MANAGERS PRIORITIZE INTERPERSONAL SKILLS

They are key to successfully motivating employees.

A new study by Zenger Folkman revealed that more than half of American leaders are prioritizing the development of their interpersonal skills over technical skills in order to successfully motivate their employees during a recession. Furthermore, according to the study, 13% of executives want to set an example by putting personal development into practice. By Catalina Franco R.

When people talk about personal development and interpersonal skills, they are generally referring to the skills that managers look for in their employees or in potential candidates for new positions. Most of the time, the challenges related to this area focus on employees rather than on their managers.

But it is precisely those in leadership positions who are responsible for entire teams with whom they must interact, communicate, and build mutual understanding—and whom they must guide—which highlights the need for well-developed interpersonal skills that are constantly evolving, keeping pace with new communication technologies and social media.

A new study by Zenger Folkman analyzed the personal development plans of nearly 11,000 leaders from various U.S. industries and revealed that more than half have chosen to prioritize the development of their interpersonal skills over their technical skills after reviewing all their feedback.

Managers tend to focus on the personal side of business during recessions, when they need to take the most effective measures to successfully motivate their staff.

Leaders with Strong Personal Relationships
Leaders appear to be placing great emphasis on the need for transparency and effective, direct communication in order to achieve strong results within the organization and retain talent. According to the study, the skills that leaders consider most important when it comes to personal development are inspiring and motivating others; building better relationships; providing direct feedback; and communicating more effectively.

In addition to the fact that more than half of leaders prioritize developing their interpersonal skills, an additional 13% have set a goal to become role models for personal development, based on the conviction that, regardless of one’s position within the organization, there is always room for improvement. On the other hand, the only other development goal that came close to that 13% was placing greater emphasis on achieving results (9%), which means that, combined, improving interpersonal skills, serving as a role model for personal development, and placing greater emphasis on achieving results account for approximately three-quarters of all development plans among American leaders.

As Jack Zenger, CEO and co-founder of Zenger Folkman, explains, “This clearly highlights the importance of improving personal relationships at work. When people are placed in leadership positions, they realize that relationships are more important to day-to-day success than anything else.”

There is a lack of education in the area of interpersonal relationships
The human side of business is often taken for granted and pushed into the background behind all the technical knowledge required of anyone working in any industry. It is assumed that those who understand the business will be able to connect and work well with others who share that same understanding.

According to the study, most leaders have received technical training, and many have taken business theory courses in accounting, marketing, finance, and manufacturing. What becomes clear is that few business schools have considered it important to offer practical programs on how to work more effectively with colleagues.

This is especially important in an increasingly fast-paced world where social media, emails, online conferences, and instant messages have become the norm.

In Zenger’s words, “Given how much a manager can influence an employee’s success or failure, it is important for leaders to develop the skills necessary to get the most out of their direct reports. Without strong interpersonal skills, leaders may fail to achieve their organizational goals and may even lose their jobs.”

The findings of the Zenger Folkman study show that managers have understood this.