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Why Interpersonal Skills Are Important & How to Strengthen Them

Why Interpersonal Skills Are Important & How to Strengthen Them

In high-performing organisations, soft skills – including interpersonal skills – are just as critical as technical expertise. As roles grow more cross-functional, skills like communication, empathy, listening, and conflict resolution have become strategic assets, not just “soft” additions.

According toLinkedIn's Global Talent Trends report, 69% of executives plan to prioritise soft skills in their hiring decisions. This change demonstrates that strong interpersonal skills are crucial for leading, collaborating, and achieving results in today's hybrid workplaces and team-based environments.

In this article, we’ll explore why these skills are more vital than ever, how you can strengthen them, and how organisations can build them at scale.

What Are Interpersonal Skills?

Interpersonal skills, often referred to as "people skills" or "soft skills," are the abilities that enable professionals to communicate, collaborate, and connect effectively with others. These skills are essential in every organisation, supporting teamwork, conflict resolution, and the development of strong working relationships.

Unlike technical skills, which apply to specific tasks or functions, interpersonal skills influence how individuals contribute to a positive workplace culture, handle challenges, and lead with impact.

Why Interpersonal Skills Matter

Interpersonal skills are essential across all sectors, including corporate, public, and non-profit. They determine how well you communicate, collaborate, and solve problems in day-to-day operations. These skills directly influence team dynamics, project outcomes, and the ability to handle challenges under pressure.

Here's how strong interpersonal skills create a tangible workplace impact:

Effective Communication: Enables clear exchange of ideas, verbally and non-verbally, reducing confusion and improving alignment in meetings, reports, and discussions.
Relationship Building: Builds mutual respect and cooperation, strengthening internal collaboration and enhancing external stakeholder interactions.
Teamwork: Encourages open dialogue, shared accountability, and a sense of belonging, making it easier to work across departments or in hybrid settings.
Conflict Resolution: Helps resolve disagreements early and constructively, maintaining professional relationships and preventing disruption.
Leadership Development: Strengthens a leader's ability to guide, inspire, and respond empathetically to the needs of their team.
Career Growth: It makes professionals more eligible for promotions, while also equipping them to network, influence, and contribute effectively across various roles and levels.
Adaptability: Allows individuals to adjust their communication and behaviour based on the context, audience, and pace of change.
Emotional Intelligence: Sharpens awareness of others' emotions and responses, improving team morale and decision-making.
Workplace Culture: Supports a more inclusive, respectful, and engaged environment, leading to higher productivity and lower turnover.

Given their impact at every level of the organisation, it's essential to understand which interpersonal skills matter most and how they shape day-to-day performance. Let's explore the key interpersonal skills your workforce should develop.

The 5 Essential Interpersonal Skills for High-Performing Teams

While there are many interpersonal skills, the following are among the most critical across all levels of an organisation, whether in leadership, client-facing roles, or internal team functions:

1. Communication:The ability to express ideas clearly and listen actively is fundamental to professional success. Effective communication goes beyond speaking well; it includes listening attentively, interpreting tone and body language, and ensuring that your message is understood as intended. In fast-paced or multicultural workplaces, clarity in communication helps prevent misunderstandings and drives alignment.

2. Empathy:Empathy is the ability to understand and relate to the emotions and perspectives of others. It is key in building trust, especially in teams where collaboration and psychological safety are essential. Professionals who lead with empathy create stronger connections and contribute to healthier, more supportive working environments.

3. Active Listening:Active listening involves giving the speaker your full attention, offering verbal or nonverbal cues of engagement, and asking clarifying questions when necessary. It ensures that communication is two-way, reduces the risk of misinterpretation, and makes colleagues feel heard and respected, an essential component of productive team dynamics.

4. Conflict Resolution:The capacity to resolve disagreements calmly and constructively is crucial for maintaining team cohesion. Strong conflict resolution skills involve listening to different perspectives, remaining neutral under pressure, and working towards a solution that respects the interests of all parties. This helps prevent disruptions and promotes a respectful, solution-focused culture.

