don't want to be. 

Inspiring ourselves to grow while retrospecting on our successes and our failures. 

Collaborating on a mission, vision, and strategy we are excited about achieving. 

Creating a safe space to experiment, take calculated risks, and share thoughts transparently. 

Bringing order to chaos and prioritizing what's most important and letting go of the rest.”

Hard skill: Search Engine Optimization (SEO)

Calvin Lam, SEO Manager: “SEO is really a culmination of a variety of skills. On a typical day, I could be digging into numbers and data like keyword rankings, site traffic, and competitive site gaps to understand what we need to prioritize in our backlog. You can also find me connecting with our partners like writers, designers, or engineers to communicate our search optimization strategy and align on goals. Executing an SEO program requires jumping between various work styles and I love that I get to hone my skills every day.”

Soft skill: Time management skills

Maggie Kuo, Digital Marketing Project Manager at Asana: “As a digital marketing project manager, I use my time management skills to get strategic landing pages out the door for Asana’s big launch moments, on time and on budget. 

There are five main ingredients to successful time management:

Working with stakeholders to align on the scope of a project .

Figuring out what needs to be done by when and whether any tasks can be done in parallel.

Getting the cross-functional team’s buy-in on the project plan.

Delegating tasks to the right teams.

Regularly communicating with project stakeholders to keep things on track.

Asana makes it easy for me to accomplish all five in one place!”

Hard skill: Proficiency in more than one language

María, Localization Project Manager at Asana: “I am part of the localization team, and daily communication with language experts from all over the world is key to the success of our projects. There are certain language nuances that can only be grasped when you are familiar with more than one language. 

My proficiency in more than one language has helped me overcome language barriers, because I’m able to hold meetings in both Spanish and English. Being bilingual has also given me a better understanding of the importance of cross-cultural communication as I can relate with the international members of our teams and also with clients who don't speak English as their first language.”

Soft skill: Accountability

Sam Ayoko, System Engineer at Asana: “I work on a variety of projects and tasks outside of the Help Desk. In order to remain accountable, I personally attempt to leave an update on every task that is due on that day. I want my collaborators to understand where I’m allocating my time, so I’ll also mark things as complete when I can, or defer work I can’t get to right now. Asana makes it easy to visualize my workday so I can map out how to allocate my time and remain accountable.”

Developing your project management skills

One of the most important skill areas you can develop are your project management skills . These are a mixture of hard, soft, and technical skills—which represent your proficiency in specific tools or softwares. Here are a few of the skills you can develop in project management:

Hard project management skills:

Project planning

Project roadmapping

Project kickoffs

Soft project management skills:

Team collaboration

Workplace communication

Technical project management skills:

Proficiency with different types of visual project management , like Gantt charts and Kanban boards

Workload management

Project portfolio management

Building your skill set

Like all good things, developing your skill set takes time. Some of these skills come with work experience—others may be things you’re already proficient in. You may even have skills that you didn’t even think of as specialized skills until now. 

It can be intimidating to look at a skills list, but remember to take it one at a time. When in doubt, pick a new skill to learn and focus on developing that skill set for a while. If you’re ready to get started, learn how to build your status reporting , remote collaboration , or constructive criticism skills today.

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Hard skills vs. soft skills: What they are and why both matter

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In business and management, a common taxonomy divides skills into “hard skills” and “soft skills.” This taxonomy originated in the 1970s to categorize different abilities and has since become widely used in hiring, training and evaluating employees. Varying types of skills are essential to professional success, but understanding the difference between hard and soft skills can be particularly helpful for managers and leaders. 

Hard skills are technical abilities and knowledge needed to perform specific tasks such as coding and equipment operation. Soft skills are interpersonal, social and emotional abilities related to how people interact, such as collaboration, leadership and problem-solving.  

The skills taxonomy is popular because it provides a simple framework for identifying strengths, gaps and development needs. It reminds managers that employees need hard skills to accomplish specific work and soft skills to collaborate and grow. Well-rounded teams have a mix of technical experts and relationship builders, with management that understands the difference between knowledge and skills. 

What are hard skills? 

Hard skills are the technical or specific abilities you can define, measure and learn. They’re often connected to a particular task or job and acquired through education, training programs, professional development , industry certifications and on-the-job experience. These skills are usually easy to quantify, so they can be listed on a resume or job description — or as outcomes for a course or learning program. 

Hard skills examples 

Your hard skills will vary depending on the nature of your job. Some common examples include: 

• Computer programming : This is the ability to write, test, debug and maintain the source code of computer programs. This skill is crucial for roles in software development, web development and data analysis. 
• Project management : This involves planning, executing and overseeing projects to ensure they are completed on time and within budget. This can translate to many industries and jobs. 
• Data analysis : This is the ability to gather, model and visualize data to support decision-making processes. It’s essential in fields like marketing, finance and operations. 
• Digital marketing : This involves promoting products or brands via digital channels. It’s important for marketing specialists, SEO experts and content creators. 

In every industry, certain hard and transferable skills can be valuable across different fields. It’s important to regularly assess the technical skills needed for a job and industry and prioritize developing them. 

What are soft skills? 

Soft, interpersonal or people skills are about how you interact with others. They’re not specific to a job or task and are trickier to measure than hard skills. But they’re crucial to building a community as well as establishing and maintaining client, customer and colleague relationships. 

Soft skills examples 

Not all soft skills are intuitive, but they are teachable and can be honed over time. Examples of soft skills include: 

• Communication involves conveying information clearly and effectively. Good communication is essential in almost every job to ensure everyone is on the same page. 
• Leadership is the ability to guide, inspire and influence others to achieve a common goal. It’s crucial for managers, team leaders and executives. 
• Problem-solving involves identifying, analyzing and solving problems that arise in the workplace. It’s important for roles that require decision-making under pressure or innovation. 
• Teamwork is the ability to work well with others to achieve a common goal. It’s necessary in any role that involves collaboration or team projects. 
• Adaptability involves adjusting to new conditions or changes in the workplace. It’s crucial in today’s fast-paced work environments where change is constant. 
• Time management is the ability to use time effectively and productively. It’s important for meeting deadlines and managing multiple tasks or projects. 
• Emotional intelligence involves recognizing and understanding your own emotions and others’ emotions. It helps manage relationships, resolve conflicts and demonstrate empathy. 

Within your organization, specific soft skills may be highly valued. Some companies prioritize creativity and innovation, while others value empathy and emotional intelligence. Knowing — or helping to define — the soft skills your company values can help you support development in those areas. 

Why do both hard skills and soft skills matter? 

In professional development, the question whether hard or soft skills are more important can be debated. Some people argue that hard skills take the lead as they directly impact job performance. However, others believe that soft skills hold more value as they enable professionals to work effectively in teams and adapt to changes. 

However, both hard skills and soft skills can be crucial for success. They complement each other, and a balance of both is often necessary for a well-rounded professional profile. Even though one skill may be more apparent than the other in certain contexts, neglecting one can lead to a skills gap that may hamper productivity and efficiency. Therefore, it’s essential to assess both skills and proficiency when it comes to technical and non-technical abilities. 

The importance of hard skills  

Hard skills are what make someone qualified for a specific job. Employers usually look for them when hiring because they’re easily measurable and give a clear idea of a person’s capabilities. For example, a software developer needs hard skills like programming and debugging, a data analyst must be proficient in data modeling and visualization, and a graphic designer requires expertise in using design software. 

Without hard skills, performing specific job functions is challenging, and you may not be considered for certain roles. That said, hard skills alone are not enough to thrive in the workplace. 

The importance of soft skills 

Soft skills are crucial for employees to navigate and respond to situations. These skills, tied to personality traits and interpersonal interactions, foster a positive work environment. They are essential for effective collaboration, conflict resolution and team success. 

Moreover, soft skills like adaptability and problem-solving are increasingly important in today’s rapidly changing work landscape. They enable professionals to navigate through changes and come up with innovative solutions. 

Upskilling hard and soft skills 

As a hiring manager, training manager or someone in a leadership role, it’s crucial to grasp how you can help our employees improve their hard and soft skills. While these skills go hand in hand, the methods to develop them may vary. 

