{"id":4473,"date":"2024-11-04T11:26:00","date_gmt":"2024-11-04T04:26:00","guid":{"rendered":"https:\/\/www.eurogroupconsulting.com\/?p=4473"},"modified":"2025-12-23T15:06:52","modified_gmt":"2025-12-23T14:06:52","slug":"no-soft-skills-without-hard-skills","status":"publish","type":"post","link":"https:\/\/www.eurogroupconsulting.com\/en\/publications\/article\/pas-de-soft-skills-sans-hard-skills","title":{"rendered":"No soft skills without hard skills"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"4473\" class=\"elementor elementor-4473\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7fca7baa e-con-full e-flex e-con e-parent\" data-id=\"7fca7baa\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-51a83577 elementor-widget elementor-widget-text-editor\" data-id=\"51a83577\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h3>Le simple fait d\u2019\u00eatre bienveillant, cr\u00e9atif, autonome, agile, empathique et communicant suffit-il \u00e0 cr\u00e9er de la valeur dans une organisation ? Cette question pose le sujet de l\u2019\u00e9quilibre en les savoirs techniques et les savoirs \u00eatres comportementaux et du rapport entre les Soft Skills et les Hard Skills. L\u2019importance donn\u00e9e actuellement aux Soft Skills se ferait-il au d\u00e9triment des Hard Skills ? Notre propos ne se veut pas antagoniste entre ces deux notions mais compl\u00e9mentaire dans un \u00e9quilibre \u00e0 trouver.<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-1a6fe4f e-flex e-con-boxed e-con e-parent\" data-id=\"1a6fe4f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-69c016a elementor-widget elementor-widget-text-editor\" data-id=\"69c016a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h3 style=\"padding: 0px; margin: 0px; clear: both; color: #161616; font-variant-numeric: normal; font-variant-east-asian: normal; font-variant-alternates: normal; font-size-adjust: none; font-kerning: auto; font-optical-sizing: auto; font-feature-settings: normal; font-variation-settings: normal; font-variant-position: normal; font-variant-emoji: normal; font-stretch: normal; font-size: 24px; line-height: 34px; font-family: Montserrat, Helvetica, Arial, Verdana, sans-serif; letter-spacing: normal;\">L\u2019importance grandissante des Soft Skills<\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><br \/>Les ouvrages en d\u00e9veloppement personnel ont pris une place importante dans les rayons management des librairies. En 1972, Whitmore de l\u2019arm\u00e9e Nord-am\u00e9ricaine utilise Soft Skill pour diff\u00e9rencier le savoir sur la machine de tous les autres savoirs en mentionnant que le seul savoir technique n\u2019est pas suffisant pour l\u2019obtention d\u2019un r\u00e9sultat. Le dictionnaire d\u2019Oxford d\u00e9finit les Soft Skills de la mani\u00e8re suivante\u00a0:\u00a0<em>\u00ab\u00a0attributs personnels qui permettent \u00e0 quelqu\u2019un d\u2019interagir efficacement et harmonieusement avec d\u2019autres personnes<\/em>.\u00a0\u00bb Le nombre et les intitul\u00e9s \u00e9voluent en fonction des auteurs et des prismes d\u2019analyse propos\u00e9s. Entre 5 et 30 environ[1], les Soft Skills se r\u00e9partissent en plusieurs cat\u00e9gories.<\/p><\/div><\/div><div class=\"standard-arrow list-divider bullet-top\"><ul><li>comportementales comme l\u2019autonomie, l\u2019organisation, l\u2019audace, la gestion du stress, etc.<\/li><li>relationnelles comme la communication, le leadership, la tol\u00e9rance, l\u2019intelligence \u00e9motionnelle, etc.<\/li><li>cognitives comme la cr\u00e9ativit\u00e9, la curiosit\u00e9, la r\u00e9silience, la pers\u00e9v\u00e9rance, etc.<\/li><\/ul><\/div><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><br \/>De nombreux programmes de d\u00e9veloppement des Soft Skills sont propos\u00e9s dans le monde professionnel pour les managers afin de d\u00e9velopper leur capacit\u00e9 \u00e0 embarquer leurs collaborateurs en s\u2019interrogeant sur les meilleures postures \u00e0 adopter en tenant compte de son style. Des outils comme le\u00a0<a href=\"https:\/\/www.forbes.fr\/lifestyle\/tests-de-personnalite-science-ou-non-sens\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">MBTI<\/a>\u00a0ou la matrice\u00a0<a href=\"https:\/\/www.forbes.com\/sites\/forbespr\/2024\/09\/27\/forbes-hosts-12th-annual-forbes-400-summit-on-philanthropy\/?\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">DISC<\/a>\u00a0permettent aux personnes de se d\u00e9finir un style et ainsi d\u2019op\u00e9rer les \u00e9volutions jug\u00e9es souhaitables.