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 collaborating, innovating and adapting. In a market that is changing faster than a social networking algorithm, they represent a major asset.

For HR and managers, the question has shifted from " Should we be interested? " to " How can we detect and cultivate them? ". Why are cross-functional skills the new hot currency in recruitment? And how can they be effectively integrated into your HR strategy? We take a look at the issue, with practical 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-disciplinary skills are a real 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.).

In short, 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 "cross-disciplinary" mean?

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

Characteristics of cross-disciplinary skills

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

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

💡 With a view to continuous improvement, a proactive attitude matched with varied experience helps to 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 that enables you 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 summarise 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 changing professional environment.

There are three categories of cross-disciplinary skills.

Cognitive skills: thinking quickly and well

🧠 These skills enable you 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 : knowing how to analyse a situation from several angles and take a step back.
• problem solving : identifying the causes of a problem and proposing effective solutions.
• creativity: coming up with new ideas and thinking " out of the box " to innovate.
• priority management: distinguishing between the urgent and the important to prioritise tasks and optimise time.

Interpersonal skills: the art of working well together

🤝A company is first and foremost a group of people. While technical skills can 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 interact more effectively.
• conflict management : defusing tensions before they escalate.
• teamwork : working effectively with a variety of profiles, including those working remotely.
• leadership : inspiring and motivating your colleagues, whether as a manager or informally.

Personal skills: adapting and bouncing back.

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

The essentials :

• adaptability: comfortable with change and uncertainty.
• autonomy : knowing how to work without constant supervision and taking the initiative.
• stress management : maintaining performance even under pressure.
• learning ability : being curious and willing to learn continuously.
• resilience : bouncing back from failure and learning from it.

Cross-disciplinary skills: examples of application in the workplace

These skills take on their full meaning in the reality of everyday work. Whether it's managing a project, resolving a crisis or simply optimising collaboration, cross-disciplinary 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 a 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 environment, companies need people who can adapt, collaborate effectively and solve complex problems.

When faced with a project in crisis, a team with good cross-disciplinary skills will be able to find solutions quickly, manage the 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 organisational flexibility and resilience, which are 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 them and incorporate them into your recruitment process?

• Ask behavioural questions at interview to assess the candidate's ability to manage complex situations.
• Include role-playing exercises 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 no. 3: a key to employee retention and development

An employee with solid cross-functional skills integrates more quickly, develops 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, reorganisation, etc.).

💡 Remember: training your employees in soft skills means investing in internal mobility and increasing the skills of your teams.

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 his 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 simple salesperson. A team that can manage conflict and collaborate will be more productive and committed. Examples of this abound!

💡 To remember: focusing on cross-functional skills will help you build an agile and competitive company.

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

Assessing employees' behavioural abilities is essential. Behavioural interviews, 360° assessments 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 the training methods used (practical workshops, e-learning modules, personalised coaching, mentoring, etc.) helps to strengthen the commitment of teams and optimise the sharing of experience.

Finally, fostering a learning culture and encouraging internal mobility enables employees to hone their cross-disciplinary 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 business 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 present and better guide development strategies. By integrating soft skills, companies can become more agile and effectively anticipate changes in the market.
• Rethinking recruitment by focusing on behavioural skills is essential. Behavioural interviews, case studies and feedback from teams are all tools that can be used to assess these skills right from the recruitment stage.
• Fostering a culture of continuous development ensures that employees grow and that teams develop their skills.

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 that is undergoing radical change.