5. Adaptability:Adaptability is the ability to adjust communication style and behaviour to suit varying situations, personalities, and work dynamics. In today's evolving workplace, adaptable professionals can manage change more effectively, collaborate with diverse teams, and respond to unexpected challenges with greater ease.

If your organisation wants to strengthen interpersonal and emotional skills across teams and leadership, Corpoladder'sEmotional Intelligence for Leaderscourse is a highly effective next step. This five-day programme helps professionals build self-awareness, manage emotional responses, and lead with empathy under pressure.

Through expert-led sessions and real-world exercises, participants learn to handle feedback, manage conflict, and improve collaboration. The course equips leaders to develop emotional resilience, make informed decisions, and foster stronger professional relationships.

How to Improve Your Interpersonal Skills

Improving your interpersonal skills doesn't mean you have to change who you are. You must become more aware, intentional, and tuned into the people around you.

To give you a better idea, here are some practical ways to strengthen interpersonal skills across your organisation.

1. Practice Active Listening to Build Trust

Being an active listener doesn't mean that you have to just be present and nod. A good listener genuinely understands the other person's perspectives, which strengthens one-on-one relationships and contributes meaningfully in group settings.

How to apply it in the workplace:

Focus fully on the speaker without interruption:This means setting aside distractions, such as closing your laptop or muting notifications, so you can give your full attention. Even a minor interruption can feel dismissive or impatient.
Reflect and rephrase to show understanding:Summarising what the other person said, like "So you're saying," shows that you're truly listening and helps confirm mutual understanding before moving forward.

When people feel genuinely heard, walls come down. That's when real connection and trust begin to grow.

2. Strengthen Verbal and Non-Verbal Communication

Every word has two meanings, and professionals are often judged by what they say and how they say it. That's why your tone and choice of words should align with your intent.

Practical techniques you can follow:

Speak with clarity and confidence:Keep your explanations sharp, short, and to the point. For example, when explaining a project update in a team meeting, focus on the outcomes rather than unnecessary background information.
Maintain open body language and eye contact:Nonverbal cues, such as posture, gestures, and facial expressions, reinforce your message. For instance, maintaining steady eye contact during a brainstorming session shows engagement and respect for others' input.
Communicate differently for different contexts:Communication isn’t one-size-fits-all. How you present during a team sync will differ from how you brief a cross-functional group. Adjust your tone to be clear, respectful, and aligned with the situation.

To strengthen communication skills for high-stakes meetings, presentations, and written exchanges, Corpoladder'sCommunication and Presentation Skillscourse provides a structured, results-driven approach. This 35-hour programme helps professionals improve verbal delivery, refine writing, and communicate clearly across teams and stakeholders.

With real-time feedback, interactive role-plays, and practical exercises, participants learn to present with confidence, write with clarity, and engage effectively in both individual and group settings. This hands-on course is built for professionals who need to communicate with intent and influence across levels.

3. Develop Empathy and Emotional Intelligence

When you pick up on emotions like frustration, stress, or excitement, you’re more likely to respond in a way that helps rather than harms. When someone feels emotionally understood, not just logically heard, it builds trust and strengthens the relationship.

Why it matters in organisations:

Understanding others' perspective and emotions:Rather than asking why someone is feeling that way and dismissing it, try to understand his/her situation. Everyone has a different approach to tackling their emotional situation.
Responding with consideration rather than judgment:Instead of reacting impulsively or jumping to conclusions, respond calmly. This shows maturity and respect for the other person's point of view.
Supporting collaboration and conflict resolution:Teams with high emotional intelligence will likely navigate more smoothly and recover faster from setbacks.

Recognising and valuing emotions creates a foundation where people feel truly seen, making collaboration more genuine and challenging to overcome.

Also Read:Why Emotional Intelligence is Key in Leadership

4. Approach Conflict with Objectivity

Avoiding conflicts might feel easier in the moment, but facing them with clarity and objectivity will lead to stronger outcomes. Addressing the issue directly without emotions clouding your decisions will create a space for honest dialogue, faster solutions, and healthier team dynamics.

