Blog Post

L’importanza delle soft skill nell’era dell’Industria 4.0

Franco Gementi

Regional Sales Manager

Le chiamano soft, ma hanno un peso sempre più importante nel mondo del lavoro. Sono le soft skills, le cosiddette ""competenze trasversali”, sempre più ricercate dalle aziende che selezionano nuovi talenti. Si tratta di quelle capacità che raggruppano le qualità personali, l'atteggiamento in ambito lavorativo e le conoscenze nel campo delle relazioni interpersonali.

In linea generale, le soft skill, costituiscono il contraltare delle hard skill, per definizione facilmente quantificabili e misurabili. E‘ facile infatti determinare chi ha le migliori abilità matematiche; più complesso è capire chi è il migliore in innovazione, visione, ispirazione o diplomazia.

Oggi, la crescita dell’importanza del saper essere accanto a quella del saper fare è un fenomeno sempre più condiviso dalle aziende che cercano personale. In una società dinamica, multiculturale e in continuo mutamento come quella attuale, non sorprende che le soft skill rappresentino una caratteristica sempre più richiesta e apprezzata dalle aziende.

Per un datore di lavoro non è così difficile trovare persone che abbiano determinate conoscenze specifiche in un campo, il problema è trovare qualcuno che abbia una marcia in più e sia in grado di dare un valore aggiunto all’azienda.

Saper fare non basta più; per distinguersi davvero al momento di un colloquio di lavoro serve ben altro che un curriculum vitae ben fornito di esperienze. Gli studi sull'argomento abbondano e l'elenco di qualità ricercate si allarga. Il World Economic Forum ha indicato quali saranno le 10 qualità più richieste nel 2020 nell'era dell'Industria 4.0:

  1. Risolvere i problemi. In una situazione economica sempre più complessa, che richiede flessibilità e adattamento a nuove situazioni, la capacità di riuscire a fronteggiare situazioni critiche e individuare una soluzione diventa fondamentale.
  2. Pensiero critico. Si tratta di un pensiero caratterizzato dai processi mentali di discernimento, analisi e valutazione. Alle aziende servono persone in grado di capire, riflettere e rielaborare informazioni.
  3. Creatività. Se si dà uno sguardo agli ultimi anni, ci si rende conto che solo soluzioni innovative potevano far la differenza all’interno di un sistema economico in crisi. La capacità di pensare fuori dagli schemi è premiante nell'era della competizione globale.
  4. Gestione delle persone. Saper guidare un team valorizzando e motivando le persone è sicuramente una delle attività più complicate. Non si tratta solo di organizzare il lavoro ma di saper gestire, motivare, valorizzare le persone. E’ una capacità che richiede intelligenza emotiva e abilità nel prendere decisioni, di cui si avverte maggiormente la necessità quando il team di persone da gestire e motivare è dislocato in ambienti di lavoro differenti, ad esempio come nel caso di smart working e lavoro da remoto; tutte situazioni che richiedono nuove skill, come dimostrato anche dalla ricerca condotta da IDC e promossa da Cornerstone OnDemand  Future People: Le postazioni di lavoro nell’era della trasformazione digitale, IDC 2016.
  5. Lavorare in gruppo. La sinergia in un gruppo di lavoro è il vero segreto per la buona riuscita di un progetto. Saper lavorare in team implica saper organizzare il proprio lavoro, sapersi dare delle priorità e cambiare se necessario. Ciò può incontrare ostacoli, momenti di crisi, a cui si deve essere capaci di far fronte.
  6. Intelligenza emotiva. E’ la capacità di riconoscere, comprendere e gestire le emozioni, le proprie come quelle degli altri: l’intelligenza emotiva può fare davvero la differenza, chi la possiede ha una marcia in più.
  7. Prendere decisioni. È il 70% del lavoro di un manager, che deve ascoltare tutti ma decidere da solo alla fine. E’ necessario saper condividere e ascoltare e, al momento opportuno, decidere l’indirizzo verso cui andare. Del resto, abilità come quelle di leadership richieste alle figure manageriali sono fondamentali per chiunque occupi posizioni direttive, come evidenzia di nuovo il nostro studio Future People: Le postazioni di lavoro nell’era della trasformazione digitale.
  8. Orientamento al servizio. Riguarda il saper rendersi utile, essere premurosi, attenti e collaborativi nei confronti delle esigenze delle persone.
  9. Negoziazione. E’ un’attività strategica che non dovrebbe essere lasciata all’improvvisazione. Serve a creare benessere economico e relazionale, a livello aziendale come individuale.
  10. Flessibilità. E’ una capacità che entra in gioco quando ci si trova ad affrontare situazioni insolite che richiedono flessibilità di risposta, cioè l’abilità di assumere comportamenti diversi in base al cambiamento di regole o del tipo di compito.

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Taking A Company-Wide Approach to Learning & Development

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Why supporting neurodiversity is essential for any successful workforce today

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Blog Post

Why Selecting a Leadership Development Program Is Way Too Complicated

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