What is *The Hard Truth About Soft Skills* by Peggy Klaus about?

*The Hard Truth About Soft Skills* reveals why interpersonal abilities like communication, political savvy, and emotional intelligence are critical for career success, despite being undervalued. Peggy Klaus combines humorous anecdotes with 54 actionable lessons across eight career areas—from managing workloads to handling criticism—showing how soft skills complement technical expertise. The book emphasizes real-world applications, like mastering office politics and building authentic professional relationships.

Who should read *The Hard Truth About Soft Skills*?

Professionals at all levels—especially technical experts, early-career employees, and managers—will benefit. It’s ideal for those struggling with workplace dynamics, self-promotion, or career stagnation. Klaus specifically targets individuals who excel in hard skills but need help navigating communication, leadership, or work-life balance challenges.

Is *The Hard Truth About Soft Skills* worth reading?

Yes—the book provides timeless, practical advice for thriving in modern workplaces. Readers praise its actionable frameworks, relatable examples (e.g., managing up, avoiding overcommitment), and Klaus’s engaging style. A 2017 INCOSE review noted its value for engineers seeking to improve leadership abilities.

What are the key soft skills covered in the book?

Klaus identifies four pillars: - **Career management**: Aligning with organizational goals and managing perceptions. - **Communication**: Active listening, concise messaging, and email etiquette. - **Self-promotion**: Showcasing achievements without arrogance. - **Political savvy**: Navigating office dynamics and building strategic alliances.

How does *The Hard Truth About Soft Skills* differ from Klaus’s book *BRAG!*?

While *BRAG!* focuses on self-promotion techniques like crafting “brag bites,” this book offers a broader curriculum for workplace success. It combines career strategy, conflict resolution, and ethical decision-making, making it a comprehensive guide compared to *BRAG!*’s specialized emphasis on personal branding.

What critiques exist about *The Hard Truth About Soft Skills*?

Some reviewers argue the advice leans basic for seasoned leaders, though others counter that its simplicity makes concepts accessible. A 2017 critique noted engineers might find the political strategies uncomfortable initially but benefit long-term.

How does Peggy Klaus suggest handling workplace criticism?

Klaus advocates a three-step approach: 1. **Pause**: Avoid defensive reactions. 2. **Analyze**: Separate valid feedback from noise. 3. **Respond**: Address constructive points while diplomatically deflecting unproductive comments. She emphasizes using criticism to refine soft skills rather than derail confidence.

What role does storytelling play in developing soft skills?

Klaus teaches professionals to use concise, compelling stories to illustrate achievements (e.g., “bragologues”) and build rapport. This technique helps simplify complex ideas during presentations and makes self-promotion feel authentic.

The Hard Truth About Soft Skills

Peggy Klaus

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Overview of The Hard Truth About Soft Skills

In "The Hard Truth About Soft Skills," Fortune 500 coach Peggy Klaus reveals why technical expertise alone won't advance your career. What invisible factors sabotage 85% of workplace success? Discover the unspoken rules smart professionals use to navigate office politics and outshine technically superior colleagues.

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Chapter 1

The Soft Skills Revolution: Why Your Career Depends on Them

Have you ever wondered why some people with average technical skills rise to the top while brilliant experts remain stuck in the middle? The answer lies in a surprising truth: 75% of long-term job success depends not on technical expertise but on people skills. In "The Hard Truth About Soft Skills," Peggy Klaus shatters the myth that soft skills are merely "nice to have" extras. Drawing from decades of coaching executives and professionals, Klaus reveals that these non-technical abilities-from self-awareness to communication to office politics-form the true foundation of career advancement. Despite their critical importance, most educational institutions and corporations fail to teach these skills systematically. While technical skills might get you hired, soft skills determine how far you'll go. This book has become required reading at top business schools and Fortune 500 companies precisely because it addresses the skills gap that derails even the most promising careers.

