1. Running head: SST
Impact of Soft Skills Training (SST) upon Intellectual Capital of the Organization
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Table of Contents
Introduction.........................................................................................................................................3
Soft Skills..............................................................................................................................................3
Skills coming under the head of Soft Skills...........................................................................................5
Soft Skills Thinking...............................................................................................................................5
Strategies to adopt for Soft Skills Thinking..........................................................................................6
Implementation of Soft Skills Thinking ................................................................................................8
Impact of Soft Skills Training towards Organizational Performance....................................................9
Performance of the People................................................................................................................11
Current Situation...............................................................................................................................12
Conclusion.........................................................................................................................................14

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Impact of Soft Skills Training (SST) upon Intellectual Capital of the Organization
Introduction
In the world we see today, people have evolved and transformed completely from
previously individuals and people would actually be. With the constantly changing dynamics of
the world today, it becomes much more difficult to keep track of the current situation and project
accurate and concise changes and abrupt movements of industries and businesses together.
This posts a great of effort and understanding of the people who are being inducted in
different corporations and organizations that we see and witness today. Human beings, by far,
are the most difficult element of be integrated in the world we see today. People and human
beings employed and inducted in the organizations are the most important, yet the most critical
component, whose performance and compliance towards tasks assigned could actually guarantee
the success or failure of the organization.
Soft Skills
While companies and organizations have paved way for the development and
understanding of improving employees, they tend to generally focus upon the technical
approaches and attempts of understanding and comprehending the kind of issues and concerns,
which were otherwise responsible and required for performing job tasks. Unfortunately, having
technical knowledge and information regarding the organizational dynamics simply does not
fulfill the requirement of the research known to us (Christopher, 2006, pp.40).

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This is because of the personality that makes human beings human, unlike the kind of
machines that are of assistance. A company may hold outstanding infrastructure, state-of-the-art
technology or even some of the best employees who seized to exist and make big in their
academic fields and key areas with which organizations enter an abyss of profitability and long-
term sustainability. However, it won’t last long if a defined set of traits, characteristics, qualities
and attributes have either not been incorporated and injected into the employees, leading to a
stagnant, or worst comes to worst, ‘dead’ organization (Evenson, 2001).
Soft skills are a combination of all those emotions, feelings and thoughts, which are being
displayed and acted upon by employees within the organization. To be more specific, soft skills
regard the emotional intelligence or related to a person “EQ”, which symbolizes the internal
thought process and developing the kind of relationships people develop with themselves and
with others around the organization (Ganzel, 2001).
In the current environment, emotional intelligence is an important attribute for leaders to
successfully lead the transformation of work environments and often an area where
cardiovascular programs fall short. Effective leadership requires that leaders value the
perspective and input of each discipline.
Many authors define what is emotional intelligence, among them are Peter Salovey, John
Mayer and Daniel Harvard, the latter was the one who made known the term "Emotional
Intelligence" which states that an emotionally intelligent person is able to through their feelings
is able to positively influence their behavior and also that of others (Glenn, 2003, pp.9).
Emotional Intelligence In addition Saloney summarizes five points explained later. These points
are in essence, the author, key points to develop the ability to conduct their own emotions and to
control depending on the situation where you are.

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Skills coming under the head of Soft Skills
With reference to the kind of organizational requirements, which should actually exist
among individuals, the most prominent areas that could be covered and titled under the area of
soft skills include emotional intelligence (EQ), the cluster of personality traits, communication,
language, personal habits and various other attempts, steps, traits and characteristics, which aid
the establishment, development and maintenance of the relationships among employees within
the organization.
Whenever it comes to incorporating and inculcating the kind of issues and concerns that
revolve around the organization would actually make way for improving relationships and
creating better rapport among employees in the organization. It must be acknowledged that these
soft skills individually tend to make way for the development and understanding of developing a
better, healthier, team-oriented organization, which can actually produce synergetic performance
results and close a better, much more fulfilling outcome.
One must also understand that the kind of issues and concerns that are involved in the
process of these internal changes to be incorporated, these, in the real sense, are amongst those
changes, which are required as per the job specification (JS) and also the need to fully perform
the job with complete understanding and better, improved performance.
Soft Skills Thinking
It takes a great deal of understanding, practice and efforts, in order to better understand and
comprehend the kind of issues and concerns regarding the adoption and practice of these skills in

