The Role of Management in Developing EI and Soft Skills
Previously, IQ and/or knowledge was seen by many as the main factor determining individual success, however, this paradigm is shifting to EI and/or soft skills
. An employee with good EI/soft skills is regarded as a valuable contributor to the sustainability of the business. Recruiting departments are now working with techniques to identify soft skills of prospective employees. And many soft skill trainings are conducted in companies for employees.
In his book "Working with Emotional Intelligence", Goleman said that management should avoid following conditions in order not to hinder the development of good soft skills of people
- Work overload (many tasks and little support);
- Lack of autonomy (rigid regulation and new things are not accepted);
- Skimpy rewards (small amount of compensation but plenty of assignments);
- Loss of connection (employees work in a remote or isolated area);
- Unfairness (the management implements the "like and dislike" ways of treatment); and
- Conflict of values (a conflict which appears between personal interest and the demands of work).
Managers should keep the above in mind in order to nurture the soft skills in their department.