Chapter 2

Taking Control: The CEO of Your Career

Nobody will ever care about your career as much as you do. This fundamental truth means you must take responsibility for managing your own professional path rather than leaving it to chance or others. Even when employed by someone else, think like the CEO of your own company-a company of one. This mindset is essential because job security has vanished, managers are increasingly overloaded, and careers that "just happen" typically lead to disappointment. Taking control begins with self-knowledge. Despite motivational speakers claiming "follow your passion" will lead to success, passion alone doesn't guarantee you'll have the talent or aptitude to succeed. People who skip self-inventory often end up in unsuitable roles. Each person has special gifts better suited to certain careers than others. To thrive professionally, understand your likes and dislikes, talents and interests, and how your strengths and weaknesses might impact career choices. The concept of work-life balance is actually a myth-there are only trade-offs. Some days you're a better manager than parent, other days a better spouse than boss. If you keep adding to your plate, something will inevitably slide off. Regularly check in with yourself about how your trade-offs are affecting you. When dissatisfied, conduct a "trade-off assessment" to better align your work and personal life. Don't assume policies are rigid-negotiate for what you need. Taking risks is essential for career growth, though your personal risk tolerance matters. Assess your comfort level by evaluating pros and cons, listening to your gut, developing transition strategies, lining up necessary resources, and preparing alternatives. Like Clarissa, who wanted to be an entrepreneur but kept her job while starting her business on the side until it was successful enough to make the leap. Remember that sometimes the biggest obstacle to your success is yourself. Like a fourth-grader who didn't run for student council because he assumed they wouldn't pick someone his age, we often create barriers through our own assumptions. When you feel stuck, examine whether you're the one standing in your own way.

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Chapter 3

Mastering Job Performance: Beyond Technical Skills

When it comes to actually performing your job, you need to shift focus from yourself to others-your boss, coworkers, clients, and the organization at large. Having a service orientation toward others is a crucial soft skill. If you fail to make this shift, you'll develop unrealistic expectations and irritate colleagues. Taking initiative is essential for career advancement. Many employees mistakenly believe their bosses have all the answers or that someone else must have already thought of their ideas. Despite common fears about looking foolish or threatening superiors, taking initiative gets you noticed and remembered, even if your specific idea isn't implemented. Your boss wants you to figure things out, not constantly seek direction. Attention to detail can be either a blessing or a curse. Being underfocused leads to problems, as the author learned when fog prevented comics from landing before a live show taping. However, perfectionism can be equally problematic, as with Jared who micromanaged his staff by obsessing over details. The key is knowing when to "stick and shift"-when to focus on details and when to move on. Learning when and how to say no is crucial for managing your workload. Rather than flatly refusing additional work, ask for help prioritizing: "I would love to, but if I take this on, which of my other projects should I postpone?" Declining gracefully earns more respect than overcommitting and underdelivering. Procrastination isn't always laziness-it can signal important issues. For Florence, a business writer, it indicated she needed thinking time before writing. Procrastination might mean you lack necessary resources to complete the task, need better time-management skills, or have lost enthusiasm for your work. Workplace complainers become intolerable to colleagues. When Suzanne constantly complained about a bank merger, her boss considered firing rather than promoting her. After intervention, she made a list of acquisition benefits, stopped whining, and engaged with new colleagues. She eventually earned a spot on the CEO's transition committee and received her promotion. While expressing disappointment is natural, do it gracefully and move on quickly. Common sense-a reasonable understanding that translates into sensible action-is surprisingly rare in workplaces. Taking a larger view of your role and its importance helps develop common sense thinking. Often, it means explicitly stating what seems obvious to ensure shared understanding.

