In today’s dynamic business landscape, the value of soft skills for executives cannot be overstated. As organizations face complex challenges and shifting market dynamics, leaders with the right soft skills are essential for nurturing a resilient, innovative workplace.
Office culture is changing, and we’re in the midst of a shift away from “because I said so” management. Real talent, especially millennials and generation X’ers, simply have too many job choices to tolerate the top-down-tyranny that used to be the norm in many organizations.
This article is written for both HR professionals and the talented executives they’re looking for. It explores the top soft skills that executives should possess in 2024/2025, highlighting how these competencies can drive organizational success and enhance team dynamics. From empathy to adaptability, we will touch upon the key skills that today’s English-speaking executives need in order to thrive and lead. Of course, many of the soft skills covered in this article can be applied regardless of the language spoken, but this article is written expressly for professionals who work in English-speaking companies.
Language (and body language) is the medium through which soft skills are expressed, so if English is not your first language, and therefore not your built-in cultural context, this article may help you “translate” these soft skills for yourself and for your colleagues.
Table of Contents: Business English soft skills for executives
Empathy is a hot topic in 2024. It’s an essential, foundational soft skill for effective leadership. It allows executives to understand and relate to their employees’ experiences, fostering an environment of trust and support. By recognizing the emotional states of team members, empathetic leaders can respond appropriately, making employees feel valued and understood. Yes, empathy is all in the response. This demonstration of caring boosts morale, creates team spirit, and enhances employee retention and engagement. Empathy communicates that the executive feels WITH the coworker.
While empathy comes from within, it must be expressed in order to be valued. And it must be, or at least appear to be – genuine. Sounding empathetic in communication is a skill, and when it is done wrong, it can do more damage than good.
What to do? First of all, discover what empathy feels like. It’s not top-down. It’s not pity. It is feeling WITH someone. As the old saying goes, it’s like you’re “walking a mile in their shoes.” This is a heart-centered experience. So once you have found the feeling, say something empathetic in an empathetic way.
Warning! If this skill does not come to you naturally, get some training on messaging, tone of voice, body language, etc. If your empathy seems fake, it may actually make matters worse. And while it may seem like saying something nice and being understanding should be easy, it isn’t, unless it’s already a natural part of your personality or culture. Say “sorry” with the wrong tone of voice and you will sound passive aggressive, just making matters worse.
And saying nothing at all, or remaining blase in response to a colleague’s pain will signal that you “don’t give a damn,” and that’s not helpful for the colleague, for you, or for the company.
In a world characterized by rapid change, adaptability and flexibility is crucial. From many micro adaptations every day (the things you hardly even notice) to big picture shifts, executives must be able to embrace new ideas and adjust strategies in response to shifting circumstances. Adaptable leaders inspire their teams to be flexible and open-minded, which is essential for innovation and resilience. This skill ensures that organizations remain competitive and can navigate unforeseen challenges effectively.
Ah, the best laid plans…
Learn to be zen. Cultivate your creative side.Make and execute the best plans that you can, but make changes when needed. Don’t cling to your precious ideas. Of course, big changes are company decisions, but when those changes come, go with the flow. Be a team player. Get on board and put your ego aside. Even if It is YOUR great idea that is now being ditched, “Suck it up, buttercup! ;-)”
Wow! This is a vast skill area, so we’ll only scratch the surface here.
Effective communication encompasses not just the ability to convey information clearly and concisely, but also the skills of active listening and constructive feedback. Leaders who communicate effectively foster trust and clarity within their teams, reducing misunderstandings and conflicts.
These people understand the value of time and know how to be brief. “Thou shalt not bore thy colleagues nor soak up all their time with long speeches and word-vomit emails. Good leaders show respect with concision and brevity, but they also know when longer conversations over coffee or wine are in order. They know when to give space – and when to give support.
Effective communicators are always good listeners and good story tellers. If you think storytelling is just for kids, think again! Great communicators know how to get others onboard and to feel included. And to be perfectly practical, getting others on board with your ideas and plans can be the difference between success and failure. Finally, great communicators signal inclusion. They invite others in.
Collaboration is a fancy word for working together, and it’s essential for harnessing and directing the collective intelligence of a team. Executives who promote a collaborative culture are good listeners who encourage diverse viewpoints and creative solutions. By fostering teamwork and breaking down silos, leaders can enhance team spirit and cooperation, driving better outcomes and innovation. This skill is particularly important in cross-functional projects where diverse expertise is needed and workers are naturally a bit siloed.
The enemies of collaboration? Jealousy, possessiveness, ego, and many kinds of personality issues. Good leaders are like coaches who are finely tuned to these corrosive factors and work to reduce their impact through support, empathy, feedback and team management.
Critical thinking allows executives to analyze situations, weigh options, and make informed decisions. This skill involves questioning assumptions and considering the broader implications of actions. Leaders who excel in critical thinking can navigate complexities and identify potential pitfalls, making them better equipped to guide their organizations through uncertainty and change.