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the context of organizational growth and individual development of employees. While the
conventional methods of thinking limit our frame of comprehension regarding organizational
needs and resolving problems and concerns occurring in the organization, soft skills can actually
pave way for understanding the core of all issues involved in conflict resolution and problem
dissolution, which may otherwise have not been a concern or issue involved in the organization.
Strategies to adopt for Soft Skills Thinking
Many of the points in common are that within the "Emotional Intelligence" mentioned
that not only serves to have a self but it also must be a self-motivation that helps us achieve our
goals more easily, point very important if we are referring to a leader (Glenn, 2008, pp.7).
The development of "Emotional Intelligence" allows us to develop further the sense of
empathy; a condition for a leader is very helpful because this way can easily anticipate possible
reactions that may have our fans, especially if it is a planning case (James & James, 2004,
pp.39).
It is noteworthy that one of the factors that influence the "Emotional Intelligence" is the
body language, verbal language is only a small percentage of the way humans communicate, is
much more noticeable to others, you can have a good emotional control but if you have a good
body control "emotional intelligence" is not complete.
Within what is defined in emotional intelligence are other points as the self-
consciousness refers to the ability to know that we have reason to react in a certain way, this
emotional control as the ability to control our moods, motivation As mentioned above, the
empathy and relationship management. All these points make the learning of emotional
intelligence is more clear (Minium, King & Bear, 2003, pp.78).

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As mentioned, the leadership is very influential in the decisions of the followers and
according to "Emotional Intelligence" you have, some authors have separated the lead in two
models, the lead female and male, both explained below and gives notice the real difference
between a leader of one kind or another. This difference is explained in a case.
Exposure of cases is one way to implement everything that has been talked about
emotional intelligence and how this affects the smooth running of leadership, for this reason are
some cases that will give the reader a clearer idea the issue here exposed (Pedhazur &
Schmelkin, 2001, pp.14).
Among the functions of a supervisor is to manage the groups and individuals, there are no
manuals or guides to teach us to be supervisors of this or that way, but several publications that
give us the training to act in a certain way. This work is one of these training guidelines; The
"Emotional Intelligence" is a very useful tool for success in leadership, in this work point out the
differences that occur in an uncontrolled emotional leader and a leader that control, in addition to
features that help you develop a good emotional intelligence (Perreault, 2004, pp.23). The reader
will notice that emotional intelligence is not just the control character but has a lot to do with the
treatment of people and ways to demonstrate and control our feelings.
In the mid seventies, long before the term was coined Emotional Intelligence, began its
development in the United States applied science called Neuro Linguistic Programming
(NLP). This was a study, which was undertaken to analyze and identify how humans work and
go about their daily routines, through which we put our attention and inner meaning and give to
the reality around us, thus building subjective experiences, which then influence our behavior.
The acronym NLP defines the three main elements with which this science works:
Programming, Neurology and Language. Our own "programming" determines how we perceive

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what is happening around us and as a consequence how we feel and how we behave. Our
neurological system regulates how our minds and our bodies. The verbal and nonverbal language
determines how we communicate with ourselves and with others (Redmann & Kotrlik, 2004,
pp.76).
NLP allows, using simple and useful tool to develop our emotional self-management
skills and improve in a very remarkable our communication and relationships. NLP helps us to
easily develop new resources and capabilities to improve our emotional intelligence. The most
valuable aspect of this discipline is that it can be learned and used easily and without prior
knowledge by any person in their own benefit and that of others (Sutton, 2002, pp.16).
In the 90's, American psychologists Peter Salovey and John Mayer coined the term
emotional intelligence in order to define the use of it in the development and understanding of
the organization (Timm, 2005, pp.55).
Implementation of Soft Skills Thinking
Emotional Intelligence (EQ) was further divided into two broadly distinct categories
known to us. These include Intrapersonal Intelligence and Interpersonal
Intelligence. Psychologist Howard Gardner defines these two terms as follows:
1. Interpersonal Intelligence suggests the ability to understand others, which are the
things that motivate them, how they work and the best how to cooperate with them".
2. Intrapersonal Intelligence, on the other hand, regards the ability of insight, which we
allows an accurate and true to us same, allowing us to act in life in a more effective."
We say that a person is emotionally intelligent, when it is able to establish contact with
their feelings (Wilhelm, 2004). Understanding and properly conducted, if emotions are properly

