Human resource management

16 November 2021

5 min.

How to create a winning soft skills training strategy for your organization

Is soft skills training an area your organization wants to develop further? Is this the time of year when you are planning next year’s training activities? Are you disenchanted with formal training and looking for a solution that will have more impact?

In this article, we offer 3 tips for developing a winning soft skills training strategy.

Tip 1: Identify not only the (real) needs, but the needs of the teams

The 3 types of needs in an organization

To lay the right foundation and know which direction to move in, it is important to determine the true soft skills training needs of the organization.

There are 3 types of needs:

  • Organizational needs (the skills the organization needs to be competitive)
  • Job and work organization needs (the skills that help the individual and the team to do their current job)
  • Needs related to each individual’s desire to evolve

How to prioritize needs?

You can identify them by setting up good one-on-one meetings, a meeting between managers, or an employee survey, for example. One thing is for sure: an excellent way to engage individuals in their development is to involve them from the start.

You can take advantage of tools designed for this purpose. For example, Heatmap, one of the tools on our Teamtonic platform, allows you to consult employees about the soft skills to prioritize or their common aspirations. The important thing is to reveal what really matters to your teams, so that you can use it to make informed choices about soft skills training.

According to a study conducted by ADPRI, organizations are going the wrong way by focusing on culture and individuals as if they were operating in a vacuum. Instead, they should invest in where the employee’s experience is most meaningful: within the team.

The team is the essence of our experience at work. It is where we pool our strengths and values, where teamwork is played out, where we open the door to trust, feedback, sharing of ideas, and where we reinforce our sense of who we are at our best. Therefore, the team is an important lever for engagement and excellence and should be at the heart of soft skills training strategies.

Do your teams need to collaborate better? Communicate better? To better exchange feedback?

Tip 2: Plan for realistic learning

When it comes to developing skills, the earlier you start, the better. We all know that schedules are getting busier and busier, and even if the desire to learn is there, fitting training into an already busy schedule is not easy.

Our advice: choose practical solutions that allow employees and managers to take charge of their learning process and quickly put it into action. Not only will this stimulate their intrinsic motivation and allow them to learn better, but you will also see the practical aspect of these training endeavours more quickly.

Autonomous learning solutions

Discover solutions with practical content, easy to integrate into daily life, at the forefront of the latest management practices and neuroscience!


At Boostalab, we are convinced of the power of autonomous learning. We often repeat: the more you learn, the better you learn and the more you want to learn.

Thus, when we develop in employees, managers, and leaders a taste for growth, excellence, and learning, we bring the organization into a virtuous circle. Indeed, if they learn autonomously, but collectively, this reinforces their accountability and the relevance of their role in achieving their team objectives.

Again, no need to block off entire days for training! That’s the beauty of autonomous learning solutions. These solutions provide access to training content in a simple and effective way that puts learners into action quickly and as a team. This way, employees will feel in control of their learning, which will improve their level of wellbeing and performance. And this, obviously, will have a direct positive impact on the organization!

Tip 3: Move towards a learning organization

For people to learn well and develop their skills, fostering a corporate culture that embraces kindness and values discovery, knowledge sharing, and room for error, is essential.

Becoming a learning organization has many benefits. In such organizations, there is more creativity, innovation, and openness. We can also see that employees trust their colleagues, are transparent, and know how to build on the strengths of others. Employees and managers are more committed and demonstrate a real desire to create value for the organization. They also have a greater capacity to take on complex and ambitious challenges, especially in the face of more turbulent and ambiguous situations, such as the COVID-19 crisis!

As you can see, the benefits are many. And if you’re looking to begin this transition to a learning organization, our 10 Key Behaviours of a Learning Team guide is a perfect place to start!

The Toolbox

10 Key Behaviours of a Learning Team

Discover our guide