<\/p><p>Les Soft Skills rel\u00e8vent du comportement et sont, par nature, psycho-sociologiques et cognitives[2]. Leur \u00e9valuation, de nature qualitative, est difficile. Pour cela les professionnels utilisent des mises en situations r\u00e9elles, des \u00e9tudes de cas qui simulent la r\u00e9alit\u00e9 et des analyses des situations pass\u00e9es[3]. Les tests de personnalit\u00e9 sont bien souvent auto-d\u00e9claratifs et peuvent \u00eatre fauss\u00e9s par un biais de d\u00e9sirabilit\u00e9 (mentionner ce que l\u2019on aimerait \u00eatre et non ce que l\u2019on est). Le comportement d\u2019une personne s\u2019explique par la personnalit\u00e9 mais aussi par le contexte, il est qualifi\u00e9 de contingent. Les travaux de Heckman et Kautz en 2012[4]\u00a0avaient d\u00e9montr\u00e9 aupr\u00e8s de jeunes enfants la possibilit\u00e9 de faire \u00e9voluer les traits de caract\u00e8res et le comportement en tenant compte du contexte.<\/p><p>Les travaux en psycho-sociologie et en sciences cognitives, l\u2019engouement pour la dimension comportementale et le positionnement de nombreux acteurs sur ce cr\u00e9neau tels que les coachs ont conduit \u00e0 un fort d\u00e9veloppement des actions de diagnostic et de d\u00e9veloppement des Soft Skills dans les organisations.<\/p><p>\u00a0<\/p><h3 style=\"padding: 0px; margin: 0px; clear: both; color: #161616; font-variant-numeric: normal; font-variant-east-asian: normal; font-variant-alternates: normal; font-size-adjust: none; font-kerning: auto; font-optical-sizing: auto; font-feature-settings: normal; font-variation-settings: normal; font-variant-position: normal; font-variant-emoji: normal; font-stretch: normal; font-size: 24px; line-height: 34px; font-family: Montserrat, Helvetica, Arial, Verdana, sans-serif; letter-spacing: normal;\">Le plafond de verre des Soft Skills<\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><br \/>Nous avons tous fait l\u2019exp\u00e9rience de vouloir reproduire un geste technique \u00e0 partir d\u2019une vid\u00e9o sous la forme d\u2019un tuto, que ce soit en mati\u00e8re de cuisine ou de bricolage. C\u2019est \u00e0 cette occasion que nous touchons du doigt la notion d\u2019expertise techniques. Si les Soft Skills sont importantes pour interagir, elles ne remplacent pas les comp\u00e9tences techniques. Certes de nombreux m\u00e9tiers dans le tertiaire sont en coordination d\u2019activit\u00e9 mais la connaissance du secteur, des clients, des produits et des modes de fabrication ont de l\u2019importance. Notre propos n\u2019est pas de supprimer les approches des Soft Skills mais de les positionner \u00e0 leur juste place par rapport au savoir technique[5]. Le fait d\u2019envisager le comportemental en majeur en ferait oublier les pr\u00e9requis techniques et l\u2019importance de ceux-ci. Le succ\u00e8s des Soft Skills s\u2019explique par leur simplicit\u00e9 d\u2019appr\u00e9hension.<\/p><p>\u00a0<\/p><\/div><\/div><h3 style=\"padding: 0px; margin: 0px; clear: both; color: #161616; font-variant-numeric: normal; font-variant-east-asian: normal; font-variant-alternates: normal; font-size-adjust: none; font-kerning: auto; font-optical-sizing: auto; font-feature-settings: normal; font-variation-settings: normal; font-variant-position: normal; font-variant-emoji: normal; font-stretch: normal; font-size: 24px; line-height: 34px; font-family: Montserrat, Helvetica, Arial, Verdana, sans-serif; letter-spacing: normal;\">R\u00e9pondre aux enjeux actuels de sauvegarde et de renouvellement des comp\u00e9tences techniques<\/h3><hr size=\"2\" width=\"100%\" \/><div class=\"wpb_text_column wpb_content_element \"><div class=\"wpb_wrapper\"><p><br \/>Les \u00e9volutions d\u00e9mographiques dans le monde occidental contraignent les entreprises \u00e0 devoir m\u00e9moriser et transf\u00e9rer leur savoir technique au risque de le perdre. Cet enjeu est cl\u00e9 pour de nombreuses organisations et le fait de tout miser sur les Soft Skills ne sera pas suffisant pour pr\u00e9server les avantages concurrentiels.<\/p><p>Les \u00e9volutions technologiques font \u00e9voluer les m\u00e9tiers notamment avec l\u2019IAG. Mais cela n\u00e9cessite une tr\u00e8s bonne connaissance technique des m\u00e9tiers pour les envisager autrement. Il ne s\u2019agit pas de supprimer les d\u00e9marches de d\u00e9veloppement des softs skills mais de repositionner les comp\u00e9tences techniques \u00e0 leur juste place tant d\u2019un point de vue individuel que collectif.