Corporate Behavior
“It is a self-evident truth that people are hired for hard skills and fired for soft skills” (Bruce Tulgan CEO, Rainmaker Thinking)
Behavior is Brain Driven….
It is absolutely critical not confuse Behavior with Personality. Personality is what you are: Behavior is what You do, and it is what you do that make difference
Soft Skills are intangible
Soft skills are considered subjective and intangible because they are based on personal attributes and behaviors in social settings rather than specific, measurable technical knowledge. It complements the use of hard skills in workplace, encompassing personal attributes, social behavior, interpersonal & group interaction, linguistic process, individual traits, friendly dispositions & temperament, characterizing behaviorisms with other individuals or group dynamics internal or external to the organization. Unlike hard skills, which can be quantified through tests, certifications, or concrete outputs, soft skills in everyday activities such as communication process, emotional stability, problem solving are difficult to measure precisely and vary depending on the individual and context.
Soft skill lacks quantifiable metrics and can be only identified through observation of behavior and interaction rather than calculated results.
Soft skills have universality and portability because it is transferable across different industries and roles, meaning application is FLUID and dependent on social dynamics rather than fixed rules or standard procedures.
Hard Skill are tangible
Hard skills are objective means communicable and displayable, easily measurable from certification, acquisition achieved through formal education, experience, and from practical applications.
Hard skills are concrete skills to suit the industry or organization for performing tasks effortlessly and once you learn it you possess it. Therefore, hard skill sets are Tangible.
A critical difference between behavior and personality is that personality is essentially a static trait that evolved at the time of birth and that changes very little.
Personality Neuroscience
Recent years there has been a considerable increase in the interest into the neurological based individual behavioral differences. That activity has led to the creation of what is increasingly referred to as Personality Neuroscience.
Personality neuroscience is an interdisciplinary field that uses neuroscientific methods to study and the neurobiological mechanisms underlying persistent individual differences in behavior, emotion, and cognition. It aims to identify how genetic and environmental forces shape brain structure and function to produce stable psycho-behavioral traits.
Personality Neuroscience distinguishes between Static Traits which are stable, cross-situational tendencies, and Fluid Traits composed of competencies which are malleable, domain-specific capacities for action. They provide motivational foundation for achievement, interact with cognitive abilities to form intellectual competence, a broader construct that better predicts real-world success than intelligence or being intellect.
Competent - Competency - Competencies
An individual is competent, means he/she possesses profound theoretical knowledge in the subject matter.
An individual has competency means he/she possesses the required application of mind and has required experience and exposure.
The plural form Competencies are the behaviors where application of mind with hidden components of deep-seated motives, self-concept, and managerial behaviors that serve as the foundation.
The model defined by McClelland posits that behavior traits and characteristics are superior predictors of effective performance in various roles in an organization. By focusing on these underlying drivers an individual can develop abilities into specific capabilities required for long-term success.
Cognitive Human Resource Solution is about an organization’s ability to make profit without sacrificing its employees and environment. It is a cognitive process because it allows individuals to observe their habits, thoughts, and emotions without judgement, thereby identifying gaps between intentions and actions. Moreover, it enhances an individual’s environmental adaptation towards organizing and processing information.
Common workplace challenges
Organizational Behavior involves interactions between individuals within an organization and how these interactions influence an organization’s progress towards its objectives.
Organizational Behavior faces numerous challenges from employee behavior which primarily manifest as an emotional disconnection due to poor communication. This involves lack of deliberation and delegation, managerial or employee level low or hyper listening style, failure in logical articulation leads to unclear direction in change initiation or implementation, causing employees feeling aimless and unable to align their daily task, problem-solving affecting reduced productivity, high manpower turnover resulting in underperformance in broader company goals.
Training & Development
Organizational training and development focus on enhancing employee skills and knowledge to improve job performance and meet specific business goals.
Passive learning models and misaligned interventions fail to change employee behavior, become a flawed process and training becomes an ineffective investment.