Helping leaders build stronger teams, better cultures, and ready-now talent | VP Talent & HR Organizational Development Executive
Milwaukee, Wisconsin, United States
6K followers
500+ connections
6K followers
500+ connections
About
The best HR leaders don’t just support the business — they help shape where it’s going.
I’m an HR and talent executive with 25+ years of experience helping leaders navigate growth, transformation, succession, and the complicated people challenges that come with running modern organizations. Most of my career has been spent partnering with senior leaders across global, matrixed environments to build stronger leadership teams, healthier cultures, and talent strategies that actually move the business forward.
What I do best is connect the dots between business strategy, leadership effectiveness, and organizational health. I’ve led global talent and leadership initiatives across multiple countries, built succession strategies and leadership pipelines, coached executives through change and transformation, and facilitated the kinds of honest conversations leadership teams need — but don’t always know how to have.
I’m known for being practical, candid, and calm in high-stakes situations. I ask hard questions, simplify complexity, and help leaders see around corners. Whether the challenge is organizational design, executive development, culture, or talent strategy, I bring both business acumen and a strong people lens to the table.
📩 strunkk@gmail.com
414-526-0020
Services
Articles by Kristin
Activity
6K followers
-
Kristin Strunk shared thisThinking that you’re stuck trying to figure out how to be a better leader?Kristin Strunk shared thisI’ve been sitting on this for a while… For 25 years, I’ve watched brilliant leaders drown. Not because they weren’t talented. Not because they didn’t care. But because nobody gave them a framework for leading through the noise. They were swinging at every pitch — reactive, scattered, exhausted. Trying to prove themselves while quietly falling apart. I’ve seen it in C-suites. In new VPs. In directors who just got the promotion they worked years for. In first time managers trying to find their way. And I’ve seen what changes when a leader gets grounded. That’s why I built the CALM LEAD™ Method. 8 pillars. One simple framework. Built for the leader who wants to show up with confidence, calm, and clarity — without losing themselves in the process. Today I’m sharing it for free. 👉 Drop “CALM” in the comments or click the link in my bio to get your free CALM LEAD Starter Guide. It’s not a sales funnel. It’s a framework I wish someone had handed me years ago. For the leader who is tired of swinging at every pitch — this one’s for you. #Leadership #CALMLEAD #LeadershipDevelopment #NewLeaders #ExecutiveCoaching
-
Kristin Strunk shared thisYes, it’s spring in Wisconsin! My sunroof is open…and my heated seat is on I’m wearing a sweater…and open toed sandles My peonies are opening…and I turned on my gas fireplace this morning Remembering that I can hold two completely different realities in my brain at the same time!
-
Kristin Strunk shared thisThe best feedback I get comesright after I’ve done the work — not three months later in a form. It is when a manager pays attention at the right moment — the exact thing managers run out of capacity for. So when people ask if agentic AI is going to “take over” feedback, I think they’re asking the wrong question. The better one: what if it gave managers their attention back? In my conversation with Engagedly Inc and Marnie Robbins we dug into feedback and AI. An AI agent notices when someone hits a goal and nudges the manager — say something now, while it matters — instead of letting it wait for the next one-on-one. It can also surface the quiet gaps: who hasn’t gotten meaningful feedback in too long. It doesn’t automate the conversation. It protects it. The line I’d hold: feedback still has to be intentional. The moment it turns automatic and constant, we’ve just built a faster way to overwhelm people. AI can raise the signal, not flood the channel — and the conversation itself stays human. Used as enablement, not replacement, it’s one of the most genuinely useful applications of AI at work I’ve seen. Managers — would a nudge to recognize someone the moment they earned it make you better, or just busier? I dig into where the line sits in the clip below. Worth a watch.
-
Kristin Strunk shared this“Accessibility doesn’t mean availability” is good advice. Unless… you’re the leader your team is currently waiting on. Here’s what actually happens when a leader goes quiet: People don’t assume you’re protecting your focus time. They assume they did something wrong — and then they wait, and wonder, and fill the silence with the worst version of the story. Uncertainty is its own tax on a team. The fix isn’t faster replies. It’s clearer ones. “I’ll have an answer to you by Thursday at noon” costs you thirty seconds. It removes the anxiety, models the communication you want to see from your team, and gives you full permission to protect your time until then. Boundaries with a timestamp land completely differently than boundaries with silence. But the deeper question isn’t about response time at all. It’s about what happens when you’re unavailable and a decision needs to be made. If the answer is everything stops — the ceiling isn’t your capacity. It’s your availability. The leaders who’ve solved this aren’t faster responders. They’ve built teams with the authority, context, and confidence to move without them. That’s not delegation. That’s development. And it’s the only real fix for a leader who’s become the bottleneck. Protect your time. Communicate clearly. Then build the team that doesn’t need you to be always on. What’s one boundary you’ve set that actually made your team stronger — not just protected your calendar?
-
Kristin Strunk shared thisGossip doesn’t become feedback just because a leader delivers it. I’ve watched it happen more than once: someone says something in passing, someone else repeats it, and by the time it reaches the person it’s about — it lands as truth. Secondhand. Maybe thirdhand. Packaged as development. That’s not a feedback culture. That’s a whisper network with a leadership stamp on it. Here’s what’s actually happening when leaders pass along “I heard that they said…”: They’re not facilitating feedback. They’re amplifying hallway conversations — and giving them unearned credibility in the process. Real feedback is direct, specific, and comes from the source. Everything else is just gossip with better branding. So what does a leader actually do when someone brings them secondhand noise? They don’t pass it along. They redirect it: “I’m not the right person for this conversation. Have you talked to them directly?” That one sentence does more for your culture than any feedback framework you’ll ever roll out. It stops the loop. It puts accountability where it belongs. And it models exactly the kind of directness you’re supposed to be building. Strong teams talk to each other, not about each other. That norm doesn’t build itself — it gets built every time a leader refuses to be the middleman. Your culture is built in the conversations you allow. What are you tolerating?