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aligned, they shall influence their behavior, ultimately improving their quality of life. In turn, it
also fails to understand the emotions of others, you know put in place and responds appropriately
to the moods, motivations and desires.
Impact of Soft Skills Training towards Organizational Performance
To achieve a high degree of emotional intelligence, a person must develop 4 concepts
(Competition ASK), according to Salovey, which are these:
1. Knowledge of their own emotions and the ability to drive;
2. Ability to motivate oneself;
3. Being able to recognize the emotions of others; and
4. A good control of their relationships.
1. The knowledge of their own emotions and the ability to drive
It is the cornerstone of emotional intelligence, as individuals become aware of the
workplace environment to recognize their own feelings, one being understood. Driving
one's own emotions and adjust to what each situation demands are essential for a good
emotional balance (Redmann & Kotrlik, 2004, pp.76). Individuals perform traits in
different environments; they tend to develop in difficult situations, avoid anxiety, sadness
or anger, or even be able to turn a deaf ear to these external influences and easily
overcome the difficulties. This self-control of our emotions leads us to use all our energy
to achieve what we want.

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2. Ability to motivate oneself
Motivated people are always happier, productive and efficient in all tasks or
activities they undertake. The actions to achieve a certain goal, generates enough energy
to overcome obstacles and setbacks that may arise. These individuals are in the position
of actually making way for the development and consideration of being able to recognize
the emotions of others (James & James, 2004, pp.39). One common emotion which has
generally been thought of the midst of the analyzing and improving EQ amongst
employees is the practice of empathy. This will differentiate with respect subtle signals
that other issue, depending on the emotional state in which they are, which if once
practiced will understand better what they want or need and it will feel understood
(Glenn, 2003, pp.9). This understanding will significantly improve a relationship.
3. A good control of their relationships
It is an art based on the proper way to behave to the perceived emotional state of
others. This ability is in order to leadership and personal influence. Those who excel in
this area of maintaining relationships are usually social and professional success. All
these skills are developed through education and personal experiences can be improved at
any age (Evenson, 2001). If we look at how we communicate with ourselves and with
others, we will be in power to discover how we create our own emotions (internal
processes) and how we influence our communication through the "emotional state" of the
people with whom we interact. The way to develop skills to achieve a new level of
emotional competence is the main objective of the seminars and workshops, alongside
the different trainings (Christopher, 2006, pp.40).

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Performance of the People
They are more subtle changes in the behavior of individuals and related how it does
things. For example, changes in tone of voice, the same volume, respiratory rate, the skin color,
etc. Changes in the behavior are the external expression, whereas cognitions and attitudes of a
person, relate to their emotional state. If we can properly identify and assess these small changes,
we'd be able to interpret and identify what is the emotional state of other people working within
the organization and thereby create and show empathy to understand how an employee feels
(Ganzel, 2001).
Tuning is defined as the process by which initiates and maintains a relationship of mutual
trust (understanding and good relationship between two or more people). It is the basic
ingredient needed to improve communication and build good relations, both the conscious and
the subconscious of every relationship (Pedhazur & Schmelkin, 2001, pp.14).
This is a way to see the other that we understand and respect (sensitivity and interest), but
does not necessarily mean that we like how this person is, or we totally agree with what he
does. Through this we have the other person feel confident and willing to cooperate.
With reference to emotions, one can also match body posture, hand gestures, facial
expressions, and breathing. All of which body, but it is also possible the Vowels (nonverbal) and
rate of speech, voice volume, tone, emphasis. If the other person feels or perceives imitated
exaggerate their gestures or movements do not generate tuning. For this to achieve this we must
do it with subtlety (Perreault, 2004, pp.23).
Another way to match is called indirect or cross-tuning that is to mimic a type of conduct
by an individual with other behavior different from ours. For example, adjusting the speed of our
speech with following your breathing or blinking with small strokes of our fingers. To learn how

