In this episode of Learning Matters, we sit down with Dr. Katie Campbell, Senior Director of Learning and Talent Management at a Fortune 1000 data and financial services company. Known for driving growth at the intersection of people and profit, Dr. Campbell brings a refreshingly human perspective to leadership development and organizational learning.
Beyond the Nine Box: Evolving How We Think About Talent
When asked what strategy matters most in learning and development, Dr. Campbell didn’t hesitate to highlight two core priorities: succession planning and human capital development. For her, it’s not just about identifying who’s next—it’s about understanding the skills your organization truly needs to thrive.
“We have to think about the strategy playbook—what skills we have versus what skills we need—and find ways to close those gaps.”
This mindset is why she’s rethinking the traditional “Nine Box” model. While it has long served as a standard for assessing performance and potential, she believes it’s time to evolve toward more data-driven, behavior-based approaches that reflect the reality of modern organizations.
Putting People First, Even in a Public Company
Dr. Campbell is candid about the balancing act leaders face between business goals and people-centric values.
“We’re all people first and employees second. Most of us work to provide a better life for ourselves and our families. Anytime we can prioritize that human perspective, it’s a win.”
Her approach begins with quality needs assessment—taking time to truly understand the problem before creating a learning solution. As she puts it, “Learning isn’t always the right intervention.” That upfront care and planning help ensure every initiative delivers both impact and empathy.
The Great Opportunity—and Challenge—of AI
Like many learning leaders, Dr. Campbell sees artificial intelligence as both a massive opportunity and a management challenge. The pace of change is accelerating, and not everyone feels comfortable keeping up. Her focus is on helping people feel confident and curious about new tools rather than overwhelmed by them.
Her team uses creative approaches to build AI awareness—like sharing AI-generated photos and the prompts behind them—to spark conversation and skill-building in a fun, low-pressure way. She notes that adoption isn’t just about access; it’s about culture.
“We’re looking at utilization data to understand who’s embracing AI, who’s hesitant, and how we can support both. It’s about making people feel good about using it—and seeing how it actually helps them.”
Building a Better Leadership Pipeline
One initiative Dr. Campbell is especially proud of is a values-based assessment project that moves beyond traditional metrics to focus on leadership behaviors that matter most. Her team is creating a “heat map” of leadership strengths across the organization, using data to identify where to raise the water level for everyone.
The long-term goal: a more holistic, 360-degree view of leadership readiness that helps ensure every leader is developing in alignment with company values and culture.
Lessons from the Journey
Dr. Campbell’s own career didn’t follow a straight line—what she calls a “career jungle gym.” After a start in compliance auditing, a chance conversation at a wedding introduced her to corporate learning, and she’s been hooked ever since.
“Once I got there, I thought, ‘This is awesome. I love this. I wish I’d known this was a thing.’”
Her advice to her younger self? Stress less, appreciate more, and never lose sight of what truly matters.
“I wish I had always prioritized family over work. Life is short, and at the end of the day, it’s the people who love you that matter most.”
