Power Skills: The Key to Business Success

Hard Skills vs. Power Skills

We all know that technical skills, or hard skills, are essential, but they evolve at an unprecedented pace and quickly become obsolete. To thrive in any professional environment, it is crucial to develop a broad range of power skills. Power skills, you ask? What lies behind these superpowers, and how does La Tête Chercheuse assess them? Nicolas Liénart, senior director of talent management at La Tête Chercheuse, answers these questions.

The Origin of the Term “Power Skills”

The term power skills was introduced by Udemy Business in its 2022 Workplace Learning Trends Report to redefine what were previously known as soft skills—behavioral and social competencies—elevating them to the status of essential skills for success at every level of an organization.

Are Power Skills Really That Important?

“In the 1980s, a technical skill remained relevant for 30 years. Today, it lasts between 12 and 18 months, or just three years if it’s directly linked to digital technology,” explains Nicolas Liénart. “In such a volatile socio-economic landscape, organizations that focus on their teams’ power skills will be the ones that adapt, anticipate the future, and align talent motivation with tomorrow’s operational needs.”

Ignoring your employees’ superpowers is no longer an option! But how does La Tête Chercheuse evaluate power skills in candidates?

“Our methodology is built around the unique strengths of each candidate. During our interviews, we spend a lot of time analyzing key behaviors that demonstrate the real-world application of these power skills. Our goal is to create the perfect fit between the candidate, the organization, the role, the manager, and the team. This method has been proven for 25 years at La Tête Chercheuse and remains highly relevant today,” adds Liénart.

How Does La Tête Chercheuse Validate These Superpowers?

“Our unique tool, Le Dépisteur, is based on a rigorous evaluation grid that reveals what’s behind the CV. Through a structured, one-hour interview using cross-referenced questions covering both personal and professional aspects, we validate responses with confidence, ensuring a precise assessment of each candidate’s superpowers essential for business success.”

The 10 Essential Super Skills for 2025

1 – Digital literacy

The ability to use devices, software, and applications confidently and securely is crucial in today’s digital world.

2 – Data proficiency

Data is now one of the most valuable business assets, making data-driven decision-making a key skill.

3 – Critical thinking

In an era of fake news, social media, and rapid information sharing, the ability to analyze issues objectively using scientific evidence, rather than personal opinions or biases, is a top priority for employers.

4 – Emotional intelligence

First introduced by psychologists Peter Salovey and John D. Mayer in 1990, emotional intelligence focuses on understanding and managing emotions to better adapt to various environments.

5 – Creativity

With ChatGPT and automation revolutionizing industries, creative problem-solving will be in high demand. Thinking outside the box and implementing innovative ideas will drive business growth.

6 – Collaboration

The nature of teamwork has evolved since the pandemic, but collaboration remains essential to organizational success.

7 – Adaptability

Constant technological advancements, automation, accelerated work rhythms, and business disruptions require professionals to be highly adaptable.

8 – Leadership skills

Good leadership is about bringing out the best in others and helping them thrive—not just for managers, but for everyone in the workplace.

9 – Time management

Effectively managing time is crucial for maintaining productivity and work quality, whether working remotely or in-office.

10 – Curiosity and lifelong learning

Adaptability stems from curiosity and continuous learning, both of which help professionals stay relevant and prepare for ongoing industry changes.

By mastering these power skills, professionals can future-proof their careers, while organizations can build resilient and high-performing teams.