{"id":61330,"date":"2020-09-15T17:51:38","date_gmt":"2020-09-15T17:51:38","guid":{"rendered":"https:\/\/explore.local\/2020\/09\/15\/corporate-giants-rely-on-human-skills-to-get-ahead\/"},"modified":"2025-04-04T19:39:54","modified_gmt":"2025-04-04T19:39:54","slug":"corporate-giants-rely-on-human-skills-to-get-ahead","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/corporate-giants-rely-on-human-skills-to-get-ahead\/","title":{"rendered":"How Corporate Giants Rely on Human Skills to Get Ahead"},"content":{"rendered":"\n<p>When the economy collapsed in 2008, the recession exposed U.S. automakers. General Motors and Chrysler needed the federal government to bail them out. Analysts complained that these car companies <a href=\"https:\/\/www.nytimes.com\/2008\/12\/06\/business\/06motors.html\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">got complacent<\/a>, neglecting innovation in search of short-term profits.<\/p>\n\n\n\n<p>In hindsight, it all seems obvious. The climate crisis, autonomous vehicles, and ride-sharing are now <a href=\"https:\/\/www.mckinsey.com\/industries\/automotive-and-assembly\/our-insights\/disruptive-trends-that-will-transform-the-auto-industry\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">revolutionizing<\/a> the automotive industry. But how could U.S. automakers have anticipated these issues? Was there a way to get better at creative thinking and problem-solving?<\/p>\n\n\n\n<p>Toyota, the rival Japanese automaker, has <a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/focus\/technology-and-the-future-of-work\/future-of-work-human-capabilities.html\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">a surprising strategy<\/a> that might have helped.<\/p>\n\n\n\n<p>To incubate innovative thinking, many Toyota factories teach new hires to do their jobs <em>by hand<\/em>. Instead of just mastering the machinery, Toyota wants workers to grasp the production system on a deeper level. The firm finds that this training builds creativity and problem-solving skills for the long haul.<\/p>\n\n\n\n<p>Of course, telling trainees to tinker on the shop floor will not magically spark innovation everywhere. But Toyota\u2019s simple strategy points to a larger truth. Forward-thinking organizations can try tactics that cultivate so-called \u201csoft skills\u201d at scale.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Importance of Human Skills<\/h2>\n\n\n\n<p>We don\u2019t call them <em>soft<\/em> skills. For many organizations, these skills are too hard to come by. You might hear terms like \u201cpower skills\u201d or \u201cpersonal skills\u201d instead. We prefer to say <strong><em>human skills<\/em><\/strong> because we\u2019re focused on <a href=\"https:\/\/hbr.org\/2019\/09\/are-you-developing-skills-that-wont-be-automated\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">the unique abilities that humans have<\/a>, that machines can\u2019t quite replicate.<\/p>\n\n\n\n<p>Regardless of what you call them, these skills are critical for individuals and organizations:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>In their 2018 Millennial Survey, <a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/global\/Documents\/About-Deloitte\/gx-2018-millennial-survey-report.pdf\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Deloitte<\/a> discovered that for long-term organizational success, younger workers value interpersonal skills, motivation, integrity, critical thinking, and creativity more than deep subject-specific knowledge.<\/li><\/ul>\n\n\n\n<ul class=\"wp-block-list\"><li>In 2019, <a href=\"https:\/\/business.linkedin.com\/content\/dam\/me\/business\/en-us\/talent-solutions\/resources\/pdfs\/global_talent_trends_2019_emea.pdf\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">LinkedIn<\/a> found that \u201csoft skills\u201d were the hottest trend in hiring. An overwhelming 89% of talent professionals reported that bad hires typically lack human skills.<\/li><\/ul>\n\n\n\n<ul class=\"wp-block-list\"><li>Looking ahead to 2022, the <a href=\"https:\/\/www.weforum.org\/agenda\/2018\/09\/future-of-jobs-2018-things-to-know\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">World Economic Forum<\/a> predicted that analytical thinking, active learning, and creativity will be the fastest-growing skills. Eight of the top ten talents were human skills.<\/li><\/ul>\n\n\n\n<p>So, how can organizations keep up with the <a href=\"https:\/\/degreed.com\/experience\/blog\/keep-calm-and-follow-the-data\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\"surge of human skills (opens in a new tab)\">surge of human skills<\/a>? Some changes can happen at the individual and interpersonal levels. Employees can try to build their own human skills; managers can nurture these abilities in their workers.