Latest news with #softskills
Khaleej Times
17 hours ago
- General
- Khaleej Times
One thing at a time: Why Gen Z wants to stop multitasking
It was between 15 and 20 years ago that I first got comfortable on a computer. As a kid, I swung more Millennial with access to my parents' Macintosh personal computer and a pearl white iBook, but as a teenager I had my own phone, and later iPad, and then computer. In between, I had computer classes (Information and Communications Technology at school in Al Ain) where I learned... well, everything we learned. How to use a glossary and index, how to organise folders digitally and navigate databases online and in-person, how to use the office suite, how to verify what I was seeing or reading online was real, and how to maintain the functionality of my devices. These are forgotten skills in 2025. We forget that 15-20 years ago the ability to do the most basic sums in a spreadsheet was worth putting on your CV. Critical thinking and the garnering of soft skills are far more important in this day and age. I can teach you how to use a screwdriver — righty tighty, lefty loosey — but it needs to be obvious which end goes where. There are a few things in my head as I write this column. Young people aren't paid enough to multitask, and we have no evidence that hard work, determination, or devotion to the craft will get us anywhere other than convincing our boss the job can be done by someone less qualified for less money, who they can mistreat more. We reach out seeking mentorship, guidance, or advice on everything from career to professional development, and we hear the same things. This relates to multitasking because we know in 2025 what the enlightened and self-actualised around the world already knew — the result is important but so is the work. One thing at a time Multitasking is splitting focus. It's piling more on before you finish something or starting too many things at once because of a current energy level, feeling, or myth about your capacity. In journalism, you see this every day. The tail wags the dog with KPIs of traffic, reach, and reaction. There's lots to follow a lot of the time, and plenty of plates to keep spinning, and obligations one must keep in mind, but in the moment, what must take precedence is the rhythm of the task and the rhythm of the person doing the task. In simpler terms, you are more likely to burn yourself out trying to do 10 things half as well as you can than doing one thing with all your focus and doing it well in half the time. Take this column. I could ideate 10 things at once, do a little research here and there over a two-week period, and send my editor 10 columns that require a lot more work on her end. Or, I could do as I have done; have a backlog of ideas and topics, then devote a single block of time to a single column, and produce a few some weeks, and none some weeks. Not only am I one and done with the column faster, which can then be sent to my editor immediately, but then my mind is free to move on. Ending our multitasking goes deeper than not listening to a podcast while you walk your dog; it's about respecting your own time. Folks love to say, 'this is the way things are done' and then share their many complaints with having to work inside such a system. But when a mundane laptop can do what an entire office suite used to do 15-20 years ago, the attitude must be of facing tasks one at a time and knowing when your batteries are empty.
CBS News
4 days ago
- Business
- CBS News
Recent college graduates need more than degrees to get noticed
What new graduates need as they enter the job market What new graduates need as they enter the job market What new graduates need as they enter the job market For recent University of North Texas Dallas graduate Myles Chung, it's been a relatively short trip from the commencement stage to the workforce. He double majored in chemistry and biology and has already started his first "real" job in his field. "You know, being able to have that job security coming out of college is a big relief," said Myles Chung. Chung is among a fresh crop of college graduates hitting the job market right now. Experts say that having an "in-demand" degree will help in that search, but so will polishing those so-called "soft skills." "You know, the degree gets you the interview," said North Texas-based CEO Scott Allen Curley. "Your soft skills get you the job." Curley owns Finishline Tax Solutions. He said recent grads are already tech savvy, so he's urging applicants to get back to the basics. "We do look for folks who come in who have good, strong communication skills that are able to look us in the eye when they have a question," said Curley. "To understand the importance of being assertive, but not aggressive, and understanding the difference." So, how has that transition been for Myles Chung? "It feels fast paced," Myles Chung said. "It's very fast paced." Myles Chung said he was prepared, though, and even more grateful for the extra hands-on experience he got with professors on a small campus like UNT Dallas. "And that really did help me experience-wise, and really helped me be able to plug into the workforce much easier," said Myles Chung. With constant talk of tariffs and a possible trade war, there is an air of uncertainty that hangs over the economy, and some companies are responding by keeping hiring flat. What can recent graduates do to stand out in the job market? Along with polishing the soft skills like communication and collaboration, experts urge job seekers to tap into those social networks. One never knows where a conversation may lead. Myles Chung's younger sister, Isabelle Chung, convinced him to follow her to UNT Dallas. So, she's been watching his job search as she prepares to apply for medical school. And yes, job experience can even help those applications stand out. "You have to get that experience and then keep applying to the next thing," said Isabelle Chung. A less-than-perfect job could be seen as a tradeoff for invaluable work experience to be gained. "Instead of waiting around, take action and really move forward," said Myles Chung.