Soft skill development often involves: 

• Workshops on communication skills : Employees learn about active listening, non-verbal communication cues and articulating thoughts clearly. 
• Leadership seminars : These sessions could cover leadership styles, how to inspire and motivate teams and the importance of emotional intelligence. 
• Role-playing scenarios : Employees might engage in mock negotiations to practice persuasion and conflict resolution skills. 
• Group activities : Team-building exercises can help improve collaboration, while public speaking groups can also assist in developing presentation and speaking skills. 
• On-the-job experiences : Mentorship programs where employees can learn time management, adaptability and stress management from seasoned colleagues 

Here are some examples of what hard skill development often involves: 

• Technical courses : Specific courses on software development might cover programming languages, database management and system architecture. 
• Certifications : Marketing professionals may take courses about Google Ads to prepare for certifications in Google Search and Display. 
• Simulations and labs : Engineering students often work in laboratory work, applying physics and materials science to real-world problems. 
• Apprenticeships : Electricians and plumbers typically go through apprenticeships where they acquire hands-on experience under the guidance of a master technician. 
• Task-specific training : A graphic designer might practice using design software through specific assignments to create logos, website layouts or marketing materials, with each task designed to enhance proficiency in particular tools or techniques. 

Having a solid foundation is important, but applying that knowledge and practicing continuously is equally crucial. Therefore, it’s necessary to upskill your employees and understand what areas need improvement. 

How to improve soft skills 

The best approach to improving soft skills is to identify improvement areas and provide employees with opportunities to develop them. Here are some steps you can take: 

• Conduct a skills assessment : Have your team members rate themselves on different soft skills and compare their ratings with yours. This exercise helps identify areas that need work. 
• Incorporate soft skills into training programs : This can help employees understand the importance of these skills and how they can be applied in the workplace. 
• Provide mentorship and coaching opportunities : Mentors or coaches can guide employees in developing advanced soft skills, providing personalized advice and feedback. 
• Encourage participation in social and emotional learning opportunities : Activities that promote social interaction and emotional understanding can help employees improve their interpersonal skills. 

Keep in mind that soft skills are not something you can learn overnight. Give your team members time to practice and provide support along the way. 

How to improve hard skills 

Improving hard skills requires more structured and formal training, but there are still ways to make the process engaging and effective: 

• Identify skill gaps through performance evaluations : Use performance evaluations to identify areas where employees may need additional training or development. 
• Online courses : These offer flexibility and convenience, allowing employees to learn at their own pace. They may also provide certificates upon completion, adding value to an employee’s professional profile. 
• In-person training sessions : These provide hands-on learning opportunities and allow for immediate feedback. They can be particularly effective for teaching technical skills that require direct practice. 
• Combination of online and in-person training : A blended approach can provide comprehensive learning, combining the convenience of online education with the practicality of in-person training. 

Employers and managers who take the time to upskill their workforce help their employees reach their full potential and contribute to developing a highly skilled and efficient team.  

• Tags hard skills , job skills , soft skills

11 Essential Soft Skills In 2024 (With Examples)

Updated: Apr 28, 2024, 8:35pm

Table of Contents

What are soft skills, 11 essential soft skills that employers value, frequently asked questions (faqs).

In today’s fast-paced world, success in the workplace requires more than just technical expertise and knowledge. As the nature of work continues to evolve, it is important for individuals to possess attributes and abilities that allow them to collaborate with teams and colleagues—otherwise known as soft skills.

From communication and collaboration to adaptability and problem-solving, soft skills are the foundation of effective teamwork and organizational success. In this article, we will explore 11 critical soft skills examples that are essential to workplace success and why they are becoming more important than ever before.

Soft skills—also known as “people skills” or “interpersonal skills”—are a set of personal attributes and abilities that allow individuals to effectively interact with others in a professional setting. At their core, these include the ability to collaborate effectively, manage time and communicate with clarity, among others.

Soft skills are difficult to measure or quantify; however, they are essential for success in a wide range of industries and professions. Whether you are working with colleagues from diverse cultural backgrounds or communicating with customers and clients around the world—the ability to navigate complex interpersonal dynamics and build strong relationships is the key to success.

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Here’s a look at the essential soft skills that companies value the most.

1. Communication

Effective communication is essential to build strong relationships with colleagues, clients and stakeholders. Not only does this involve the ability to convey messages in a clear and compelling way, but also the ability to understand the needs of others and respond to feedback. Employers want people who can build professional relationships with colleagues, which is especially important when working with teams.

Communication is often evaluated in the workplace through informal feedback, such as verbal or written comments from colleagues and supervisors. An alternative method is a formal evaluation or assessment. The ability to communicate effectively is often considered a critical component of professional success, and is highly valued by employers in a wide range of industries and professions.

Here are some examples of communication skills:

• Active listening
• Verbal communication
• Nonverbal communication
• Written communication
• Presentation skills

2. Leadership

A good leader has the ability to inspire their team to achieve greatness. They are able to set a clear vision, communicate it effectively and create a culture of accountability and excellence. More importantly, they’re able to inspire and influence team members to achieve shared goals and objectives.

The ability to lead effectively is often considered a critical component of professional success, and is highly valued by employers in a wide range of industries and professions. Because most employees work in teams, leadership is widely recognized as a critical attribute for success in the modern workplace.

Here are some examples of leadership skills:

• Problem-solving
• Coaching and mentoring
• Strategic thinking

3. Teamwork

Teamwork involves the ability to work with others toward a shared goal. It requires communication, collaboration and a shared commitment to work in a group. Individuals who are able to work collaboratively with others are more likely to achieve their professional goals, and to contribute to the success of their organizations.

In a professional setting, good teamwork can help to foster creativity and innovation because it encourages members to share ideas, brainstorm new solutions and collaborate on new initiatives. Working as part of a collaborative team can also enhance job satisfaction and contribute to a positive work environment.

Here are some examples of teamwork skills:

• Conflict resolution
• Accountability
• Collaboration

4. Creativity

Creativity involves the ability to think outside the box and come up with ideas that challenge assumptions. Needless to say, it requires a mindset of curiosity, risk-taking and a willingness to embrace ambiguity and uncertainty.

On another front, creativity is essential for effective problem-solving, meaning it allows individuals to tackle issues from new and different angles. Creative individuals also give organizations a competitive edge by enabling them to develop new products and systems that set them apart from their competition.

Here are some examples of creative skills:

• Brainstorming
• Imagination
• Experimentation

5. Time management

Time management involves the ability to set priorities, organize tasks and allot time across different activities. It requires discipline and a willingness to avoid distractions and low-priority tasks.

Naturally, good time management skills can help individuals avoid the stress and anxiety that can arise from missed deadlines. But more importantly, those who can manage their time effectively are more likely to be seen as reliable and efficient, which allows them to stand out in the workplace.

Here are some examples of time management skills:

• Goal-setting
• Time blocking

6. Adaptability

In today’s rapidly changing business landscape, adaptability is a key soft skill that enables individuals to stay ahead of the curve. An employee with this skill can adjust to changing circumstances, for example, and learn new skills and technologies to remain relevant in the workplace.

Because it’s impossible to avoid unexpected challenges, having adaptable employees allows organizations to bounce back from setbacks much faster. Plus, they can also read situations quickly and adjust their approach to adapt based on the situation.

Here are some examples of adaptability skills:

• Flexibility
• Growth mindset

7. Problem-solving

Problem-solving involves the ability to come up with alternative solutions. This skill is crucial to identifying and addressing complex challenges and opportunities in a variety of contexts.

Problem-solving also makes it easier to make more informed decisions because employees are able to analyze situations and identify the best course of action. As a result, teams are able to get more done in less time.

Here are some examples of problem-solving skills:

• Critical thinking

8. Work ethic

Work ethic demonstrates an individual’s commitment to their job. Having a strong work ethic makes you seem more reliable and dependable, which improves your credibility in the workplace.

There are a lot of ways to demonstrate a strong work ethic. Some examples include arriving on time for meetings, meeting deadlines consistently and being accountable for your actions. If you encounter any challenges in the workplace, you should also maintain a positive demeanor and adapt to changing situations.

Here are some examples of work ethic skills:

• Punctuality
• Reliability
• Professionalism

9. Critical thinking

Critical thinking enables individuals to approach problems and challenges with a strategic and analytical mindset. When making informed decisions, this skill allows you to weigh available options and consider potential outcomes.

A critical thinker can evaluate the strength of arguments and identify flaws in reasoning. They consider multiple perspectives, which makes them more likely to pinpoint the short-term and long-term consequences of their decisions. Additionally, they can also identify the root cause of a problem and generate multiple solutions.

Here are some examples of critical thinking skills:

• Deductive reasoning

10. Conflict management

Not every employee can get along with colleagues every time. As a team tackles obstacles, conflict and opposing ideas could arise every now and then.