<\/p>\n\n\n\n<p>But bold leaders should think even bigger. They can challenge their organizations to develop specific human skills at scale. Though it takes patience and persistence, several innovative companies have already proved the possibilities.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Human-Skills-Blog_In-post-1_1280x720-1024x576.png\" alt=\"How can organizations keep up with the surge of human skills? \" class=\"wp-image-39282\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Creativity at Pixar<\/h2>\n\n\n\n<p>Walking through an art gallery or reading a history textbook, it\u2019s easy to assume that creativity comes from individuals. Artists and inventors seem like legends; we worship Da Vinci and Edison for their supposedly singular genius.<\/p>\n\n\n\n<p>But that\u2019s not how creativity works at Pixar.&nbsp;<\/p>\n\n\n\n<p>\u201cLet\u2019s think for a minute about what it takes to make a Pixar movie,\u201d&nbsp; prompted Linda Hill, a researcher who <a href=\"https:\/\/www.ted.com\/talks\/linda_hill_how_to_manage_for_collective_creativity\/transcript?language=en\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">studied<\/a> the animation studio for nearly a decade. \u201cNo solo genius, no flash of inspiration produces one of those movies. On the contrary, it takes about 250 people four to five years to make one of those movies.\u201d<\/p>\n\n\n\n<p>Hill found that Pixar used a messy and iterative approach to making movies. Eventually, she distilled three key ingredients in the studio\u2019s secret sauce:<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li><strong>Creative Abrasion: <\/strong>Creators ought to argue with each other. It\u2019s not just brainstorming; they need to fight for their ideas. Diversity alone is not enough. Teams must get comfortable with the tensions that come from different perspectives.<\/li><li><strong>Creative Agility:<\/strong> Ideas need to be tested and adjusted. Experimentation can show the strengths and weaknesses of anyone\u2019s ideas. Even if the ideas fail these tests, the creators can keep learning from and adapting to the limits that they find.<\/li><li><strong>Creative Resolution: <\/strong>In the end, the creative process should bring together contrasting ideas. One team or individual should not dominate the others. More creativity comes from decision-making that values \u201cboth\/and\u201d solutions more than \u201ceither\/or\u201d fixes.<\/li><\/ol>\n\n\n\n<p>These human skills helped Pixar cultivate collective genius. The studio\u2019s co-founder and longtime leader Ed Catmull understood this clearly. He insisted that it was teams, not individuals, who powered Pixar\u2019s creativity.<\/p>\n\n\n\n<p>\u201cGive a good idea to a mediocre team, and they will screw it up,\u201d Catmull <a href=\"https:\/\/www.creativityincbook.com\/about\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">declared<\/a>. \u201cGive a mediocre idea to a great team, and they will either fix it or come up with something better. If you get the team right, chances are that they\u2019ll get the ideas right.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Communication at Google<\/h2>\n\n\n\n<p>Google\u2019s <a href=\"https:\/\/www.google.com\/search\/howsearchworks\/mission\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">mission<\/a> is \u201cto organize the world\u2019s information and make it universally accessible and useful.\u201d But this isn\u2019t just a mantra for the search engine and the software. Google has made transparent communication one of its cultural cornerstones.<\/p>\n\n\n\n<p>\u201cOpenness demonstrates to your employees that you believe they are trustworthy and have good judgment,\u201d <a href=\"https:\/\/www.workrules.net\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">proclaimed<\/a> Laszlo Bock, Google\u2019s former SVP of People Operations. \u201cAnd giving them more context about what is happening (and how and why) will enable them to do their jobs more effectively.\u201d<\/p>\n\n\n\n<p>This attitude came from the open-source software movement. Obviously, Google is a for-profit corporation, but the company sponsors many open-source projects. And the ethics of the open-source movement have deeply influenced Google\u2019s day-to-day operations.<\/p>\n\n\n\n<p>\u201cAssume that all information can be shared with the team, instead of assuming that no information can be shared,\u201d <a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/www.google.com\/books\/edition\/Work_Rules\/M6idBAAAQBAJ?hl=en&gbpv=1&bsq=chris%20dibona\" target=\"_blank\">urged<\/a> Chris DiBona, director of open source at Google. \u201cRestricting information should be a conscious effort, and you\u2019d better have a good reason for doing so. In open-source, it\u2019s countercultural to hide information.