Professional skills are the foundation of your company's performance. But have you ever heard of “transversal” skills? However, they are even more valuable than traditional technical skills! Definition, development and evaluation: we give you all the keys to integrate them into vocational training of your business!
What is transversal competence?
In human resources, transversal skills are skills applicable to several fields of activity, in contrast to technical professional skills (or Hard Skills). For example, solid accounting knowledge is not useful for the Product team. But good stress management can be useful in both cases. Moreover, it is their transversality that reinforces the agility and adaptability of your teams. So don't underestimate them! In your business, this may include:
- Creativity
- Adaptability
- Oral fluency
- The analytical mind
- Leadership or management
- Knowledge of agile methods
In a professional world where changes and innovation are increasingly present, these transversal skills make perfect sense!
Why are transversal skills essential in the world of work?
A transversal competence can improve the performance of an employee at several levels:
- its adaptability and agility
- his collaboration within a team
- its ability to solve complex problems
- his autonomy and his taking of initiative
- his creativity
All these elements can be perfectly transposed to numerous fields of activity and business areas.
By developing transversal skills training in your company, you therefore facilitate internal mobility and professional development of your employees. You also promote the career development of your teams and improve your retention rate: nothing but positive!
How do I value transversal skills in my team?
By promoting the transversal skills of your teams, you build the loyalty of your employees who will see your company as a springboard for the development of their skills. Today, A talent stays in a company for an average of five years. The development of transversal skills is therefore a real opportunity to reduce your turnover!
These skills are also highly appreciated for internal mobility. Good creativity is valued in a graphic designer position, just like in that of a product manager!
And above all: the valorization of transversal skills will boost the performance of your business. How? By focusing on the resistance to change and the agility of your teams! As soon as a new recruit arrives, Take stock of his skills : interpersonal skills, know-how and transversal skills. Then work on ways to improve, and teach him how to manage complex, unexpected or innovative situations.
How can I put into practice the transversal skills of my team?
Transversal skills have a real impact on your business and on your teams. Internal mobility, career development and overall performance: we take stock of their concrete advantages on a daily basis.
Internal mobility
Imagine an employee in the customer service department of your company: he undoubtedly has a good knowledge of your target audience. So why wouldn't he join the marketing team to advise them on the best way to talk to your prospects? Internal mobility is facilitated thanks to its transversal skills.
Career development
Another example: one of your Business Developer has great leadership, organization and project management skills. He can easily evolve into a position of sector manager!
The performance of the company
Build your team of collaborators who are good at resolving conflicts, with a lot of creativity and easy decision-making. This synergy will help you meet challenges and innovate in a competitive environment. Transversal skills promote fluid communication and better coordination between the various teams, and therefore, an improvement in operational efficiency!
Individual interviews or self-assessment: identify the transversal skills of your employees
Before you can develop the transversal skills of your teams, You have to know how to identify them. And in contrast to technical skills (the Hard Skills), it's impossible to give them a classic skills test.
So how do we do it?
- Organize individual interviews and develop communication on transversal skills.
- Enabling peer review to get a different picture of the transversal skills of your team members.
- Make observations “in the field” to assess their behavior in a real situation.
- Encourage self-assessment thanks to online tools to allow your employees to take a step back on their own skills.
- Conduct case studies to observe the ability of your employees to resolve situations within a specific framework.
- Provide continuous feedback on their transversal skills to promote their development.
3 simple methods to acquire new transversal skills
Knowing how to identify transversal skills is one thing, but developing them is another! Fortunately, there are simple methods that can be quickly applied within your teams.
When we talk about transversal skills, we often think of skills shared by several employees. In this case, why not take advantage of your teams to develop everyone's knowledge?
- Set up a coaching or mentoring program. The concept is simple: your employees train each other, without going through a professional trainer. If your marketing manager is good at speaking in front of an audience, ask them to train their colleagues on the subject.
- Adopt a platform of Peer learning. Each member of your company will be able to create modules on their core competencies. This learning format is ideal for assimilating skills quickly, without having to attend endless training courses.
- Encourage “learning by doing”: 20% of learning involves peer observation and experimentation. Mix your teams, encourage your employees to observe their colleagues, set up immersion days...
Transversal skills, which are still too underestimated, are of crucial importance in the world of work. Adaptable and applicable to various fields of activity, they are essential assets to strengthen the agility of your team. By developing these skills in your company, you promote internal mobility, career development and improve the performance of your team.
Identify them using appropriate assessment methods and put in place long-term development strategies (coaching, Peer learning And the “Learning by doing”).
And don't forget: if you are a manager, your role is essential to fully exploit the potential of transversal skills!
