{"id":4473,"date":"2024-11-04T11:26:00","date_gmt":"2024-11-04T04:26:00","guid":{"rendered":"https:\/\/egcmea.dev\/?p=4473"},"modified":"2025-09-01T11:30:26","modified_gmt":"2025-09-01T04:30:26","slug":"no-soft-skills-without-hard-skills","status":"publish","type":"post","link":"https:\/\/egcmea.dev\/en\/publications\/article\/no-soft-skills-without-hard-skills","title":{"rendered":"No soft skills without hard skills"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"4473\" class=\"elementor elementor-4473\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7fca7baa e-con-full e-flex e-con e-parent\" data-id=\"7fca7baa\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-51a83577 elementor-widget elementor-widget-text-editor\" data-id=\"51a83577\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h3>Is the simple fact of being caring, creative, autonomous, agile, empathetic and communicative enough to create value in an organization? This question raises the issue of the balance between technical and behavioral skills, and the relationship between Soft Skills and Hard Skills. Is the current emphasis on Soft Skills to the detriment of Hard Skills? Our aim is not to set these two notions against each other, but rather to find a balance that complements them.<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-1a6fe4f e-flex e-con-boxed e-con e-parent\" data-id=\"1a6fe4f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-69c016a elementor-widget elementor-widget-text-editor\" data-id=\"69c016a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h3 style=\"padding: 0px; margin: 0px; clear: both; color: #161616; font-variant-numeric: normal; font-variant-east-asian: normal; font-variant-alternates: normal; font-size-adjust: none; font-kerning: auto; font-optical-sizing: auto; font-feature-settings: normal; font-variation-settings: normal; font-variant-position: normal; font-variant-emoji: normal; font-stretch: normal; font-size: 24px; line-height: 34px; font-family: Montserrat, Helvetica, Arial, Verdana, sans-serif; letter-spacing: normal;\">The growing importance of Soft Skills<\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element\"><div class=\"wpb_wrapper\"><p><br \/>Books on personal development have taken up an important place on the management shelves of bookshops. In 1972, Whitmore of the North American Army used Soft Skill to differentiate machine knowledge from all other knowledge, mentioning that technical knowledge alone is not sufficient to achieve a result. The Oxford dictionary defines Soft Skills as follows:\u00a0<em>\"personal attributes that enable a person to interact effectively and harmoniously with others<\/em>. \" The number and titles vary according to the authors and the analysis prisms proposed. Ranging from around 5 to 30[1], Soft Skills are divided into several categories.<\/p><\/div><\/div><div class=\"standard-arrow list-divider bullet-top\"><ul><li>behavioral skills such as autonomy, organization, boldness, stress management, etc.<\/li><li>such as communication, leadership, tolerance, emotional intelligence, etc.<\/li><li>such as creativity, curiosity, resilience, perseverance and so on.<\/li><\/ul><\/div><div class=\"wpb_text_column wpb_content_element\"><div class=\"wpb_wrapper\"><p><br \/>Numerous Soft Skills development programs are offered in the professional world for managers to develop their ability to get their staff on board, by asking themselves about the best postures to adopt, taking into account their own style. Tools such as the\u00a0<a href=\"https:\/\/www.forbes.fr\/lifestyle\/tests-de-personnalite-science-ou-non-sens\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">MBTI<\/a>\u00a0or the matrix\u00a0<a href=\"https:\/\/www.forbes.com\/sites\/forbespr\/2024\/09\/27\/forbes-hosts-12th-annual-forbes-400-summit-on-philanthropy\/?\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">DISC<\/a>\u00a0help people to define their own style and thus make the changes they consider desirable.<\/p><p>Soft Skills are behavioral, psycho-sociological and cognitive in nature[2]. They are difficult to assess, as they are qualitative in nature. Professionals therefore use real-life situations, case studies that simulate reality, and analyses of past situations[3]. Personality tests are often self-reporting, and can be distorted by a desirability bias (stating what one would like to be, not what one is). A person's behavior can be explained not only by personality, but also by context. The work of Heckman and Kautz in 2012[4] had demonstrated with young children the possibility of evolving character traits and behavior by taking context into account.<\/p><p>Work in psycho-sociology and cognitive science, the enthusiasm for the behavioral dimension and the positioning of numerous players in this niche, such as coaches, have led to a strong development of Soft Skills diagnosis and development initiatives in organizations.<\/p><p>\u00a0<\/p><h3 style=\"padding: 0px; margin: 0px; clear: both; color: #161616; font-variant-numeric: normal; font-variant-east-asian: normal; font-variant-alternates: normal; font-size-adjust: none; font-kerning: auto; font-optical-sizing: auto; font-feature-settings: normal; font-variation-settings: normal; font-variant-position: normal; font-variant-emoji: normal; font-stretch: normal; font-size: 24px; line-height: 34px; font-family: Montserrat, Helvetica, Arial, Verdana, sans-serif; letter-spacing: normal;\">The glass ceiling of soft skills<\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element\"><div class=\"wpb_wrapper\"><p><br \/>We've all had the experience of trying to reproduce a technical gesture from a video in the form of a tutorial, whether in cooking or DIY. This is where we come into contact with the notion of technical expertise. Soft skills are important for interaction, but they don't replace technical skills. It's true that a number of service sector professions are coordinating their activities, but knowledge of the sector, customers, products and manufacturing methods are all important. Our aim is not to do away with Soft Skills approaches, but to position them in their rightful place in relation to technical knowledge[5]. If we were to focus on behavioral skills, we would forget the importance of technical prerequisites. The success of Soft Skills can be explained by their simplicity.