The 9 soft skills we’re starting with (and why they matter)

Everyone says soft skills matter. The Workplace Learning Report 2025 from LinkedIn Learning reveals that 91% of L&D professionals believe human skills (soft skills) are more valuable than ever before.

They're in job descriptions, leadership frameworks and learning strategies. But when it comes to tracking whether those skills are actually improving, most teams have no real way of knowing.

In an earlier post, I shared that I used to think course completions were enough. 

Later, I wrote about what I heard in 50+ conversations with L&D leaders: we’re trying hard, but stuck with the wrong tools. 

We then extended that conversation in a recent webinar, sharing more of what we heard, and offering the first glimpse of the AI skills intelligence solution we’re building. If you’re interested, you can watch the recording below!

It’s not another content platform. It’s a way to track soft skills in the real world, based on how people actually work. We’re using passive signal analysis to surface patterns from everyday interactions like meetings, messaging and collaboration tools.

No surveys. No extra admin. Just a smarter way to see whether learning is leading to real behavioural change. 

Today, I’m sharing the initial focus at launch: the 9 soft skills we’re starting with. We’ve chosen a focused set of behaviours. Not everything. Just the ones that give a meaningful, early pulse. We’re calling it the ‘Core 9’.

Why these 9?

We didn’t copy a framework. And we didn’t try to track everything. Instead, we asked a simple question: if we could only track a handful of behaviours, which ones would give us the clearest, most useful signals that learning is showing up in real work?

That became our filter for the initial set:

• Range: Behaviours that apply across individuals, teams and leaders.
• Relevance: Useful across industries, roles and seniority levels.
• Visibility: Behaviours that show up clearly in verbal communication.
• Value: Skills that influence performance, not just potential.

The result is a focused starting point. Enough to see real patterns. Clear enough to act on. Broad enough to matter, without drowning in noise.

Soft skills: the Core 9

These are the first 9 soft skills we’re tracking – and until now, they’ve been notoriously hard to measure. Not just buzzwords, but specific, observable behaviours that give a snapshot of how people are working.

1. Accountability

What we’re looking for: People who take ownership of tasks, follow through on commitments, and don’t pass the buck when things go wrong.

Why it matters: Trust depends on it. Teams rely on people doing what they said they would.

2. Active listening

What we’re looking for: People who pay attention to others’ input, show understanding and respond thoughtfully, not just waiting for their turn to speak.

Why it matters: Real collaboration starts with listening. Without it, ideas get missed and people shut down.

3. Change management

What we’re looking for: People who stay constructive in the face of shifting priorities, uncertainty, or new direction and help others navigate the same.

Why it matters: Change is the norm now. This behaviour shows who’s adjusting and who’s helping others do the same.

4. Coachability

What we’re looking for: Signs that someone can take feedback on board, reflect and adapt their approach over time.

Why it matters: Learning only works if people are open to it. This skill reflects growth in action, not just theory.

5. Coaching

What we’re looking for: People who support others’ development by asking good questions, offering guidance, and helping unlock solutions, instead of giving all the answers.

Why it matters: Coaching fuels better performance without micromanagement. It’s a core skill for modern leaders.

6. Communication

What we’re looking for: Clear, respectful, purposeful communication. Think clarity of message, tone, structure and relevance.

Why it matters: Poor communication creates confusion, duplication, delays. This shows who’s keeping things on track.

7. Growth mindset

What we’re looking for: Curiosity, a willingness to learn, comfort with not knowing everything and a tendency to see challenges as opportunities.

Why it matters: It’s a foundational attitude for anyone learning new skills or operating in changing environments.

8. Results focused

What we’re looking for: People who move things forward, track outcomes and care about making a real difference, not just staying busy.

Why it matters: Effort doesn’t always equal impact. This behaviour shows who’s dialled into what really matters.

9. Strategic vision

What we’re looking for: People who connect today’s tasks to broader goals, who consider long-term impact, and who raise their sights beyond immediate execution.

Why it matters: Teams need clarity not just on what they’re doing, but why it matters. This behaviour brings direction.

What’s next?

This is the beginning, not a complete framework. But if we want to know whether learning is working, we need more than feedback forms. We need to see change in how people actually behave. That’s what we’re building towards.

If you’ve been stuck with proxies and guesswork, you’re not alone. We’re building with that in mind, and the launch is within touching distance. Sign up below for early access for what's coming next...