Many jobs require a combination of technical and soft skills that once seemed separate. These are called hybrid skills, and they make a difference in the way teams work.
It is no longer just a matter of specializing in one area, but of having transversal competencies that allow you to collaborate, adapt and add value in different contexts.
What are hybrid skills?
Hybrid skills are competencies that combine the mastery of specific tools, technologies or methodologies with social, communication or management skills. In other words, they combine hard skills and soft skills.
This type of skill enables an individual to perform their role with technical efficiency, while collaborating with other teams, communicating decisions clearly, or adapting their work to different contexts and audiences. They are very valuable in environments where roles are not well separated and where each profile is expected to contribute beyond its specialty.
It is important to note that hybrid skills are not exclusive to management roles or technology sectors: they are useful in any type of team.
Hybrid skills can be applied in very diverse situations within organizations. For example:
- Present an idea clearly and also structure it with data.
- Solve an operational problem while coordinating with other teams.
- Make technology-based decisions without losing sight of their impact on people.
Why are hybrid skills becoming increasingly important?
- Because work environments are more collaborative.
- Because many technical tasks are already automated, and the differential value is in the criteria and communication.
- Because teams need to understand each other, even when they work in different areas.
- Because they allow better adaptation to technological and organizational changes.
How to identify and develop hybrid skills in your team
- Look closely at the actual dynamics of the job. Many hybrid skills appear in practice, not on the CV. Look at who translates technical information for others, connects ideas across areas or facilitates collaboration.
- It evaluates both technical and social competencies. A good diagnosis must take into account the capacity for analysis, use of tools, autonomy… but also communication, adaptability or conflict resolution.
- Design cross formations. Instead of separate programs by area, mix the technical with the human. For example, a workshop on data visualization might include keys to telling stories with impact.
- Create shared learning spaces. Mixed work groups, cross-departmental mentoring or cross-departmental projects allow hybrid skills to be activated and evolve naturally.
- Give value to cross-cutting development. Recognizing this type of competencies in evaluations, promotions or assignment of responsibilities reinforces their importance in the team’s culture.
What if your teams already have the potential, but lack balance? Assess their hybrid skills, identify blind spots and focus training on what they really need to move forward. Schedule a no-obligation meeting.
