Organisations must invest in professional skills development – Here are 8 ways to do it

What are professional skills?

The term ‘professional skills’ is suggestive of skills that are important or helpful in a professional setting. To be more specific, professional skills are a combination of hard skills and soft skills that make individuals more effective and successful at work, which in turn helps the organisation accomplish its goals and succeed.

Business leaders are always on the lookout for well-rounded professionals who not only possess job-specific hard skills or technical skills but also soft skills or interpersonal skills, which although less tangible are just as essential. To get a better grasp of what professional skills are, here are eight that are relevant to our times and much sought after regardless of industry:

1. Communication skills

Being a great communicator is a bonus in any job, at any level. Good communication makes it possible to deliver information and express views in a straightforward and respectful manner, leaving no room for ambiguity or misunderstandings. The growing trend of remote and hybrid work makes effective communication even more important. Of course, good communication is not only about speaking and writing well but also involves active listening.

2. Digital literacy

While most employees in modern workplaces possess basic digital skills – the ability to use a computer, navigate the internet, and create documents. Digital literacy is also a key skill going forward. Digital literacy refers to the ability to effectively use digital technologies to access, evaluate, and create information. It involves a range of skills, including technical proficiency with devices and software, the ability to navigate and communicate in digital spaces, and critical thinking to assess the credibility and relevance of online information. Digital literacy also encompasses an understanding of how to protect personal information, stay secure online, and engage responsibly in digital environments. 

3. Emotional intelligence

Emotional intelligence can be defined as the ability to understand and manage one’s emotions while understanding and empathising with the emotions of others. A professional skill that is fast gaining momentum, emotional intelligence is actually five skills in one – self-perception, self-expression, interpersonal skills, decision-making, and stress management. Individuals with high emotional intelligence are experts at reading the signs (even non-verbal ones) and taking the correct approach while acting on them. This makes them highly capable of solving problems before they become unmanageable. Emotional intelligence in the workplace is a highly valued commodity as it aids  decision-making, conflict resolution, relationship-building and collaboration. It is a factor in inspiring positive outcomes and creating a healthy work environment. Even as we live and work in the age of AI and automation, emotional intelligence in the workplace is still that purely human trait we cannot ignore.

4. Leadership

Leadership is a highly sought-after professional skill that organisations value at all levels. Employers expect employees to demonstrate leadership qualities, regardless of whether they hold formal leadership roles. This is because people with leadership qualities are effective at guiding, motivating, and empowering others. Leadership, however, is not an inherent trait; it requires ongoing development of key skills such as confidence, reliability, accountability, and the ability to communicate and influence others positively. As these skills are nurtured, individuals grow into leaders who can build trust, foster collaboration, and drive performance. By investing in the development of leadership skills at every level, organisations create a proactive and resilient workforce, capable of adapting to change and overcoming challenges effectively.

5. Initiative and innovation

There are often situations at work that require people to make snap decisions, and those with initiative are just better at it. Employees who show initiative are capable of coming up with fresh ideas or new ways to work efficiently, which makes them more creative and original than their less proactive peers. Furthermore, they are not afraid of getting involved in sticky situations, facing challenges, and thinking up solutions to problems. Their ability to think outside the box and act decisively makes them valuable assets to any organisation. By fostering a culture of initiative and innovation, organisations encourage employees to take ownership of their roles.

6. Teamwork

Teamwork has become an essential skill as organisations increasingly form agile teams that can be quickly assembled, shuffled, and repurposed to meet short- and long-term goals. This trend is supported by internal talent marketplaces and internal mobility, which enable organisations to tap into their existing workforce and deploy the right people to the right projects. Effective teamwork requires a range of skills, including strong communication, leadership, and interpersonal abilities, which are also valuable skills on their own.

For employees, being professional means setting aside individual differences and working cohesively with others toward a common goal. A strong team is built on mutual respect, adaptability, and a focus on shared outcomes.

7. Critical thinking and analysis

As machines take over certain tasks, the human ability to think critically remains as relevant as ever. Critical thinkers interpret and analyze information, using their evaluations to make informed decisions based on facts and evidence. Their analytical nature helps them avoid being swayed by assumptions and biases, and they are more open to exploring new and alternative methods. Additionally, they excel at problem-solving, breaking down complex issues and developing innovative solutions. Critical thinkers also demonstrate agility and adaptability – qualities that are invaluable as workplace demands continue to evolve. Their ability to collaborate and offer constructive insights further enhances team dynamics and drives effective decision-making.

8. Active learning

The importance of investing in each employee’s professional development is well recognised by employers. They also agree that the best way to accomplish this is through active learning. Managers expect each employee or prospective hire to actively seek out and participate in the learning process, both at work (workshops, project groups, etc) and outside it (online courses, informal mentorships, etc). Active learning helps employees acquire new skills, gain hands-on experience, and advance in their careers. In the process, the organisation beefs up its skills inventory and gains an enviable talent pool.

What is professional skills development and why is it important?

