Why theres nothing soft about soft skills - Viewpoint - careers advice blog Viewpoint careers advice blog

Why there’s nothing soft about soft skills - Viewpoint - careers advice blog Why are soft skills, called ‘soft skills’? This is something I’ve never really understood. In my experience, they’re anything but soft and are often the hardest skills to attain. After all, the best technical skills and qualifications in the world can be taught, but they will have limited impact unless your business is equipped with managers who understand what motivates their employees, can communicate with their team effectively and listen. What frustrates me is that these so called ‘soft skills’, or what some label emotional intelligence (EQ), are often underappreciated and in some cases even ignored by many organisations. In my opinion, the term ‘soft skills’ completely undersells their fundamental importance. Strong soft skills enable a leader to better understand, motivate and direct  people, and as a result their teams are often more focused, productive and happier. Research from Rutgers University found leaders with higher EQ delivered greater profits â€" 139 per cent higher in one study â€" as well as higher customer satisfaction levels. I therefore find it staggering that while there is so much focus on technical skills, developing these crucial soft skills is not a higher priority for many in the business world. Recalling my own time at business school, precious little time was spent on developing these skills and while that may have changed in the last 25 years, it still does not get the attention it deserves. So here are four ways I think leaders can ensure they are keeping on top of their softer skills and promoting the value of high EQ within their organisations: Prioritise visibility It’s all too easy for staff to hide behind email and shun face-to-face interactions, but everyone in your team should be seen to be accessible (including you) this promotes better team working and heightened communication skills. As a business leader, you should set an example and actively demonstrate that interpersonal skills carry as much currency within your organisation as technical knowledge. I was once told by my boss at the time “It’s not about who you are, it’s about how you are, that makes a difference in a team”. I’ll never forget that advice. Ensuring you and your managers are visible and accessible, by simply walking the floor to discuss issues with staff face-to-face or dropping into the office canteen to join a team for lunch, for example, motivates and encourages employees to do the same. I’ve always believed that it’s often these unplanned face-to-face connections which prove most valuable in understanding the real mood of the business too. Encourage an open culture It’s important to build a culture in which all employees, no matter their experience, seniority or job title, feel confident to put forward ideas. You need to encourage yourself and others to think about what prevents someone speaking up in a meeting or putting forward an idea. Remove these barriers and create an atmosphere in which all employees feel confident and comfortable to communicate and share. Leaders should actively be encouraging their teams to get together more frequently to discuss the latest project or strategy and get everyone in the practice of coming to each meeting with a fresh, new idea. This confident, high-energy atmosphere will empower your team and will breed creativity. However, don’t be lulled into the false sense of security that just because you are doing it, that the culture is flowing down through the business. I’ve often encountered layers of what I term “Permafrost management”. Things flow from the top but never get past the Permafrost. Everybody below the Permafrost is in the dark. What’s the best way to get through? Go and see the team yourself and that will immediately tell you if you’ve got a Permafrost problem! Listen properly When was the last time you properly listened to your colleagues? Not listening to respond, but to really understand what they are saying and how you can help? Our always-on, digital world is making it harder for us to properly listen and learn because we are always so busy on the immediate and urgent tasks. I find that when I have a really important decision to take, I’m at my best when I can get away from the day-to-day environment to really discuss an issue without distraction, and that includes turning off my mobile phone. There is nothing more annoying than trying to debate an issue when someone is busy checking emails or WhatsApp. That basically says “I know you think this is important, but it’s way less important to me than seeing if anyone else wants my time”. How would you feel if you were on the receiving end of that? Not great, so don’t do it to others. Proper listening is hard and requires undivided attention if you are to make any impact. If you don’t have the time right now to do a proper job, be honest and tell your colleague and rearrange a more appropriate time. Lead authentically An authentic, high-EQ leader demonstrates self-awareness, resilience and can spark real and genuine connection with those around them. However, it’s very hard to fake being genuine or empathetic for long and those that do often find they come unstuck very quickly. You can’t force or mandate this in your own behaviour or throughout the business; it needs to become a habit, or the norm. Small things like recognising an individual team member’s contribution or providing positive feedback on an idea, can have a huge impact. Making sure the performance review process is encouraging and capturing soft skills will also demonstrate that the business’ intentions in this area are genuine. A final thought Innovative products, the latest technology and employees with exemplary sector expertise are all integral ingredients, but in my experience it’s a team supplemented with rich soft skills that gives a business a competitive edge. With an emphasis on up-skilling specific expertise in recent years, a lack of focus on vital inter-personal skills and a dearth of good training in this area is now apparent within many businesses. Training will only get you so far though. Change needs to come from the top and become a part of the culture. Over the years I have worked with some of the most successful and inspiring leaders in the business world. While their technical and strategic skills were key to their rise up within an organisation, all of them without exception recognised and promoted the value of softer skills, both for themselves and within their teams. More senior leaders need to understand that these important skills aren’t just a nice-to-have in an employee, they are crucial to the success of both the individual and the business. So please don’t dismiss these important skills as ‘soft’ and somehow optional. Make sure you view them with the same importance as technical skills, both in your new hires and in your existing employees. Hopefully you found this blog valuable. If you did, you might also enjoy some of the following: How to handle an employee’s pay rise request Is your business doing too much typing and not enough talking? Why counter-offers are rarely a cause for celebration You’re never too senior to learn something new You’ve got to know when to fold ’em, know when to hold ’em 5 ways to make your business more transparent Should I stay or should I go? How to know when its time to leave your job from Hays

