From changes in job roles and the integration of artificial intelligence to new managerial expectations and the prevention of psychosocial risks, training priorities are evolving rapidly.
For Training Managers, the challenge is therefore not just to meet immediate needs. Above all, it is essential to anticipate the skills teams will need in a few months’ time.
After all, organising a training programme involves identifying the need, making internal decisions, designing the programme, planning the sessions and engaging participants.
So, which soft skills training courses should you include in your skills development plan today?
📌 Key takeaways
- Planning ahead for soft skills training enables organisations to better align skills with future changes and avoid having to react in a rush.
- Management, AI, psychosocial risks, sales and inclusion are now among the key priorities to be incorporated into skills development plans.
- Choosing the right training depends on the organisation’s actual challenges, the staff groups involved and the changes expected over the next 6 to 12 months.
Plan your soft skills training now
Soft skills have become essential for supporting organisational transformation.
Management, communication, artificial intelligence, risk prevention, inclusion and sales performance: behind each of these areas lie human skills that need to be developed and nurtured over the long term.
Planning training initiatives in advance enables you, in particular, to:
- focus on the organisation’s real challenges rather than reacting to urgent needs;
- design coherent learning pathways tailored to the relevant groups;
- select the most appropriate teaching methods;
- ensure that employees’ and managers’ diaries are free;
- provide greater visibility for the skills development plan;
- engage participants more effectively even before the training begins.
To help you navigate the wide range of possible topics, here is our current selection of soft skills training courses, organised into three categories: the essentials, the bestsellers and the latest additions.
The must-sees
the skills we must no longer overlook
Jumping on the artificial intelligence bandwagon
Artificial intelligence is gradually becoming established in the workplace.
But amidst the enthusiasm, concerns, proliferation of tools and questions about best practice, staff need guidance.
This training course takes a practical and accessible approach to AI, helping participants to understand how it works, identify relevant applications and develop a more informed approach to using it in their day-to-day work.
Consider this if: your organisation is starting to integrate AI, wishes to standardise knowledge levels, or wants to support its staff as they adapt their working practices.
Understanding and recognising psychological risks in the workplace
Workload, pressure, constant connectivity, a loss of purpose, stressful situations…
The prevention of psychosocial risks can no longer rely solely on a handful of HR representatives. Managers and staff must also be able to identify warning signs and adopt the right responses.
This training course helps participants to better understand psychosocial risks, recognise high-risk situations and know how to respond within their area of responsibility.
Consider this if: you wish to strengthen your prevention strategy and provide teams with practical guidance on how to handle sensitive situations.
The fundamentals of management
Taking on a managerial role does not automatically mean you know how to manage.
Setting a framework, delegating, giving feedback, supporting staff, handling difficult situations and fostering autonomy: the role requires specific skills.
The fundamentals of management therefore remain an essential foundation, particularly for ensuring a smooth transition into new roles and standardising practices across the organisation.
Consider this if: you are supporting first-time managers, wish to refresh certain practices, or want to build a shared management culture.
Bestsellers
the issues that are of concern to businesses
Manager of human and AI agent teams
The advent of AI agents is once again changing the role of the manager.
It is no longer simply a matter of managing staff, but increasingly of steering a work organisation in which humans and artificial intelligence systems collaborate.
What should be delegated to AI? What should remain the responsibility of human staff? How can the quality of an outcome be monitored? How can excessive reliance on the tool be avoided? How can managers’ accountability be maintained?
These are all new questions for which companies must begin to prepare their managers.
To consider if: AI tools or agents are already in use within your organisation, or if their roll-out is planned for the coming months.
Sales techniques
Tools are evolving. So are customer journeys. But a successful sale still hinges on the ability to understand the person you’re dealing with, ask the right questions, present your case effectively and build a relationship of trust.
Developing sales techniques helps to strengthen the fundamentals of sales whilst adapting them to the changing behaviours of customers and prospects.
Consider this if: you wish to professionalise a sales team, standardise practices or support a change in your sales strategy.
Raising awareness of diversity and inclusion
Creating an inclusive working environment starts with understanding.
Stereotypes, biases, everyday behaviours, managerial decisions: there are many factors that can influence workplace relationships without being immediately apparent.
Raising awareness amongst teams helps to establish a common language and gradually bring about changes in practice.
Consider this if: diversity and inclusion are among your HR priorities, or if you wish to provide your managers and staff with practical guidance.
What's new
Anticipating the new realities of work
Augmented manager
AI does not make managers obsolete. It transforms their role.
The manager of the future will need to know how to use technology whilst reinforcing what it cannot replace: judgement, leadership, interpersonal skills, critical thinking, emotional intelligence and the ability to provide meaning.
The Augmented Manager programme supports this evolution, helping managers to intelligently combine human skills with new technological applications.
Consider this if: you are thinking about how your management style is evolving in the face of artificial intelligence.
Managing a team in a high-pressure environment
Tight deadlines, successive changes, demanding targets, unforeseen circumstances…
Pressure is a feature of many professional environments. The risk arises when it spreads to the whole team and causes lasting damage to relationships, cooperation or performance.
This training enables managers to better understand their own reactions and to develop an appropriate approach when the situation becomes tense.
Consider this if: your managers work in demanding environments, experience significant peaks in workload or are required to lead change initiatives.
Preventing harassment and sexist behaviour
Prevention starts with knowing how to recognise the signs.
Certain situations may be downplayed, misinterpreted or detected too late due to a lack of sufficient knowledge.
Training staff and managers helps to clarify concepts, recognise problematic behaviour and know how to respond appropriately when a situation arises.
Consider this if: you wish to strengthen your prevention measures and establish common guidelines within the organisation.
How do you choose a training course that meets your business’s needs? ✨
Before choosing a training programme, asking yourself a few questions can help you better identify your priorities:
- What changes will affect your teams over the coming months?
- What challenges are you currently facing on the ground?
- Which skills do you need to develop as a priority?
- Which groups need support?
We don’t start with a fixed programme. Following a discussion, we work with you to identify your challenges and design a 100 per cent bespoke training programme, tailored to your roles, your teams and your objectives.
The right programme isn’t one that already exists: it’s the one that precisely meets your needs.