Conflict management is the process of addressing disputes or disagreements in a constructive and effective manner. Often, this requires good communication skills, active listening, empathy, negotiation skills and a willingness to collaborate and find common ground.

When managing conflict, it is important to identify common goals and interests for all parties involved. This can help to establish a sense of unity and collaboration, and even lead to better outcomes for everyone involved. Being open to different ideas and perspectives can also make individuals feel motivated to work towards resolution.

Here are some examples of conflict management skills:

• Negotiation

11. Emotional intelligence

Emotional intelligence refers to the ability to recognize and understand one’s own emotions and those of others. In today’s collaborative work environments, this skill enables employees to navigate complex social dynamics and work effectively within teams. It also allows them to provide constructive feedback in a way that is sensitive to the emotions of others, leading to more successful outcomes and stronger relationships.

Effective leaders often have the ability to motivate others and navigate challenging situations with grace and empathy.

• Self-awareness
• Social skills

Bottom Line

In the modern workplace, employers seek candidates who possess technical expertise and soft skills that enable them to thrive in a collaborative work environment. Soft skills such as communication, teamwork, creativity, adaptability, problem-solving, work ethic, critical thinking and conflict management can be developed and honed over time. While it is important for individuals to continue to build their technical expertise, developing soft skills can ultimately set you apart in the workplace and lead to long-term success.

What are the 10 soft skills most desired in the industry?

The 10 most desired soft skills in the industry can vary depending on the specific job or industry. However, they generally include communication skills, teamwork, leadership, time management, adaptability, problem-solving, critical thinking, work ethic, creativity and emotional intelligence.

What is the most important soft skill?

Picking a single most important soft skill is difficult, because its importance can vary depending on the job or industry. However, most organizations consider communication skills as one of the most crucial skills essential for success in most workplaces and industries. Strong communication skills can improve relationships with colleagues, clients and customers, facilitate collaboration and teamwork, and enhance overall job performance.

What are employability soft skills?

Employability soft skills are a set of nontechnical skills that are highly valued by employers. Not only can they contribute to an individual’s workplace success, but they can also be applied in a variety of job roles. Some common examples of soft skills include communication, teamwork, problem-solving, adaptability and initiative.

What are some addition soft skills that can be useful in most workplace situations?

Besides the soft skills already covered, some addition soft skills that can be useful in most or all workplace situations include decision-making, stress management, resourcefulness, being persuasive, being open to criticism and being organized.

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Hard skills vs. Soft skills

Hard skills are job-specific abilities acquired through education and training, like programming for developers. Soft skills are general personality traits, such as teamwork and communication, relevant across various roles and industries.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

So what is the difference between hard skills and soft skills? It’s obvious now. Hard skills refer to the job-related knowledge and abilities that employees need to perform their job duties effectively. Soft skills, on the other hand, are the personal qualities that help employees really thrive in the workplace.

Hard skills help you identify candidates who are good on paper, whereas soft skills indicate which of these candidates are good in person, too. This means that you need a good mix of hard and soft skills in every employee so that they can be successful in their role.

For example, imagine you’re hiring a developer. Some hard skills examples that are necessary for this role include knowledge of specific programming languages (e.g. Java), frameworks and tools. On the other hand, useful soft skills examples are: collaboration, problem-solving attitude and time management abilities.

Defining hard skills vs. soft skills

Developing hard skills vs. soft skills, measuring hard skills vs. soft skills, evaluating hard skills vs. soft skills.

Hard skills , also called technical skills, are job-specific, relevant to each position and seniority level. In other words, each position in every company will require a unique hard skills list. For example, an accountant needs to know how to reconcile bank statements, while that knowledge is unnecessary for a developer. At the same time, reconciliation is important for accountants no matter their level of experience, but preparing business budgets is a skill that’s not usually required of a junior accountant.

Soft skills are general characteristics, relevant to personality traits. Some soft skills you’d like to see in all employees regardless of their position or expertise, while other soft skills make sense in certain jobs and are less important in others. For example, if you value collaboration in your company, you want to hire employees who are great team players and can communicate well with others. On the other hand, networking and relationship-building skills might be essential for sales and marketing roles, but irrelevant for engineering roles. Likewise, leadership abilities make sense for people who’ll manage a team no matter their department.

Employees develop hard skills through education and on-the-job practice, while they develop soft skills through various, life-long professional and personal experiences. For example, marketers can learn marketing techniques and tools by attending a marketing course, whereas they could grow their collaboration skills by participating in a sports team.

Hard skills are measurable and can be described using numerical or yes/no criteria. On the other hand, soft skills are often intangible or hard to quantify and are usually described with qualitative scales. For example, one salesperson might be:

• an excellent user of X CRM software having used its features on a daily basis for the past 5 years and;
• a good communicator being able to explain ‘fairly well’ the benefits of a product to a potential customer.

You can evaluate hard skills, through resumes, portfolios, job-related assignments and role-specific interview questions .

On the other hand, soft skills are better assessed by asking situational and behavioral interview questions , by using soft skills questions and tests and by taking into account a candidate’s overall personality characteristics as presented during the entire hiring process.

Want more definitions? See our complete library of HR Terms .

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The Top 5 Problem-Solving Skills Employers Want In 2024

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Problem-solving is one of the top resume skills that employers believe will grow in importance over the next five years (and beyond), according to the Future of Jobs report by the World Economic Forum.

“Research in the past few years points to problem-solving skills as being crucial to business success. Many employers now put these ahead of technical skills,” says John Kleeman , founder of the online assessment platform Questionmark.

What does this mean for you, the job seeker?

It means that it’s more important than ever to show employers that you can identify and solve problems quickly and efficiently, whether you’re applying to an entry-level job or a senior executive position.

Table of Contents

What are problem-solving skills, why are problem-solving skills important, how to highlight problem-solving skills on a resume, how to highlight problem-solving skills in a job interview, how to develop and improve your problem-solving skills.

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Problem-solving is a complex skill. It involves critical thinking , decision-making, creativity, and information processing.

Effective problem-solvers use a systematic approach that allows them to break down difficult problems into smaller, more manageable parts. 

In its simplest form, problem-solving involves three basic steps:

Step 1 – Identify the problem. This may seem obvious, but it is important to take the time to really understand what the problem is before trying to solve it. 

This can involve talking to people who are affected by the problem, doing research, or consulting experts in the field.

Step 2 – Generate a list of possible solutions. Consider how effective each solution would be and whether or not it is feasible to implement. 

Once you have narrowed down the list of possible solutions, you can then start testing out the most promising ones.

Step 3 – Implement the solution . This step also includes determining what resources are needed to put the solution into action, such as money, personnel, or technology. 

Ultimately, the goal is to come up with the most effective, practical solution that will address both the immediate issue and any underlying causes. 

By following these three steps, you should be able to easily identify and solve problems quickly and efficiently!

The top 5 problem-solving skills to put on your resume

Employees who have good problem-solving skills are vital for the successful functioning of any business.

But what specific skills are employers looking for?

Here are five of the most important problem-solving skills that businesses want their employees to have.

1) Creativity

“ Problems are nothing but wake-up calls for creativity. ” –Gerhard Gschwandtner

Creativity allows us to examine a problem from multiple perspectives, use outside-the-box thinking, and come up with innovative solutions. 

By embracing creativity, we open ourselves up to new possibilities and make our problem-solving efforts more effective.

How to use creativity in the workplace

• Create processes to improve workflow and reduce costs.
• Brainstorm ideas to develop new products or services for a company.
• Develop strategies to increase customer loyalty and satisfaction.
• Leverage technology to create more efficient processes and systems.
• Analyze data to identify trends and opportunities for improvement.

2) Research

“ Research is formalized curiosity. It is poking and prying with a purpose .”  – Zora Neale Hurston

Research skills are essential when resolving complex problems.

Only by gathering and analyzing data from multiple sources can we begin to assess the problem and determine the most appropriate solutions accurately. 

How to use research in the workplace

• Identify new markets or customer segments to target.
• Gather information about competitors and their products/services.
• Stay up to date on industry news and developments.
• Evaluate potential partners, vendors, or products before purchasing.
• Analyze past performance in order to make projections for the future.

3) Communication

“ Good communication is just as stimulating as black coffee, and just as hard to sleep after .”    -Anne Morrow Lindbergh

Once you’ve identified a potential solution to a problem, you need to be able to explain it clearly to others. 

This involves both verbal and written communication , as well as the ability to listen carefully and understand the perspective of others.