Chapter 4

Communication: The Foundation of Professional Success

Everything communicates-from listening skills to question-asking, from presentation style to manners. With today's short attention spans and rapid workplace transitions, we lack the benefit of established relationships in our interactions. Despite high-tech communication methods, mastering basic communication soft skills remains essential for career success. Most people interrupt others after mere seconds, treating listening as passive waiting rather than active engagement. Jon, a sales executive, learned this lesson the hard way when he failed to understand prospective clients' needs during a presentation, focusing instead on his prepared pitch. Effective listening requires creating shared meaning through patience and curiosity. To improve: remain silent until others finish speaking, seek clarification through paraphrasing, be curious rather than defensive, and use verbal and nonverbal cues to show understanding. Adapting your communication style to your audience is critical. Syreeta struggled with her new boss, who would fidget and lose focus during her detailed analyses. After receiving advice to "put the punch line first," she completely restructured her approach, starting with recommendations followed by only the most critical findings. This simple change made her boss receptive and engaged. The key lesson: adapt like a chameleon to your audience's communication preferences. The simplest communication tools remain the most powerful: please, thank you, and I'm sorry. While the first two are easily incorporated into daily interactions, apologizing proves more challenging for many. When Jason accidentally sent an email to publicist Tamika revealing plans to fire her if she didn't deliver "major media," neither he nor his girlfriend Kelly apologized. This destroyed their long-standing relationship with Tamika, who explained, "Like the air in a pinpricked balloon, the trust drained out of our relationship." Even table manners communicate. A private banker declined to recommend a CEO's daughter for a Wall Street position after witnessing her horse-like chewing during their lunch meeting. In another case, a family staged an intervention for their 66-year-old executive father who had spent decades chewing with his mouth open. Poor table manners can severely damage professional image, especially in high-end business settings. While "there are no dumb questions" may be true, how and when you ask matters tremendously. Asking questions shows a willingness to learn, but asking something already covered in distributed materials suggests you're unprepared. The lesson: ask questions thoughtfully, but always ask rather than proceed with uncertainty. The key to effective presentations is tuning into WIFT-FM (What's In It For Them?) by identifying your audience's needs and emotional state. According to research, 55% of your message comes from physical appearance (including gestures and posture), 38% from vocal characteristics, and only 7% from actual content. Even with thorough preparation, presentation anxiety may never completely disappear, but with practice, you can manage it effectively.

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Chapter 5

Handling Criticism: Learning from Feedback

We are constantly being judged in our professional lives-not just during formal evaluations but in every interaction. Learning to manage criticism effectively is essential for career growth, as we often learn more from mistakes than successes. First impressions form within milliseconds of meeting someone, and within seven seconds, people are already making judgments about your likability, trustworthiness, and competence. These assessments continue with every interaction. Even in virtual environments, you're being evaluated through your writing and video presence. Remember that inappropriate behavior-from revealing tattoos to drinking too much at work events-can permanently damage others' perception of you. Career stagnation often results from not knowing how others perceive your performance. Don't assume that no news is good news or that someone will volunteer feedback. Actively solicit input from bosses, colleagues, and direct reports by making it clear you welcome both positive and critical feedback. When receiving criticism, listen without defensiveness, ask questions, and request specific suggestions for improvement. One CFO discovered twenty years too late that her former boss considered her "one of the best young people he had ever supervised"-information that would have spared her considerable anxiety had she simply asked for feedback during their working relationship. Dealing with a hostile supervisor requires careful handling. When confronted with her toxic behavior, Madeline broke down, revealing vulnerability beneath her prickly exterior. To handle a bully boss: first confirm you're truly dealing with bullying (not just demanding management); consider joining forces with colleagues; confront the behavior immediately with factual statements; avoid making excuses for the bully; address issues privately rather than publicly; focus on specific behaviors rather than psychoanalyzing; and practice remaining calm through breathing techniques. Being "too nice" breeds mistrust and undermines effectiveness. While likability matters in business, excessive niceness can be as limiting as negative behavior, particularly when in leadership positions. Deven, a sales director, learned that effective leadership requires firmness and accountability, which sometimes makes people uncomfortable but ultimately earns respect. Sometimes difficult colleagues can become valuable teachers. Miranda's experience with Lauren demonstrates this principle. Despite Lauren's initial rudeness during their first meeting, Miranda controlled her reaction and analyzed the situation. Recognizing Lauren's behavior stemmed from insecurity, Miranda deliberately signaled she had no interest in their social sphere. This simple adjustment transformed their relationship, with Lauren eventually becoming a trusted advisor whose strategic brilliance benefited Miranda professionally. Self-criticism can become self-sabotage when taken too far. Judy, a powerful executive who advised a CEO, allowed her insecurity about lacking a college degree to distort her perceptions of colleagues' intentions. After coaching, Judy learned to recognize that she alone cared about this perceived shortcoming and eventually decided to complete her degree for personal satisfaction rather than external validation.

