People Skills Paramount For Technical Companies, Get Em" While They"re Hot
Just how are your People Skills? Technical Companies are looking to hire tech types with the people skills that are necessary for interpersonal communication.
Technical skills and scientific knowledge dominate where the jobs are now and will continue to be through at least 2018, according to the Bureau of Labor Statistics.
Two huge problems for technical companies poised on the precipice of potentially huge growth: One: There aren't enough tech types for the jobs opening up starting now.
Two: Largely, technically trained professionals, while knowledgeable in the "hard skills" of their science, don't have enough of the so called "soft skills.
" These people skills are the essential link that that make scientists great at interpersonal skills so critical to customer interaction, contract negotiation, conflict resolution, team building, talent management, etc.
Without these communication skills to bolster tech skills, companies are already faced with a "talent crunch.
" Not enough technical professionals to take growing companies into the next decade, and certainly not enough tech types who also have communication and leadership skills necessary to ensure profitable leadership succession may mean that tech companies who could grow by leaps and bounds over the next 10 years are going to be in an all-out "war for talent.
" Recently, Newsweek reported that there is already a global shortage of scientifically trained employees to move into the highest levels of leadership in tech companies.
China and India continue to enjoy a growing economy as the US comes out of its economic slump.
As with the US, China and India need technical professionals AND technical people who also have the people skills and interpersonal finesse to move into positions of leadership.
What's a technical company to do? "Training technical employees of all levels in communication skills and developing the leadership skills of high-potentials is a deal-breaker," says Crystal Jonas, Communication Coach and Consultant.
"Technical companies know that if they don't foster the growth of their employees and give them what they need to be successful, other companies will woo them away.
This is costly, and left unchecked, catastrophic.
" Jonas advises technical companies to: 1.
Immediately identify high-potentials 2.
Create a professional development plan in collaboration with these top performers 3.
Provide outside professional coaching to foster leadership potential "If technical companies aren't proactive in identifying their people and strategically and quickly moving forward to get their high-potentials the coaching they need to take their careers to the next level, these companies will watch their potential for unprecedented growth fade quickly in the din of competition for well rounded talent.
"
Technical skills and scientific knowledge dominate where the jobs are now and will continue to be through at least 2018, according to the Bureau of Labor Statistics.
Two huge problems for technical companies poised on the precipice of potentially huge growth: One: There aren't enough tech types for the jobs opening up starting now.
Two: Largely, technically trained professionals, while knowledgeable in the "hard skills" of their science, don't have enough of the so called "soft skills.
" These people skills are the essential link that that make scientists great at interpersonal skills so critical to customer interaction, contract negotiation, conflict resolution, team building, talent management, etc.
Without these communication skills to bolster tech skills, companies are already faced with a "talent crunch.
" Not enough technical professionals to take growing companies into the next decade, and certainly not enough tech types who also have communication and leadership skills necessary to ensure profitable leadership succession may mean that tech companies who could grow by leaps and bounds over the next 10 years are going to be in an all-out "war for talent.
" Recently, Newsweek reported that there is already a global shortage of scientifically trained employees to move into the highest levels of leadership in tech companies.
China and India continue to enjoy a growing economy as the US comes out of its economic slump.
As with the US, China and India need technical professionals AND technical people who also have the people skills and interpersonal finesse to move into positions of leadership.
What's a technical company to do? "Training technical employees of all levels in communication skills and developing the leadership skills of high-potentials is a deal-breaker," says Crystal Jonas, Communication Coach and Consultant.
"Technical companies know that if they don't foster the growth of their employees and give them what they need to be successful, other companies will woo them away.
This is costly, and left unchecked, catastrophic.
" Jonas advises technical companies to: 1.
Immediately identify high-potentials 2.
Create a professional development plan in collaboration with these top performers 3.
Provide outside professional coaching to foster leadership potential "If technical companies aren't proactive in identifying their people and strategically and quickly moving forward to get their high-potentials the coaching they need to take their careers to the next level, these companies will watch their potential for unprecedented growth fade quickly in the din of competition for well rounded talent.
"