How to communicate in the workplace

• Clarify goals and make sure that everyone is on the same page. 
• Resolve conflicts quickly and efficiently.
• Promote collaboration among team members by fostering trust and respect.
• Allow employees to exchange feedback regularly.
• Provide recognition and appreciation to team members. 

4) Teamwork

“ Alone we can do so little; together we can do so much .” – Helen Keller

Being able to work on a team is an important skill that contributes to effective problem-solving.

When team members work together to tackle complex issues, the best solutions are often found because each individual has a unique perspective and skill set that can contribute to solving the problem.

How to be a team player in the workplace

• Foster an environment of open communication, feedback, and growth.
• Utilize the strengths of individual team members to achieve a common goal.
• Develop trust, respect, and camaraderie among team members.
• Promote a culture of accountability and ownership for projects.
• Encourage creativity, risk-taking, and an atmosphere of experimentation.

5) Decision Making

“ You cannot make progress without making decisions. ”    – Jim Rohn

It’s important to be able to identify problems and analyze possible solutions. Still, at some point, you need to make a decision . 

Good decision-makers focus on solving the problem rather than wasting time analyzing all of the available data or endlessly debating which option is best.

How to make decisions in the workplace

• Use feedback constructively to make better decisions in the future.
• Take risks when necessary while being aware of the potential consequences.
• Learn from mistakes and use data to develop better solutions.
• Demonstrate confidence and decisiveness when making difficult choices.
• Analyze situations based on facts and data, not assumptions or emotions.

Problem-solving is considered a soft skill, or “people” skill. 

Soft skills are personal attributes that can be transferred from one job to another and help employees interact more effectively with others in the workplace.

For example, in addition to problem-solving, soft skills include time management , empathy, teamwork, flexibility, and having a positive attitude. 

In today’s rapidly changing world, soft skills have become more valuable than ever to employers.

“When we look at today’s workforce,” says Eric Frazer , the author of The Psychology of Top Talent , “there’s definitely been a shift away from just having what I would call ‘tacit knowledge’ and ‘tacit skills’…meaning, you’re just good at what you do.” Instead, “There is a deeper understanding that people have to come first, before performance.” 

Problem-solving skills are crucial to the success of any business. Employees face problems every day. How they deal with them can mean the difference between success and failure.

If you can learn to identify and solve problems quickly and effectively, you’ll be an invaluable asset to your team.

It’s essential to highlight your problem-solving skills when writing your resume. Remember, employers are specifically looking for them!

Here are a few things you can do to make your problem-solving skills stand out more:

1. Use action verbs

When describing your skills on a resume, try to use catchy, memorable language that packs a punch. 

In particular, try to use action verbs . These are words that describe “doing” – like “riding” a bike or “walking” to school. 

The best action words to use on your resume are those that are descriptive and specific . These will paint a more vivid picture of your skills and experience. 

For example, instead of writing “ helped solve problems,” you could write “ identified and solved critical issues.”

Other phrases that use strong action verbs are:

• Developed creative solutions to complex problems.
• Researched and implemented best practices for problem prevention.
• Streamlined processes to reduce errors and increase efficiency.

2. Quantify your accomplishments

It’s one thing to say you have strong problem-solving skills, but it’s even better to back it up with hard numbers . 

Whenever possible on your resume, include metrics that show just how effective you are at solving problems. For example, “reduced customer complaints by 30%.”

Here are some other ways to show off numbers: 

• Managed a budget of $200,000 and reduced expenses by 10%.
• Achieved a 95% success rate in meeting objectives.
• Resolved an average of 100 customer complaints per month.

3. Describe your research skills

Research skills play a key role in solving problems. If you’re good at conducting research and finding relevant information, make sure to include that on your resume. 

For example, an office manager could say they “utilized extensive research skills to investigate new methods for streamlining inventory management.”

Here are some more examples:

• Compiled statistical data for reports and analysis.
• Analyzed research findings to develop creative solutions.
• Routinely updated databases with new information.

4. Highlight your creativity

There are many problems that cannot be solved with conventional methods. 

If you’re the type of person who is good at thinking outside the box and coming up with creative solutions, make sure to mention that on your resume. 

For example, you might say, “suggested new approaches to customer service that increased customer satisfaction.”

More examples include:

• Resolved a long-standing issue with our website’s design by implementing a new coding solution. 
• Generated fresh ideas for product development and marketing campaigns.
• Turned a failing project around by coming up with a solution that no one else had thought of.

5. Emphasize your collaboration skills

In many cases, problems can’t be solved by one person working alone. 

If you’re good at collaborating with others and working as part of a team, that’s something you should try to highlight on your resume. 

For example, a you could highlight your financial analyst skills by saying you “worked cross-functionally to launch an annual industry report.”

Other examples include:

• Brought together stakeholders with different objectives and helped them find common ground.
• Helped resolved misunderstandings between departments, resulting in a 30% increase in sales.
• Facilitated weekly team meetings to ensure consistent communication and successful completion of tasks.

When interviewers ask about your problem-solving skills, they are looking for specific examples of how you have identified and solved problems in the past. 

These problem-solving examples could be from work, from your studies, or even taken from your personal life!

Here are some tips on how to highlight your problem-solving skills in a job interview:

1. Describe your process

When describing how you solved a problem, be sure to include all the steps you took in your explanation. This will show the interviewer that you are systematic and thorough in your approach.

For example, you can highlight your account manager skills by saying something like: 

“I began by analyzing our current sales figures and identifying where we were losing customers. I then looked at our marketing strategy and identified areas where we could improve. Finally, I implemented a new marketing strategy and monitored the results closely. This led to a significant increase in sales within six months.”

2. Use problem-solving skills in the interview itself

Some interviewers will ask you to solve a problem on the spot as part of the interview process. This is usually done to assess your analytical and critical thinking skills. 

For example, someone applying for a job as a business analyst may be asked to review a company’s financial reports and identify areas of concern.

When solving problems in an interview, be sure to think out loud so the interviewer can understand your thought process. 

If you’re not sure of the answer, don’t be afraid to say so. This shows that you’re willing to admit when you don’t know something and are willing to learn.

3. Make connections to responsibilities included in the new job

Be sure to highlight how your problem-solving skills will be relevant to the responsibilities of the position you’re applying for. 

For example, if you’re applying for a job as a restaurant server, you might talk about a time when you had to diffuse a difficult customer situation.

If you make connections between your past experiences and the new job, it shows the interviewer that you’re qualified for the position and that you’re excited about the opportunity to use your skills in a new way.

4. Use specific examples and data

When describing how you used your problem-solving skills in the past, mention specific examples and support your claims with data.

This makes your story more convincing and shows that you’re not just making things up.

For example, if you’re claiming that you increased sales, be sure to back it up with sales reports, graphs, or even customer testimonials.

Improving your problem-solving skills can open up a variety of different career opportunities.

Here are some things you can do to strengthen your problem-solving abilities:

1. Be proactive

The first step to solving any problem is to recognize that it exists! 

This might seem obvious, but many people choose to ignore problems instead of facing them head-on.

Pay attention to the things that are going wrong in your life and work, and don’t sweep them under the rug.

2. Break down big problems into smaller ones

When you’re faced with a big problem, it can be overwhelming. But if you break the problem down into smaller pieces, it will be much easier to solve.

For example, let’s say you’re trying to lose weight. This is a big goal, but it can be broken down into smaller goals, like eating healthy meals and exercising regularly. 

Once you have a plan for each of these smaller goals, you’ll be one step closer to solving the bigger problem.

3. Be open-minded

Being open-minded means that you’re willing to consider all possible solutions, even if they’re not what you were originally thinking.

If you’re closed-minded, you might miss out on the best solution to the problem. So don’t be afraid to try something new.

4. Be persistent

Persistence is another important quality for problem-solvers. If you give up at the first sign of trouble, you’ll never find a solution.

When you’re facing a difficult problem, it’s important to keep trying different things until you find a solution that works. 

Don’t give up, and eventually, you’ll find the answer you’re looking for!

5. Ask for help

If you’re having trouble solving a problem, don’t be afraid to ask for help. There’s no shame in admitting that you need assistance.

There are many people who are happy to help others solve their problems. So reach out to your friends, family, or even a professional if you need some guidance.

Developing better problem-solving skills can take some time and effort, but it’s worth it!

Track and manage your job applications and interviews all in one place. Use Jobscan’s Job Tracker for FREE.

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More expert insights on this topic:

Top 10 Transferable Skills to Put on Your Resume

Leadership Skills You Need to Include On Your Resume That Employers Actually Look For

5 Sections You Should Never Leave Off Your Resume

Robert Henderson, CPRW, is a career advice writer and a resume expert at Jobscan.