Professional skills development is the process through which employees acquire new skills, stay up to date with industry trends, and plan their career paths by engaging in learning and training opportunities. It allows employees to assess and enhance their abilities, pursue their interests, set goals, and reach their full potential as professionals. This development is not only beneficial for employees but also for employers. By supporting their employees’ growth, organisations enhance their workforce's value and contribute to the company's long-term success.

Benefits of professional skills development for individuals

1. Supports learning: Professional skills development helps individuals pick up new skills and expand their professional knowledge. This is true not just for hard skills but also for soft skills, which are usually thought to be inherent rather than learned, aren’t role- or industry-specific, and are difficult to measure. However, several soft skills training programmes now exist that help people develop their more human skills and abilities.
2. Boosts confidence: Gaining new skills and proficiency in their use is a major confidence booster. And confident employees make successful employees. Professionals who believe in their abilities are more productive, improve company morale, are valued by their bosses and likely to stay longer, as this survey by Indeed shows. It just goes to show that employers must make the effort to nurture this soft skill in their employees. 
3. Contributes to career advancement: New skillsets and unshakable confidence lead to greater opportunities for promotions, raises, and advancement. Professional skills development also enhances one’s hiring potential within and outside the organisation.
4. Brings out the leader in you: Ambitious individuals who continue to grow in talent and confidence will seek out those leadership positions that they might not otherwise have pursued. Employers, too, become adept at spotting potential leaders through the skills development opportunities they offer. Professional skills development is, therefore, a handy tool for leadership skills enhancement and succession planning.
5. Aids networking: A less talked about benefit of skills development is that it helps employees network. Networking is essential for building professional relationships and enhancing one’s work profile. It allows one to engage in an exchange of ideas, keep up with trends, get advice and mentorship when needed. A project leader can tap into a workplace network to build a team while an employee can seek information and advice from a professional association they are a part of. Who you know and how well you know them can have a significant positive impact on your career.

Benefits of professional skills development for employers

1. Enriches the talent pool: Investing in professional skills development helps organisations gain a highly skilled, motivated, and agile workforce. Through well thought out professional growth strategies that align with company objectives, employers are able to identify and rectify critical skills gaps at individual and organisational levels. This ensures the workforce is always ready to meet the demands and challenges of the business at present and in the future.
2. Improves retention: Investing in the professional growth of employees is non-negotiable for organisations that want to retain top talent in a tight labour market. As Korn Ferry reports in its Talent Acquisition Trends 2025, 67% of employees will stick with a company that offers them opportunities for skills development and career advancement, even if they hate their jobs.  
3. Attracts top talent: If a company deploys strong professional skills development strategies, it not only makes existing talent want to stay but also attracts external talent. Opportunities for skills development are a definite selling point for individuals who like to challenge themselves and pursue self-improvement. A company that understands the importance of professional skills and invests in their development will always find itself ahead in the race for top talent.
4. Makes you future-ready: Professional skills development is a way for organisations to stay relevant and competitive for a long time. Through professional growth strategies (see next segment), they create opportunities for their employees to experience new technologies, people, and ideas so that they can enhance their knowledge and skills. They learn to work smarter and are inspired to be more creative and innovative. They might even spot outdated processes that are holding the company back, coming up with small solutions that increase efficiency and performance. It won’t be too long before this infectious new energy takes over the entire organisation, creating a forward-looking business that won’t find the need to play catch-up with its rivals.

8 professional skills development practices that work

These professional growth strategies are industry best practices for developing professional skills:

1. Training programmes: Think workshops that help employees participate in and complete missions or seminars/webinars and conferences where they get to observe and learn from experts. Training programmes can be organised in-house or outsourced to professionals.
2. Mentorship: Designating mentors is an effective way to build up a company’s critical skills inventory and groom candidates for high-responsibility or leadership roles. This approach ensures individual attention, which means the guidance and feedback provided is tailored to match each person’s specific needs. And let’s not forget that the person doing the mentoring is also gaining knowledge and new experiences in the process.
3. Collaboration: As the focus moves from individual effort to group work, employees need to work cohesively. One way of doing this is by having training programmes double up as lessons on teamwork. For example, divide a large training class into smaller study groups. This way, the participants will not only pick up the skills they are taught as part of the main training but will also learn to work as a tightly-knit team, giving and receiving advice and support and being inspired by each other.
4. On-the-job experience: Yet another way to develop a professional skill is to let the individual experience it first hand. Many organisations have internal mobility policies in place that encourage employees to take on a variety of roles and participate in diverse projects, even if it means switching departments. By allowing interested candidates to volunteer for such lateral moves, the company not only stands to gain new skills but also ends up building trust by placing employees’ career reins in their own hands.
5. Networking: Networking is no longer a dirty word. Rather, networking helps employees broaden their skills and knowledge, form rewarding relationships, and become better professionals. Employers must create opportunities and spaces where employees can have their water cooler conversations and participate in a healthy exchange of ideas, whether they are working on site or remotely.
6. Feedback: Employers must not forget to ask their employees if the training programmes and workshops are working for them and what can be done to improve the experience. Employee feedback is an effective and really easy way of assessing the efficacy of the company’s professional growth strategies.
7. Continuous learning: Professional skills development is a long-term process that requires continuous learning. Employers must make sure that learning is a part of company culture – say, by designating a specific number of hours each month for training purposes or by making sure that learning opportunities are implemented across the board.
8. Rewarding self-learning: Even if a company lacks the resources to organise its own training programmes, it can encourage employees to look for them elsewhere and reward them for their efforts. There are numerous online courses, certification programmes, volunteer programmes, and professional networking groups for employees to avail of. Creating awareness around these resources, offering tuition reimbursements to support employees’ continued education, and rewarding their self-study with incentives (extra holidays, public acknowledgement of their achievements, etc) will go a long way in developing the organisation’s professional skills.

