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The end of 50% performance.

Hard skills alone are 50% of the equation: the engine of your organization.

Without the right fuel, that engine won’t run. No matter how good that engine might appear to be.

Our job: unleashing that human fuel which is the other 50% needed to excel

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As a result of this training, I am now much more confident in my ability to communicate effectively, resolve conflicts, and build stronger relationships with my colleagues and externally. These skills have not only helped me in my work but have also improved my personal relationships and interactions.
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HBR writer Lou Solomon wrote that 69% of managers

feel uncomfortable communicating (a soft skill) with their employees.

This could mean that tasks are not clearly communicated, feedback is not provided, support is not given resulting in poor performance.

Research has established that 85% of job success

comes from soft skills. 15% comes from hard skills.

Yet we still reward hard skills over soft skills promoting people who are ineffective at the soft skills resulting in substandard results.

91% of organizations want more soft skills,

81% of those companies find it challenging to hire talent with excellent soft skills.

So organizations need to make soft skill development a priority to improve morale and performance which then results in higher retention of employees.

According to MIT management,

the return on soft skills training can be as high as 250%.

Most organizations do not measure the cost of broken relationships which would shock them as they would discover how much it hits the bottom line.





Only 51% of employees believed (or strongly agreed) that their company or organizations really understand the kind of soft skills they want.

Some believe that the term Soft Skills needs to be changed.

As Kanō Jigorō and the Tao Te Ching demonstrate, softness balances out and compliments hardness and is not about weakness.

Combined with strategic goals, soft skills are a powerful tool for exponential growth.

The US Army coined the phrase Hard and Soft Skills in 1972.

Soft skills, for soldiers, were considered critically important then, and still are today.

Since the Army’s research was published, people have used the phrase and many different lists of critical soft skills have been generated.

How does one tell which soft skills are the ones to accelerate productivity and growth?

At Strategic Soft Skills Institute, we have created the following Five Soft Skills learning pathways:

Human Interaction

- Positively Managing Impact: Influence, negotiation, conflict resolution, Diversity and Inclusion (D&I), and collaboration, to name a few.

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Emotional and
Social Intelligence

- Self-control, empathy, and adaptability: Being able to handle your own strong emotions or those of other people is critical.

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Positive Positional
Power:

Decisive, Passionate, and Motivational: In order to use positional power positively, you need a deep understanding of the organization’s structure, systems, and the industry.

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Sounding Board:

Mentoring, Feedback, and Advice: Read about any of the greatest leaders and they always had time for listening and mentoring. The way you manage the leader-follower relationship is key to your legacy as a leader and achieving goals.

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Mental Agility

– Analytical, Creative, and Critical Thinking: The ability to be mentally agile is a must when leading as creativity and critical thinking are key to solving problems and being innovative.

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“People come out of the workshops with the ability to more profoundly impact the organizations and people they work with in order to get the results that are necessary to move the organization forward.”

Jennifer Budd
NASA Glenn Research Center
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enable us to map out your journey. We recommend the Human Interaction Pathway as a first step. Emotional intelligence is also key in developing your overall Strategic Soft Skills. Where do you want your journey to begin?

We are the compass to help you create a Strategic Soft Skills map. Let’s work together to identify what’s critical.

We partner with you to customize program content and delivery method. Face-to-face, virtual, or blended – how do you prefer to travel?

Our Services

In Person
Programs

We love when we can train face-to-face. We record participants in the longer programs calling it the feedback tool that people love to hate! You can’t argue with a camera!

Virtual
Programs

We first ran virtual programs in 2012! Our designs and use of technology have been refined over the last few years. The feedback from people has been fantastic!

Blended Learning
Programs

How about the best of both worlds? You can have some participants attend virtually while others are in the room. Or some modules can be completed ahead of time virtually and then attend the face-to-face modules. We can help you figure out the design that works best for you!

Executive
Coaching

All of our trainers are fantastic coaches. If you prefer to work one-on-one we can set up a design and process that is tailored to your needs.

Our Approach

We run programs In-Company or as a Public Offering joining people from different organizations. For In-Company programs, we offer different levels of customization.

Our Experience

We have been training Strategic Soft Skills since the 1970s building people’s emotional and social intelligence the world over. We have Global Partners and translations of several programs in over 15 languages. Our programs are, and always have been, research-based.

Our Clients

Our Team

We have a wonderful team of staff, trainers, and partners.
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Visit our blog

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Win-Win Negotiations – Is it a real possibility?
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Leader-Follower Research Results
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Using Trust, Empathy, and Respect to Create Powerful Workplace Relationships
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The 5-Step Strategic Soft Skills Curriculum For Productivity And Happiness
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