Chapter 6

Navigating Office Politics: The Hidden Rulebook

Office politics are inevitable in any workplace with two or more people competing for attention, position, and compensation. Rather than denying their existence or trying to stay above the fray, successful professionals learn to navigate the unspoken rules of their organization's culture. Understanding the shadow organization-who holds real power, how decisions are made, and the unwritten customs-is essential for career advancement. This includes knowing which players carry weight, who gets along with whom, and the gaps between policy and practice. Observing these dynamics helps you discover who's really driving the train and how to position yourself for success. A good mentor champions your ideas, introduces you to the right people, and helps you navigate organizational politics. Without mentorship, professionals like Gordon and Wendy get blindsided-missing promotions or facing unexpected opposition. When choosing a mentor, look for someone with stature in the organization, experience in your department, a proven track record of advocacy, and trustworthiness. Many professionals miss valuable opportunities to connect with senior leaders due to fear of appearing like a suck-up. While nobody respects excessive flattery or fawning behavior, building relationships with superiors is simply smart business. Look for authentic ways to engage with executives, such as finding common interests or activities. Gossip is tempting because it makes people feel part of an inner circle, but it's not career-elevating. When coworkers try drawing you into gossip, practice deflection without appearing self-righteous. When someone criticizes another person, respond with: "Have you shared your thoughts with them?", "I don't really know about that", or "Why not talk to them directly?" Going over your boss's head typically leads to political suicide. When Camille complained about her boss to his supervisor, the information wasn't kept confidential, destroying trust and ultimately forcing her to leave the company. Only bypass the chain of command in extreme circumstances involving illegal activity, serious illness/addiction, or unlawful actions. For less-extreme matters, always discuss grievances with your boss first. Office romances have become increasingly common with 43% of workers reporting dating a coworker. While some companies embrace workplace relationships, supervisor-subordinate romances create particular problems including resentment, morale issues, and potential sexual harassment claims. If pursuing a workplace romance, maintain professional decorum, agree on handling conflicts both inside and outside the office, and consider potential complications like promotions or breakups.

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Chapter 7

Self-Promotion: The Art of Strategic Visibility

Self-promotion through branding and bragging is essential for career advancement, despite many people's discomfort with tooting their own horn. Your brand is the image people have of you, while bragging is the tool for delivering your brand message. Many avoid self-promotion due to childhood messages like "Hard work speaks for itself" or "Nice girls don't brag," but this can leave accomplishments unrecognized. Just as cereal brands like Wheaties ("breakfast of champions") and Cheerios (trusted, healthy family food) create emotional responses through branding, the same strategies apply to personal branding. In today's competitive environment, self-branding has become essential for career success. Your brand is a promise of the value you offer and determines how others think about you. Start by identifying your core values, key talents, and communication strengths, then create a powerful statement of ten words or less describing how you want your brand to be perceived. Transform your accomplishments into engaging "bragologues" rather than boring laundry lists of "I" statements. Good bragging converts achievements into conversational, story-like chunks delivered with genuine enthusiasm. These bragologues, woven with memorable "brag bites" of impressive information, help people think about you exactly as you want. Unlike the monotonous recitation of credentials that puts listeners to sleep, effective bragologues capture attention and make you memorable. Be ready to promote yourself 24/7, not just during scheduled performance reviews. Opportunities to impress decision-makers often appear unexpectedly-at fundraising events, in elevators, or social gatherings. Create a "brag bag" containing accomplishments, passions and interests that you can easily access when needed. Update it weekly with specific, colorful details about your professional and personal achievements. Avoid becoming the person who repeatedly mentions the same accomplishment like a broken record. Just as Hollywood cares most about your most recent work, people are more interested in what you're doing now than what you did years ago. Constantly refresh your brag campaign to reflect your current circumstances and audience. When Mark's publishing company relocated to Colorado while he stayed in Oregon working virtually, he was inadvertently left out of an important meeting about a new competitor-despite having valuable knowledge about them. Telecommuting requires a deliberate visibility plan to avoid becoming "out of sight, out of mind." Don't wait for major events to make contact. Instead: Target 4-5 key people essential to your success, maintain constant communication through their preferred channels, and prioritize face-to-face encounters whenever possible. Credit theft happens constantly in workplaces. After the first incident, give colleagues benefit of doubt. If it continues, calmly present facts and request they stop. For persistent offenders, use "incremental escalation"-clearly state consequences: "Next time, I'll speak up in the meeting about my contributions." When your boss is the credit thief, consider whether this is their standard management style. If they never acknowledge individuals publicly but reward you through reviews and raises, accept it. Otherwise, either intensify your self-promotion campaign or carefully approach your boss with a non-accusatory question.

