In the fast-paced realm of IT, the demand for a versatile skill set is more pressing than ever. While technical prowess is undoubtedly crucial, the integration of soft skills is increasingly recognized as a vital component for high-performing IT teams. This balance between hard and soft skills is not merely a trend but a necessity in today’s dynamic tech landscape.
Ximena Gates, CEO of BuildWithin, emphasizes that high performance in IT is akin to a relay race where every team member must excel individually while ensuring seamless collaboration. With automation taking over various technical aspects, the ability to communicate effectively, think critically, and work cohesively with teammates is paramount. Simply put, technical proficiency alone no longer suffices in the modern IT ecosystem.
Ramesh Kollepara, global CTO at Kellanova, draws an analogy likening hard skills to the engine of a car and soft skills to its navigational tools. Just as a car needs both to function effectively, IT professionals require a blend of technical expertise and interpersonal skills to drive their teams toward success. It’s this fusion that enables IT pros to not only handle technical tasks but also align them with overarching business objectives.
Chris Campbell, CIO at DeVry University, stresses the importance of IT professionals speaking the language of business. Effective communication, adaptability, and a keen understanding of business processes are now essential alongside technical acumen. This alignment between technical solutions and business goals is vital for the seamless execution of technology projects and the overall success of IT teams.
To build well-rounded IT teams, the hiring process must evolve to assess both hard and soft skills comprehensively. Louis Ormond, VP at Toshiba America Business Solutions, highlights the value of multiple interviews to gauge technical proficiency and communication abilities. Similarly, Erin DeCesare, CTO at ezCater, emphasizes the importance of evaluating candidates’ ability to collaborate and communicate effectively alongside their technical competencies.
John Samuel, COO at CGS, advocates for a balanced interview approach that tests candidates on both technical knowledge and interpersonal strengths. By alternating between questions that assess hard skills and those that reveal soft skills like teamwork and conflict resolution, recruiters can gauge the holistic skill set of potential hires. This approach ensures that candidates possess the necessary balance of hard and soft skills essential for thriving in IT roles.
Beyond the hiring stage, ongoing training is crucial to maintain a balance of hard and soft skills within existing IT teams. Companies like Kellanova offer programs that enhance technical capabilities while also fostering creativity and interdepartmental understanding. Dennis Di Lorenzo of Micron Technology suggests aligning training plans with organizational goals, leveraging data for personalized learning, and utilizing AI-driven analytics to assess and address skill gaps effectively.
Regular performance reviews, as recommended by Samuel at CGS, provide a structured framework for tracking employees’ progress in developing both technical and interpersonal skills. These reviews should not be mere formalities but rather opportunities to identify strengths, areas for growth, and provide targeted support for skill enhancement. By fostering a culture of open dialogue and continuous learning, organizations can ensure that their IT teams remain adept in both hard and soft skills, driving sustained success in the ever-evolving tech landscape.