Why Soft Skills?

The industrial age is over. Companies that are still stuck in industrial-age business models are closing down quickly. Technology is only as good as the people who use it. That is the clear message of the new millennium. The Knowledge Age rests on harnessing the immense human power to think creatively, find unconventional solutions to create value, increase productivity and find answers that make life and work more valuable to society.


Hard systems thinking and assembly line techniques adapted to human effort have not provided the required results. It’s not that they aren’t necessary. But people cannot be automated. Discipline is important, systems cannot be the end to bring out the best in people.

Human capital is best utilized when the need for self-actualization is met. People are much more than repetitive mechanical operations. Value comes from innovative thinking. The values ​​are derived from the best possible ability to work in a team, communication skills, empathy, intuition and people’s needs for self-management. This understanding has led to the West’s widespread adoption of soft skills at a significant cost.


The requirements of different work environments, industries and business organizations are unique. The same systems applied in different environments produce different results. The Age of Knowledge requires a degree of freedom to apply skills that are specifically tailored to specific situations and circumstances. Skills are key to provide workers with basic communication, teamwork and leadership skills; Personal effectiveness skills needed to build on one’s strengths. With
better qualified employees, the company will achieve higher customer satisfaction and achieve market leadership.


The soft skills initiative needs to be planned very carefully by organizations. You have to adapt to the circumstances in order to connect the acquired skills to the workplace. The biggest names in the world in training today: Anthony Robbins, Stephen Covey, Tom Peters, Jim Rohn, Brian Tracy and Edward De Bono advocate and emphasize a total shift in training towards self-awareness, core values, leadership skills, mental and creative management essential to the personal success. Some of those
names above are not even from the management discipline and are the buzzwords at Fortune 500 companies. So what should a CEO and HR focus on?

The answer may sound simple. Forget models of organizational success. Focus on the success of each individual working for the organization. Make it successful. Whether at work, in private life or in relationships.

Make a better contribution to society. Raise your people’s self-esteem to a very high level. And they take your organization to the next level. As dramatic as it sounds, forget the outdated management and training models. basic human values.

The important element is not to look for a direct cost-benefit analysis that cannot be applied to soft skills training.