Las habilidades blandas más deseadas en las empresas hoy

The most desired soft skills in companies today

by Article

We already know that the world changes and will continue to change, just as we have also experienced firsthand how this transformation has accelerated in an incredible way during the last two years and everything that the pandemic brought with it.

Therefore, it becomes relevant to ask ourselves what are the most desired soft skills in companies today and, when we take that look, the latest LinkedIn Global Talent Trends report can help us understand this change.

This report showed that 92% of talent professionals agree that soft skills are equal to or more important than hard skills.

Likewise, it is shown that 89% of recruiters indicate that when a contract does not work, it is because the person lacked the necessary soft skills.

So, both from professional training in higher education houses, as well as in our individual career development plan, it will be crucial to understand what soft skills are the most desired in companies today and that is exactly what we are going to review in this article. moment.

Adaptability

It is not surprising that adaptability emerges as one of the most required skills in an environment where change is part of everyday life, so knowing how to navigate it in a good way will be crucial for professional and organizational success.

It will be even better if the person manages to anticipate change or be the one who creates it, leading these fundamental processes in a globalized and highly competitive economy.

From changing the context, work systems, leadership style, to a deep restructuring, there are many things that can (and will) change and this requires flexible and adaptable people.

Emotional intelligence

The evidence now leaves no room for doubt about the importance of emotional intelligence in people’s development, regardless of whether we are talking about work or personal life.

Research shows that people who have higher levels of emotional intelligence achieve better results in dimensions such as effectiveness, interpersonal relationships, level of well-being and quality of life, so getting down to work on this matter becomes a excellent idea.

From recognizing our emotions, learning to manage them and being more assertive, through empathy to achieving high levels of inspirational leadership, emotional intelligence is one of the skills that will continue to be required in organizations and making a difference. (If you want to know your level of emotional intelligence, I invite you to evaluate your skills with the HPI EQ tool)

Effective communication

No matter what you do, you will always have to communicate it and knowing how to do it will make a difference in your results.

Learning to use communication in a clear, assertive way that manages to transmit ideas, inspire and achieve individual and collective results, is another of the most required skills today.

Negotiation

People are diverse and have different interests, however, we need to reach agreements to achieve what we want. For that reason, negotiation is one of the skills that companies are looking for among people, hoping to find that talent.

Do you have these skills? If the answer is no, or a lukewarm “maybe,” then it’s time for you to spend time developing these skills.

Positive attitude

The world is complex enough to have collaborators who pollute work environments.

Therefore, a positive attitude is another of the most desired soft skills in companies today.

Radiating joy, optimism and good treatment makes a difference and you can spread it from the first contact, the job interview and then within the organization. With that you will really make an important difference.

Collaboration over competition

The idea of ​​the competitive professional who only seeks to win to reach the top of the organization no longer corresponds to the world we live in.

Organizations increasingly need the ability to collaborate and serve.

It is those people who best help others who are considered the most valuable within teams and organizations, because only as a team can the great results that companies are looking for be built.

While there are more competencies we could mention, these are the top ones that recruiters are looking to capture for their organizations.

Before you look in the mirror and consider that you have them or not, we invite you to evaluate them. You can do this using internationally validated technology, such as the HPI Competences Assessments, which helps you assess up to 30 soft skills that are making a professional and organizational difference.

After you already have clear notions, then it is time to develop each of them, because it will not be more university degrees that open more doors, but it will be your way of being as a person.

claves organizacio siglo xxi

Keys to a 21st century organization

by Article

There are so many changes and the way in which they have happened during the last years, that the world is tirelessly seeking to innovate and build organizations for this new era. However, what are the keys to a 21st century organization?

 

At HPI International we are taking these types of questions very seriously and we believe that this requires a new look and also, like each new innovation, risk implementing new models that help recognize what works and what does not.

 

While this is constantly under construction and will continue to change, I would like to share with you what we are doing and the vision we have of this future that has already arrived.

