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At this years Web Summit in Lisbon, Hayden Brown, president and CEO of Upwork, was asked which leadership skills are most in demand today. Her answer was immediate: The demand for soft skills is rising. As AI algorithms increasingly take over routine tasks, the qualities that cant be automatedcommunication clarity, the ability to work effectively with people, and conflict-resolution skillsare becoming essential for career growth. This trend extends far beyond the tech sector. According to LinkedIns Work Change Report, 70% of skills used across most professions will change by 2030; AI will be the main catalyst. Against this backdrop, Ive become convinced that soft skills have no expiration date. They are what determine whether a leader can keep their team productive even during periods of radical change or crisis. Ive identified five soft skills that draw a clear line between an average leader and an exceptional onesomeone truly capable of leading through transformation. 1. EMOTIONAL INTELLIGENCE Imagine that one of your team members productivity drops threefold: They used to complete at least 15 tasks weekly, but now barely finish five. When evaluating the situation only through metrics, the leader might say: I see you’re working slower. Can you fix this? The answer will be predictable: Yes, Ill try harder. And nothing will change. Ive noticed that how a leader makes an employee feel during a difficult moment directly affects their engagement, trust, and performance. If instead of assigning blame the leader asks, How are you feeling? it reveals the real reason behind the performance decline. Often it is personal circumstances, stress, or overload. A leader with strong emotional intelligence can notice even subtle signs of worsening psychological well-being within the team and use empathy to understand what is actually happening. By identifying the root causes, they can find solutions that truly improve performance. 2. CONFLICT MANAGEMENT According to the Workplace Peace Institute, American employees spend two hours weekly resolving disputes. Im convinced that many conflicts can be avoided if we learn to recognize them early. But when tension does escalate into an open confrontation, the leader must turn that conflict into a productive conversation. They should help both sides structure their thoughts, guide them toward a compromise, and clearly explain the reasoning behind their decisions. This is what effective conflict management looks likechanneling that energy into finding the best possible solution. To do this, a leader must separate people from the problem and avoid mixing emotions with arguments. 3. COMMUNICATION CLARITY Grammarly research shows that 64% of business leaders link higher team productivity directly to effective communication. In my view, clarity is the soft skill with the strongest impact on outcomes. When a leader fails to articulate goals, expectations, or the task contextsuch as constraints or why the business needs this decision right nowthe team operates blindly. They complete the task based on their own interpretation rather than the original intent; that gap costs time, quality, and effort. When people dont understand the outcome expected of them, they fill in the blanks with assumptions rarely aligning with reality. This affects the final result, but also team dynamics. Conflicts emerge, with a shared feeling that no one listens to us. Once I witnessed a situation where, due to urgency, a manager assigned a task to a developer who was less busy but had less experience. The more experienced colleague reacted indignantly: Why wasnt this ticket assigned to me? Is something wrong with my work? The problem was that the manager hadnt explained the criteria for choosing the assignee; the lack of clarity left room for incorrect assumptions. Its important to communicate not just what were doing, but also why were doing it that particular way. Whether its task assignment, delegation, or shifting priorities, its worth giving the team the full picture. 4. COACHING MINDSET According to an analysis of 34 million U.S. managerial job postings, since 2007 employers have been three times more likely to look for leaders with skills in collaboration, coaching, and influence. At the same time, job postings have decreased wording usage for traditional leadership. Today, valued leaders not only manage processes but also create conditions for their teams growth. And in this context, the coaching mindset takes center stage. A leader who possesses it can pose questions to people that stimulate them to seek their own solutions, rather than relying on directives. A coaching mindset fosters autonomy and strengthens peoples confidence in their abilities, ultimately enhancing the entire team. Leaders should not deprive their teams of the opportunity to arrive at solutions on their own. 5. RESILIENCE The modern world is full of uncertainty; leaders need to adapt to unforeseen changes, and also support others during challenging times. This is easier to do if they possess resilience and can stay calm under pressure, manage their own emotions, and recover quickly. I lead a team of 90 people, mostly Ukrainians. When Russia launched its full-scale invasion of Ukraine, my teamwhich suddenly found itself in dangerwas disoriented and scared. As a leader, I could not give in to panic, because I was responsible for my people. They came to me with many questions, and my actions, advice, and support helped the team get through those difficult times. The good news is that resilience is not an innate trait, but it can be developed. A leader becomes more resilient by learning to pause, consciously choose their response to a situation, and avoid reacting to immediate triggers. Teams that see a leaders resilience in challenging situations show six times higher engagement and innovation. This is no coincidence: People work more boldly and productively when they have an example of someone who doesn’t give in to anxiety and provides a sense of stability and security. Our team is proof of this. Illia Smoliienko is the chief software officer for Waites.