Chapter 8

Navigating Differences: Gender, Generation, and Culture

Just as diverse music genres coexist on an iPod, today's workplace contains tremendous diversity in gender, age, ethnicity, and culture. Managing these differences requires sophisticated soft skills: emotional self-control, communication, empathy, motivating those with different competitive frameworks, finding the best in everyone, and avoiding stereotypes. Women often respond to workplace criticism with phrases like "I was humiliated" or "I felt so betrayed"-language rarely heard from men. While women's greater emotional awareness and empathy are advantages, taking things too personally can become a career liability. When women give in to overreaction or "catastrophe creep"-multiplying criticism and applying it to their entire self-they create unnecessary problems. Cecilia's example shows how a simple disagreement from her boss spiraled into fears of being fired. Crying on the job is particularly damaging, as it makes colleagues uncomfortable and can be perceived as manipulation. While women shouldn't be overly emotional, men need to develop greater sensitivity in the workplace. Small gestures of acknowledgment can dramatically affect job satisfaction and performance. Sam's failure to welcome back a colleague from maternity leave or express condolences to another who lost his father made him seem callous. What Sam dismissed as "inconsequential small talk" is actually crucial for making connections, creating a comfortable environment, and treating people like people rather than drones. Men and women approach competition differently. Research shows women are twice as likely to select non-competitive settings over tournament-style ones, even when equally competent. Celine's case illustrates how many women, especially baby boomers, feel uncomfortable with direct competition, viewing it as aggressive or potentially relationship-destroying. She was ironically more afraid of winning than losing. Women who want to advance in corporate environments need to develop a more competitive mindset, while men should recognize that their natural competitiveness can sometimes come across as obnoxious. Generational differences create significant workplace friction that won't improve until both younger and older generations learn to coexist. Baby boomers often can't afford to retire and find their careers fulfilling, while younger workers are increasingly given titles and salaries ahead of their time. The key to navigating these differences is respect-recognizing that every person has something to offer. Sheila, a 48-year-old sales director, benefited when a twentysomething associate explained that "hooking up" had sexual connotations for younger people, prompting Sheila to create a "Gen X/Y dictionary." Stereotypes can be misleading and dangerous in our increasingly globalized world. Despite warnings that Swiss executives would be stiff and formal, the author found them open and talkative. People with mixed cultural backgrounds defy easy categorization, and even diversity programs can sometimes feed stereotyping by overfocusing on categories. To avoid harmful stereotyping: know your own biases, accept differences as inherent rather than problems to solve, focus on individual qualities rather than categories, avoid assumptions by asking questions, and never tolerate insensitive behavior.

