Michelle Gibbings, a leadership expert, shares her perspective on why people skills remain a powerful competitive advantage in an increasingly technology-driven workplace. This article was originally published by Vietnam.vn.
In the age of AI, the ability to communicate, empathize, and influence is key to career advancement.
The development of artificial intelligence is forcing many working professionals into an unprecedented race. Every day, a new tool emerges that can write reports, analyze data, plan, or assist in content creation. This has led many experienced professionals to wonder: if AI continues to excel at professional tasks, what will be the value that makes humans irreplaceable?
According to the World Economic Forum’s Future of Jobs Report 2025, in addition to analytical thinking and technological capabilities, employers also value skills such as leadership, influence, empathy, active listening, and collaboration. This shows that interpersonal skills are becoming a sustainable competitive advantage in the age of AI.
People skills are always a competitive advantage.
This also explains a familiar reality in the workplace. There are people with strong expertise who, for years, have never been given the opportunity to lead a project. Meanwhile, some colleagues who aren’t necessarily more technically skilled are entrusted with important tasks because they know how to connect with the team, inspire others, and handle relationships skillfully.
Psychologist Susan David suggests that by learning to name emotions, observing them mindfully, and choosing actions that align with core values, people become more emotionally resilient.
However, the paradox is that the busier we are, the less time we spend truly understanding the other person. A brief email can be misinterpreted as cold. An online meeting can easily lead to missed emotional signals. An insensitive response can sometimes destroy years of built-up connections.
That’s also why books on communication and understanding people remain valuable, despite technological changes.
Dale Carnegie’s *How to Win Friends and Influence People* is more than just a book on the art of interpersonal skills. Nearly a century later, it still reminds us that influence begins with respecting others, listening attentively, and seeing things from their perspective. These seemingly simple principles remain the foundation of all relationships at work, from collaborating with colleagues to building trust with clients.
Dale Carnegie’s book, *How to Win Friends and Influence People *.
While *How to Win Friends and Influence People * helps readers build connections, David Brooks’ *How to Understand a Person * delves deeper into the question: how can we truly see the people behind their roles and titles?
Brooks argues that a society lacking empathy is prone to loneliness and division. The same is true in the workplace, where many conflicts stem not from differences in expertise but from the fact that everyone wants to be heard but rarely knows how to listen to others.
From another perspective, Michelle Gibbings’ *Bad Boss* is a practical book on how to identify and respond to toxic managers in the workplace.
The author analyzes common types of bad bosses, the reasons behind their behavior, and offers specific strategies for employees to protect themselves: clear communication, setting boundaries, acknowledging work, staying calm, and knowing when to seek other opportunities. As a result, readers can be more proactive in handling conflicts and protecting their careers.
The book “Bad Boss” by Michelle Gibbings.
These three books don’t offer instant “secrets to success.” Their common thread is the emphasis on one crucial skill: the ability to work with people.
Technology will continue to change. AI will become increasingly intelligent. But trust, empathy, the ability to inspire, or the art of connection remain things that cannot be created with just a line of code.