Cross-disciplinary skills: a professional passport for all careers

An essential complement to technical skills, cross-disciplinary competencies make all the difference when it comes to collaboration, innovation and adaptation. In a market that changes faster than a social networking algorithm, they represent a major asset.

For HR and managers, the question has shifted from " Should we be interested in them? " to " How to detect and cultivate them? ". Why are cross-functional skills the new hot currency in recruitment? And how can you effectively integrate them into your HR strategy? We take a closer look at the issue, with concrete examples of how you can better recruit, retain and develop your talent.

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What are cross-functional skills?

Cross-functional skills: definition

If technical skills are the superpowers of every profession, cross-functional competencies represent a veritable professional sesame. Adaptable, transferable and indispensable, these qualities make all the difference in any working environment.

In concrete terms, a cross-disciplinary skill is an aptitude that goes beyond the framework of a specific profession and can be put to good use in several sectors. We're talking here about know-how (time management, problem-solving, critical thinking, etc.) and interpersonal skills (empathy, communication, leadership, etc.).

Simply put, cross-disciplinary skills mean that a good salesperson can also excel in project management, or that a developer can become a formidable manager. 🤓

What does "transversal" mean?

Unlike technical skills, which are sector-specific, these skills are universal and can be used in many different contexts.

Characteristics of cross-disciplinary skills

These skills are defined by their versatility and durability. They apply to a variety of sectors, making every professional flexible in the face of an ever-changing market. Unlike technical skills, which can become obsolete, transversal skills remain relevant regardless of operational or strategic changes.

In terms of human interaction, qualities such as active listening, empathy and teamwork optimize collaboration. Critical thinking and flexibility are essential in times of change, facilitating digital transition or AI integration, for example.

💡 With a view to continuous improvement, a proactive attitude matched with varied experience helps strengthen cross-functional skills throughout a career.

Cross-functional or technical skills: what's the difference?

In the business world, both play a key role. One is the brute strength needed to accomplish specific tasks, the other is the agility that facilitates adaptation and collaboration. Together, these skills make up the winning duo of any professional!

Let's recap their differences and why they are inseparable in a successful career.

What are the main cross-disciplinary skills?

The list is a long one, but certain qualities are particularly well suited to the needs of companies and the evolution of the professional world.

There are three categories of cross-disciplinary skills.

Cognitive skills: thinking fast and hard

🧠 These skills enable us to:

• make the right decisions,
• solve complex problems,
• and innovate.

In a world where information circulates at breakneck speed, they are essential for adapting and anticipating challenges.

The essentials :

• critical thinking : know how to analyze a situation from several angles and step back.
• problem-solving : identify the causes of a problem and propose effective solutions.
• creativity: finding new ideas and thinking " out of the box" to innovate.
• priority management: distinguish the urgent from the important to prioritize tasks and optimize time.

Interpersonal skills: the art of working well together.

🤝A company is first and foremost a group of people. While technical skills get the job done, it's interpersonal skills that guarantee effective collaboration and a healthy working atmosphere.

The essentials:

• communication : producing clear, precise and appropriate written and spoken communication.
• empathy : understanding the emotions and needs of others to better interact.
• conflict management : defuse tensions before they escalate.
• teamwork : collaborate effectively with a variety of profiles, including those working remotely.
• leadership : inspire and motivate your colleagues, whether as a manager or informally.

Personal skills: adapt and bounce back.

⚡Faced with the constant transformations in the world of work, the ability to evolve and manage pressure is a major asset. Employers are looking for profiles capable of taking initiative, increasing their skills and managing the unexpected without panicking.

The essentials :

• adaptability: comfortable with change and uncertainty.
• autonomy : know how to work without constant supervision and take the initiative.
• stress management : maintain performance even under pressure.
• learning ability : be curious and willing to learn continuously.
• resilience : bounce back from failure and learn from it.