\u201d<\/p>\n\n\n\n<p>For example, code is Google\u2019s most valuable asset, but the company keeps it accessible. Newly hired programmers can access almost every line of code on their first day at work. This establishes a strong foundation for trust and internal communication.<\/p>\n\n\n\n<p>Openness isn\u2019t just for software, though. Google is also forward-thinking in its approach to interpersonal communication.<\/p>\n\n\n\n<p>Consider how Google handles \u201cback-stabbing\u201d in work communications. If an employee sends an email complaining about a colleague, they can expect a reply that brings the offending co-worker into the conversation. This teaches everyone to be more direct with each other and challenges them to sort out their differences.<\/p>\n\n\n\n<p>Managers also have to get comfortable with more honest communication. Google <a href=\"https:\/\/getlighthouse.com\/blog\/google-management\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">implemented<\/a> an \u201cUpward Feedback Survey\u201d that asks frontline employees to rate their managers on mentoring, expertise, dialogue, and more. These surveys are anonymous, but most managers review their results with the team. After two years of these surveys, managers\u2019 ratings were climbing across the board.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When the economy collapsed in 2008, the recession exposed U.S. automakers. General Motors and Chrysler needed the federal government to bail them out. Analysts complained that these car companies got complacent, neglecting innovation in search of short-term profits. In hindsight, it all seems obvious. The climate crisis, autonomous vehicles, and ride-sharing are now revolutionizing the [&hellip;]<\/p>\n","protected":false},"author":74,"featured_media":61333,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[637],"tags":[691,706,829],"post_folder":[],"class_list":["post-61330","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-skills-talent-mobility","tag-learning-culture","tag-desenvolvimento-de-habilidades","tag-estrategia-de-habilidades-pt-br-2"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How Corporate Giants Rely on Human Skills to Get Ahead - Degreed<\/title>\n<meta name=\"description\" content=\"How can organizations keep up with the needed human skills? 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Here are some changes that can happen at the individual and interpersonal levels.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/degreed.com\/experience\/fr\/blog\/corporate-giants-rely-on-human-skills-to-get-ahead\/\" \/>\n<meta property=\"og:site_name\" content=\"Degreed\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/DegreedOfficial\" \/>\n<meta property=\"article:published_time\" content=\"2020-09-15T17:51:38+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-04-04T19:39:54+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2023\/09\/meta-image-degreed.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Jennifer Gardner\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@degreed\" \/>\n<meta name=\"twitter:site\" content=\"@degreed\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jennifer Gardner\" \/>\n\t<meta name=\"twitter:label2\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/\"},\"author\":{\"name\":\"Jennifer Gardner\",\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/#\\\/schema\\\/person\\\/6bd1bf6e1be336be84406f7a294fabbc\"},\"headline\":\"How Corporate Giants Rely on Human Skills to Get Ahead\",\"datePublished\":\"2020-09-15T17:51:38+00:00\",\"dateModified\":\"2025-04-04T19:39:54+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/\"},\"wordCount\":1091,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/explore.degreed.com\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/Human-Skills-Blog_Blog-Header-1200x1200-1.png\",\"keywords\":[\"Cultura de aprendizagem\",\"desenvolvimento de habilidades\",\"Estrat\u00e9gia de habilidades\"],\"articleSection\":[\"Habilidades e mobilidade de talentos\"],\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/\",\"url\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/\",\"name\":\"How Corporate Giants Rely on Human Skills to Get Ahead - Degreed\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/degreed.com\\\/experience\\\/fr\\\/blog\\\/corporate-giants-rely-on-human-skills-to-get-ahead\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/explore.degreed.com\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/Human-Skills-Blog_Blog-Header-1200x1200-1.png\",\"datePublished\":\"2020-09-15T17:51:38+00:00\",\"dateModified\":\"2025-04-04T19:39:54+00:00\",\"description\":\"How can organizations keep up with the needed human skills? 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