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What are Soft Skills? (Plus, How to Develop Them)

There are some careers that demand an exceptional level of education.

Daunting academic understanding. Unprecedented levels of training.

Consider people who wish for a career in medicine, like cardiologists.

They need to achieve formidable qualifications. Stellar GCSEs and A Levels, think ‘A’s’ and ‘A*’s across the board.

A medical degree and, typically, a four-year postgraduate degree. Completion of a two-year paid foundation programme. 🏫🎓

But there’s more.

Cardiologists must have a minimum of five-years’ postgraduate clinical experience. Either 3-years’ internal medicine experience or 4-years acute medicine experience. And full membership of the Royal College of Physicians (MRCP). Only then can they operate. 👨🏿‍⚕️

Those are phenomenal hard skills.

In the UK it’s estimated that up to 40% of jobs ask for a degree, at least according to sophisticated modelling.

The UK career marketplace demands educated candidates.

But this doesn’t tell the whole story. A degree doesn’t automatically equate career success. In fact, in many cases soft skills are just as, if not more, valuable than hard skills.

So, let’s have a look at soft skills in a little more detail, including what they are, why they’re so important, what the thirteen main soft skills are, and, more importantly, how to develop them. 👇

What Are Soft Skills?

Let’s say you meet someone who exudes charisma. Is fun to be around. Makes you feel valued. Fills you with confidence in their, and your own ability. Someone people listen to. Works well in a team and autonomously. Can follow instructions to the letter. Is transparent about what they’re doing and why they’re doing it. Who finds creative solutions to problems. Is organised. Adaptable. Empathic. Who gets the job done.

This person has superlative soft skills. 🔥 🔥

If hard skills are all about aptitude, then soft skills are all about psychosocial.

They are as innate as they are learned.

They’re communication. Leadership. Collaboration. Problem solving. Critical thinking.

They’re listening. Speaking. Attitude. Work ethic. Intercultural fluency.

Hard skills can be taught with relative ease.

You can also teach employees how to code, navigate a new HR platform, or attain an industry-specific qualification.

It’s a bit more difficult for employees to learn how to communicate with their colleagues, inspire others, and think outside the box if it isn’t in their nature.🧠 💭💡

The ideal employee has a strong balance of hard and soft skills.

The ideal employer has recruited candidates who exhibit both these skillsets and can build on them throughout their employment. T

his involves encouraging people to identify what they’re good at and what they need to work on, honing strengths, and improving weaknesses. 💪🏽 💪🏽

Let’s say that you have someone who’s tech-savvy. Can navigate platforms like the back of their hand. But they flounder when asked to explain what they’re doing and why they’re doing it to colleagues or clients.

The solution?

Concentrate on helping them to develop their people-facing and presentation skills. Before you know, they will have added another string to their bow! 🏹

To summarise, soft skills are:

• What someone knows
• How they interact with others
• Transferrable between different roles
• Innate, but can be acquired and improved upon
• Challenging to learn because many don’t have dedicated educational pathways

Why Are Soft Skills So Important?

Soft skills are crucial for personal development, building strong relationships, and professional achievement.

They can make the difference between a solid, dependable employee and an outstanding employee, someone who can make a real difference. Drive your organisation forward. Be integral to achieving your professional ambitions. 🙌🏼

On a day-to-day basis, candidates with soft skills are important because they can help your organisation to:

✅ Identify employees who are capable of not just doing the job, but also don’t it well. Think a graphic designer, someone who can create meticulous, creative corporate logos to client deadlines, whilst effectively communicating every stage of the design process.

✅ Recruit qualified, experienced candidates who reflect your organisation’s culture. Let’s say you’re recruiting for a human rights lawyer. And you law firm embodies a progressive, inclusive, personable ethos. Candidates with strong experience overseeing complex cases, and who excel communicating with a wide range of people have the ideal hard and soft skills needed to excel in the role.

✅ Hire people with potential, not just knowledge . Having someone who knows the ins and outs of their sector and profession is great. But potential, willingness to learn, and being adaptable are just as important. You may find that an expert is too rigid. Unable to adapt to their role or your organisation.

✅ Find candidates with a balance of hard and soft skills. Let’s say you’re hiring a sales director. You want someone who has a varied, balanced skillset. They’ll need to understand the organisation, sector, service, or product. They’ll need to be organised, a strong communicator, likeable, resilient, decisive, confident, be able to solve problems and think on their feet, and more. 📈 💰

✅ Evaluate someone’s culture fit. You can’t fit a round peg in a square hole. Someone who has a rich history working in a bustling, noisy office environment, may struggle to work in a library, just as target-driven people who’re used to working towards goals may struggle to operate successfully in a more flexible, relaxed environment, one with few deadlines or zero targets.

Thirteen Soft Skills Invaluable to L&D and the Workplace

Successful L&D, and workplaces in general, cultivate a mixture of soft and hard skills.

They encourage people to develop their knowledge and professional skills.

You can’t be a good physiotherapist without extensive academic knowledge of anatomy and how to communicate with patients, right? 👩‍⚕️ 🤒 🧔

The same is true in the L&D space.

Professionals must be able to inspire their colleagues to further develop their knowledge, stressing their value as an asset to the organisation, whilst bolstering their own personal and professional development.

This demands communication skills. Teamwork. Collaboration. Problem solving. Time management. The ability to inspire others. And more.

Below we’ve outlined the thirteen soft skills invaluable to L&D and the workplace in general. 👇

1. Communication Skills

• Verbal communication : the ability to express ideas clearly and effectively in spoken language
• Non-verbal communication : understanding and using body language, facial expressions, and gestures ☺️
• Listening skills : actively listening to others, understanding their perspectives, and responding appropriately
• Written communication : the ability to write clearly and concisely, regardless of format, e.g., documents, emails, and reports

2. Interpersonal Skills

• Empathy : understanding and sharing the feelings of others to build strong relationships
• Teamwork : working and collaborating with others to achieve common goals 🙏
• Conflict resolution : managing and resolving conflicts in a constructive manner
• Networking : building and maintaining professional relationships which can provide support and opportunities
• Negotiation : reaching mutually beneficial agreements through discussion and compromise

3. Leadership Skills

• Influence : capable of persuading and inspiring others to follow a course of action
• Decision-Making : able to make informed, competent decisions, even under pressure 🤔 💡
• Mentoring and Coaching : guiding and supporting the development of others
• Delegation : capable of assigning tasks to appropriate colleagues for completion
• Vision : developing and championing a clear and compelling future direction

4. Emotional Intelligence (EQ)  

• Self-Awareness : recognising and understanding your own emotions and how they affect behaviour
• Self-Regulation : managing your emotions healthily, regardless of the situation
• Motivation : demonstrating drive to achieve goals and maintain a positive attitude in the face of challenges 🥇
• Social Skills : effectively navigating interpersonal relationships whilst guiding people towards a desired outcome  

5. Problem-Solving Skills

• Analytical Thinking : able to break down complex problems to understand underlying issues and find solutions
• Creativity : can think ‘outside the box’ and identify innovative solutions to problems
• Critical Thinking : evaluating information and disagreements critically to make reasoned judgements
• Resourcefulness : finding quick and clever ways to overcome difficulties

6. Adaptability and Flexibility  

• Open-Mindedness : willing to consider innovative ideas and approaches
• Resilience : can recover quickly from setbacks and remain positive in difficult circumstances
• Learning Agility : competency in acquiring new skills and adapting to a circumstance change 🧑‍💻
• Change Management : managing and adapting to organisational change effectively

7. Time Management and Organisation

• Prioritisation : can identify the most important tasks, and complete them first
• Goal setting : set clear, achievable goals and develop a plan of action to achieve them
• Planning : organising tasks and activities to achieve goals
• Multi-Tasking : the ability to work on and complete multiple tasks at the same time

8. Work Ethic and Professionalism

• Accountability : taking responsibility for your own actions and their outcomes
• Reliability : being dependable and consistently meeting expectations
• Integrity : adhering to moral and ethical principles whilst being honest and fair in all actions
• Discipline : maintaining focus and self-control to achieve goals and meet deadlines

9. Customer Service Skills  

• Patience : being calm and demonstrating understanding when dealing with challenging customer circumstances
• Problem-Solving : addressing and resolving customer issues effectively and efficiently
• Attentiveness : giving your full attention to customer needs and concerns
• Positivity : maintaining a positive and friendly disposition, even in tricky situations

10. Collaboration and Teamwork

• Cooperation : working efficiently and effectively with others, sharing responsibilities, and contributing to group efforts
• Interpersonal Communication : effectively interacting and communicating with team members
• Supportiveness : providing help and support to colleagues across the whole organisation when required 🫶🏼
• Conflict Management : handling disagreements constructively whilst fostering a collaborative environment

11. Innovation and Creativity

• Curiosity : eager to learn and explore innovative ideas and concepts
• Innovation : identifying new and effective solutions to problems
• Flexibility : being open to innovative ideas and adapting to the latest information
• Entrepreneurial Thinking : adopting an ambitious, progressive, and creative mindset

12 . Cultural Competence

• Diversity Awareness : understanding and appreciating cultural differences
• Inclusivity : promoting an inclusive environment where everyone feels valued
• Cross-Cultural Communication : capable of effectively communicating with people from diverse backgrounds
• Global Awareness : knowledge and understanding of global issues that impact work

13. Technical Ability

• Digital Literacy : comfortable with leveraging a range of workplace digital platforms 🖥️ 💻 📱
• Technical Agility : Able to quickly learn and adapt to workplace digital tools
• Innovation and Technology : competent in using a range of different technologies to improve processes and solve problems

How to Improve Soft Skills

Our brain is a toolbox.

