Not everyone can be a manager. Certain skills to translate knowledge into action that results in desired performance, are required to help other workers become more productive. These skills fall under these categories: •Technical: This skill requires the ability to use a special proficiency or expertise to perform particular tasks. Accountants, engineers, market researchers, and computer scientists, as examples, possess technical skills.
Managers acquire these skills initially through formal education and then further develop them through training and job experience. Technical skills are most important at lower levels of management. •Human: This skill demonstrates the ability to work well in cooperation with others. Human skills emerge in the workplace as a spirit of trust, enthusiasm, and genuine involvement in interpersonal relationships. A manager with good human skills has a high degree of self-awareness and a capacity to understand or empathize with the feelings of others.
Some managers are naturally born with great human skills, while others improve their skills through classes or experience. No matter how human skills are acquired, they’re critical for all managers because of the highly interpersonal nature of managerial work. •Conceptual: This skill calls for the ability to think analytically. Analytical skills enable managers to break down problems into smaller parts, to see the relations among the parts, and to recognize the implications of any one problem for others.
As managers assume ever-higher responsibilities in organizations, they must deal with more ambiguous problems that have long-term consequences. Again, managers may acquire these skills initially through formal education and then further develop them by training and job experience. The higher the management level, the more important conceptual skills become. Although all three categories contain skills essential for managers, their relative importance tends to vary by level of managerial responsibility.