<\/p><p>\u00a0<\/p><\/div><\/div><h3 style=\"padding: 0px; margin: 0px; clear: both; color: #161616; font-variant-numeric: normal; font-variant-east-asian: normal; font-variant-alternates: normal; font-size-adjust: none; font-kerning: auto; font-optical-sizing: auto; font-feature-settings: normal; font-variation-settings: normal; font-variant-position: normal; font-variant-emoji: normal; font-stretch: normal; font-size: 24px; line-height: 34px; font-family: Montserrat, Helvetica, Arial, Verdana, sans-serif; letter-spacing: normal;\">Responding to the current challenges of safeguarding and renewing technical skills<\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element\"><div class=\"wpb_wrapper\"><p><br \/>Demographic changes in the Western world are forcing companies to memorize and transfer their technical knowledge at the risk of losing it. This is a key issue for many organizations, and focusing on Soft Skills alone will not be enough to preserve competitive advantages.<\/p><p>Technological developments are changing the way we do business, particularly with IAG. But this requires a very good technical knowledge of the business to see it in a different light. It's not a question of doing away with softskills development initiatives, but of repositioning technical skills in their rightful place, both from an individual and collective point of view.<\/p><p>From an individual point of view, it's a question of defining one's trade and expertise through mastered skills: What can you produce, and with what level of expertise? From a collective point of view, what are the critical professions, and do we have sufficient skills? We talk about the coverage rate of strategic skills. Shouldn't HR approaches, which have sometimes focused on soft skills, take more account of technical skills? Some companies have set up their own in-house business university for this purpose, and are also incorporating behavioral elements. Work on Knowledge Management and its renewed approaches with the IAG are part of this Hard Skills dynamic, as is the creation of expertise channels. The balance between technical and behavioral skills aims to reintegrate managers into their jobs by proposing \"technical-behavioral\" managerial models.<\/p><p>In his book \"Des managers, des vrais! Not MBAs: A Critical Look at Management and Management Education\", Mintzberg argued that management should be learned in an experiential loop, not artificially. As a Forbes article headlined,\u00a0<a href=\"https:\/\/www.forbes.fr\/management\/le-management-ne-sapprend-pas-mais-se-reapprend\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">management can't be learned, it has to be relearned<\/a>. In some organizations, this shaping work takes the form of\u00a0<a href=\"https:\/\/www.forbes.fr\/business\/le-compagnonnage-managerial\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">buddy systems<\/a>\u00a0and exchanges between peers, so that the expression of the technique is done with respect and for the development of the collective. As the epistemological current of ethnomethodology states, action is individual and the result collective.<\/p><\/div><\/div><\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4124d91 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"4124d91\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-232f7a5 e-flex e-con-boxed e-con e-parent\" data-id=\"232f7a5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-02bafb0 elementor-widget elementor-widget-text-editor\" data-id=\"02bafb0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul><li>[1] Mauleon F., Bouret J., Hoarau J., (2014), Le r\u00e9flexe soft skills, les comp\u00e9tences des leaders de demain, Ed. Dunod, 2014<\/li><li>[2] Hoarau J (dir), (2024), Soft skills : The new keys to success : Reinventing skills for the future Paperback, Iggybook.<\/li><li>[3] https:\/\/www.hbrfrance.fr\/carriere\/les-soft-skills-et-leur-evaluation-en-question-6038<\/li><li>[4] Heckman JJ., Kautz T., (2012), \"Hard evidence on soft skills\", Labour Economics, vol. XIX, n\u00b04, p.451-464.<\/li><li>[5] Faure F., (2023), Le savoir-\u00eatre dans l'insertion professionnelle des publics \u00e9loign\u00e9s de l'emploi : entre employabilt\u00e9 et employeurabilit\u00e9, doctoral thesis, Universit\u00e9 de la R\u00e9union.<\/li><\/ul><p>\u00a0<\/p><p><em>Article written by\u00a0<a href=\"https:\/\/egcmea.dev\/en\/the-firm\/our-partners\/barbara-carriere\/\" target=\"_blank\" rel=\"noopener\">Barbara Carri\u00e8re<\/a>\u00a0and\u00a0<a href=\"https:\/\/egcmea.dev\/en\/the-firm\/our-partners\/nicolas-bartel\/\" target=\"_blank\" rel=\"noopener\">Nicolas Bartel<\/a>\u00a0(Eurogroup Consulting associates) and published in\u00a0<a href=\"https:\/\/www.forbes.fr\/management\/pas-de-soft-skills-sans-hard-skills\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Forbes<\/a>\u00a0le 09\/10\/24<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Is the simple fact of being caring, creative, autonomous, agile, empathetic and communicative enough to create value in an organization? This question raises the issue of the balance between technical and behavioral skills, and the relationship between Soft Skills and Hard Skills. Is the current emphasis on Soft Skills to the detriment of Hard Skills? Our aim is not to set these two notions against each other, but rather to find a balance that complements them.<\/p>","protected":false},"author":1,"featured_media":4480,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[32],"tags":[],"class_list":["post-4473","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pas de soft skills sans hard skills - Eurogroup Consulting<\/title>\n<meta name=\"description\" content=\"Soft skills ou hard skills : d\u00e9couvrez les b\u00e9n\u00e9fices d&#039;un \u00e9quilibre entre comp\u00e9tences techniques et comportementales.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pas de soft skills sans hard skills - 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