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Soft Skills

Soft skills is a sociological term relating to a person’s “EQ” (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, friendliness, and optimism that characterize relationships with other people. Soft skills complement hard skills (part of a person’s IQ), which are the occupational requirements of a job and many other activities.

Importance of Soft Skills

A person’s soft skill EQ is an important part of their individual contribution to the success of an organization. Particularly those organizations dealing with customers face-to-face are generally more successful, if they train their staff to use these skills. Screening or training for personal habits or traits such as dependability and conscientiousness can yield significant return on investment for an organization.[2] For this reason, soft skills are increasingly sought out by employers in addition to standard qualifications.

Soft Skills are behavioral competencies. Some of the soft skills are communication skills, conflict resolution and negotiation, personal effectiveness, creative problem solving, strategic thinking, team building, influencing skills and selling skills, to name a few.

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Soft skills are increasingly becoming the hard skills of today’s work force. It’s just not enough to be highly trained in technical skills, without developing the softer, interpersonal and relationship-building skills that help people to communicate and collaborate effectively.

These people skills are more critical than ever as organizations struggle to find meaningful ways to remain competitive and be productive. Teamwork, leadership, and communication are underpinned by soft skills development. Since each is an essential element for organizational and personal success, developing these skills is very important and does matter… a lot!

To get, and keep, a job you typically need a repertoire of technical skills. Dentists need to know how to fill cavities. Secretaries need to type 100+ words per minute. Accountants need to be certified.

Beyond the technical skills, though, which dentist do you go to? The one who is pleasant and takes time to answer your questions; or the one who treats you like a number in a long line of numbered mouths?

Which secretary do you retain when times are lean? The one whose attitude is positive and upbeat, and who is always willing to help; or the one who is inflexible and has a hard time admitting mistakes?

Likewise, think about accountants. The one who has a great work ethic and encourages his colleagues is the one who will, most likely, excel in his position and organization.

In these situations, and all the others like them, it’s the soft skills that matter.

While your technical skills may get your foot in the door, your people skills are what open most of the doors to come. Your work ethic, your attitude, your communication skills, your emotional intelligence and a whole host of other personal attributes are the soft skills that are crucial for career success.

With these soft skills you can excel as a leader. Problem solving, delegating, motivating, and team building are all much easier if you have good soft skills. Knowing how to get along with people – and displaying a positive attitude – are crucial for success.

The problem is, the importance of these soft skills is often undervalued, and there is far less training provided for them than hard skills. For some reason, organizations seem to expect people know how to behave on the job. They tend to assume that everyone knows and understands the importance of being on time, taking initiative, being friendly, and producing high quality work.

Assuming that soft skills are universal leads to much frustration. That’s why it’s so important to focus as much on soft skills training and development as you do on traditional hard skills.

Article Source: Mind Tools

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Coaching is a powerful dialogue between a facilitator and a learner within a productive, result-oriented context. It facilitates the exploration of needs, motivation, aspirations, skills, and thought processes to assist the individual in making tangible change. It is specific, need-based, time-bound meaningful and measurable. Essentially, it’s all about facilitating individual CHANGE and TRANSFORMATION

The power of a developmental and helping relationship in facilitating learning and change. who have to perform and succeed in a turbulent world of business has led to Coaching, emerging as one of the most powerful approaches to leadership and personal development.

Drawing inspiration from the fields of counseling, sport psychology and consulting, Coaching has rapidly achieved the status of a powerful profession with immense potential. As Indian businesses witness unprecedented and exciting global opportunities for human capital led economic growth, it is also witnessing unprecedented challenges in getting there. The biggest of these challenges is about developing leaders at every level.

The field of coaching is budding and still evolving. The technology of coaching is igniting into organizations and into our personal lives.

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Coaching is a powerful dialogue between a coach and a coachee within a productive, result-oriented context

Coaching is all about change and transformation that a coachee aspires, which emanates from asking right questions than providing right answers

Coaching is about reinventing oneself – new identities and new futures

Coaching is person-centric, temporal, It draws its resources and skills from various consulting / counseling intervention models

Coaching is specific, need based, time bound and measurable.

Coaching facilitates the exploration of needs, motivations, aspirations, skills and thought processes to assist the individual in making tangible behavioral changes that would enhance leadership skills and competencies together with holistic self-improvement.

Coaching focuses on present challenges and future opportunities by leveraging on strengths and empowers the coachees to achieve goals.

Coaching allows for continuous learning, offering support, encouragement and feedback.

Coaching aims at addressing real workplace challenges and can either be treated as a short-term intervention or a long-term developmental process.