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to match it is to watch other people interact in a restaurant, meetings, parties, etc. It all depends
on what happens to the quality of their communication when our emotional quotient is on a
equilibrium, changing with the passage of time, thus being volatile in nature (Redmann &
Kotrlik, 2004, pp.76).
The match effectively requires some time, because we must pay attention to some of our
actions and that of others before we went unnoticed. In humans, this is done automatically.
By setting the tune, it creates an energy field between the two beings, i.e. in both directions,
otherwise you cannot achieve it. A sign of having established a good fit is when the other person
begins to follow, to match our posture, movement, voice, etc. Finally, the ability to build rapport
and create harmony is crucial to improving interpersonal intelligence (Sutton, 2002, pp.16).
How do we feel if we see that the animal is directed toward us? Perhaps feel confident
when we come to pass his hand over his back, stroking and playing with him or else feel fear and
try to get away with care. What makes us feel confident or afraid? Our excitement and later
behavior (trying to play with him or away) depend on how we represent in our mind that animal.
Humans do not respond directly to the reality that surrounds us, but to the internal representation
we make of it. This process is unconscious in most cases consists of three mechanisms that
constitute the so-called universal process modeling.
Current Situation
We all go through many different emotional states every day. At times we may feel
happy and others sad. Sometimes we feel sure of ourselves and sometimes vulnerable. What
happens to us for a specific situation to feel a certain emotion and behave as we do?
Imagine that we came across a stray dog on the street (Christopher, 2006, pp.40).

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The first phase is called whereby we focus on a specific part of reality that surrounds us,
eliminating the rest. The object or person we place our attention is brought to life for us and the
rest is like there. In the situation we discussed our attention to the dog you see, take the leaves
from a nearby tree swaying in the wind or perhaps look at how the clouds move across the sky
(Evenson, 2001).
Suppose we pay attention to the dog that comes close. Then our mind makes another
process called generalization, by which we evaluate external reality to which we have paid
attention (the dog) based on our past experiences (Glenn, 2003, pp.9).
Depending on what happened in those experiences we have been able to create
generalizations or beliefs such as "dogs are friendly and playful" or, conversely, "dogs are
dangerous animals".
Therefore, based on these generalizations, people do a process of distortion of reality
external to internal representations. The dog in our internal representation can be either friendly
or perhaps very dangerous depending on the level of distortion that we make.
If we revive in our minds the images of what happened before with this type of animals
that our mental representation of reality called dog will be very "real" for us. This internal
process creates our emotional state (confidence or fear) and as a result of the excitement
produced is chosen unconsciously in most cases, a type of conduct or other to react (Glenn,
2008, pp.7).
These are situations that tend to alter the emotional state of most people considered
normal taking them to the edge of their own physical and mental limits. The result is often
emotional imbalance. This imbalance not only affects the intimate life of a person, it affects

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their work and professional development, because emotions play an important role in the
workplace (Minium, King & Bear, 2003, pp.78).
Conclusion
Researchers found and identify those specific leadership characteristics (energy,
appearance and height). Traits of intelligence and ability, personality traits (such as adaptability,
enthusiasm, self security)
From anger to excitement, from frustration to satisfaction, every day we face our own and
others emotions. The key is to use emotions intelligently, to work for them, so to help us control
our behavior and thoughts in pursuit of better results and at the same time, make room for more
improvement on an emotional level amongst employees in the organization.

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about teaching soft skills: Human relations, self-management, and workplace

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