How MuchSkills can help

As a skills management platform, MuchSkills has just the tools to elevate any professional skills development strategy. Here’s how:

1. Strengths mapping and alignment: MuchSkills’ skills mapping and competency mapping tools helps you create a comprehensive inventory of all the hard and soft skills within your organisation, visualised beautifully for easy analysis. The process to map skills encourages employees to self-reflect on their skills and strengths, helping them to understand where they excel. With this skills intelligence at their fingertips in the form of reports, managers can align teams and projects based on individual and team strengths. The strengths-based approach fosters greater engagement and performance, as employees thrive when they use their strengths at work. Organisations also benefit by ensuring their teams possess the right capabilities for the tasks and projects at hand, improving overall engagement, productivity and positive business outcomes.

Read MuchSkills playbooks:

• 7 steps to build strong and effective teams
• Employee Engagement: A manager’s essential guide to holding regular check-ins
• 5 steps to overcome resistance and transform into a strengths-based organisation 

2. Strengths-based development and coaching: MuchSkills enables organisations to adopt a strengths-focused approach to employee development. During one-on-one meetings or performance feedback sessions, managers can refer to each employee's skills profile to assess their fit for their current role as well as discuss opportunities for them to develop further in this role, transition into a new role based on their strengths and ambitions, fix any skills gaps by setting upskilling goals and so on. A strengths-based approach aligns with Gallup's strengths intervention practices that says that focusing on developing and utilising employee strengths leads to higher employee engagement, improved job satisfaction, better team dynamics, increased productivity, and enhanced overall organisational performance. Managers can help the employee plan personalised learning paths aligned with their core strengths using a combination of formal training, mentorship, and job shadowing. Additionally, progress can be tracked through dashboards on the app, ensuring that employees are actively working towards their development goals. This creates a clear developmental roadmap for both the employee and the organisation.

Read MuchSkills playbooks:

• How to build the strengths of your team members
• How to set personal growth and development goals on MuchSkills
• How to create personalised learning paths: A complete guide to unlocking the potential of your workforce

3. Skills fit check and skills gap analysis

MuchSkills helps organisations maintain an up-to-date inventory of employees' skills, providing clear visibility into existing expertise and potential skill gaps. This enables businesses to design targeted learning and development programs aligned with organisational priorities to improve outcomes.

Managers can use MuchSkills to identify essential skills, competencies, and certifications for specific roles, compare employees’ skill sets against these requirements, and conduct skills gap analyses at both individual and team levels. Based on these insights, they can plan necessary training and upskilling initiatives.

Read MuchSkills playbook:

• The manager’s guide to conducting a Skills Gap Analysis
• Upskilling: An 8-step guide to successfully upskill your employees

4. Internal mobility

MuchSkills supports internal mobility by matching employees' skills with available opportunities within the organisation. This facilitates agile team formations, redeployments, and career growth, while boosting employee engagement and retention. During one-on-one meetings, managers can discuss potential roles based on the employee's existing skills and strengths, and explore how they might grow into future roles. By leveraging internal talent effectively, organisations can meet evolving business needs while empowering employees to advance their careers within the company.

Managers can also align employees’ ambitions with available roles, providing a roadmap for career progression. This helps in managing expectations and providing clear steps for professional growth within the organisation, ensuring that employees are not just filling positions but also growing in their careers.

Read MuchSkills playbook:

• Better together: How managers can empower teams to do their best work
  

• Skill and competency mapping: Professional skills development starts with a detailed and complete skills list. MuchSkills’ skills mapping and competency mapping tools make it possible to create an extensive inventory of all the hard skills and soft skills in an organisation, expertly visualised for convenient reading and analysis. The skills matrix thus created can be dedicated to an individual, team, or the entire organisation. Rather than just a simple catalogue of skills, our skills mapping and competency mapping tools help create a detailed list including proficiency levels for each skill, knowledge and preferences of employees, certifications they possess, and so on. These skills matrices are highly customisable to meet each organisation’s unique needs and can be used by leaders and employees to track professional skills development at the individual and organisational levels.
• Skills gap analysis: Using the skills matrix as the base, our skills gap analysis software helps identify missing skills and competencies, aiding in early corrective action. The employee skills gap analysis tool comes with insights and intelligence, which can be used to come up with highly effective training programmes and other professional growth strategies for the entire organisation.