Coaching concentrates on the present context of an individual’s work life and personal life, and drives towards competence building in both the areas.

Coaching is usually confidential, allowing people to freely discuss delicate issues; to shed defenses; to explore blind spots and shortcomings.

Coaching is individual tailored to the person and the current issue or problem

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  • Coaching emphasizes new competencies
  • Coaching models interfaces with learning and development tools, behavioral diagnostic assessment tools introduced at the beginning of the coaching engagement.
  • Coaching is proactive and looks to recognize and prevent problems before they arise.


  • Counseling looks for causes behind the problem or performance deficit
  • Counseling generally involves minimal assessment
  • Counseling focuses on exploring reactive problems and behaviors

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  • Coaching process occurs in the context of work environment for effective performance./li>
  • Coaching is a formal contractual relationship.
  • Coaching develops specific skills & learning.
  • Emphasizes on personal change via self-awareness and reflection.
  • In Coaching solutions are explored and discovered.
  • Coaching incorporates more of counseling.
  • Coaching focuses on measurable performance improvement.


  • Mentoring process is critical in the socialization phase for a new entrant in the organization.
  • Mentoring encourages an informal relationship.
  • The emphasis of mentoring is reflection and guidance.
  • Mentoring passes on wisdom.
  • In mentoring, solutions are offered.
  • Mentoring is a part of coaching.
  • Mentoring focuses on inspirational role-modeling.

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  • Coaching revolves around relationships
  • A Coach evoke answers from the coachee
  • Coaching is more personalized and concerned with the individual’s needs, values and goals.
  • Coaching is more holistic and considers others aspects of an individual’s life which also includes professional life
  • Coaching is about performance
  • Coaches are more forward looking and always ready to create and take advantage of opportunities.


  • Services are information-based
  • Frequently expected to provide answers
  • Tend to prescribe canned or commercial solutions
  • Generally focus on work aspects
  • Tend to deal with specific problems
  • Tend to deal with specific problems

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  • Coaching acknowledges their historical impact but do not explore them in-depth
  • Coaching moves a functional person on to greater success
  • Coaching is about setting goals and forward action
  • Attempts to rephrase complaints into goals
  • Coaching is about performance


  • Focus on the resolution of old pains and old issues
  • Deal with dysfunction, either vague or specific
  • Tends to focus on past related feelings
  • Explores resistance and negative transference
  • Therapy is about progress

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Executive Coaching aims at producing measurable results and to improve the process for achieving these results.

It works because you are driving the growth, you are paving the way to your vision. Coaching provides avenues to getting to where you want, by exploring other perspectives and challenging you to think differently.

Consider what are your expectations:

  • Increasing your Performance by 10-20-50%?
  • Developing your leadership skills, confidence and awareness?
  • Accomplishing specific goals?
  • Improving your communication skills?

Whatever you want to work on, talk it out with your coach and lay out a plan

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NLP is the practice of understanding how people organise their thinking, feeling, language and behaviour to produce the results they do. NLP provides people with a methodology to model outstanding performances achieved by geniuses and leaders in their field..

A key element of NLP is that we form our unique internal mental maps of the world as a product of the way we filter and perceive information absorbed through our five senses from the world around us..

NLP is used for personal development

NLP is the acronym for Neuro Linguisitc Programming. This hi-tech sounding name is purely descriptive.

Neuro refers to our nervous system, the mental pathways of our five senses, by which we see, feel,hear, smell and taste. Each individual has established their own unique mental filtering system for processing the millions of bits of data being absorbed through the senses. Our first mental map of the world is constituted of internal images, sounds, tactile awareness, internal sensations, tastes and smells that form as result of the neurological filtering process. The first mental map is called ‘First Access’ in NLP.

Linguistic refers to our ability to use language and how specific words and phrases mirror our mental worlds. It refers to our “silent language” of postures, gestures, habits that reveal our thinking styles, beliefs, and more. We then assign personal meaning to the information being received from the world outside. We form our second mental map by assigning language to the internal images, sounds and feelings, tastes and smells, thus forming everyday conscious awareness. The second mental map is called the Linguistic Map (sometimes known as Linguistic Representation).

Programming is borrowed from Computer Science, to suggest that our thoughts, feelings, and actions are simply habitual programs that can be changed by upgrading our “mental software” .

The behavioural response that occurs as a result of neurological filtering processes and the subsequent linguistic map.

It is an attitude and a methodology which leaves behind a trail of techniques. Everything each and every individual does is the product of their mental habit. All things that you have learned to do, how you wake up, how you go to work, are all creations of habits and a person with patterns.

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