Okay, the title is a little misleading. Of course soft skills training works—if it didn’t, I’d be out of a job!
But here’s the problem: it’s often treated like a last resort. A desperate attempt to fix a team that’s already in free fall. By the time a course is arranged, morale’s in the gutter, trust is eroded, and half the team is eyeing the exit door.
My take?
Soft skills training shouldn’t be an emergency response. It should be a rite of passage—for everyone from the ground floor to the C-suite.
The Classic Scenario: A Manager’s Quick Fix Gone Wrong
Picture this.
You’re a manager, and your team’s… struggling.
- Communication is patchy.
- Silly mistakes are piling up.
- The vibe is more passive-aggressive than productive.
- Eye rolls, backchat, and door slams are the new normal.
Morale is low. Productivity’s worse. And your stress levels? Through the roof.
So, like any logical leader, you think:
“It’s a communication problem. Let’s send them on a course!”
If only it were that simple.
The training happens—but instead of improving, things somehow get worse. Tension increases, people are more irritated, and you’re left scratching your head.
What’s Really Going On?
After 20 years of delivering communication skills training (with a twist), I’ve seen this pattern again and again.
And do you know what participants often tell me?
It’s not the team that’s the issue.
It’s the manager.
Here’s what I hear:
- “We feel unappreciated.”
- “Our manager doesn’t even say hi in the morning.”
- “We only get attention when we mess up.”
- “We’re drowning in work, and no one seems to notice.”
- “Priorities keep shifting, and we’re never told why.”
In short?
They don’t feel valued. They feel like cogs in a machine.
And when people don’t feel valued, they disengage.
How Did It Get This Bad?
It never happens overnight.
It starts with something small—a change the team resists. The manager, eager to move forward, becomes more directive, less empathetic. The team shuts down. The manager doubles down.
Before long, a culture of resentment takes root. People stop speaking up. They feel unheard—and when that happens, frustration comes out sideways:
- Gossip.
- Passive effort.
- Snide comments.
- Short tempers and outbursts.
Cue the blame game:
- Manager: “The team’s unmotivated and difficult.”
- Team: “Our manager doesn’t listen or care.”
Now you’ve got a communication breakdown—and a communication course that feels like an insult.
The Real Fix: Soft Skills as a Foundation, Not a Firefighter
This mess could’ve been avoided with proactive soft skills training in:
✅ Self-awareness – Emotional intelligence and personal triggers
✅ Behavioural impact – How our actions shape culture and outcomes
✅ Personal responsibility – Owning our role in team dynamics
✅ Communication – Listening, assertiveness, and trust-building
✅ Leadership coaching – Supporting, motivating, and truly hearing your team
And here’s the key:
This training isn’t just for employees.
If managers aren’t in the room, you’re only solving half the problem.
I’ve lost count of how many participants have said:
“I wish my boss was on this course.”
It’s Not Too Late to Turn It Around
Even if your team’s already in meltdown, there’s still hope.
The right combination of training, coaching, and open dialogue can rebuild trust, shift culture, and reset the tone.
But let’s stop waiting for crisis mode.
Soft skills aren’t “soft.” They’re foundational. They’re what power high-performing teams, confident leadership, and long-term success.
So, if you’re a manager or leader, ask yourself:
Are you using soft skills training as a fire extinguisher… or as the building blocks of a thriving culture?
It’s time to stop fixing problems after they explode—and start preventing them in the first place.
If this resonates (or if you’ve ever thought “my boss needs this course”), I’d love to hear your thoughts in the comments.
Acknowledgment: This blog post was written by me: Jo Blakeley. While I used AI assistance (Chat GPT) for refining grammar and presentation, all ideas, insights, and content are my own.