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Gensler’s Regional HR Director for Asia Pacific and the Middle East believes future-ready organisations need digitally confident leaders who keep human judgement, empathy, curiosity, and adaptability at the forefront.
For Ting Smith (pictured above), effective talent development starts when people can see how their own ambitions connect to the wider direction of the business. She believes that when that connection is clear, learning becomes more meaningful, managers can have better career conversations, and development becomes a shared investment in future potential.
Ting is Regional HR Director for Asia Pacific and the Middle East at Gensler, based in Singapore, with an HR career spanning more than two decades across the UK and Asia.
Her experience covers talent development, leadership growth and HR transformation across different industries, while her work as a certified coach has focused on accelerating high-potential talent and building inclusive, high-performing cultures. She credits her approach to mentors who have taught her to remain commercially curious, lead with empathy, and stay grounded.
At Learning & Development Asia 2026 – Singapore, Ting will share her point of view of how organisations should beyond traditional leadership programmes to build a connected talent ecosystem – one that build stronger leadership continuity and give people confidence, empathy and agility to lead through uncertainty.
Ahead of the session, Ting speaks with Emily Chong-Gupta about purposeful development, the mentors who shaped her leadership approach, and why watercolour painting has become an important part of her own learning journey.
Q Which L&D principle has most influenced how you help others or yourself learn best?
Strategic alignment. I am most energised when development connects personal ambition with the direction of the business. When people can see how their personal and professional growth contributes to something bigger, learning becomes more meaningful, motivating and practical. It also helps managers have better career conversations, not just about what someone needs to improve, but where they can contribute, stretch and grow.
For me, development works best when it becomes a shared investment in future potential.
Q Who has been a mentor or coach to you personally, and what is a timeless lesson they taught you?
I have been extremely fortunate to learn from mentors throughout my career in the UK, Hong Kong and Singapore. The lessons that have stayed with me are simple but powerful: be commercially curious, lead with empathy, build relationships, stay grounded, and never lose sight of who you are. The best mentors did not give me all the answers. They asked the right questions, shared their personal experiences, created confidence, and helped me find my own leadership voice.
Q What is an unexpected or interesting skill you have picked up that colleagues may not know about?
Watercolour painting! It has become my reminder that creativity does not only belong in the workplace. In a fast-paced HR environment, having a creative outlet helps me slow down, reflect and think differently. I enjoy that there is no business outcome attached, just patience, curiosity, and the process of learning.
It reminds me that growth is not always linear, and sometimes the most valuable learning comes from giving yourself time and permission to enjoy something new and challenge yourself.
Q In fewer than 10 words, what is your number one motto for helping people and teams grow?
Listen first. Build trust. Create space for growth.
Q A quick preview of your session at Learning & Development Asia: What is the one key takeaway you hope attendees will gain?
As AI and digital tools accelerate work, human judgement must be at the forefront. Future leaders are built through intentional human experiences, a need to hone in on their empathy, curiosity, trust building, and adaptability. These leaders are the bridge between business ambition and employee experience.
The key takeaway I hope attendees leave with is that future-ready organisations will nurture leaders who are both digitally confident but deeply human in how they make decisions. This is people and a business priority.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Emily Chong-Gupta. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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