<\/p><p>D\u2019un point de vue individuel, il s\u2019agit de d\u00e9finir son m\u00e9tier et son expertise au travers de comp\u00e9tences ma\u00eetris\u00e9es\u00a0: Que savez-vous produire\u00a0et avec quel niveau d\u2019expertise\u00a0? D\u2019un point de vue collectif quels sont les m\u00e9tiers critiques et avons-nous les comp\u00e9tences suffisantes\u00a0? On parle de taux de couverture des comp\u00e9tences strat\u00e9giques. Les d\u00e9marches RH, qui ont parfois privil\u00e9gi\u00e9 les Soft Skills, ne devraient-elles pas int\u00e9grer davantage les m\u00e9tiers techniques\u00a0? Certaines entreprises ont cr\u00e9e leur universit\u00e9 m\u00e9tier interne pour cela et y int\u00e8grent des \u00e9l\u00e9ments sur les comportements en compl\u00e9ment. Les travaux sur le Knowledge Management et ses approches renouvel\u00e9es avec l\u2019IAG s\u2019inscrivent dans cette dynamique des Hard Skills tout comme la cr\u00e9ation de fili\u00e8re d\u2019expertises. L\u2019\u00e9quilibre entre les comp\u00e9tences techniques et comportementales vise \u00e0 r\u00e9ancrer le manager dans son m\u00e9tier en proposant des mod\u00e8les manag\u00e9riaux \u00ab\u00a0technico-comportementaux\u00a0\u00bb.<\/p><p>Dans son ouvrage \u00ab\u00a0Des managers, des vrais ! Pas des MBA : Un regard critique sur le management et son enseignement\u00a0\u00bb Mintzberg mentionnait que le management devait s\u2019apprendre au contact du terrain dans une boucle exp\u00e9rientielle et non de mani\u00e8re artificielle. Comme le titrait un article Forbes,\u00a0<a href=\"https:\/\/www.forbes.fr\/management\/le-management-ne-sapprend-pas-mais-se-reapprend\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">le management ne s\u2019apprend pas mais se r\u00e9apprend<\/a>. Ce travail de fa\u00e7onnage prend la forme dans certaines organisations\u00a0<a href=\"https:\/\/www.forbes.fr\/business\/le-compagnonnage-managerial\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">de syst\u00e8mes de compagnonnage<\/a>\u00a0et d\u2019\u00e9changes entre pairs pour que l\u2019expression de la technique se fasse dans le respect et pour le d\u00e9veloppement du collectif. Comme le mentionne le courant \u00e9pist\u00e9mologique de l\u2019ethnom\u00e9thodologie, l\u2019action est individuelle et le r\u00e9sultat collectif.<\/p><\/div><\/div><\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4124d91 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"4124d91\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-232f7a5 e-flex e-con-boxed e-con e-parent\" data-id=\"232f7a5\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-02bafb0 elementor-widget elementor-widget-text-editor\" data-id=\"02bafb0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul><li>[1] Mauleon F., Bouret J., Hoarau J., (2014), Le r\u00e9flexe soft skills, les comp\u00e9tences des leaders de demain, Ed. Dunod, 2014<\/li><li>[2]\u00a0Hoarau J (dir), (2024), Soft skills : Les nouvelles cl\u00e9s du succ\u00e8s : R\u00e9inventez les comp\u00e9tences pour le futur\u00a0Broch\u00e9, Iggybook.<\/li><li>[3]\u00a0https:\/\/www.hbrfrance.fr\/carriere\/les-soft-skills-et-leur-evaluation-en-question-6038<\/li><li>[4]\u00a0Heckman JJ., Kautz T., (2012), \u00ab Hard evidence on soft skills \u00bb, Labour Economics, vol. XIX, n\u00b04, p.451-464.<\/li><li>[5] Faure F., (2023), Le savoir-\u00eatre dans l\u2019insertion professionnelle des publics \u00e9loign\u00e9s de l\u2019emploi : entre employabilt\u00e9 et employeurabilit\u00e9, th\u00e8se de doctorat de l\u2019Universit\u00e9 de la R\u00e9union.<\/li><\/ul><p>\u00a0<\/p><p><em>Article\u00a0publi\u00e9 dans\u00a0<a href=\"https:\/\/www.forbes.fr\/management\/pas-de-soft-skills-sans-hard-skills\/\" target=\"_blank\" rel=\"nofollow noopener noreferrer\">Forbes<\/a>\u00a0le 09\/10\/24<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Is the simple fact of being caring, creative, autonomous, agile, empathetic and communicative enough to create value in an organization? This question raises the issue of the balance between technical and behavioral skills, and the relationship between Soft Skills and Hard Skills. Is the current emphasis on Soft Skills to the detriment of Hard Skills? Our aim is not to set these two notions against each other, but rather to find a balance that complements them.<\/p>","protected":false},"author":1,"featured_media":4480,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[32],"tags":[],"class_list":["post-4473","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pas de soft skills sans hard skills - Eurogroup Consulting<\/title>\n<meta name=\"description\" content=\"Soft skills ou hard skills : d\u00e9couvrez les b\u00e9n\u00e9fices d&#039;un \u00e9quilibre entre comp\u00e9tences techniques et comportementales.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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