Mail & Guardian
4 days ago
- Business
- Mail & Guardian
Soft skills, hard results – Why leaders who connect are the ones who succeed
Once considered secondary to technical qualifications, Melini Moses says skills have become the cornerstone of effective leadership. Technical expertise might get you the job — but it's emotional intelligence, clear communication and the ability to connect that will keep you there and move you forward. According to Melini Moses, communications strategist and founder of Express Yourself, soft skills are now leadership essentials. 'They're not separate from strategy — they are strategy.' With a background in journalism, Moses brings a unique lens to leadership development. 'I've lectured in business communications and this reinforced that stories are how we move people, shift perceptions and, ultimately, build trust. You can have an MBA or a PhD — but if you can't work in a team, resolve conflict or rally people around a shared goal, you're going to hit a ceiling.' She notes that the perception of soft skills has undergone a marked transformation in recent years. Once considered secondary to technical qualifications, skills such as empathy, communication and emotional resilience have become the cornerstone of effective leadership, especially in the wake of the Covid-19 pandemic. Leading in a changing world 'When lockdown hit, people were anxious. Some were grieving. Others were juggling work with home-schooling,' Moses recalls. 'Leaders had to change their approach. Soft skills training shifted towards tone, presence, and creating space for people to be heard. The result? Improved productivity, because people felt valued.' Business is about people, not just processes, and while the value of these skills is clear, she says not all South African organisations have embraced the shift. 'Some are waking up to it, but not nearly enough,' she says. 'In a climate of budget cuts and staff shortages, soft skills often fall off the priority list.' But Moses warns this can be short-sighted. 'Misunderstandings, low morale and staff turnover aren't just HR issues — they're often communication problems. And they can cost more to fix later than what it would have taken to prevent them in the first place.' Stories that connect During her time as a news editor leading a team of journalists in a fast-paced Johannesburg newsroom, Moses completed a management course that incorporated soft skills such as emotional intelligence, personal mastery and conflict resolution. 'That high-pressure environment demanded more than just technical know-how,' she recalls. 'I had to lead with empathy, build trust quickly and navigate conflict.' Her transition from newsroom leader to entrepreneur reinforced those lessons. 'Running a business means dealing with uncertainty, managing client expectations and being resilient. I wasn't formally tested on these — but they've shaped my success more than any qualification.' Engaging teams in a digital world She frequently coaches leaders from highly technical fields such as engineering, mining and finance — sectors where logic, precision and results are prized. But these environments can struggle with relational communication. 'One client, an engineer, was technically brilliant but his team felt overlooked. Through coaching, we worked on storytelling, body language and engagement. Slowly, his influence grew — and so did team morale and performance.' Communication blind spots often go unnoticed, Moses explains. 'Leaders assume a message has landed just because they've said it. Or they default to WhatsApp and email, even for emotionally charged conversations. Not everything can be handled digitally — sometimes you need a voice, a presence, and space for real exchange.' Looking ahead, she believes the most critical leadership skills over the next five to 10 years will be emotional agility, presence in uncertainty and storytelling for influence. 'We're entering an era where connection, not control, defines great leadership,' she says. Courageous, communicative and character-driven leaders Her advice to young professionals who aspire to lead? 'Don't wait for a title. Lead where you are. Build your skills, but also build your character. Ask better questions and lead with heart. In South Africa, we don't just need competent leaders — we need courageous, compassionate ones.' Above all, Moses believes in the transformative power of communication. 'Your voice matters,' she says. 'In times of change, your presence can bring peace. In moments of conflict, your words can bring clarity. Use your voice — and use it with wisdom.'
