“Soft Skills” and Youth
By Albert B. Kelly
On many occasions in the
past, I’ve commented on the need for our youth to have greater access to skills
training and technology training in order to compete in today’s job market.
I’ll probably come back to this subject again.
But one area that seems to
get less attention but is just as important are what are called “soft skills”.
It’s sort of a gray and fuzzy area with no single definition that we can turn to
and that’s part of the problem. Mention “soft skills” and you’re likely to get
any number of answers as to what these skills are.
The organization “Child
Trends”, whose primary purpose is to improve the lot of children and youth
through some heavy duty research for those making policy, seems to provide a
solid framework for soft skills. These include social skills, self-control,
positive self-concept, critical thinking, and communication.
They developed this
framework for soft skills through surveys and interviews with employers,
educators, and the youth themselves. These skills were the ones that were seen
as most important for being successful in a wide range of workplaces across
many industries and the skills that could most easily be developed or improved
with the right strategies.
Sometimes you take certain things for granted, meaning
you just assume that everyone entering the workforce understands these soft
skills intuitively, but that’s not always the case.
Sometimes we forget how
much the world has changed. It helps to recall that many young people today do
the bulk of their communicating digitally through social media and texting.
These don’t require the same interpersonal skills that face-to-face
communication demands. The same holds for collaborating with others which is
not always emphasized when play consists of a computer, gaming console, iPhone,
or whatever.
In terms of social skills,
Child Trends defined this as respecting others, using context appropriate
behavior, and resolving conflict. Their research shows that this soft skill
applies no matter where you work and what you do. Yet today, many employers
struggle with finding younger workers capable in area.
For communication skills
they mention specific things like oral, written, non-verbal, and listening
skills. Strong general communication skills they see as basic and necessary for
other soft skills. Consider that many entry level jobs are all about
communicating with customers. Remember that a young person in such a position
might be the first person the customer sees and from this interaction they form
a first impression of the company.
Another “soft skill” is self-control
and what they mean by this is the ability to delay gratification, control
impulses, direct and focus attention, manage emotions, and regulate behaviors.
In our age of instant gratification and constant stimulation, this skill can’t
be underestimated. On the employer’s time clock, can the employee keep their
iPhone off? Can they focus on the task at hand? Do they take direction or
correction well?
Critical thinking means making
decisions and problem solving. At its core, Child Trends defines this as the
ability to spot problems or issues, take in information, think about options,
and come up with a workable solution. This skill seems to be the most valued by
employers and anyone who’s hired a new employee will understand why.
Finally, what Child Trends
listed as a positive self-concept includes things such as self-confidence,
self-awareness, self-esteem and pride. Is the employee dependable? Do they take
responsibility for their work? Does the employee have to constantly be told
what to do?
A generation or two in the
past it was assumed that these skills and traits were things that naturally
evolved and developed in the normal interactions of everyday living. But the
pace of life today and how fragmented families and communities have become,
that’s not always the case.
Maybe it’s time high
schools do trial programs running simulated workplaces in lieu of a class or
two where students can practice these soft skills and function comfortably in
the office or workplace setting.
Perhaps even some small
student-run businesses side-by-side with adult mentors could work as well.
In addition to hard skills
and job training, the health of our local and regional economies depends on how
we help impart soft skills to the next generation of employees. There are many
young people who would like to work while some employers struggle to fill
positions. To meet the needs of both, a focus on “soft skills” may be just the
thing to bridge that gap.