Cross-disciplinary skills: examples of application in the workplace

These skills take on their full meaning in the reality of day-to-day work. Whether it's managing a project, resolving a crisis or simply optimizing collaboration, cross-functional skills are essential to individual and collective performance. Here are a few examples of their impact in the workplace.

Why develop these skills in the workplace?

More than just an asset on a CV, cross-disciplinary skills are now a strategic tool for employers. Adaptability, communication and critical thinking are all qualities that make the difference in a constantly changing professional world.

🔎 The question to ask yourself. Are your teams ready to face tomorrow's challenges? If the answer seems uncertain, it's time to put soft skills at the heart of your HR policy.

Reason no. 1: a lever for performance and resilience

In an ever-changing economic and technological context, companies need profiles capable of adapting, collaborating effectively and solving complex problems.

Faced with a project in crisis, a team with good cross-functional skills will be able to find solutions quickly, manage pressure and maintain fluid communication. Conversely, a lack of relational intelligence and adaptability can lead to blockages and internal tensions.

💡 To remember: cross-functional skills ensure organizational flexibility and resilience, essential in times of uncertainty.

Reason no. 2: a key criterion for recruitment and talent management

Today, 86% of recruiters believe that soft skills are as important as technical skills (source: LinkedIn). How can you identify and integrate them into your recruitment process?

• Ask behavioral questions during interviews to assess the candidate's ability to handle complex situations.
• Include situational scenarios to measure qualities such as decision-making, stress management and adaptability.
• Set up collaborative tests to observe teamwork and communication.

💡 To remember: assessing cross-disciplinary skills when recruiting avoids hiring profiles that are incompatible with the company's culture and needs.

Reason n°3: a key to employee retention and development

An employee with strong cross-functional skills integrates more quickly, evolves more easily and contributes more to innovation. They communicate effectively, collaborate with other departments and demonstrate autonomy.

Developing these skills internally, through coaching or training in communication and leadership, helps to prepare future managers and retain talent. Employees with good interpersonal skills manage transitions better (new technologies, job changes, reorganization, etc.).

💡 Remember: training your employees in soft skills means investing in internal mobility and team skills development.

Reason no. 4: a market differentiator

In an ultra-competitive business environment, companies that encourage cross-disciplinary skills stand out from the crowd. They develop a culture of innovation, reduce internal conflicts and strengthen cooperation between teams.

For example, an engineer who knows how to code and communicate ideas will be more effective in project management. A salesperson who can actively listen to and understand a customer's needs will generate more added value than a mere salesperson. A team able to manage conflict and collaborate will be more productive and committed. Examples of this abound!

💡 To remember: focusing on cross-functional skills helps build an agile, competitive company.

How can you identify and develop these skills in your employees?

Assessing employees' behavioral capabilities is essential. Behavioral interviews, 360° appraisals and situational exercises (role-playing, case studies) can be used to assess cross-functional skills. Psychometric tests such as the MBTI or the Big Five also provide an objective basis for analysis.

Once identified, these skills need to be cultivated within the company. Varying training supports (practical workshops, e-learning modules, personalized coaching, mentoring, etc.) helps to strengthen team commitment and optimize experience sharing.

Finally, fostering a learning culture and encouraging internal mobility enables employees to hone their cross-functional skills in a variety of contexts. A company that invests in these soft skills creates a responsive, high-performance team.

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Put cross-functional skills at the heart of your HR strategy

As a strategic lever for talent management and corporate performance, soft skills have their place in human resources policy. They can be developed in three ways:

• Mapping skills enables us to identify the strengths of our workforce, and to better target development strategies. By integrating soft skills, companies gain agility and effectively anticipate market trends.
• Rethinking recruitment by focusing on behavioral skills is essential. Behavioral interviews, case studies and team feedback are all tools that can be used to assess these skills right from the hiring stage.
• Fostering a culture of continuous development ensures that employees evolve and teams become more skilled.

By placing cross-functional skills at the heart of HR policies, companies can build teams that are more committed, more adaptable and more effective : a major advantage in a world of work in total transformation.