Reflecting on the recent post - What are the key success factors that have worked for you as a Project Manager? - could you please share your experience with (or good practices on) developing and mastering soft skills?
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
I get a bit confused on the concept of 'soft skills'. All skills have a technical basis. To master any skill, even what might be considered 'soft skills', requires a recognition and understanding of that technical basis. My suggestion is for you to 1) list what you consider 'soft skills'; 2) and match them with the technical underpinning; 3) determine how you can master the technical and 4) allow your new knowledge to influence your actions. Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
Maria,
PMBoK Guide defines soft skills as interpersonal and team skills, which are used to effectively lead and interact with team members and other stakeholders. There is list of 17 soft skill tools & techniques, like communication, negotiation, leadership. Soft skills are personal competencies and contrast with hard skills which are based on technical capabilities, including knowing methods and processes how to manage a project.
Soft skills are needed not only in the professional environment, but in whole life. The base is laid in Kindergarten. Emotional Intelligence is a good structure for improving your soft skills. It starts with yourself, self awareness and self control and moves towards empathy and influence toward others. It means to develop your personality.
In the PMI talent triangle, soft skills fall under the leadership part.
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1 reply by Peter Rapin
Feb 01, 2021 12:34 PM
Peter Rapin
...
"Soft skills are personal competencies and contrast with hard skills which are based on technical capabilities..."
I don't buy that totally. Soft skill, as you define, have a very important technical component. Understanding and working with people is not intuitive - there is a science behind that. An understanding of human nature. Personal competence is based on knowledge - some of that knowledge is available through publications and formal education. In my opinion too many organizations and people see soft skills as not requiring learning, formal and otherwise, assuming someone has it or will pick it up. That's why we end up with so many bad bosses.
Soft skill development is a great example of the 10/20/70 rule for personal development.
10% (or less) will come from taking formal courses in the skills - for example, a course on conflict resolution or on negotiation.
20% will come from relationship-based learning - for example, a senior PM who mentors you.
70% will be from actual experience managing projects and learning what works and doesn't work with specific stakeholders.
Kiron
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1 reply by Peter Rapin
Feb 01, 2021 12:48 PM
Peter Rapin
...
I don't disagree with your 10/20/70 rule but it shouldn't be that way. We don't each re-invent the wheel every time we design a new wagon, we take what has already been done by others over time and improve, if possible, just a bit. Same in any technical environment, we don't start from scratch.
Soft skill development shound be 70% on proven techniques, 20% on specific experience and 10% creative thinking.
Project underperfromance due to lack of (or poor) soft skills is creater than with hard skills. Mostly because we leave it up to chance rather than applying known and proven techniques.
I think two of the most important elements to developing soft skills are willingness to be introspective and conscious practice.
You can read all the books and articles, watch every seminar, but unless you are willing to look at your own weaknesses you are unlikely to change them. Once you see your own flaws and learn new techniques, you must consciously apply what you've learned. It's unlikely that your behavior will change otherwise.
It's similar to public speaking. Most people don't hear themselves say "um" like it's using a comma in a sentence unless someone points it out to them. If you are open to the input, suddenly you hear it too. The only way to break the habit is by being self aware and practice. Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Jan 31, 2021 1:41 PM
Replying to Thomas Walenta
...
Maria,
PMBoK Guide defines soft skills as interpersonal and team skills, which are used to effectively lead and interact with team members and other stakeholders. There is list of 17 soft skill tools & techniques, like communication, negotiation, leadership. Soft skills are personal competencies and contrast with hard skills which are based on technical capabilities, including knowing methods and processes how to manage a project.
Soft skills are needed not only in the professional environment, but in whole life. The base is laid in Kindergarten. Emotional Intelligence is a good structure for improving your soft skills. It starts with yourself, self awareness and self control and moves towards empathy and influence toward others. It means to develop your personality.
In the PMI talent triangle, soft skills fall under the leadership part.
"Soft skills are personal competencies and contrast with hard skills which are based on technical capabilities..."
I don't buy that totally. Soft skill, as you define, have a very important technical component. Understanding and working with people is not intuitive - there is a science behind that. An understanding of human nature. Personal competence is based on knowledge - some of that knowledge is available through publications and formal education. In my opinion too many organizations and people see soft skills as not requiring learning, formal and otherwise, assuming someone has it or will pick it up. That's why we end up with so many bad bosses.
...
1 reply by Thomas Walenta
Feb 01, 2021 1:09 PM
Thomas Walenta
...
Peter,
agree mostly with what you write.
We probably have not yet aligned on the term 'technical', I do not see a technical or mechanistic component in most soft skills based on an accepted science.
Social sciences are not as synchronised and believable as physics, we really do not know too much about how humans work. Even economic sciences are questioned and even proven to be wrong (homo economicus does not exist, rationality does not drive human decision making - one of 3 key takeaways from Kahneman).
