Why the new workplace stars are a very different breed – and how to be one

What we once called 'soft skills' are now the skills that will keep you employed. Jess Stuart explains.

For decades, success was largely measured by what we knew. Qualifications, technical expertise, specialist knowledge and professional credentials were the currencies of career advancement.

Yet increasingly, it is not what we know that determines our effectiveness, influence or impact, but how we show up. Our ability to communicate, build trust, navigate uncertainty, adapt to change, collaborate with others and remain grounded under pressure has become the difference between simply doing a job and truly thriving.

These so-called "soft skills" have long been treated as secondary to technical capability. In reality, they may be the most important skills we will ever develop.

In my previous career in human resources, leaders would often use this term with hand gesture quote marks and an eye roll. Yet, the problem I’ve seen play out time and time again is how those who are technically performing often end up further along their careers. They're given leadership roles and a team to manage, and yet they completely lack the people skills, or these "soft skills" which are essential to effective leadership. The consequences are often disastrous – as you'll know all too well if you’ve ever had a boss like this!

I’d often marvel with my HR colleagues at the unicorns we’d discover who were both technically competent with a large dose of soft skills to boot. They were few and far between but made such great leaders.

They’re not really soft skills of course, despite the tag, which actually came from the military. The technical skills often related to weaponry and tanks, so were called hard skills; and so the complementary skills which were not related to tanks and weapons were simply referred to as "soft". I’ve always found this term ironic as it can imply soft is worth less and that they’re not valuable skills, yet in reality they’re the most in demand and also the hardest to learn.

I prefer to call them "human skills". Aso referred to as people skills, interpersonal skills or emotional intelligence (EQ) and, according to the research, they’re a better predicter of success than intellect or IQ alone. We’re talking about self awareness, emotional regulation, the ability to read a room, communication and motivation as well as the social skills to build effective relationships and manage conflict. It’s the resilience required to adapt to change and manage uncertainty (essentially in this current era).

Soft skills aren't just about what you do for a job; they're about how you do it.

In my view we’ve tended to over-invest in technical skills and academic qualifications. The people skills are often thought about last, if taught at all. Most of us don’t get formal leadership training until we move up the ranks and land in a leadership role.

It might be true that your technical skills get you in the door, human skills drive career growth, influence, and team effectiveness. This is now, more true than ever.

With the evolution of AI, well and truly positioned to take on a great percentage of the technical skills, it makes sense we focus on the human skills to futureproof our careers. As technology becomes more powerful, the skills that make us uniquely human become more valuable.

When we think of the challenges we’re facing right now, and the skills required to lead the way it’s the people skills and EQ, those human skills that help us navigate the future. Add to that the way our demographics in the workplace are changing and these are the same skills we rely on to understand difference, build unity not division and to adapt to different styles that are not our own.

As jobs become more scarce we’ll likely need to prove ourselves in this space, gone are the days where we could just rely on being technically qualified. The world is changing, it makes sense that we need to evolve with it, so invest in these critical components of the future of work and the human point of difference you’ll bring to a future workplace.

• Seek feedback actively – Ask colleagues, mentors, or managers how you come across in meetings, emails, and teamwork.

• Practice active listening – Focus fully on the speaker, ask clarifying questions, and respond thoughtfully.

• Reflect regularly – Take time to think about your learnings, decisions, and interactions. Journaling can help.

• Develop empathy – Make an effort to understand colleagues’ perspectives and experiences; read widely or engage in cross-functional work.

• Improve communication – Work on clarity, tone, body language, and tailoring your message to your audience.

• Manage stress and resilience – Soft skills include self-regulation; mindfulness, breaks, and pacing yourself matter.

• Learn to influence without authority – Build trust, credibility, and persuasion skills, not just directives.

• Invest in continuous learning – Soft skills evolve; courses, coaching, and mentorship help refine them over time.

Whatever we call them, it’s clear that human skills are no longer “nice to have” but essential for the future of work, our own resilience, and navigating change.

With a background in HR, Jess Stuart is now a Waiheke-based career coach and the author of several books including: Burnout to Brilliance and I Love Mondays.