Discussion Needed in 10 hours

Please provide at least 150-word response to each student response below to continue conversation and provide new information/content. Be sure to research/cite/reference sources in each discussion.

1st Post: Individuals within an organization have different experiences, come from various backgrounds, have educational degrees in some aspects, and work together to complete a shared goal. Head or hard skills are foundational to understanding who would best fit the organization because of the tools they have. What skills do candidates have related to the qualifications necessary to complete the job? The skills and capabilities one may bring are imperative as they can help the organization achieve its goals (Vanourek & Vanourek, 2012). However, head skills can be taught in most cases if a position requires training or specific capabilities to meet the objectives (Vanourek & Vanourek, 2012). Examples of head skills include technical, analytical, presentation skills, and even interpersonal skills such as teamwork or listening. 

 Head skills are essential because they can carry out the function of the job or what is being asked. Pursuit of this skill set is essential because "it helps employees gain the knowledge necessary to perform their jobs and its strengths capabilities all around (“ Why head skills are necessary”, 2021, para. 1)." Additionally, because head skills are necessary at most jobs, everyone should possess some head skill that works for them. As an example, it almost makes me think of the question I get asked in interviews: “What skills would you bring to the position?” I would respond with organization.  I love organizing and being prompt. Most of the jobs I have applied for, and accepted value being organized, so it was easy to adapt. However, I have had some colleagues who had to be trained hands-on with this head skill. 

We all have different head skills to contribute and head skills that we need growth on. You will know when you see it when you enter a space without having the skill set needed and can adapt, learn, and practice the skill set and complete it. Whether you are successful or fail at the skill set, that seed is planted. You do not give up and keep going until you are successful. It is all about the mindset with head skills. If you go into the situation thinking negatively and are closed-minded, more than likely, you will not be able to achieve what you would like. If you go into the situation positively and open-mindedly, the process may still be bumpy, but you will find your way toward success.  

2nd Post: Hard skills and capabilities have been the focus for hiring and talent development for many years. An individual’s intelligence, education, experience, and technical competence were far more important than what is commonly called soft skills. Recruiters and leaders find it far easier to find people with hard skills (Vanourek & Vanourek, 2012).

Hard skills are much easier to quantify. Roles in the organization can be clearly defined for the types of skills and competencies needed to function effectively. A data analyst has a hard requirement for the skills needed to identify relevant data points, and then build the output type desired for data visualization and slices. Other types of roles will have some key requirements like an instructional designer. The instructional designer must be able to develop courses in the desired authoring tool, have the education and experience in the organization’s favorite development model and have sufficient knowledge in modern adult learning theories and principles. Instructional designers have widely varying degrees, certificates, and badges. The hiring manager and recruiter must determine which skills are essential for the role (Lynas, 2022).

I recently needed to hire a contractor for my design team. The hard skills and education background required a minimum of a bachelor's degree, working knowledge of using the designated authoring tools, a portfolio, and be able to demonstrate competency in applying adult learning principles. The hiring window was two weeks and we had five applicants that met the skills requirements. Two of them had a master’s degree and one had documented ongoing educational certificates. The one that was hired clearly demonstrated superior competency in all the desired skills and education. A bonus was the soft skills displayed.

Pursuit of hard skills is typically desired to meet an immediate need. Our interviewing also allowed us to evaluate communication skills which are needed for interacting with stakeholders, subject matter experts, and the team.

 

3rd Post:  Emotional intelligence is where the "heart" skills reside, or as some may call them, soft skills.   There are intrapersonal and interpersonal emotional intelligence skills (Vanourek & Vanourek, 2012). Just as it is essential to have head skills that can be taught, emotional intelligence can be learned and is just as important. Vanourek & Vanourek (2012) stated that heart skills include passion, courage, and persistence. When thinking about organizational culture and fit, emotional intelligence is a sense of self-awareness that occurs, and it can contribute to various aspects such as conflict resolution, managing others' emotions (depending on the job), higher morale, and motivation (Neale, 2020). As the readings have shown, pursuing emotional intelligence is essential and can be a factor of whether someone is hired or not (Vanourek & Vanourek, 2012). For example, in many interviews we give to the students, we ask questions not necessarily about the position itself but to seek their level of emotional intelligence. Some of those questions can include: How would your references describe you? How do you practice self-care? Moreover, what is your greatest achievement that you are proud of and why? 

Emotional intelligence is needed within professional work settings because of the social awareness it has, building and navigating relationships, whether with those you are working with or customers, and self-management (Neale, 2020). Having emotional intelligence can allow for new perspectives and growth to occur that can shape an organization. Having this skill set can look different for everyone, as one carries different traits. For me, the individual would be empathetic, listen to understand, not speak, motivating, encouraging, teamwork, and level of influence. It can be measured personally through simple reflection or even a personal SWOT analysis, which I do. I look at my strengths, weaknesses, opportunities, and threats and reflect upon them. It can also be measured within assignments given, and feedback given, 360 reviews, and mentorships (Vanourek & Vanourek, 2012). There can be personality tests given as well. There are a variety of ways to measure emotional intelligence. 

 

4th Post: Heart skills are typically identified as character, humility, empathy, emotional intelligence, self-awareness, and related. These people or soft skills have been identified as important aspects of the potential hire. Without the heart skills, the new hire may not be a good fit in the organizational culture nor the team. One definition of emotional intelligence is that it is about managing feelings so that they are expressed appropriately and effectively, allowing people to interact and collaborate towards the goals of the team and the business (Vanourek & Vanourek, 2012).

Emotional quotient (EQ) is different from emotional intelligence (EI). EQ measures an individual’s EI. IQ is the measure of intelligence. In the modern workplace, the organizational culture is built on transparency, effective communications, collaboration, and teamwork. Cross-functional teams are often the most productive, with the team members committed to the team goals (Harappa, 2021).

Critical thinking and reflection are also essential skills that allow for experiential or transformational learning. Effective feedback, opportunities to apply learning, and problem-solving scenarios allow people to challenge their assumptions and grow. Head and heart skills make for a well-rounded person that can effectively engage with the team, peers, and the organization and fulfill the duties and responsibilities of their role. Effective leadership requires the development and empowerment of their team members. Leaders need to provide opportunities for their team members to grow and support their career goals. This requires empathy and active listening skills which are also typically classified as soft skills too.