Our skills are the tools we employ to achieve goals.

We can all have a conversation with one another, choose to remain calm when deadlines loom, and accept one another as equals, regardless of background, race, gender, or any of the other categories we all fall into.

Employment is a journey. Just like life.

Most of us start with a limited skillset.

The more experience we gain, the more our knowledge and skillset expands.

Those who succeed have dedicated time to personal and professional development. They promote continuous learning . Improving their soft skills.

But what’s the best way to do this? Follow our basic guidelines below to learn more.👇

Ask for Regular Feedback

Many organisations hold regular employee review cycles, 1-2-1’s. This is a chance for employers to gain valuable insight into employee performance, progress, and overall happiness.

Employees can use this opportunity to air their opinions, learn areas where professional improvements can be made, such as developing soft skills, and ask for performance feedback in areas such as collaboration, resilience, problem solving, and more.

Hone Communication

Learn and practice how to communicate with people of all demographics, building relationships, and you’ll improve your value .

This can include, talking to colleagues, supervisors, or customers, speaking on the phone, over video conferencing platforms, emailing, instant messaging, and more.👩🏽‍💻📱📧

People who can make personal connections and adjust how they communicate with people based on who they’re speaking to, and the context of the communication will display persuasive communication skills.

Look for Collaboration Opportunities

Looking for collaboration opportunities will further bolster your teamwork, empathy, influence, planning and more.

If you often work autonomously, find ways to get involved in small or large teams.

Learn or hone your teamwork skills. Encourage everyone in your team to participate. Identify and champion the different skills and personalities of everyone in the group. 🙋

Get to Know Everyone

Build positive relationships with coworkers by engaging in genuine conversations about their lives.

Try to find ways to connect with everyone through shared experiences, how they spend their free time, and highlighting personality similarities.

You could organise or participate in group lunches or evening drinks. Getting to know everyone will improve your soft skills and build better connections. ⭐

Invest in L&D

If you’re really committed to improving your soft skills, there’s nothing stopping you from investing in L&D courses.

You could include online or in-person soft skills leadership development courses, communication workshops, and even invest in distributing digital literacy literature.

The good news with this is that you can tailor any L&D to where the most pressing need for soft skills is across your organisation. 🙌

Soft Skills Development is Integral in the Workplace

There’s no point in elevating a team’s technical skills if they don’t have the skills to communicate what they’ve learned to everyone else, just as there’s no point in having a vision without entrepreneurial thinking.

Skills are integral to the workplace and essential to success.

Just thinking about how useless it is to have abundant technical knowledge if you can’t communicate that knowledge to colleagues, you encounter whilst you perform your day-to-day duties!

Identify and develop soft skills, incorporating them into everyone’s L&D and you’ll develop a robust workforce, one with the capabilities to manage any situation and promote prosperity. 👏

Thirst’s AI-fuelled learning experience platform can help you to optimise the soft skills across your entire organisation. We’ve already helped countless customers to optimise their L&D and we can help you. Contact us today to find out more.

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As an AI-powered learning platform, Thirst is empowering L&D teams big and small to level up learner engagement and create learning experiences designed for the modern learner.

Take the guided tour  today and see Thirst in action.

For more e-learning insights, resources and information, discover the  Thirst blog . 

You may also enjoy:

15 Key Characteristics of Effective Learning  |  Zone of Genius: What is it and How to Find Yours  |  The Ultimate Employee Offboarding Checklist [+Free Template]

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Table of contents

• 1. What are soft skills?
• 2. Why are soft skills so important?
• 3. Thirteen Essential Soft Skills
• 4. How to Improve Soft Skills
• 5. Final thoughts

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• See Thirst in Action

Top Skills for High-Performing Teams

To excel in their jobs, employees need the right blend of skills. While managers might assume employees would prioritize the technical skills required for their specific roles, Lattice data shows that’s not the case.

Instead, employees are focusing their attention on soft skills, with three skills leading the pack. And for companies looking to future-proof their businesses , that’s good news — because soft skills are often a hallmark of the kinds of high-performing teams responsible for driving business success.

Here’s more about which soft skills employees are pursuing and why these skills matter so much. Below, we’ll also discuss why employee growth is good for business and how to create an upskilling strategy that empowers employees to perform their best. 

Top 3 Soft Skills and Why They Matter

Lattice powers the world’s best companies — which means we’ve got access to data from over one million users. Anonymized Lattice user data reveals the top three growth areas employees are pursuing are:

Communication 

• Problem-solving
• Leadership 

Let’s take a closer look at why these skills matter — alongside some expert insight into what these skills can look like in practice and how to promote them at your organization. 

Communication is the cornerstone of any team, and leaders know it. That’s why, in 2023, this was the most frequently occurring growth area competency across all sizes of Lattice customers, as well as across almost all industries. 

High-performing employees take communication to the next level, allowing them to collaborate, innovate, and work as team players. Those abilities aren’t just apparent during easy, in-person conversations, but they’re also evident for distributed asynchronous teams and during challenging times. 

Another feature of the kind of communication seen in teams that get stuff done is that it’s not just a one-way street. Two-way communication involves allowing everyone to share information, which leads to stronger teams, better ideas, and improved team and employee performance . 

What does excellent communication look like? 

“Good communication is clear, concise, and empathetic,” explained Lucas Botzen , CEO at Rivermate . “It requires active listening, and at the same time, a person can put forth their ideas in such a way that both parties understand.”

In an age of hybrid and remote work, it’s also crucial that this proficiency spans multiple channels and tools, said Stephen Greet , CEO and cofounder of BeamJobs . “This includes written mediums like email and reports as well as verbal contexts such as presentations, meetings, and one-on-one discussions.” 

Problem-Solving

Workplace problems come in all shapes and sizes, like an unforeseen technical glitch or friction between contributors. Top performers use their adaptability and their capacity to combine analytical, creative, and strategic thinking to solve all sorts of problems.

Different employees will often have unique approaches to solving the same problem. But many high-performing individuals collaborate with other team members to find the right solution. With strong communication, teamwork and problem-solving go hand-in-hand.

What do excellent problem-solving skills look like? 

HR consultant Jessica Hart said that the best problem-solvers can recognize and address conflicts in people and processes. “They lead with options, not dictations, and engage others through change management with buy-in. It's about solving the problem, not being tied to a specific solution or method.”

Greet added that top performers also can anticipate potential challenges and mitigate risks. “They proactively identify issues and implement creative solutions to avoid hurdles.” He suggested that their strong analytical skills allow them to get to the root cause of problems. 

Managers have a huge influence on the engagement and performance of their teams , so it’s no surprise that the leadership skill set is highly sought after. One hallmark of an effective leader is their ability to cultivate trust in their teams: Employees who strongly agree they trust their organization’s leadership are four times as likely to be engaged at work, according to Gallup .

Good managers are self-motivated and confident in their own abilities but give their teams the freedom to work with autonomy. Leaders also need to be compassionate and flexible, especially when working with new teams. Anonymized Lattice user data shows that the average number of employees who have to adapt to manager changes has doubled since 2020, increasing the risk of burnout and change fatigue as some employees struggle to adjust. 

Managers are also under pressure and leading larger teams , with the average number of direct reports increasing from 4.3 in 2020 to 5.1 in 2023. Giving managers the tools they need to lead can help streamline admin tasks and free up time for connection and interaction. 

