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These are skills that help us speak, listen, observe, and empathize with others by using verbal and non-verbal communication in an effective manner. Verbal communication skills include the way you use written or spoken words, while non-verbal communication refers to your body language, facial expressions, and other nonverbal signals.

Key markers:

They listen and hear

They ask clarifying questions

They actively use non-verbal communication

They use the language of facts and arguments

Confidence

Self-presentation

Feedback or responsiveness

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It demonstrates the ability to work effectively and respectfully with diverse people or teams, make compromises, build consensus in decision-making, assume shared responsibility for collaborative work, and value the opinions and contributions of individual team members from a position of firm self-identity.

Key markers:

Frequent WE instead of I

Mentioning joint wins

There are communities & knowledge-sharing sessions

There are consensus, planning, and retrospective

Constructive feedback

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Conflict management skills help you manage how conflict affects you, those you work with, and the workplace as a whole. Assuming that conflict is inevitable, conflict management aims to make conflict a productive part of the workplace.

Key markers:

They are open for  discussion & don't make random decisions

They are OK with changes and are willing to adapt

Their answer is like an argument, not a complaint

They don't focus on minor disagreements

They often talk about support, mutual understanding, and team

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Adaptability is a skill that allows being flexible and accepting change easily. Adaptable people tend to thrive in unpredictable environments and can quickly learn how to restructure their tasks to adapt to new information, policies or procedures.

Key markers:

They talk about constant development

They analyze their work and work on mistakes

They are less likely to use Problem than Opportunity. Instead, they will not mention current difficulties

They will talk about an active life position in a period of change

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Problem-solving is the act of defining a problem, determining the cause of the problem, identifying, prioritizing, and selecting alternatives for a solution, and implementing a solution.

Key markers:

They approach problem- solving always starting with research and deep root cause analysis

They most likely know some problem-solving tools: fishbone diagrams, mental maps, flowcharts, 5 whys technique

They use Communication, Feedback, Brainstorming, Consensus, and Solutions

They mention results more often than problems

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Drivers for professional development mean actions of improving yourself through learning and training to advance your career.

It is the ability to know own motivators and demotivators

Key markers:

They are clearly aware of what motivates them in their work (money is often not a motivator in the long term)

They are able to describe the task flow they would like to work with

They are interested and discuss various workshops, seminars, conferences, books, etc.