The future is unpredictable, which is a challenging reality check for talent development (TD) leaders aiming to be prepared. Will artificial intelligence (AI) truly be the groundbreaking technology it promises to be? Are learning and development programs growing irrelevant or more important than ever? Where do TD leaders go from here?

The answers may be impossible to know, but advice from Tamar Elkeles, PhD, assures that there are ways leaders in the industry can stay one step ahead. During her ATD24 session in New Orleans, Louisiana, the former Qualcomm Chief Learning & Talent Officer addressed the concerns TD leaders have for the future. Here are key points from her session, The Future of TD.

The way we work has changed and will continue to change.

During her presentation, Elkeles shared a report from McKinsey that stated “58 percent of employed respondents report having the option to work from home for all or part of the week.” A separate report from PwC offered four different possible futures for the working environment, including one scenario in which most of the employees will be short term or project based rather than in-office full time. The work environment is volatile and changing, which means the traditional career path is changing too.

From the same PwC report, Elkeles shared around half of employees believe they currently have all the skills they will need in their career, and three-fourths of them say it’s their own responsibility to upskill—not their employer’s. How can TD leaders and their employees prepare for such unpredictability?

When it comes to careers, Elkeles advises to focus on purpose. Jobs begin as a means to an end, but to retain employees long term, it’s important to focus on creating connection to the company and demonstrate alignment to intention, impact, and meaning.

Some trends will stay, and others will become fads.

If it seems like new technology is trending now more than ever, you might not remember the craze around the internet, cell phones, and even email. Elkeles noted that there have always been disruptions by technology, and while some become part of the daily routine, many others fade from memory.

Elkeles said that TD leaders can expect robots and technology to replace 35 percent of current jobs in the next 15 years. By 2026, 1.4 million jobs will be disrupted by technology, but she advised approaching tech with the right mindset. Changes due to technology do not mean certain roles will become obsolete. Rather, it means how the role is done will need to change.

Learning trends to watch include AI, immersive learning, social learning, and user-generated content taking popularity over brand content. The trick is to be able to tell the difference between trends and fads.

“Fads are fast—they come fast and go quickly. Trends take time to become ‘popular,’ they gain traction with various use cases and evolve as they become adopted,” Elkeles said.

Look externally for coming trends and skills needed for success.

The workforce has new expectations for their careers and their work. New technologies are disrupting organizations and industries. This means the workforce also has new expectations for learning. That responsibility falls on L&D.

“One of the most important things TD leaders can do to prepare for the future is to look at macro business trends and global trends to determine the external forces that are going to impact industries, organizations, and government agencies,” said Elkeles. “These trends indicate what CEO’s and Board of Directors are considering as they move their businesses forward.”

Elkeles shared reports from the World Economic Forum and Coursera on which skills are the fastest growing and most desired for 2025. The top five skills on the World Economic Forum list were analytical thinking and innovation, active learning, complex problem solving, critical thinking, and creativity. Coursera reported their fastest growing skills from their online courses are storytelling, change management, and organizational development. These are the professional skills that TD teams must develop in their talent. C-suite leaders recognize this too. Elkeles shared that 51 percent of surveyed CECO’s say up/reskilling would have the most impact on productivity within their organizations.

What does this mean for TD leaders?

“The future of TD is in our hands. We have the responsibility for creating the future we want for the profession and our industry. It's an evolution, not a revolution,” said Elkeles.

It doesn’t need to be overcomplicated. Elkeles says the evolution of TD can be broken down like this:

1. Reframe AI as “accelerate innovation.”

2. Optimize remote work.

3. Future-skill, not upskill/reskill.

4. Develop “CrossFit” talent.

5. Leverage the power in middle management.

6. Embrace immersive learning.

Look ahead.

The future of TD will evolve one day at a time. Looking ahead offers an advantage for L&D professionals to prepare and lead the future of TD. “Companies need TD leaders to guide the workforce and the C-suite for what’s ahead.” Elkeles noted, “There are so many talented TD leaders in the profession today that are making a significant impact in their organizations. It’s a great time to be a TD leader.”

“The future of TD looks bright,” said Elkeles. “So many new opportunities, new technologies and new ways of working and learning that are advancing the TD landscape.”

No TD leader should march into the unknown alone; we are all in this together. Learn more about Tamar Elkeles at tamarelkeles.com/.

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