Reimagining Leadership Development For the Modern Workforce: An Interview With Nuveen’s Susie Russell

Simone Sullivan sits down with Susie Russell, Head of Global Learning & Development at Nuveen, to explore how the firm is reimagining leadership development for a modern, connected workforce.

1. Can you tell us a little bit more about you and your role at Nuveen?

My name is Susie Russell, and I am the Head of Global Learning & Development for Nuveen, a TIAA Company. I lead strategy and initiatives around onboarding, manager development, leadership development, and general learning curriculum/support for over 3,500 employees across the globe. I am based in Chicago, where I enjoy hobbies such as fitness, animal rescue, trying new restaurants and watching reality TV.

2. What kind of leadership or management development programs does Nuveen currently have in place to support senior leaders?

We’ve taken a refreshed, outcome-focused approach to leadership development, particularly for our senior leaders. Our programs are designed to strengthen enterprise thinking, deepen strategic capabilities, and promote cross-functional collaboration. These aren’t “off-the-shelf” offerings; they’re custom-built experiences that reflect the business context, are backed by executive sponsorship, and emphasise connection with peers, sponsors, and mentors. Post-program engagement is also a key focus — we want development to feel continuous and relevant.

We create bespoke programmes for organisations across the world, see what we do best.

3. Why do you believe it’s important to continually support and upskill managers, especially at a senior level?

Leadership doesn’t plateau - it evolves. Senior leaders operate in high-stakes environments where the demands are as much about mindset and influence as they are about expertise. Continuously investing in their development ensures they stay aligned with organisational strategy, adapt to change, and model the kind of leadership culture we want to scale. It also signals to high performers that we’re invested in their continued growth, which is critical for retention and succession.

4. Where have you seen traditional or older leadership programs fall short? What gaps are you trying to close with your current approach?

Many legacy programs treat development as an isolated event rather than a connected experience. They often lack post-program reinforcement, real-time business application, and meaningful sponsorship. In our redesign, we’ve intentionally addressed those gaps by embedding leadership development in business priorities, extending learning into the flow of work, and clarifying what success looks like at each leadership level. It’s about creating an ecosystem, not just a program.

5. What changes or challenges in today’s workplace make upskilling leaders more critical than ever?

We’re seeing unprecedented disruption — technological shifts, evolving workforce expectations, economic pressures, and the growing need for inclusive, empathetic leadership. Leaders must now operate with agility, guide their teams through ambiguity, and foster belonging — all while delivering results. This level of complexity makes upskilling not just important, but essential. It’s no longer about being the expert in the room, it’s about empowering others, navigating change, and influencing across boundaries.

6. What shifts have you seen in leadership, and why does L&D play a key role in continuing to support leaders?

Leadership today is less about control and more about connection. We’ve seen a shift toward leaders who are purpose-driven, emotionally intelligent, and capable of building trust across diverse teams. L&D has a unique role in supporting this shift, not just by delivering content but by curating experiences, coaching leaders through change, and enabling a culture of continuous development. We help leaders not only grow skills but grow self-awareness — and that’s the foundation of long-term impact.

Susie Russell, Head of Global L&D at Nuveen

Prior to joining Nuveen, Susie had a career primarily in the HR Generalist space. She served as an HR Partner to senior leaders at GE and Ernst & Young.

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Simone Sullivan

Simone is a lover of learning and continuously seeks out opportunities for growth and development. Her love of learning started in the classroom, where she worked as an educator helping individuals reach their full potential, and has continued into her current role as Consultant here at Cegos.

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