Skill or Behaviour?

Distinguishing between skills and behaviours—and investing in both—is crucial for building effective, resilient, and human-centered organizations. Behaviour must be cultivated with equal, if not greater, focus. Failing to develop behavioural competencies may cost an organization its people, its reputation, and ultimately, its future.

To optimize performance, managers must distinguish between skills and behaviours, as both play vital but different roles in individual and organizational success. While skills pertain to the ability to perform specific tasks, behaviours refer to how individuals conduct themselves in the workplace. Understanding and developing both is essential for cultivating a productive, adaptable, and resilient organizational culture.

What Are Skills?
Skills are learned abilities that enable a person to perform a particular job or task. These are often measurable, trainable, and categorized as either technical skills or soft skills.
• Technical Skills: These are job-specific abilities acquired through training or education. Examples include programming, data analysis, accounting, machinery operation, and graphic design.
• Soft Skills: These are interpersonal and cognitive abilities that affect how individuals interact with others and approach their work. Examples include communication, problem-solving, adaptability, and time management.

What Are Behaviours?
Behaviours refer to observable actions and responses that reflect a person’s attitudes, beliefs, and personality. They are the day-to-day manifestations of one’s approach to work, interactions, and decision-making. Unlike skills, behaviours are deeply tied to personal values and are shaped by environment, culture, and leadership influence.
Examples of workplace behaviours include:
• Taking initiative without being told
• Remaining calm under pressure
• Demonstrating empathy and emotional intelligence
• Exhibiting reliability and accountability


While both contribute to job performance, skills determine what an employee can do, whereas behaviors determine how they do it.

The Interplay Between Soft Skills, Technical Skills, and Behaviors
Soft skills act as a bridge between technical proficiency and positive behaviours. For example, a software engineer may be technically competent (skill) but unable to collaborate effectively with others (behaviour), affecting team performance. Conversely, someone with strong behavioural traits such as empathy and patience may still struggle if they lack the necessary technical skills.
Soft skills like emotional intelligence, active listening, and adaptability often overlap with behaviours. However, soft skills can be developed and assessed like skills, whereas behaviours are more deeply rooted in character and values.

Risks of Failing to Develop Behavioral Competence
Organizations that fail to invest in the behavioural development of their employees risk more than just inefficiency. Here are some of the key disadvantages:
1. Toxic Work Environments
Without a behavioural standard, negative actions such as bullying, passive-aggressiveness, and blame-shifting can become normalized. This toxicity erodes trust and morale.

2. High Turnover and Low Engagement
Employees may leave not because they lack skills or opportunities, but because the culture—driven by poor behaviors—is hostile or unsupportive. Behavioral misalignment often leads to disengagement and attrition.

3. Poor Team Performance
Even highly skilled individuals can derail team efforts if their behavior is divisive or uncooperative. Behavioral misfits can create friction that undermines shared goals and productivity.

4. Reputational Damage
Customer-facing employees who behave unethically or disrespectfully can damage the organization’s public image. Recovery from such reputational hits can be costly and time-consuming.

5. Leadership Failures
Promoting technically skilled individuals into leadership roles without assessing their behavior can backfire. Micromanagement, favoritism, or emotional volatility in leaders often leads to demotivated teams and high stress levels.

Importance of Focusing on Behavior and Skills Development in Management
1. Enhancing Team Dynamics and Collaboration
2. Improving Organizational Culture
3. Better Customer Service and Stakeholder Relationships
4. Supporting Adaptability and Innovation
5. Effective Leadership Development

Skills may win contracts, but behaviours build teams, culture, and long-term success. For management, the message is clear: technical training alone is not enough. Contact us for your people development.