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Chapter 9

Leadership: The Ultimate Soft Skill Challenge

Management positions are sought after by some and avoided by others, yet workers from both camps often begin leadership roles with dangerous gaps in soft skills. Many companies provide inadequate training, wrongly assuming technical competence and job longevity prepare people for management. Good leadership requires understanding your strengths and weaknesses, addressing shortcomings, motivating others, trusting employees, communicating clearly, treating everyone respectfully, and maintaining humility. Bad bosses are common in today's workplace, falling into recognizable types: Exploders with unpredictable tempers, Charmers who seem agreeable but undermine you, Wet Blankets who dampen enthusiasm with negativity, and Know-it-alls who protect their status at all costs. These bad bosses emerge when people accept management positions without understanding the responsibilities or receiving proper training. Many are seduced by power, salary increases, or career advancement without considering the enormous time commitment, learning curve, and diverse demands of management. While academia often separates leaders (strategic big-picture thinkers) from managers (tactical day-to-day operators), real-world success requires mastering both skill sets regardless of your title. Leaders must sell their vision to management and ensure proper execution, while managers must motivate teams, set direction, and handle change. Larry demonstrated this dual capability after his company's downsizing when he gathered his shell-shocked team, acknowledged their challenges, expressed confidence in them, and introduced a new bonus system he'd fought to secure from upper management. New managers often fall into the trap of thinking they must know everything, say everything, and control everything. This mindset leads to micromanagement that breeds resentment and kills productivity. Derrick nearly lost his promotion to partner because he couldn't delegate, staying up nights reworking his team's PowerPoint presentations. By learning to provide clear expectations upfront rather than constantly intervening, he transformed from "control freak" to "quality freak." Managers often give vague, imprecise feedback that employees can't possibly act upon. Phoebe complained that her team members weren't "getting it" when she told Josh to be "more of a team player," Sophie to improve her "time management," and Robin to be "a better statesman." Without specific examples and clear guidance, employees can't meet expectations or change behaviors. When giving feedback, managers must illustrate points with clear examples, describe specific behaviors, avoid qualifying statements like "sort of," and provide detailed instructions for improvement. Once you become a boss, your words carry amplified power and significance. Employees scrutinize everything you say for hidden meanings because you control their livelihoods. Raymond learned this when a casual mention of working over the weekend led his employee Amanda to unnecessarily sacrifice her weekend. Managers must be mindful that jokes can be misinterpreted, casual comments can be taken as directives, and remarks near performance review time can spark rampant speculation. Even as you advance in your career, self-doubt often persists-the feeling that you're bluffing and fear being exposed as inadequate. This "impostor syndrome" affects many managers, particularly women. The solution is to act with both competence and confidence, even when uncertain. Remember that feeling like an impostor can drive self-improvement, but excessive self-questioning becomes counterproductive. The winning combination is marrying confidence with competence-what one executive calls the rare "double C" combination.

Chapter 10

The Lifelong Soft Skills Journey

Even the brightest professionals-lawyers, doctors, engineers, bankers-find soft skills the hardest thing they've ever had to learn. Mastering these skills requires persistence, mindfulness, honest self-assessment, and openness to feedback. The term "soft skills" is misleading-there's nothing soft about careers failing to launch or derailing. Whether you're extroverted or introverted, these practical and tactical skills are essential for professional success. Jean, a senior newspaper editor, thought she was naturally talented at management until her team fell into dysfunction. She realized her initial success came not from extraordinary skills but from having teams with good chemistry. Like her experience with parenting-where her first two children were naturally well-behaved while her third was challenging-Jean discovered that effective management requires continuous learning. Being an effective manager means having the humility to admit when you need to acquire new skills. No matter where you are in your career, you're always a work in progress. The journey to soft skills mastery never truly ends. As workplaces evolve and careers advance, new challenges emerge that require adapting and expanding your interpersonal toolkit. The professionals who thrive longest aren't necessarily those with the sharpest technical minds, but those who continuously develop their ability to understand themselves, communicate effectively, navigate organizational dynamics, and bring out the best in others. In a world increasingly dominated by technology, these distinctly human capabilities become not just valuable but irreplaceable assets for sustainable career success.

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Key Themes in The Hard Truth About Soft Skills

workplace political savvy
career self-management
professional service orientation
initiative and proactivity
work-life trade-offs

Quotes from The Hard Truth About Soft Skills

The concept of work-life balance is actually a myth.
Sometimes the biggest obstacle to your success is yourself.
Workplace complainers become intolerable to colleagues.
Everything communicates.