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E-Commerce
Enhanced tax credits that have helped reduce the cost of health insurance for the vast majority of Affordable Care Act enrollees expired overnight, cementing higher health costs for millions of Americans at the start of the new year.Democrats forced a 43-day government shutdown over the issue. Moderate Republicans called for a solution to save their 2026 political aspirations. President Donald Trump floated a way out, only to back off after conservative backlash.In the end, no one’s efforts were enough to save the subsidies before their expiration date. A House vote expected in January could offer another chance, but success is far from guaranteed.The change affects a diverse cross-section of Americans who don’t get their health insurance from an employer and don’t qualify for Medicaid or Medicare a group that includes many self-employed workers, small business owners, farmers and ranchers.It comes at the start of a high-stakes midterm election year, with affordability including the cost of health care topping the list of voters’ concerns.“It really bothers me that the middle class has moved from a squeeze to a full suffocation, and they continue to just pile on and leave it up to us,” said 37-year-old single mom Katelin Provost, whose health care costs are set to jump. “I’m incredibly disappointed that there hasn’t been more action.” Some families grapple with insurance costs that are doubling, tripling or more The expired subsidies were first given to Affordable Care Act enrollees in 2021 as a temporary measure to help Americans get through the COVID-19 pandemic. Democrats in power at the time extended them, moving the expiration date to the start of 2026.With the expanded subsidies, some lower-income enrollees received health care with no premiums, and high earners paid no more than 8.5% of their income. Eligibility for middle-class earners was also expanded.On average, the more than 20 million subsidized enrollees in the Affordable Care Act program are seeing their premium costs rise by 114% in 2026, according to an analysis by the health care research nonprofit KFF.Those surging prices come alongside an overall increase in health costs in the U.S., which are further driving up out-of-pocket costs in many plans.Some enrollees, like Salt Lake City freelance filmmaker and adjunct professor Stan Clawson, have absorbed the extra expense. Clawson said he was paying just under $350 a month for his premiums last year, a number that will jump to nearly $500 a month this year. It’s a strain for the 49-year-old but one he’s willing to take on because he needs health insurance as someone who lives with paralysis from a spinal cord injury.Others, like Provost, are dealing with steeper hikes. The social worker’s monthly premium payment is increasing from $85 a month to nearly $750. Effects on enrollment remain to be seen Health analysts have predicted the expiration of the subsidies will drive many of the 24 million total Affordable Care Act enrollees especially younger and healthier Americans to forgo health insurance coverage altogether.Over time, that could make the program more expensive for the older, sicker population that remains.An analysis conducted last September by the Urban Institute and Commonwealth Fund projected the higher premiums from expiring subsidies would prompt some 4.8 million Americans to drop coverage in 2026.But with the window to select and change plans still ongoing until Jan. 15 in most states, the final effect on enrollment is yet to be determined.Provost, the single mother, said she is holding out hope that Congress finds a way to revive the subsidies early in the year but if not, she’ll drop herself off the insurance and keep it only for her four-year-old daughter. She can’t afford to pay for both of their coverage at the current price. Months of discussion, but no relief yet Last year, after Republicans cut more than $1 trillion in federal health care and food assistance with Trump’s big tax and spending cuts bill, Democrats repeatedly called for the subsidies to be extended. But while some Republicans in power acknowledged the issue needed to be addressed, they refused to put it to a vote until late in the year.In December, the Senate rejected two partisan health care bills a Democratic pitch to extend the subsidies for three more years and a Republican alternative that would instead provide Americans with health savings accounts.In the House, four centrist Republicans broke with GOP leadership and joined forces with Democrats to force a vote that could come as soon as January on a three-year extension of the tax credits. But with the Senate already having rejected such a plan, it’s unclear whether it could get enough momentum to pass.Meanwhile, Americans whose premiums are skyrocketing say lawmakers don’t understand what it’s really like to struggle to get by as health costs ratchet up with no relief.Many say they want the subsidies restored alongside broader reforms to make health care more affordable for all Americans.“Both Republicans and Democrats have been saying for years, oh, we need to fix it. Then do it,” said Chad Bruns, a 58-year-old Affordable Care Act enrollee in Wisconsin. “They need to get to the root cause, and no political party ever does that.” Ali Swenson, Associated Press
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E-Commerce