 

Bidirectional flexibility and adaptability

For years there has been talk of the need for more flexibility and to develop these skills in employees, but we must give a broader understanding to this idea.

 

For this new century we need flexible and adaptable people, but also organizations, leaderships and environments that adapt to the employee.

 

From offering time and geographical flexibility, to being able to experiment in different positions and challenges within the organization.

 

Adjust the work to the moment of the employee’s life and not just ask the employee to adjust their personal and family life to what the work would like.

 

It will be those organizations that are most flexible and bidirectionally adaptive that will best be able to meet the challenges of the new century.

 

Hybrid and global work

The pandemic showed us that we can operate, in many organizations, completely remotely, but it also highlighted the enormous need we have to socialize and interact with other people, to the point that mental health problems skyrocketed enormously.

 

Hybrid work allows, in a better way, to reconcile both things, delivering more and better alternatives to cover the emotional, psychological and productive needs, both of the collaborators and also of the collaborators.

 

However, this will go further, advancing to hybrid and global models, that is, the possibility of participating in face-to-face environments from different parts of the world, making closer the possibility of having international experiences, cultural internships or making personal projects compatible with a dynamic, close work with a strong culture.

 

A culture that eats processes

As the famous saying goes: “culture eats processes” alluding to the fact that it is always more powerful than the procedures we can create in an organization.

 

For that reason, companies must invest time and resources in building a strong culture that helps them fulfill their mission and vision, instead of continuing to make great efforts in the standardization of processes.

 

If the culture is right for that institution and its activity, the processes will arise more naturally, as a consequence of their individual and collective values, beliefs and competences.

 

The companies of this new century have a powerful “way of being”. They do not only have a strategic planning, but they manage to become true causes with which to fall in love, adhere and commit deeply.

 

These are just some keys for 21st century organizations and are some of the pillars that we are implementing and living directly within HPI International. But that is not all.

 

Topics such as diversity and inclusion, innovation as a business core, business building in international collaboration networks, among others, I believe are and will be axes for this new time in which we will be the protagonists.

El poder de la empatía

The power of empathy

by Article

These are times of tension, conflicts and social distancing. Ideological polarization, socioeconomic distances and new technologies, among other factors, have driven a growing level of mental problems, social complications and a greater sense of loneliness.

 

In all this context, there seems to be an urgent need to meet again, putting at the center what unites us, which is always much more than what we suppose differentiates us.

 

Behind different positions, people seek to feel with a purpose in our lives, to give and receive experiences of affection and to be able to expand our mind, spirit and growth.

 

However, it seems that we have more training in mathematics than in our emotions, just as we have more conversations about what we believe our rights should be, but a less frequent search for what we can deliver.

 

Within this whole context, empathy re-emerges as a relevant element, as a connector with those around us, being a true “adapter” of human beings so that from affection, compassion and genuine concern for those who are by our side, we can once again weave better environments for all people, because there is no “us” and “the others”.

 

In this world we are all in the same boat, although we insist on wanting to stupidly divide ourselves.

 

Empathy, that wonderful quality of connecting with the other person and being able to perceive, understand and welcome the internal experience of others without judgment, opens the door to many worlds.

 

Just as books allow us to live many lives; empathy allows us to broaden our perspective of our own existence, through the eyes of others.

 

But saying “let’s be empathic” is the easy part. Understanding that we must conjugate this concept as a verb and practice it daily in our actions and decisions is something else, becoming the real challenge. I firmly believe that each human being is called to contribute to a better world and, by that, I do not mean better for himself, but better for everyone.

 

Get away from the win-lose look, to understand that there is a plan of action where we all win multiplied, and that is when we meet, we open up and welcome, because when I meet the other I know myself and when I open up to who I have opposite, I also open a path for him to meet.

 

All this, we must take it into action from the small to the big, from the everyday and the loving commitment to be better.

 

Personally, together with my family, we are committed to contributing a grain of sand along this line, and I invite you to walk this path together.