Empowering high achievers to develop their own leadership skills can also help with succession planning and retention, as they prepare to move up the career ladder and manage teams of their own. 

What does excellent leadership look like? 

“Good leaders earn team buy-in and trust through consistent actions,” Hart explained. “Whether that’s being punctual, adhering to procedures, or even small acts like cleaning the coffee pot in the break room.”

She added that they’re also aware of their influence on their teams — and they're more than their title. Strong leaders earn respect and trust rather than relying on status. Hart said, “They build respect by leading their own experience in a way others admire.”

Sharon Rose Hayward , career coach and author of Winning at Work: A Practical Guide to Career Success , suggested that good leaders “model respect, collaboration, open communication, and work excellence.” 

Effective leaders are also committed to continuous learning and development, said Greet. “They seek out opportunities for personal and professional growth to strengthen their capabilities.” 

The Link Between Employee Growth and Organizational Success

Soft skills aren’t just great for employees — they’re also foundational for the success of an organization as a whole. And that’s why they’re so important.

Without key skills like communication, problem-solving, and leadership, employees and managers can swiftly become frustrated. Leave these frustrations unresolved, and this kind of chronic workplace stress can lead to burnout . Employees also want to refine their skills and develop their careers.

If you don’t offer these development opportunities and support employee growth, this can lead to disengagement. At this point, some employees will become “quiet quitters,” watch the clock, and put in the minimum effort. Others will look to move to another organization that’s more committed to supporting their growth. Then, you’re left with the cost of finding a replacement . 

Instead, investing in employee growth and development shows top talent that you’re committed to their future, which can boost engagement. And it’s well known that engaged, thriving employees perform better , which in turn drives the performance and profitability of organizations as a whole. 

4 Ways to Promote Upskilling 

It’s unrealistic to expect all employees to have the perfect combination of skills — but the right upskilling strategy can help average performers become your best employees. 

Upskilling helps employees develop a growth mindset, plus work on the skills they need to excel. Creating an upskilling strategy is one of the best ways to facilitate this process, but it needs to be flexible.

“Your business and staff are unique, which is why a customizable approach is essential,” said George Sik, PhD , psychologist and director of workplace assessments at eras Ltd . “Whether you are looking to identify those individuals with management potential or you want to build the interpersonal skills of a team, your strategy has to adapt with each individual.”

Here’s what that process can look like in practice. 

1. Assess existing skills. 

You can’t improve what you can’t see. Hart recommended using a simple matrix approach to assess specific skills. “Employees rate themselves on a scale of 1 to 5 in each skill area, and managers do the same for their employees,” she said. “This self-assessment helps gauge self-awareness and identify overlaps or discrepancies. It can also be expanded to team calibrations for additional feedback, revealing unseen strengths or areas for improvement.”

Observing specific situations can also help during the hiring process. “Roleplaying in group exercises can demonstrate how someone interacts in communication and problem-solving. Putting up difficult problems and assessing the answers can show one's analytical skills,” said Greet. 

2. Make time for personal and professional development. 

Identifying an employee’s existing skills and where they might have room for improvement is great, but it’s also essential to give employees the time they need to work on their development. 

Sik noted that this personal development time can give people the opportunity they need to focus on bettering themselves and improving their skills. “This can really help individuals and teams thrive in unexpected ways.”

He added that there’s another advantage too: “It also ensures your company culture is one focused on nurturing individuals and creating a supportive environment for talent to thrive.” 

3. Schedule regular growth conversations. 

As employees work on developing and refining their soft skills, they’ll want to know if they’re heading in the right direction. But Lattice research shows that 85% of employees aren’t offered regular career growth conversations , leaving them in the dark about where they’re going. 

Individual development plans (IDPs) are one way of shining a light on growth and empowering employee success . Effective IDPs typically include an employee’s:

• Development opportunities 
• Long-term career vision
• Short-term career plan
• Growth areas 

Performance reviews can also provide the kind of clarity and recognition that are hallmarks of high-performing teams according to our 2024 State of People Strategy Report . That’s one reason why performance management is becoming such a high priority for HR: The same report found that 48% of HR teams that are exceeding their set goals are using some kind of performance management software to track relevant metrics. 

4. Create clearly defined career tracks. 

Career tracks and growth paths can help boost engagement and retention by showing high-potential employees what their progression at your organization could look like. This is also a hallmark of high-performing HR teams. In our 2023 State of People Strategy Report , only 19% of low-performing HR teams reported having clear employee growth paths, compared to 58% of high-performing teams.

Proactively preparing top-performing employees for leadership roles can also help support succession planning . “It can be extremely jarring for other leaders and employees when current leaders transition into new opportunities without a successor in place. Leadership coaching ensures a smooth transition by developing those future leaders early on, providing much-needed stability,” said Sik. 

Cultivating the Skills Needed to Succeed

When it comes to employee development and growth, the right HR tools can make all the difference. Lattice Grow is designed to identify skills gaps, facilitate meaningful conversations, and inspire development. 

Request a demo and empower your employees to take charge of their career growth.

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10 Problem-Solving Soft Skills that Employers Look For

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Solving Problems Like a Pro!

In today's competitive job market, technical expertise alone doesn't suffice. Employers are increasingly valuing individuals with a unique set of skills - problem-solving soft skills. This blog dives deep into problem-solving soft skills, highlighting the vital abilities that set professionals apart. From critical thinking to creativity, adaptability to emotional intelligence, we'll dissect the significance of these skills for a prosperous and fulfilling career. Let's get into it!

What are problem-solving skills?

Problem-solving skills are like your all-in-one toolkit for tackling tricky situations. They're the superpowers that let you break down complex problems, see things from different angles, and come up with smart solutions. No matter your job, these skills matter. They're the fuel for innovation, making things run smoother, building stronger teams, and keeping customers happy. Studies and stats confirm it's one of the most-wanted skills by employers. It's all about staying sharp in today's professional world.

Top problem-solving soft skills

Let's look into the top problem-solving as a soft skill ability that is like gold dust for your career. From critical thinking to creativity, we'll explore how honing these skills can open the doors to endless opportunities.

1. Critical Thinking

Think of critical thinking as your superpower for tackling everyday challenges. It's all about breaking down problems, questioning the status quo, and considering different angles. With these thinking and problem-solving soft skills in your toolkit, you can analyse complex situations like a pro, resulting in more effective solutions that truly make a difference during your learning journey and internship experiences.

2. Creativity

Creativity isn't just for artists and writers . When it comes to problem-solving as a soft skill, being creative means thinking outside the box. It's about conjuring up fresh, out-of-the-box ideas and innovative solutions. So, let your imagination run wild! Creative thinkers are known for bringing a breath of fresh air to your workplace, helping your team adapt to changes, grow, and conquer obstacles with flair.

3. Adaptability

We all know the world can throw curveballs. That's where adaptability shines. Having these problem-solving soft skills means you're the one who can pivot and thrive in the face of change and uncertainty. Whether it's a sudden shift in your project or a market twist, you're the cool cucumber who remains productive and keeps the ship sailing smoothly, ensuring a balanced and successful personal and academic lifestyle . Make sure you learn some in-demand skills which will help you in your future.

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4. Emotional Intelligence

Emotional intelligence is like your secret weapon for understanding and handling emotions – yours and others. It's a game-changer for problem-solving as a soft skill. When tensions run high, or you're in the midst of a tricky group project, these skills help you navigate the emotional side of things, ensuring that your solutions are not just logical but also consider the feelings and concerns of everyone involved.

5. Communication

Strong communicators are the glue that holds it all together. They have the gift of translating complex ideas into simple, understandable terms. In the realm of problem-solving soft skills, they excel at articulating issues and ideas, and they're the bridge between technical and non-technical folks. With them around, problem-solving becomes a breeze.

6. Decision-Making

Think of decision-making as your compass in a sea of choices. It's one of the thinking and problem-solving soft skills that helps you sort through information and make smart choices. Whether you're weighing pros and cons, calculating risks, or simply choosing the best path forward, this skill is your trusty sidekick for streamlining the problem-solving process.

7. Resourcefulness

Resourceful individuals are the ultimate problem-solving wizards in the workplace. They're the masters of making do with what's at hand. When faced with a challenge, they can think on their feet and find innovative solutions even when resources are scarce. When you're looking to get things done creatively and efficiently, these are the go-to people who can turn constraints into opportunities, fostering a culture of creativity and resourcefulness within the team.

