Why We Need to Stop Calling Them Soft Skills

I have never liked the phrase "soft skills."

The more I have worked with managers, leaders, trainers and coaches, the more I dislike it.

Why?

Because there is nothing soft about them. I have never liked the phrase because it has always been looked at as secondary to hard skills.

Think about it for a moment.

Is it easy to have a difficult conversation with someone who is underperforming or is it easy to build trust with a new team?

Is it easy to coach someone who lacks confidence or challenge someone who has stopped taking ownership? No not at all.

In my experience, these are often the hardest skills to learn and, more importantly, the hardest skills to do well.

I come from an era where they were never looked, it was all hard skills only. We definitely had it wrong.

Yet for years we have labelled them as soft, and still do!!

Personally, I think it is time we changed the conversation and everyone should get on board.

In This Article You Will Learn

In this article, we explore why communication, coaching and emotional intelligence are some of the most valuable workplace skills, why they are becoming even more important in an AI-driven world and why we should stop calling them soft skills altogether.

We Spend Years Learning Technical Skills

Most people become good at their job because they learn technical skills. What do I mean well engineers learn engineering, accountants learn finance, managers often become managers because they have become very good at doing the job.

But as you will be aware if you have read some of my recent blogs, something changes.

Suddenly success is no longer about technical knowledge.

It becomes about people.

These are rarely the skills people were originally trained to do, that is why people become unstuck.

I often see organisations invest heavily in technical development, yet assume people will simply "pick up" the human side of leadership.

Pretty crazy really, lots of people know this but organisations still seem to miss this. Just think of the cost!

Yep as I keep saying, bonkers.

We concentrate on coaching skills for managers and leaders, look here at our coaching services or on our leadership and management courses

However, we always bespoke any of our courses for any organisation requirements.

These Are The Skills That Make The Biggest Difference

Over the years, I have worked with hundreds of managers, trainers and coaches.

The people who leave the biggest impression are rarely those with the highest qualifications or the most technical knowledge.

They are the people who know how to communicate, listen, coach and know when to challenge. But most importantly, they know how to bring the best out in other people.

That is not soft.

That takes experience, judgement and continual development.

It is one of the reasons we place such emphasis on these skills in our Leadership & Management programmes, coaching services and Train the Trainer courses. Look here at our train the trainer courses 

The reality is technical knowledge might get someone promoted. People skills often determine how successful they become.

AI Has Made These Skills Even More Valuable

Artificial Intelligence is changing the workplace at an incredible pace.

As I and many more keep saying, there is something AI still cannot do.

It cannot genuinely build trust, or it cannot recognise the subtle change in someone's confidence.

It cannot understand the dynamics of a team or the emotion behind a difficult conversation.

Ironically, the more technology develops, the more valuable these human skills become.

So, the phrase "soft skills? You have to question this now.

Because from where I am sitting, they are becoming some of the hardest and most valuable skills any leader, trainer or coach can develop.

These Skills Go Far Beyond Leadership

Another misconception is that these skills only matter if you manage people.

Well, I can assure you, don't believe that for a second.

We see the same behaviours making a difference on our Train the Trainer programmes.

The trainers who make the biggest impact are not always the ones with the most knowledge.

They are the ones who create trust in the room, adapt to different learners, ask great questions and make people feel confident enough to contribute.

The same applies to coaches, project managers, military partners returning to employment and business owners.

These are transferable skills.

They help people influence, communicate and build relationships in almost every workplace.

Which is why I think they deserve far more recognition than the label "soft skills" gives them.

Frequently Asked Questions

Here is a question, What are soft skills?

Well the obvious ones include communication, coaching, emotional intelligence, teamwork, problem-solving, adaptability and relationship building.

Why are soft skills important in leadership?

These skills help leaders communicate effectively, build trust, develop people and manage workplace relationships. Without them you fail.

Will AI replace soft skills?

No. AI can support decision-making and productivity, but communication, empathy, judgement and trust remain fundamentally human.

Are communication and coaching skills transferable?

Yes. These skills are valuable across leadership, management, training, coaching, customer service and many other professions.

How can managers develop these skills?

Leadership development, coaching, practical experience and continuous learning all help managers strengthen these essential workplace skills.

Final Thoughts

Perhaps the biggest issue isn't the skills themselves, it's the name we've given them.

Communication, Building Trust, Coaching, and Leading people certainly isn't soft!

If anything, these are some of the hardest skills to master.

And as workplaces continue to evolve, I believe they will become the most valuable too.

If you would like to learn more about our Leadership & Management Programmes, Coaching Services or Train the Trainer courses, we'd be delighted to help.

Contact us here on Tel 0800 302 9344 or via the link below.

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