Category Archives: #ThursdayThought
An employee who gets reprimanded for posting on social media during work hours – even though they’ve pre-automated the posting schedule with AI.
A manager asked to dress a certain way for a business meeting – because that’s how their boss has dressed for decades.
Telling staff to fill the data – because it shows up on the report better.
These all have one thing in common. The boss has told them to do this because of how it looks. Optics are everything, they might say.
If we spent less time worrying about how things look and more time doing them the right way and for the right reasons, then maybe things would look great just because they were.
Hard skills that leaders possess can be generally clustered into the following areas:
- Technical skills
- Analytical skills
- Marketing skills
- Presentation skills
- Management skills
- Project management skills
These are skills that show up on a resume/CV and are typically quantified by shareholder reports, profit-and-loss statements and other reporting and/or certification methods.
It’s usually the hard skills that companies recruit for and seek out
Soft skills, the ones that default to the “nice to have” category, are usually categorized into the following:
- Emotional Intelligence
- Service Mindedness
These are the ones that employees seek from their leaders. They typically don’t end up in resume searches, portfolios or promoted by recruiters.
Yet these are the ones that companies like The Gallup Organization, Entrepreneur, and renowned leadership consultants like Lolly Daskal identify are needed from leaders in the workplace.
In looking at the juxtaposition of the names of soft skills and hard skills, one should wonder – why are “soft skills” so hard to come by?
Probably because they require authenticity, integrity, character and accountability.
It’s easier to acquire hard skills. The soft skills result in you serving others. While every leader can serve others, very few choose to do so.
Soft skills are hard. But so worth the investment for the long game.
A pastor that fails to hear a spouse’s claim of abuse because they can’t look past the relative good that the person always does.
A boss favoring the sales team because that’s where they think is the most important position.
Keeping a certain client on board because they represent a lot of revenue, although they bully the front line employees.
Allowing an employee’s toxic behavior because they have been loyal to the company for so many years,
When leaders coddle others, they don’t realize the harm they do to the rest of the team.
A ministry ceases to be effective and marriages fail because of coddling a favored parishioner.
Other team members of supporting divisions feel like second class citizens, a cog to the whims of the big dollar makers.
Sending a message that all that matters is money, and not people, because boundaries can’t be drawn against abusive customers.
Team members losing faith in the leader’s credibility, and eventually leaving, because they don’t have that long-term relationship with the boss that goes years back.
Coddling equals bias equals poor leadership. When you tolerate bad behavior, you accept the consequences of splash-back on your organization.