8. Patience

Patience is the zen master of the soft skills world. It's all about keeping your cool, even when things get tough. For those long-term issues that need some tender loving care, patient folks not only stick with it but also bring an unwavering dedication to the table. They persistently work towards sustainable solutions, showcasing their tenacity and unwavering commitment to achieving long-term success. 

9. Conflict Resolution

The peacemakers among us, skilled conflict resolvers, are your go-to for finding common ground. They're experts at facilitating discussions and negotiations, which ultimately lead to solutions that everyone can agree on. Their role goes beyond just maintaining harmony; they're the workplace's mediators, ensuring that small disagreements don't escalate into all-out wars. In the process, they create an atmosphere of cooperation and foster collaboration, making your professional environment not only more harmonious but also more productive.

10. Persistence

Think of persistence as your 'never give up' attitude, a tenacious spirit that refuses to back down in the face of adversity. It's all about facing challenges head-on, even when the going gets tough. Persistent individuals are unwavering champions who keep chipping away at problems until they find a solution that works. When it comes to tackling long-term issues or overcoming substantial hurdles, they're the ones who consistently show up, put in the hard work, and make things happen.

How to Develop Problem-Solving Skills

• Embrace challenges as opportunities to grow.
• Define the problem clearly to set the stage for solutions.
• Break down complex issues into manageable parts.
• Generate a wide range of potential solutions, no matter how unconventional.
• Evaluate each solution by considering feasibility, impact, and resources.
• Trust your judgment and select the most promising solution.
• Implement your chosen solution, adapt as necessary, and learn from the experience.
• Seek feedback from colleagues or mentors for fresh insights.

In the fast-paced, ever-evolving professional landscape, problem-solving soft skills emerge as the bedrock of success. As this journey through the realm of critical thinking, creativity, adaptability, and more draws to a close, remember that these skills aren't just career boosters; they're life enhancers. To further equip yourself for the challenges ahead, don't hesitate to explore reliable student resources that provide great tools to simplify your student life. These invaluable tools will not only enrich your skill set but also pave the way for a bright and fulfilling future. Are you planning to stay in Germany make sure you are fluent in German, these German learning apps will help you out.

Frequently Asked Questions

Why are problem-solving soft skills important in the workplace, how can i showcase problem-solving soft skills on my resume, are problem-solving skills equally important in all industries, can problem-solving skills benefit my personal life as well, can problem-solving soft skills be learned and developed.

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Neglecting soft skills is hurting the cyber industry

Why hiring managers mustn't ignore soft skills when hiring

Half of UK businesses have a basic cyber skills gap, with the industry needing 21,600 recruits per year to meet demand. Those are huge numbers and come with a stark warning: that we must make the cyber workforce more diverse and look to soft skills during the hiring process.

That’s why it was great to see the recently published McPartland Review emphasize the need for diverse cyber skills to protect the UK’s critical IT infrastructure and drive economic growth. It also echoes my view that we must prioritize skills and training to retain employees.

Without major action now, the cyber skills gap could languish further and undermine the cyber resiliency of the nation.

CEO and Co-Founder, CAPSLOCK.

Unpacking what makes a great cyber employee

Having worked in the tech landscape for over 30 years, it’s very clear that the picture of what makes a “good” cyber candidate has barely changed. That’s because one of the greatest challenges facing recruiters and hiring managers in the cyber industry is a lack of knowledge about what skills make a great cyber employee for today’s threat landscape.

There are multiple roles in cyber. Some are highly technical, others are not. But cyber professionals don’t work in isolation and technical skills, while valuable, need to be applied within a team setting and to problems that could look different, to different people, every time.

Organizations must become more inclusive when making hires, recognizing “soft” or “impact” skills to encourage those without a traditional cyber background to enter the profession. There are a range of top skills needed beyond technical prowess, including communication, problem-solving and creative thinking.

Hiring managers must look towards hiring those with potential, enthusiasm and strong transferable skills to open up opportunities for learning or reskilling in cyber. In doing so, they help to widen the talent pool and in time start to close the skills gap by nurturing the diverse talent needed to tackle increasingly complex threats.

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Looking beyond traditional hiring routes

Another major barrier to building a diverse workforce in cyber is that people fear change. Even if it is for the better. They want to keep doing things the same way – recruiting from the same pool of people who have the same background and qualifications.

Rifling through CVs from those holding university degrees in cyber security or complementary disciplines such as computer science will and should continue to be commonplace in recruitment for cyber roles.

However, the recruitment process must also be inclusive of those who have experience over qualifications, and, as I mentioned, those softer skills. For example, they could consider welcoming career changers as cyber learners who can bring valuable transferable skills and experiences from other industry backgrounds.

Quite often selection is made by requesting competence in a list of well known cyber tools or via a similar long list of industry certifications. It is sometimes unclear what skills are needed and (as we know) puts off women especially if they don’t have everything on the list. The UK’s careers framework needs to be simplified and standardized in line with the UK Cyber Security Council framework. This will significantly improve how companies advertise roles and help employees understand career progression paths. Current job descriptions often contain unrealistic requirements and mix different specializations. By adopting a common recognized framework, people will be able to navigate their careers more effectively.

Onboarding cyber security talent enables organizations to invest in and shape the future of their talent pool. By providing on-the-job mentorship and training opportunities, they can cultivate a diverse group of professionals well-equipped to tackle future threats.

Diversity as a keystone for resilience

By looking beyond traditional talent acquisition routes, hiring managers can help make cyber a more accommodating workforce and break apart the ‘old boys’ club demographic view of the career. It opens them up to hiring people from different backgrounds, experiences and characteristics such as gender, ethnicity, age, sexuality, education and socio-economic background.

Introducing more diverse talent including those from underrepresented demographics is important for several reasons. First, it ensures that there are more role models to encourage further underrepresented candidates into the talent pool. Second, diversity encourages more viewpoints to be seen, which is important for building resiliency in the function.

Traditional cyber security teams – generally a very male, white and middle-class environment – present a significant vulnerability to organizations. When every person on a team approaches problems from the same perspective, blind spots are more likely to emerge.

Individuals from different backgrounds bring unique experiences, thought processes, and problem-solving approaches to the table. These wider perspectives allow teams to identify vulnerabilities from different angles, stay one step ahead of attackers, and develop more complex defense strategies.

Further, technologies such as generative AI are ushering in a new wave of threats for organizations. Hiring managers can’t afford to have the same cookie-cutter employees but need diverse minds with varied experience to approach new issues creatively, critically and differently to tackle ever-evolving threats.

Action is needed now

A huge catalyst for the cyber skills crisis in the UK is that we continue to hire from the same talent pool. Instead, we need to recruit people of all ages, and from different educational backgrounds and ethnicities to build a cyber workforce that truly reflects the society it protects.

We must also not discount those who lack technical expertise. Neglecting soft skills is hurting the industry by preventing high-potential candidates from non-traditional cyber backgrounds from securing the opportunities they need to break into the industry.

We hope that the industry now takes action to bridge the skills gap and build a diverse cyber workforce for a secure future.

We list the best resume builders .

This article was produced as part of TechRadarPro's Expert Insights channel where we feature the best and brightest minds in the technology industry today. The views expressed here are those of the author and are not necessarily those of TechRadarPro or Future plc. If you are interested in contributing find out more here: https://www.techradar.com/news/submit-your-story-to-techradar-pro

Dr. Andrea Cullen, CEO and Co-Founder, CAPSLOCK.

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The Case for College in the Era of Online Learning

• Robert Walker

In-person education provides valuable experiences, opportunities, and skills that can’t be replicated online.

Does pursuing a college education still make sense in the age of online learning and AI — when we have access to information for free via the internet? The problem with this question is that it frames college as an information gatekeeper, misunderstanding much of its value. For many, higher education institutions offer more than that: a transformative journey where students can network and develop transferable soft skills that require teamwork and repetition. You can maximize your college experience by leaning into these opportunities while simultaneously staying up to date with the latest technological trends. By being agile, networking vigorously, cultivating problem-solving skills, and seeking learning opportunities in the real world while in school, you can prepare yourself for a successful career.

Today, we have access to more information than ever before. YouTube and TikTok can provide us with in-depth learning opportunities for free — from professional development tips to AI tutorials . In more recent years, large language models like ChatGPT and Gemini have shown they can answer almost any question that comes to mind with an increasing level of accuracy .

• RW Robert Walker is the director of high school admissions at University of Advancing Technology. Walker has over 12 years of in-depth experience in recruitment and technology, has a genuine passion helping others achieve their educations dream,s and holds advanced degrees in technology leadership and cyber security.  

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