peripheral-skills 
Alan Weiss
NOVEMBER 11, 2019
People seem to wonder what I mean by “peripheral skills,” which are skills not immediately critical to your profession but do tend to set you apart. What peripheral skills do you have or need to be better with your clients? A brief example, which I’m sure you’ve all experienced.
Johanna Rothman
MARCH 14, 2024
Staff jobs only offer intangible and peripheral value, as I briefly discussed in Unemployed Agilists: How to Show Your Value to Support What Managers Want, Part 1. What kinds of technical skills did you have? Those are functional skills. Now, assess your technical skills to prepare for a line job.
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Tom Spencer
NOVEMBER 14, 2020
Before we discuss, let’s define some basic attributes that consulting firms look for: Strong analytical skill-set. We worked with a local start-up that sold vending machines stocked with electronics and electronic peripherals. Creative thinking. Ability to work with teams. Ability to deal with ambiguity. Leadership potential.
Harvard Business
MAY 10, 2017
It’s important to note that anyone in any role can be a core employee — someone who possesses valuable and unique knowledge, skills, and abilities. However, even core employees may hold a peripheral position in an organization. Conversely, not all employees who are in lynchpin positions become core employees.
Harvard Business
AUGUST 18, 2017
The importance of peripheral vision. But senior executives who prosper say it’s critical to have excellent “peripheral vision” so they can pick up on things that fall beyond their expected line of sight. And once they carve out the time for it, they find it immensely gratifying. ”
LSA Global
JUNE 13, 2017
Focus on selling rather than peripheral activities. The most efficient and effective sellers know how to off-load tasks that do not capitalize on their core skills. To learn more about improving your solution selling skills, please download The 6 Top Reasons Sales Training Initiatives Fail.
Harvard Business
NOVEMBER 23, 2018
Our findings , combined with our other research on identity and resilience , suggest that female engineers experience stress from subtle and not so subtle cues that their skills and their work are not valued within the profession. This stress increases feelings of not fitting in and made women more likely to think about leaving.
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