Critical thinkers often ask a lot of questions, and sometimes teams have to be taught that questions do not signal mistrust, disagreement or disapproval. They’re not a test, nor are they an attempt to make someone look bad. Questions are often the best vehicle for critical thinking and insightful problem solving. Finally, a high IQ, a reflective & patient approach, and training in research methods are a big plus.
Emotional intelligence (EQ) extends beyond empathy; it includes self awareness, self regulation, and social skills. Executives with high emotional intelligence can manage their emotions and understand the emotional drivers of their team members. This awareness enables them to foster positive relationships, enhance collaboration, and create a supportive work environment. Emotional intelligence is increasingly recognized as a vital component of effective leadership.
Research suggests that women often excel in emotional intelligence compared to their male counterparts. A study published in the “Journal Personality and Individual Differences” found that women scored higher on measures of emotional understanding and interpersonal skills, which are crucial components of emotional intelligence. Furthermore, a report by “TalentSmart”, a leading provider of emotional intelligence testing, indicates that ninety percent of top performers in the workplace have high emotional intelligence, and women consistently rank higher in this area. This growing body of evidence challenges traditional notions of leadership, suggesting that women may possess the emotional acumen needed to foster collaboration and resilience in their teams. As organizations increasingly recognize the value of emotional intelligence, the dynamics of leadership are shifting, paving the way for more inclusive and effective leadership styles.
As workplaces become more diverse, cultural competence has emerged as a critical skill for executives. This involves understanding, respecting, and valuing different cultural backgrounds and perspectives. Culturally competent leaders can create inclusive environments where all employees feel valued and engaged, ultimately driving innovation and performance. This skill is essential for organizations aiming to compete in a global market. We might ask why any company, in 2025, would want to be run only by old white men? Perhaps the answer lies in the customers, but for most companies, diversity brings a powerhouse of strength and vitality.
Of course, diverse workplaces can have more cultural conflicts than homogeneous ones. Good leaders will be knowledgeable about such issues as directness vs. diplomacy, attitudes about gender, power, etc. They’ll be able to guide colleagues in navigating these differences in keeping with the ethos of the company.
Conflicts are inevitable in any workplace, but how they are handled can significantly impact team dynamics. Executives with strong conflict resolution skills can navigate disagreements constructively, encouraging open dialogue and mutual respect. By addressing conflicts promptly and effectively, leaders can prevent escalation and maintain a positive workplace culture.
Of course, some people are naturally conflict avoidant, and they will need to develop the “stomach” for confronting problems. But finesse is also required. And EQ. That’s a big plus.
Most conflicts will occur in the context of cultural style and personality traits: inherent qualities that cause people to behave in particular ways. So don’t expect to “fix” personalities, but do help workers understand what behaviors they may need to modify in the interest of team harmony.
Leaders also have to know when to “walk on by” and let time heal conflicts, and when to step in. The quote, “pick your battles” comes to mind.
Resilience is the ability to bounce back from setbacks and maintain focus on long-term goals. Resilient leaders inspire their teams to persevere in the face of challenges, fostering a culture of grit and determination. This skill is particularly important during times of change or crisis, as resilient leaders can help guide their organizations through difficult periods while maintaining morale and productivity. Taking things one day at a time, being grateful for small successes and keeping your eye on the ball (the goal) can help everyone be resilient. In times of stress, good leaders become coaches who keep team spirit alive.
Visionary thinking involves the ability to see beyond the present and articulate a compelling future for the organization. Executives who can inspire their teams with a clear vision motivate employees to work toward shared goals. This skill is crucial for strategic planning and innovation, as it helps leaders identify opportunities and set a direction that aligns with organizational values and aspirations.
Creativity is key for envisioning the future, the “What might be. What could be!”
Finally, mentoring and coaching are essential for developing future leaders within the organization. Executives who prioritize this skill invest in their team’s growth, providing guidance and support that fosters professional development. By nurturing co-workers and creating opportunities for growth and learning, leaders can build strong teams that achieve great results.
These days, coaches of all kinds are more and more common. In fact, the whole idea of coaching is now firmly embedded in our work culture and it’s so clear why; coaches facilitate growth. They help people be happier and more productive, and isn’t that what modern companies want?
You might be surprised to know how many top executives at big firms have had formal training as coaches. It’s truly a top tool.
Maybe something for you…?
As we move closer to 2025, the value of soft skills in leadership continues to grow. Executives who cultivate empathy, adaptability, and strong communication skills are not only better equipped to navigate challenges, but also to inspire their teams toward shared success.
By prioritizing executive soft skills in the hiring process, organizations can ensure they are selecting leaders who will foster collaboration, innovation, and a positive workplace culture. Investing in leaders with these essential skills is not just a strategic choice—it’s a crucial step toward long-term success.
Author: Business English Soft Skills for Executives – Brenda de Jong-Pauley, MA. Brenda is an American living with her husband and cat in Amstelveen. She studied psychology and education in the US, and founded The English Center in 2009.
Editor: K. Finlayson
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