Workplace examples include:

Staying calm and objective during disagreements:Use phrases like "Here's what I noticed" or "Let's look at what's working and what's not." This will help keep the discussion neutral and focused.
Using shared goals as a bridge:During conflict, remind the team of the bigger picture, like the project's success, client satisfaction, or team harmony. Re-aligning objectives helps redirect energy toward collaboration rather than division.
Encouraging reflection after resolution:Once the conflict is addressed, facilitate a quick retrospective. What worked in the conversation, and what can be improved?

Facing conflict with a calm and open mindset turns challenges into opportunities for growth and stronger teamwork.

5. Actively Seek and Apply Feedback

Seeking feedback doesn't mean you've failed; it means you care enough to improve. When feedback becomes a part of your rhythm, not just an annual event, it transforms how others see you and how you see yourself.

To integrate feedback effectively:

Invite constructive input from peers and managers:Don't wait for formal reviews, ask for feedback regularly, especially after key meetings or presentations. It shows initiative and humility.
Reflect on behavioural patterns and communication style:Respond to repeated feedback themes. For example, do you interrupt in meetings or come across as too passive? Spotting patterns is key to meaningful change.
Take action to improve interpersonal effectiveness:Acknowledging feedback isn't enough; making visible efforts to correct it matters. It builds trust and accountability.

Embracing feedback as a regular practice opens the door to continuous growth and deeper trust within your team.

Also Read:Building a High-Performance Culture: Corpoladder's Blueprint for Success

6. Engage in Team-Based Activities and Collaboration

You can't develop people skills in a vacuum. Daily teamwork, like solving problems, brainstorming ideas, and handling tension, shapes how you connect with others. And when you start stepping into team-based projects with curiosity instead of caution, you build more than outcomes.

Here are some suggested approaches:

Join projects that push you out of your usual circle:Collaborating with teams outside your function gives a front-row seat to different ways of thinking and helps you break out of siloed habits.
Use differences as a strength:Not everyone works, speaks, or processes ideas the same way, and that's the point. Embracing that diversity makes problem-solving faster and decisions more balanced.
Let go of the "my part vs. your part" mindset:The most effective teams don't draw lines between roles; they solve problems together. When you take ownership of your outcomes, not just tasks, collaboration becomes real and not just polite.

Getting involved in team activities isn't just about completing tasks; it's about growing your ability to connect, adapt, and succeed through diverse perspectives and shared ownership. This mindset transforms teamwork from a routine into a genuine, powerful collaboration.

Improving interpersonal skills is one part of the equation; knowing how to assess them within your team is just as important. Let’s explore how to identify these skills in action, with real-world examples.

How to Assess Interpersonal Skills Within Your Team (with Examples)

Interpersonal skills aren't always easy to measure, but they're often the difference between a high-functioning team and one constantly struggling. The key lies in observing the right behaviours at the right moments.

It’s less about who speaks the loudest in meetings and more about who listens actively, collaborates effectively, resolves conflicts, and helps others succeed. Here’s how to assess these skills with intention and clarity.

1. Conduct Behavioural Observations During Team Activities

Watch how team members engage during meetings, group projects, or brainstorming sessions.

What to look for: Do they actively listen? Are they respectful when offering differing opinions?
Example: During a cross-departmental project, observe if individuals take turns speaking or interrupt others frequently.

Observing team interactions reveals how individuals communicate and how they respect and respond to others' ideas and perspectives.

2. Implement 360-Degree Feedback

Gather structured feedback from peers, managers, and direct reports to evaluate communication, empathy, and collaboration.

What to ask: "Does this person respond well to feedback?" "Do they help resolve team conflicts or escalate them?"
Example: Use pulse surveys or feedback forms after team projects to rate trust-building and active listening.

Collecting feedback from all directions provides a well-rounded view of how someone interacts within the team.

3. Use Role-Playing or Simulations in Training

Set up controlled scenarios where employees handle conflict, deliver feedback, or navigate team decision-making.

What to observe: How do they manage tension? Do they adapt their communication to the context?
Example: A simulation where two team members must resolve a client complaint, note who shows empathy, clear communication, and problem-solving.