Marine Corps Infantry Officer Job Descriptions

Marine Corps Infantry Officer Job Descriptions Marine Corps Infantry Officer Job Descriptions Marine Corps Infantry Officers lead the expeditionary power that is the foundation of this part of the administration. Its up to them to ensure infantry Marines (tenderly known as snorts) are set up for ground battle missions. It is a difficult activity for a youthful official, however the authority abilities they learn are important. The Marine Corps looks at this as an essential military word related forte (PMOS), and its open to positions between lieutenant colonel and second lieutenant. This is an unlimited line official position. The Marines sort this activity as MOS 0302. Obligations Infantry officials lead their soldiers in battle tasks and manage assurance and control. They have the troublesome activity of concluding how to utilize and convey weapons and gear in battle circumstances, which incorporates watches, fight plans, and knowledge. These officials are the leaders or their collaborators in infantry and observation units in what is officially known as Marine Air-Ground Task Forces (MAGTFs). They plan, direct, and aid the arrangement and strategic work of MAGTFs and any subordinate infantry and surveillance units. In hostile circumstances, MOS 0302 is liable for utilizing automatic weapons and mortars, and they and their soldiers bolster hostile tasks with ambush units. They may utilize hostile to covering units or tear-downs on the side of these activities. On the off chance that in a protective circumstance, Marine Corps Infantry Officers direct the utilization of assault rifles and mortars and set up their organization or detachments shoot plan overlay. Preparing The infantry official course at Marine Corps Base Quantico in Virginia is one of the most tiresome in the U.S. furnished administrations. A few years the waste of time rate (those unfit to finish it) is as high as 25 percent. It incorporates finishing a total of nine climbs, three of which are assessed, taking an interest in six strategic field activities and intersection a 56 divider in 30 seconds or less. The course additionally requires passing physical guidelines, which includes finishing a 15-kilometer climb conveying 105 lbs. in three hours or less, directing a ground loss clearing (recreated via conveying a 200-lb. sham) in 54 seconds and lifting a 77-lb assault rifle overhead while hurrying 300 meters in less than four minutes. What's more, in spite of the fact that its not, at this point required for graduation from the instructional class, Marines will experience the Combat Endurance Test, which surveys essential preparing (training camp) information and perseverance. The point of the CET is to assess whether a Marine will prevail in the infantry preparing. The CET is presently utilized as only one of a few devices to assess Marine official applicants. Necessities To be qualified for this activity, a Marine needs a single men degree and must be a U.S. resident. A criminal foundation would be precluding. Marine Corps Infantry Officers must be somewhere in the range of 20 and 27 when they get their bonus.

Valuable Tips On How To Write Your Resume For Job Searching

<h1>Valuable Tips On How To Write Your Resume For Job Searching</h1><p>A basic perspective in work looking is doing the resume composing for a business and have you previously acknowledged a proposal from an organization? In the event that indeed, what are your alternatives? There are a few systems to compose your resume however it is anything but a simple task.</p><p></p><p>This quest for new employment is testing in light of the fact that there are parcel of things that you need to contemplate like the activity showcase, pay, abilities, and position you are applying for. As it were, your resume must mirror every one of these elements. Numerous individuals disregard to carry out this responsibility looking since they need to escape their present place of employment at the earliest opportunity and evade the long terms commitments.</p><p></p><p>You must have compensation data remembered for your resume. In the event tha t you don't have pay, this will make it difficult for your planned business to discover that you are searching for a situation at a lower compensation. Your resume ought to incorporate pay and position-related data like the measure of understanding, abilities, training, accreditations and furthermore what organizations you have worked for. In such manner, there are various example continues out there that can be utilized to make an occupation searcher resume.</p><p></p><p>The manager can look for your accreditations by expounding on the correct aptitude you have and which organization you work for. It would likewise help on the off chance that you clarify about your experience. In the event that you have over ten years of experience, notice this in your resume since businesses typically search for more involvement with this sort of employment searching.</p><p></p><p>Your mentality and what you look like upon the world is additionally a significant factor. This present one's self-evident, since the tone of your resume is being deciphered by the businesses. You should think about your resume as a meeting test so as to pass it easily.</p><p></p><p>In case you have experience working with re-appropriating or taking a shot at your own encounters, you can incorporate these in your resume. They will show the businesses how you approach every circumstance and the time you put aside to break down the different conditions and furthermore how you investigate them.</p><p></p><p>These are the things you need to do in the event that you wish to land into the position looking, however on the off chance that you neglect to do the planning before hand, you may wind up harming your odds. Thus, put your exertion and take help from the experts that can do continue composing for you, with the goal that you can get employed quick and take your vocation to the following level.</p>

Featured Job Creative Director @ Verizon - Copeland Coaching

Featured Job Creative Director @ Verizon Verizon is seeking a Creative Director in Alpharetta, GA. The first area of responsibility focuses on managing and directing visual communications for Verizon’s Learning Development teams. A suitable candidate should have prior experience in graphics design, user experience design and/or “design thinking” methodologies utilizing current best practices. A candidate should also be fluent in graphics and design terminology and able to clearly convey a vision or concept to a team of artists and developers. Visual communications include 2D/3D graphics, illustrations, photographs and more; they should also reinforce Verizon’s branding and image.  The second area of responsibility pertains to managing and directing a small team of content developers who will work with the graphics team to design and develop training content. This may be in the form self-paced courseware, print based media, video, audio podcast, and more. To learn more, or to apply online, visit the Verizon website here.