Entrepreneur
4 days ago
- Business
- Entrepreneur
Why It's Time to Bring the Lost Art of Conversation Back to Business
In an ever-more transactional world where many have a hard time talking and listening to each other, developing stronger conversational skills can boost both workplace collaboration, relationships with clients and partners. Opinions expressed by Entrepreneur contributors are their own. Conversations in my childhood home often unfolded in unexpected ways. My parents were American Sign Language teachers, and our family regularly hosted deaf international students. In our living room, people didn't sit around talking at each other. The absence of a shared spoken language forced them to collaborate with each other to communicate. Our guests were masters of conversation, bonding through their generous efforts to connect. They taught me the importance of listening deeply, observing carefully and adapting in real-time — skills I still value highly as the CEO of a global entertainment technology company. Yet, over the last several decades, we've witnessed a decline in the art of conversation in the workplace, to our detriment. The paradox of this change is now coming into focus: New technologies and shifting corporate attitudes have pushed businesses toward greater "efficiency." Yet research has shown that stripping the human and physical element from many of our interactions has had unintended and counter-productive consequences on our ability to build cohesive and flourishing teams. It's time to acknowledge that the "soft skills" of effective discourse aren't soft at all; they're essential to cultivating a thriving business. The good news is that conversational skills can be learned and fine-tuned. Related: 3 Ways to Make Memorable Small Talk That Gets People Interested What's on the line Email. Slack. Zoom. Digital communications have allowed us to serve far-flung clients, work remotely and instantaneously transfer data. The results? The pace of business has accelerated, along with the universal expectation of efficiency. But we've also grown increasingly wary of face-to-face interactions. In one poll, for instance, 65% of Gen Z workers admitted they didn't know how to interact with their colleagues. On the other hand, older generations who grew their communication skills and work relationships mostly through in-person conversations sometimes struggle to adjust to collaboration in exclusively digital environments. These factors have culminated in an ever-more transactional world, with corporate communication often reduced to a singular purpose: extracting what we want from others as rapidly as possible. This approach leaves a lot on the table; a successful business is about more than speed. Transactional emails alone don't produce the highly functional workplaces and enduring client relationships that underpin strong, resilient companies. Robust and thoughtful conversations that bridge the gap between generational communication styles and build social capital can. For instance, meaningful exchanges between colleagues foster more cohesive and trusting teams who understand the context and "why" of their work and shared alignment of goals and values. The ability to offer and receive honest, constructive feedback helps employees grow their skills and boost engagement. Evidence shows that those who feel engaged with their work are 2.5 times more likely to stay, generating and sharing institutional knowledge that contributes to a company's long-term stability. In other words, it can pay large dividends to help employees communicate more effectively. Fostering artful conversation As a more reserved person by nature, I know it isn't necessary to be a bubbly extrovert to become a more effective conversationalist. It's about intentionality. Here are four ways to model and cultivate deeper conversations in the workplace. Facilitate opportunities for in-person conversations. We've probably all seen memes criticizing meetings that could have been emails. One company even introduced a special calculator to highlight the cost of getting together. But sometimes, orchestrating occasions for more personal interaction means rejecting those calls for efficiency. Why not turn that email into a meeting now and then to build rapport? There are creative ways to double down on this approach, as well. For example, if you're all headed to an off-site meeting, try encouraging carpooling to allow space for casual conversation. And while it's unrealistic to make every client meeting face-to-face, it can be worth it to engage in real life when you're first getting to know each other or working through a challenging situation. Prep for connection. Navigating a conversation with someone you don't know well is a bit like fishing. You cast a question and see if it grabs their interest. If they don't bite, you cast another. You keep trying until