Take Advantage of Transversal Skills to Optimize Task Management

It is possible to optimize work management by taking advantage of transversal skills. You may also hear this referred to as transversal management, matrix management, or management by process. This approach consists of bringing together different expertise profiles to achieve a common objective, regardless of hierarchical links and conventional organizational charts. So how can you take advantage of it in your organization?

In this article, we'll discuss the definition of transversal skills, the qualities of a transversal team manager, and the advantages and disadvantages of this working method.

What are transversal skills?

According to WDM-Consultants’ final report on Defining Essential Digital Skills in the Canadian Workplace (PDF document), transversal skills, also called transferable or general skills, are the “desirable broadly transferable, non-technical skills, which when combined with specific occupational/technical skills, contribute to the optimization of human performance at work.”

These essential skills are general skills (also known as soft skills) and are human and relational qualities linked to an individual's interpersonal skills.

Transferable skills apply to different types of positions and roles. They are all the more essential in a rapidly and ever-changing business environment.

Surveys conducted by Indeed confirm that employers are increasingly valuing general skills in their employees. In fact, individuals who master these skills are equipped to occupy different positions and move more freely within companies according to growth and needs. These people are not limited to a linear career path. They can adapt more easily to role changes. They have a so-called “agile” profile.

The top 12 transferable skills

Soft skills are broad and encompass qualities such as leadership, time management, work ethic, attitude, learning abilities, and critical thinking.

The Human Resources Systems Group (HRSG) has compiled a list of transferable skills that professionals are expected to master to adapt to a set of complex situations, such as those encountered in the transversal working style. These include:

1. Adaptability
2. Agility
3. Facilitation
4. Business perspective
5. Visioning and alignment
6. Influence
7. Project management
8. Analytical thinking
9. Collaborating with others
10. Emotional intelligence
11. Digital literacy
12. Continuous learning

Some of these qualities are often acquired over the course of a professional career, but as you can see, there are also personal qualities.

The advantages of organizing work based on transversal skills

Here are the main advantages of structuring your projects using the transversal approach.

Overcoming organizational silos and fostering innovation

The expertise and knowledge of each employee is frequently confined in organizational silos, which makes it difficult for other departments to access them. By bringing together a transversal team, you build bridges and can benefit from collective intelligence, the diversity of skills, and your staff's expertise. This method paves the way for knowledge-sharing, innovation, creative thinking, and ultimately, better performance.

Promoting collaboration and a sense of cooperation

The transversal approach promotes collaboration and a strong team spirit. It can drive the transformation of a company's culture and identity by creating a mindset geared toward a common vision and a cooperative way of functioning, independent of hierarchical and operational structures.

Making more informed decisions to solve complex problems

A multi-disciplinary team focused on a clearly defined mission can use its many talents to better understand certain complex issues and find novel solutions. It can often base its decisions on a more informed and complete analysis of the situation, rather than being confined to a limited view of the issue, as is often the case within a department.

Customer prioritization

Transversal management is based on a shared vision and common objectives. Client satisfaction and needs are usually the focus and are less likely to be obscured by issues of industry procedure or chain of command.

The disadvantages of transversal management

Despite its many advantages, transversal management has some disadvantages, which must be taken into account. You can counter these disadvantages by doing what is required to fully support your teams.

Power issues and a divided hierarchy

Members of a transversal team are subject to a split authority. They must always report to their official supervisor, but also to the team leader chosen for the project. They must therefore adapt to the demands of both parties, which may be contradictory and give rise to conflicts. Transversal managers may end up bearing the brunt of a conflict or abuse of power, though this could be avoided or placated if they obtain the unwavering and unconditional support of management. This last point is crucial for unleashing innovation and promoting team success.

Acquisition of resources and means

One of the main problems with the transversal approach is that it can be difficult to obtain the resources and means needed to implement initiatives. In most cases, the departments involved grant the budgets. However, transversal teams rarely have access to a budget of their own that they can spend as they wish, which would facilitate their approach.

The main assets of a transversal team manager

A transversal team manager must be chosen carefully and possess certain important qualities, such as the following:

Leadership

This mode of management calls for proven leadership qualities. Transversal team managers cannot rely on their hierarchical status to make themselves heard and respected. They must instead rally their coworkers by knowing how to inspire confidence, setting an example to follow, and demonstrating their credibility.

Vision

To carry out their assignments, transversal managers will need to identify the context and constraints of the project, in addition to adopting a strong vision. This will guide the team's efforts, and it is important in understanding the driving forces and expectations of the project. Transversal leaders know how to prepare an appropriate strategy. Ideally, they will have strong internal support in order to easily access the required information.

Communication

Transversal work relies on excellent communication within the team and with other stakeholders. Interpersonal skills and the ability to express oneself clearly mean that difficulties can be ironed out, teams are motivated, feedback is passed on from team members, and potential conflicts are avoided.

Negotiation

Transversal managers have no hierarchical authority. They must have negotiation skills to deal with the various departments implicated in the project or that holds the information needed for the project to run smoothly.

Developing transversal skills within the company

Canada is facing significant challenges with labour shortages and labour market volatility. According to a staff skills employer survey conducted by Statistics Canada in 2021, more than half of businesses (56.1%) said their employees do not have all the skills needed to do their jobs to the required level. Further more than two-fifths (44.5%) of businesses had difficulties finding candidates with the skills needed to do the job at the required level.

General skills will then become key assets for integrating a workforce lacking technical skills. As a result, a growing number of organizations are investing in training and developing their workforce. To optimize performance and minimize turnover, forward-looking companies are setting up programs to develop core organizational skills and competencies.

A transversal management style allows you to pool together a vast range of skills and knowledge from different company sectors to achieve a common goal. When implemented effectively, this increasingly popular approach optimizes performance and fosters innovation.