 

I invite you to meet and join www.unitedbetter.org and together we can help create more united and happier families and communities, where empathy and mutual support is a daily thing for millions of people. You dare?

aprender matematicas

Learn math with body exercises

by Article

Getting to learn math is a challenge for students, teachers and the educational system in general, for that reason Traci Lengel and Mike Kuczala have studied and practiced a new way to achieve this challenge.

In the book “The Kinesthetic Classroom”, the authors explore and share how their math classes involve students outside of their seats performing a series of body exercises that help, as shown in their research, to learn math better, managing to increase its association and retention.

Learning mathematics with body exercises may seem strange or, at least, far from the traditional way in which people have learned this logical ability of our cognition.

However, Lengel and Kuczala have shown that it is not only learning formulas, but also mathematical and geometric language, which, supported by body movements, is learned more easily and is remembered for much longer.

The long-awaited significant learning that is talked about so much seems to be present when we not only learn with “the mind”, but also involve body movement in that process.

All this should make us question the still prevailing culture of order, silence and stillness inside the classroom, something that is not only almost inhumane to ask of growing boys and girls, but also unsuitable for the learning process. .

We learn with ideas, emotions and the body; and in fact, we learn much better when we use all these dimensions in experiences that are immersive, meaningful and that make sense of learning.

So, if you are going to learn or teach mathematics, I recommend that you read this interesting book “The Kinesthetic Classroom” and open ourselves to thinking about the educational model focused on how we are and how we learn, and not more on how we were taught that it should be.

Preparar mejor tu entrevista de trabajo

Better prepare your job interview

by Article

Better preparing your job interview is possible with this new invention from Google. Technology is changing many things in our lives.

 

Now you can use artificial intelligence to improve your job search.

 

Every time we face a new job search, one of the things that is most stressful for us is the time of the job interview. What will they ask us? what is the best answer i can give? These are just some of the things we ask ourselves.

 

Many people search the Internet for answers to psychological tests or techniques that allow them to make a better impression to get the job they want.

 

However, this is changing thanks to artificial intelligence, which now allows us to train ourselves for those challenging questions that we might be asked.

 

If you want to better prepare your job interview, then I recommend that you learn about “Interview Warmup“, a new technology that Google makes available to those who want to give an excellent interview to find their next job.

 

This program uses a large database of questions that interviewers ask job candidates, thus allowing better preparation for the job interview, by being able to rehearse the answers.

 

But that is not all. Also, the system created by Google gives you suggestions to improve your answers and thus get the job you are really looking for.

 

Just as one studies to prepare for an exam, this technology will help you better prepare for your job interview.

 

This is another example of how technology is changing the way we live, work and make our lives in the most diverse fields.

Empleados que debes despedir si quieres crecer

Employees you must fire if you want to grow

by Article

It is not true that it is always the responsibility of the person who leads or the organization, that the collaborators work well. There are many occasions that you have to know how to recognize those employees that you must fire if you want to grow and project your organization.

 

Both in productivity studies and in those tools that ask for the profile of behavior and competencies of the collaborators, distributed by HPI International, we have repeatedly found three profiles of collaborators that hinder the growth of teams and organizations, making it more difficult achieve the proposed objectives.

 

For this reason, this time I want to tell you about the three personalities of employees that you must fire if you want to grow with your project and business, without wasting more time, or thinking about it for a long time on how to train, help or save these people.

 

Fire the “victims”

There is a type of people that I am sure you know (perhaps you are one of them and do not recognize it yet), and I mean “the victims”.

 

This type of personality has an impressive ability to find problems, collusion and rations to justify their performance and the impossibility to do or achieve those challenges that lie ahead.

 

It is never their responsibility and they manifest themselves permanently attacked, boycotted and incapable.

 

They are people who frustrate the expectations of the team and the organization, because for each solution they have a problem.

 

Many times they are those “internal enemies” that generate passive and obstructive resistance and prevent organizations from growing.