Shu Ha Ri is important, only in the Ri level we do 'have' soft skills, when we unconsciously can be self aware (mindful), self controlled (patient), empathic (humble) and influential (ethical). If you read books about this you will not be able to exercise soft skills, though you may know about them (Shu). You need a mentor/guru and much practice.
Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Jan 31, 2021 6:02 PM
Replying to Kiron Bondale
...
Maria -
Soft skill development is a great example of the 10/20/70 rule for personal development.
10% (or less) will come from taking formal courses in the skills - for example, a course on conflict resolution or on negotiation.
20% will come from relationship-based learning - for example, a senior PM who mentors you.
70% will be from actual experience managing projects and learning what works and doesn't work with specific stakeholders.
Kiron
I don't disagree with your 10/20/70 rule but it shouldn't be that way. We don't each re-invent the wheel every time we design a new wagon, we take what has already been done by others over time and improve, if possible, just a bit. Same in any technical environment, we don't start from scratch.
Soft skill development shound be 70% on proven techniques, 20% on specific experience and 10% creative thinking.
Project underperfromance due to lack of (or poor) soft skills is creater than with hard skills. Mostly because we leave it up to chance rather than applying known and proven techniques.
...
1 reply by Kiron Bondale
Feb 01, 2021 2:19 PM
Kiron Bondale
...
Not sure I understand the concern with the 10/20/70 model? I'd argue that you learn soft skills better by doing than by sitting in a class. Doesn't mean the theory isn't valuable, but it is much easier for me to teach someone to use MS Project than it is to be a situational leader.
Kiron
Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
Feb 01, 2021 12:34 PM
Replying to Peter Rapin
...
"Soft skills are personal competencies and contrast with hard skills which are based on technical capabilities..."
I don't buy that totally. Soft skill, as you define, have a very important technical component. Understanding and working with people is not intuitive - there is a science behind that. An understanding of human nature. Personal competence is based on knowledge - some of that knowledge is available through publications and formal education. In my opinion too many organizations and people see soft skills as not requiring learning, formal and otherwise, assuming someone has it or will pick it up. That's why we end up with so many bad bosses.
Peter,
agree mostly with what you write.
We probably have not yet aligned on the term 'technical', I do not see a technical or mechanistic component in most soft skills based on an accepted science.
Social sciences are not as synchronised and believable as physics, we really do not know too much about how humans work. Even economic sciences are questioned and even proven to be wrong (homo economicus does not exist, rationality does not drive human decision making - one of 3 key takeaways from Kahneman).
Shu Ha Ri is important, only in the Ri level we do 'have' soft skills, when we unconsciously can be self aware (mindful), self controlled (patient), empathic (humble) and influential (ethical). If you read books about this you will not be able to exercise soft skills, though you may know about them (Shu). You need a mentor/guru and much practice. Saving Changes...
I don't disagree with your 10/20/70 rule but it shouldn't be that way. We don't each re-invent the wheel every time we design a new wagon, we take what has already been done by others over time and improve, if possible, just a bit. Same in any technical environment, we don't start from scratch.
Soft skill development shound be 70% on proven techniques, 20% on specific experience and 10% creative thinking.
Project underperfromance due to lack of (or poor) soft skills is creater than with hard skills. Mostly because we leave it up to chance rather than applying known and proven techniques.
Not sure I understand the concern with the 10/20/70 model? I'd argue that you learn soft skills better by doing than by sitting in a class. Doesn't mean the theory isn't valuable, but it is much easier for me to teach someone to use MS Project than it is to be a situational leader.
Kiron Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
My concern is that we understate the importance of the science involved with soft skills. That the skill is only attained through hands-on personal experience. A large part of soft skills is process (communications, negotiations, leadership). These can be learned from others that came before us through training and from documentation. Maybe it is easier to teach computer skills but that doesn't mean that the harder subjects should not be taught.
It should not be expected that the so called soft skill will be picked up and that what is picked up is appropriate. Soft skills have to be identified as critical and suitable effort applied by formal training and coorporate support.
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1 reply by Kiron Bondale
Feb 01, 2021 5:00 PM
Kiron Bondale
...
Nowhere did I state that soft skill competency is only attained through hands-on experience. I did emphasize that it is 70% of the equation with the remaining 30% being gained through formal learning and support through our relationships.
My concern is that we understate the importance of the science involved with soft skills. That the skill is only attained through hands-on personal experience. A large part of soft skills is process (communications, negotiations, leadership). These can be learned from others that came before us through training and from documentation. Maybe it is easier to teach computer skills but that doesn't mean that the harder subjects should not be taught.
It should not be expected that the so called soft skill will be picked up and that what is picked up is appropriate. Soft skills have to be identified as critical and suitable effort applied by formal training and coorporate support.
Nowhere did I state that soft skill competency is only attained through hands-on experience. I did emphasize that it is 70% of the equation with the remaining 30% being gained through formal learning and support through our relationships. Saving Changes...
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