Role-playing exercises reveal how team members apply people skills in real-time, showing their ability to stay composed, listen actively, and communicate effectively under pressure.

4. Monitor Team Communication Channels

Evaluate tone and clarity in written communication, such as emails, Slack messages, or project tools.

What to analyse: Is the language inclusive and respectful? Do they clarify tasks or create confusion?
Example: Review a week's worth of team collaboration on a shared project management tool to assess how tasks were assigned and feedback was given.

Keeping an eye on how teams communicate in writing reveals whether messages are clear and respectful or if they lead to misunderstandings.

5. Administer Interpersonal Skills Assessments

Leverage structured tools and self-assessments to identify gaps and track growth over time.

Tools to consider: MBTI, DISC, or customised communication style assessments
Example: Post-training, ask employees to complete an interpersonal skills quiz and compare results quarterly.

Using structured assessments helps pinpoint strengths and areas to develop in how people interact.

6. Evaluate Team Conflict Resolution Outcomes

Look at how recent team conflicts were resolved. Was there a breakdown or a healthy discussion?

What to assess: Was there mutual respect, and were all voices heard?
Example: After a disagreement in a sprint planning meeting, conduct a debrief to evaluate how each member handled the situation.

Observing how conflicts conclude offers clear insight into team dynamics and respect levels.

7. Conduct One-on-Ones Focused on Self-Reflection

Use individual check-ins to encourage employees to reflect on their interpersonal performance.

Questions to ask: "How do you think your communication style affects the team?" "What's one interpersonal challenge you've faced recently?"
Example: Encourage goal-setting, such as "I want to be more assertive in team discussions," and revisit it in future check-ins.

One-on-one sessions create a safe space for honest self-reflection and personal growth. Encouraging employees to set and revisit interpersonal goals helps turn awareness into real change.

8. Track Progress with Team-Based Metrics
Measure shifts in team dynamics using engagement scores, collaboration efficiency, or customer satisfaction tied to team output.

What to measure: Improved project delivery timelines, reduced internal conflicts, or higher peer feedback scores.
Example: After implementing a communication workshop, compare project cycle times or customer service feedback before and after.

Tracking team-focused metrics reveals how improved interpersonal skills impact real results. Collaboration boosts efficiency and satisfaction and shows growth beyond individual efforts.

How Organisations Can Boost Interpersonal Development

Developing skills such as communication, leadership, and collaboration is key to building strong, high-performing teams, but these are just one part of a much larger picture. Organisations need training that supports both people development and changing business needs.

Corpoladderoffers a wide range of training programmes across three key areas: Artificial Intelligence, ESG (Environmental, Social, and Governance), and Leadership Development. Our courses are designed to suit different industries, roles, and experience levels, making it easier to scale training across the organisation.

Why organisations choose Corpoladder:

Expert-led instruction: Delivered by experienced trainers with strong industry and corporate training backgrounds
Business-relevant learning: Programmes include real-world scenarios, hands-on activities, and feedback-driven sessions
Customised training solutions: Tailored to address your organisation’s specific challenges and strategic priorities
Flexible delivery formats: In-person workshops, live virtual sessions, and self-paced e-learning to scale training across teams and locations
Integrated approach: Cross-functional training that supports broader business transformation across AI, ESG, and leadership domains

Corpoladder partners with organisations to build capable, forward-thinking teams equipped to lead, adapt, and succeed in a rapidly changing world.

Conclusion

Strong interpersonal skills are essential to building a cohesive, resilient, and high-performing organisation. From clear communication and active listening to conflict resolution and collaboration, these capabilities shape how individuals work together and solve problems every day.

While not everyone enters the workplace with these skills fully developed, they can be strengthened through consistent training, feedback, and support. When organisations invest in interpersonal development, they build more connected teams and a culture equipped to handle change, pressure, and growth.Corpoladdersupports that journey.

Our expert-led programmes are designed to strengthen the communication, collaboration, and relationship-building skills that teams rely on to succeed. With flexible formats, practical exercises, and industry-relevant scenarios, we make it easy for organisations to develop people skills that deliver long-term impact.