Interview: The Value and Evolution of Talent Development and Skills Needed to Succeed in the Future.

Interviewee: Russell Babcock, CPTD

Russell is a happily retired strategic Talent leader with global business and cultural acumen. He held L&D and TD leadership roles in diverse fields, including Education, Finance, Insurance, and Sports.

Interviewer: Elene Zerekidze, L&D Consultant and Trainer

First and foremost, I would like to sincerely thank the interviewee for his time and for such an open and meaningful conversation. This discussion was valuable not only for sharing professional experience, but also for gaining deeper insights into modern perspectives within the Talent Development field.

🔹 How do you see the current state of TD today?

Russell: The role of TD has evolved significantly. In the past, the focus was primarily on training. Today, it is about identifying, developing, and retaining talent. This shift is reflected even in the change of ATD’s name—from the American Society for Training and Development to the Association for Talent Development. The change highlights the idea that every organization has talent; the key question is how we identify and develop it.

🔹 What is the most important competency for an TD professional?

Russell: One of the most critical skills is the ability to understand organizational capability. An TD professional must understand:

• how the organization operates;

• how it creates value;

• what skills are required to achieve its goals.

This understanding enables us to design the right development initiatives—whether in leadership, digital skills, or professional development.

🔹 What topics are most relevant in professional development today?

Russell: Across almost all industries, the most relevant topics include:

• AI and technological literacy;

• digital fluency;

• adaptability to change.

Professional development is no longer just about career advancement. It is closely connected to personal development, as individuals need agility, a strong learning mindset, and the ability to adapt quickly to change.

🔹 What is the most common challenge organizations face, based on your experience?

Russell: Across industries, a shared challenge is leadership. Organizations often promote their strongest technical experts into leadership roles rather than individuals who truly have:

• a desire to develop others;

• social influence;

• emotional intelligence.

A leader’s primary responsibility is to develop their team. If a leader is not genuinely invested in people’s growth, high performance cannot be sustained over time.

🔹 Can training really develop leadership skills?

Russell: Yes-absolutely. The most effective approaches include:

• coaching-based methods (such as the GROW model);

• building a strong feedback culture;

• goal setting and progress measurement.

Training should not be limited to knowledge transfer; it should help leaders become coaches for their teams.

🔹 What skills will be most important in the coming years?

According to the World Economic Forum and other research, the leading skills will be:

1. adaptability and flexibility;

2. critical thinking;

3. communication.

Communication is not just about speaking—it is about connection, listening, and genuine engagement. A leader’s effectiveness often depends on this skill.

🔹 Your message to TD professionals

TD is a field that allows you to work across industries and create real impact for both people and organizations. The key is to keep learning, stay adaptable, and never lose a people-centered perspective.