 

Watch out! They can be persuasive and highly manipulative, leading many other people to not only believe them, but to pity them and seek to “lighten their path”, sacrificing personal and collective capabilities and, ultimately, jeopardizing growth results.

 

If you want your project to really grow, stay away from these types of people and make sure you don’t have them within your work team.

 

Dismiss “unbelievers”

Everything in life is contagious, both optimism and faith, as well as the lack of it.

 

No matter what challenge lies ahead, leading a project and making it grow requires trust, having a vision and believing that it is worth the effort to carry it forward, as well as putting the best of oneself to turn that idea into a palpable reality.

 

However, many times we will find those non-believing collaborators, who before moving a foot are already explaining to us why this is not viable.

 

It doesn’t matter if it’s because “the boss won’t allow it” or “it’s a bad time in the market”, maybe “the competition is better than us” or “we don’t have enough to make it”.

 

Non-believers break the morale and aspiration of the teams, leading them to mediocrity and litany.

 

They would rather wait for things to just happen than create the change that is needed, because they don’t believe it is possible, either for themselves or for others (until someone proves otherwise).

 

So, if you are one of those people who wants more, non-believers are those employees that you must fire if you want to grow and achieve your goals.

 

Fire the “know-it-alls”

Have you met those “know-it-all” people? If you have had that experience, then you already know why they are on this list to fire them from your work team.

 

No one has all the answers or knows about all the issues, however, this type of people who communicate in this way and project that they know everything, do not allow finding new answers (usually they are the innovations that are needed).

 

So, believing that “they know everything” then no one else wants to share ideas, innovate and propose new paths, generating a collective feeling of apathy in the face of challenges and the constant search for ways to achieve what is pursued.

 

This type of personality damages the work environment, makes people lose confidence in their abilities and ideas, as well as lose the motivation to try the unknown in search of what is really required to achieve the desired goal.

 

If you want your team to improve and become stronger, you must fire the “know-it-alls” from your team to open the doors and windows to new airs, ideas, debate and creation.

 

So now you know. If you lead a team, have your own business, or simply want to surround yourself with the best people to make your projects run smoothly, these three types are the employees you should fire if you want to grow.

aprendizaje de idiomas

How is language learning related to intelligence?

by Article

Personally, I have always found the world of languages ​​exciting, due to their ability to provide us with a new understanding of things and the possibility of opening up new worlds in front of us.
This led me to a World Economic Forum post that caught my attention, and led me to ask how is language learning related to intelligence?

Perhaps we could fall into the simple idea that more “intelligent” people can learn other languages ​​more quickly. However, in this publication by Rob Smith, interesting information is shared about how the mind works when it comes to thinking, and therefore, to develop our cognitive abilities that give life to what we can understand by intelligence or also , the reason.

The idea put forward by Smith is essentially that when we think, we do so using our language, based on the language we have learned. By incorporating a new language, with a large number of terms, we associate them with images in our mind, which allows us to pass on the abstract concept of “shoe” or project within ourselves the graphic representation of what we know as such, as well as the use that we can give to this everyday item.

To put it “easy”, we associate words with images that help us incorporate new concepts and representations of the world and, therefore, help us think.

When we learn other languages, we don’t have the same graphical representations of these new words, so we need to associate the words of the new language with any new (or old) graphical representations we may have of those terms. This is the explanation of why people manage to think better and in our mother tongue, because we have more associations of meaning in that language than in a new language.

 

Does language learning impact intelligence?

But how is language learning related to intelligence?… it works like this.

By incorporating a second (or third) language, we are expanding our mental representations for these new terms, which helps us to give a broader interpretation to the concepts we learn, which more than making us “smarter” actually allows us to think more broadly with new conceptual associations and mental images that help us complement our current meaning of things.

So the next time we ask ourselves, if intelligent people can learn a language faster or slower, we should rather understand language learning is related to intelligence, as it helps us enrich the cognitive ability to interpret the world through words and the representations we associate with them.