you find a subject of mutual interest that sparks a compelling interaction. This process might sound intimidating if it doesn't come naturally, but a little preparation can make it painless. Always keep some general-interest conversation starters in your back pocket: sports news, current events, cultural happenings around the city — fresh hooks for your fishing line. Any type of relationship grows through discovering common ground. Enter every interaction with positive intentions and an open mind. Years ago, my then-boss and I were facing a contentious client meeting. As we all tensely assembled, my boss cracked a joke. Everyone laughed. The meeting wasn't easy, but he'd managed to disarm us at the jump, reminding us we were all human, harbored no ill-will and shared the goal of reaching a resolution. In negotiating a client issue or delivering employee feedback, demonstrating that you're coming to the conversation to improve the situation or relationship can make an enormous difference in the direction of the interaction. Be observant, receptive and adaptive. As I learned from the students visiting my childhood home, a conversation is a collaborative effort. My company developed our own version of a "courageous conversations" initiative to teach our teams how to listen actively and with curiosity, then respectfully respond to all ideas to encourage dissenting opinions and healthily manage conflict. Since then, we've seen an increase in these types of impactful conversations throughout the organization. Related: How To Become A Great Conversationalist Decentralized work and the technology that makes it possible are here to stay. The rise of AI may send us even deeper into our devices. That's why it's crucial to reflect on the value of effective conversation and to nurture those skills. A truly efficient business isn't one built on purely transactional communication geared toward the short-term; it's one that grows a stable and trusting workforce who make clients feel heard and fosters connection over the longer term — conditions met only through artful conversation.
National Post
7 days ago
- Business
- National Post
Unbiased Hiring Decisions with the HiringBranch Soft Skills AI™ Assessment
Article content Article content MONTREAL — HiringBranch, creators of the first AI-based assessments to measure soft skills, has engaged BABL AI Inc., a leading AI systems analyst firm, to audit its algorithms under New York City Local Law 144. This local AI legislation regulates automated employment decision tools that have the potential to perpetuate biases, exclude qualified candidates, and increase legal risks. Article content HiringBranch is committed to demonstrating the trustworthiness of its AI to end users, continuously conducting analyses to monitor the impacts of its technology and decision-making. These analyses revealed no significant differences in the assessment scores of male versus female candidates or in native versus non-native speakers of English. Article content In this latest audit, HiringBranch engaged in a voluntary bias analysis to identify potential disparities in performance across different demographic groups, such as gender, ethnicity, first language, and geographic location. 'Our goal is to discover what a candidate can do, regardless of who they are,' says Chief Research and Development Officer at HiringBranch, Assaf Bar-Moshe, PhD. 'The BABL audit confirms that we can do just that – we can hire candidates based on their skills without introducing bias into the process,' he concluded. Article content Following the audit process, BABL AI concluded that HiringBranch satisfies Law 144's requirement for bias. HiringBranch passed all sections, including those evaluating governance, risk assessment, and disparate impact quantification. Article content Completing an independent, third-party evaluation was an obvious next step for the HiringBranch team, and passing the New York City Local Law audit is the latest testament to the quality of the HiringBranch product. By conducting these types of analyses regularly, AI companies can identify possible improvements to enhance the fairness of their assessment tool alongside emerging AI regulations. Article content Hiring assessments aren't new. AI skills assessments are. HiringBranch uses native AI to measure soft skills from conversations. This unique open-ended approach is the next generation to legacy multiple-choice assessments – because human skills cannot be measured by A, B, or C. Fortune 1000s and contact centers use HiringBranch to reduce interview time by over 80% while achieving mis-hire rates as low as 1%. Founded by Patricia Macleod and Stephane Rivard and headquartered in Canada, HiringBranch proudly serves high-volume hiring companies like Bell Canada and Infosys. Article content Article content Article content Article content Article content Article content