Characters in The Hard Truth About Soft Skills

Peggy KlausAuthor and executive coach
ClarissaAspiring entrepreneur who managed risk
JaredManager who struggled with perfectionism
FlorenceBusiness writer who used procrastination to think
SuzanneEmployee who overcame workplace complaining

About the Author

Peggy Klaus, bestselling author of The Hard Truth About Soft Skills: Workplace Lessons Smart People Wish They’d Learned Sooner, is a globally recognized leadership and communication expert. With decades of experience coaching Fortune 500 executives and professionals, Klaus specializes in transforming soft skills like executive presence, political savvy, and self-promotion into career accelerators.

Her unique background—spanning advanced degrees in drama and speech from London’s Royal Academy of Music, a Hollywood career as a producer and director for Paramount and Warner Bros., and talent coaching for ABC and NBC—informs her pragmatic, story-driven approach to workplace success.

Klaus’s insights have been featured in The New York Times, Wall Street Journal, and Harvard Business Review, and she regularly lectures at institutions like Harvard’s Kennedy School and Wharton’s MBA program. Her first book, BRAG! The Art of Tooting Your Own Horn Without Blowing It, remains a seminal guide to authentic self-promotion.

A 2016 Stevie Award gold winner for Coach of the Year, Klaus has empowered thousands through initiatives like BRAG! Connections, which teaches teenage girls career-critical communication skills. Her strategies are implemented by clients ranging from the National Football League to American Express, cementing her reputation as a bridge between artistic creativity and corporate leadership.

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"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

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"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

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"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

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@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."

@Moemenn

"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

@Chloe, Solo founder, LA

117

"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."

@Raaaaaachelw

"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

@Matt, YC alum

108

"Reading used to feel like a chore. Now it’s just part of my lifestyle."

@Erin, Investment Banking Associate , NYC

254

"Feels effortless compared to reading. I’ve finished 6 books this month already."

@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

@Pitiful

4.5K

"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

@SofiaP

"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

@Jaded_Falcon

201

"It is great for me to learn something from the book without reading it."

@OojasSalunke

"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

@Leo, Law Student, UPenn

483

"Makes me feel smarter every time before going to work"

@Cashflowbubu

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Chapter 9

The Hard Truth About Soft Skills

OverviewOverview of The Hard Truth About Soft Skills

One book. Many ways to hear it.

The Soft Skills Revolution: Why Your Career Depends on Them

Taking Control: The CEO of Your Career

See every word as you hear it

Mastering Job Performance: Beyond Technical Skills

Communication: The Foundation of Professional Success

Get more out of The Hard Truth About Soft Skills

Handling Criticism: Learning from Feedback

Navigating Office Politics: The Hidden Rulebook

See every word as you hear it

Self-Promotion: The Art of Strategic Visibility

Navigating Differences: Gender, Generation, and Culture

Get more out of The Hard Truth About Soft Skills

Leadership: The Ultimate Soft Skill Challenge

The Lifelong Soft Skills Journey

You made it to the end of The Hard Truth About Soft Skills

Key Themes in The Hard Truth About Soft Skills

Quotes from The Hard Truth About Soft Skills

Characters in The Hard Truth About Soft Skills

About the Author

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1,000,000+ curious minds.

1,000,000+ curious minds.

One book. Many ways to hear it.

The Soft Skills Revolution: Why Your Career Depends on Them

Taking Control: The CEO of Your Career

See every word as you hear it

Mastering Job Performance: Beyond Technical Skills

Communication: The Foundation of Professional Success

Get more out of The Hard Truth About Soft Skills

Handling Criticism: Learning from Feedback

Navigating Office Politics: The Hidden Rulebook

See every word as you hear it

Self-Promotion: The Art of Strategic Visibility

Navigating Differences: Gender, Generation, and Culture

Get more out of The Hard Truth About Soft Skills

Leadership: The Ultimate Soft Skill Challenge

The Lifelong Soft Skills Journey

You made it to the end of The Hard Truth About Soft Skills

Users also liked

Discover more

Overview of The Hard Truth About Soft Skills