Singles are drowning their Sunday blues with work, which experts warn isnt necessarily the healthiest coping strategy. In a recent survey of 1,000 singles by Dating.com, 52% of those without a romantic partner said they spend most Sundays alone and 65% say its the loneliest day of their week. To cope, 74% say theyve turned to work to keep themselves busy, and 40% say they do so often. Sunday is usually the quietest day of the week, and when you don’t have a family or anyone that you’re dating to spend time with, it’s a time that could feel very sad, explains licensed clinical social worker and resident therapist for Dating.com, Jaime Bronstein. A lot of people work to avoid being in their feelings, which is not necessarily recommended because it’s important to feel your feelings. Bronstein adds that some employers may even put higher expectations on their single staff knowing they have fewer personal responsibilities occupying their time. Sometimes people that are single feel like they don’t have a purpose, she adds. By working extra, they can feel like that’s their purpose. Loneliness is on the rise, and bleeding into the workplace Though dating in any generation has its challenges, Bronstein suggests its become more isolating in the digital age. Its the rise of social media comparisons, seeing all the happy-looking couples, and then its all the dating apps, she says. Theres so much ghosting, people arent giving people enough of a chance because of the disposability factor and the ability to just find someone else, so theres a lot more rejection. In 2023 loneliness and isolation was labeled a global health concern by the World Health Organization and an epidemic by the U.S. Surgeon General, but the challenge seems to have only gotten worse since. And its extended further, into individuals professional lives. In a survey conducted in September by KPMG, 45% of respondents reported feelings of loneliness in the workplace, up from 25% just 10 months earlier. The data tells us theres been an increase in loneliness in the last year, says KPMGs vice chair of Talent & Culture Sandy Torchia. Though its hard to pinpoint a precise cause, the research suggests that financial constraints have played a role, with 75% of respondents saying its becoming harder to afford social activities with colleagues outside of the workplace. Remote work may also be playing a role, as 67% of those who work entirely from home report feeling isolated at work, compared to 45% among all workers. Furthermore, while 84% of respondents said having close professional friends was very important for their mental health, that number rises to 93% among remote workers. Lonely workers arent productive workers It may be tempting to consider the loneliness-driven extra work hours on weekends a win for employers, but Torchia cautions that encouraging overwork isnt in anyones best interest in the long run. Thats not an equation for success, because we want our employees to thrive. And for you to be able to thrive professionally, you need to be able to thrive personally, she says. Even if theyre putting in more hours, those who use work as a crutch for managing loneliness are more susceptible to exhaustion, depression, and burnoutpotentially creating new challenges in their professional lives. Thats potentially exacerbated for singles, who already may be more prone to burnout due to money concerns: theyre often in a higher tax bracket, or spend more on housing or cost-of-living expenses when theres no one to split the bill with. A happy, fulfilled, less stressed, less overwhelmed employee is going to be more productive and bring more value to your company, adds Bronstein. Being lonely at work can make us more lonely at home Whether in the digital or physical world, the workplace is where most people spend the largest share of their time, giving employers a unique opportunity to address isolation and loneliness among staff. Thats true for anyone, but potentially singles who may be loneliner in particular. In the KPMG survey, for example, 29% of respondents said they were more productive when they had close friends at work. Torchia says organizations can promote workplace friendships by creating more opportunities for colleagues to connect over nonwork activities. In the survey, 89% of respondents said company-facilitated interactions were very important, so there is an expectation for companies to play a role, she says. And then 91% said that their manager or another senior leader encouraged them to foster friendships. The KPMG data is consistent with research from Gallup, which found loneliness affected 20% of Americans in mid-2024, up from 17% at the start of that year. Younger people were also more likely to report feeling lonely, including 21% of millennials and 29% of Gen Z employees. Employees have, progressively over the last several years, felt more detached from their organization, and it doesn’t have to be that way, says Gallups chief scientist for workplace management and wellbeing Dr. Jim Harter. The emotion of loneliness isn’t just about having friends at work; it’s about having an opportunity to do your best, feeling like you’re making a contribution, having clear goals. A weekly check-in with a manager is key to combatting employee loneliness Employers likely wont step in to help staff with their dating lives, but Harter says managers can play an outsized role in helping them combat feelings of isolation. Conversations with a manager and employeeeven just once a week and lasting for 30 minutescan establish the relationship between the individual and the organization and the contribution theyre making, he says. People feel a lot lonelier if they don’t feel like their work is making a contribution. According to Gallups research, employees are less likely to feel isolated if they have clarity of expectations, feel recognized for their contributions, feel like someone cares about their development, feel connected to the organizations mission, and if they get the chance to do something theyre good at every day. All of those things are really central to whether working people feel lonely or not, Harter says. When managers have a weekly meaningful conversation with employees, it solves for a lot of it.
Category:
E-Commerce
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