-
Kristin Strunk shared thisLooking for ideas! Journaling always intrigues me….I really want to do it because I understand the benefits. But…I know myself well enough to know that I don’t have it in me to come up with something new to write about each time So what I’ve discovered is that some reflections about what’s working and what isn’t is just the key I needed to unlock my journaling practice. Do any of you have a regular journaling practice? What advice do you have for a newbie? Any and all suggestions welcome! #responsibleleadership #reflection
-
Kristin Strunk shared thisYour people aren’t waiting for your AI policy… They’re watching what you actually do. Whether you explore tools openly or avoid them quietly. Whether you talk about AI with curiosity or anxiety. Whether you model the learning — or just mandate it. That behavior is already shaping your culture. The memo comes later. Here’s what I’ve seen separate leaders who get this right from the ones who don’t: They experiment visibly. If you’re asking your people to try new tools, they need to see you trying too. Curiosity is contagious — but only if it’s real. Sending a policy about AI adoption while privately avoiding it yourself is a credibility problem waiting to happen. They stay open without chasing everything. The leaders I respect aren’t jumping on every new tool or digging their heels in against all of it. They’re asking better questions: What problem does this actually solve? What are we protecting — our people, our data, our culture — and does this help or hurt that? They slow down before they sign anything. This one is underrated. Many AI applications companies were paying a premium to build a year ago can now be replicated at a fraction of the cost. Informed leaders know enough to ask hard questions before committing — and they build that literacy on purpose, not by accident. The leaders getting this right aren’t the ones with the biggest AI budgets. They’re the ones who stay honest about what they don’t know — and make it safe for their teams to say the same. What’s one thing you’re doing to stay genuinely informed about AI — not just reading about it, but actually using it yourself? https://lnkd.in/g5UzumCE
-
Kristin Strunk shared thisSome days I feel exactly like this! What do you do when things seem out of control? #fridayfunnies #disorganized #friday
-
Kristin Strunk shared thisFeedback in organizations isn’t broken because people don’t care… It’s broken because we still treat it like a single event. We give “feedback” that get lost in the day to day noise of work. It doesn’t connect to anything else. Then we tell employees, “you own your development” — without giving them the visibility or tools to actually do it. On May 12, I’m sitting down with Marnie Robbins and Amy Jenkins from Engagedly Inc for a live conversation on what responsible, effective feedback actually looks like in practice. We’ll dig into: • Why feedback breaks down even in well-intentioned organizations • What it takes to move from review cycles to real development • How leaders can make feedback part of the culture, not just a one time event • Where AI can support better feedback — without replacing human judgment We will open with a quick 5-minute look at how this can show up in real time without adding complexity for managers. Then we go where it matters: real talk and your questions. The future of feedback is better conversations — supported by the right systems. May 12 | 12pm ET / 11am CT Register: https://luma.com/kcnm6cc7 How do you keep feedback top of mind for employees?
Kristin Strunk commented on a post
20h
Holly Teska, MBA, MCEC, Emeritus, ACC I’m not sure we are surprised by this…unfortunately.
Kristin Strunk commented on a post
1d
Proactively having conversations about priorities can also help teams develop resilience. Great reminder Dirk Tussing
Kristin Strunk commented on a post
5d
Love the reminder Zoë Walters! I wrote 3 emails today, and I sent them without running them through AI! 😉
-
Kristin Strunk reacted on thisKristin Strunk reacted on thisWhen what you do outgrows what people think you do, it’s time to reposition the brand. This is why we have just launched the new Experis brand platform, reflecting a shift already underway. Super exciting to be showing that Experis is the difference between talking about technology and AI... and actually delivering it. Talent is still at our core. That hasn’t changed. What has changed is what clients need: partners who can turn #AI ambition into #execution. Our specialist talent, project and managed services, productized AI solutions and technology partnerships is already delivering real impact. Our work with SoundHound AI is one example, designing, integrating and running conversational AI in real environments. And for our Experis talent, it means even better opportunities, working with newest technologies, best companies and building new skills at pace. We know it takes Human Ingenuity to unlock the power of technology. AI applied through delivery, guided by expertise, built for real work. Congratulations to the #HumanIngenuity that drove this excellent work especially Kye Mitchell, James Hallahan, Craig Smith, Florent Chouvet, Christina Roth, Danielle Watson, Heidi Idman and the team! Let's go Experis! #Experis #TechnologyServicesCompany #HumanIngenuity #AIDelivered #DigitalTransformation #HumanFirstDigitalAlways #WorkingToChangeTheWorld https://lnkd.in/gbVFxjx7Experis | Unlocking the Power of Technology Through Human IngenuityExperis | Unlocking the Power of Technology Through Human Ingenuity
-
Kristin Strunk reacted on thisKristin Strunk reacted on thisSharing insights on stressors driving CEO burnout and what you can do about it. Timely information given May is Mental Health Awareness Month! Reclaim your energy, sharpen your thinking, and lead at your best. Read the full article from Vistage Worldwide, Inc. now.Modern CEO Burnout: Breaking Today’s Fatigue Loops | VistageModern CEO Burnout: Breaking Today’s Fatigue Loops | Vistage
-
Kristin Strunk reacted on thisKristin Strunk reacted on thisIf I were a billionaire and could fund the redesign of the lagoon in Veterans Park... This is what I would want. Note* a feasibility study will be held on the lagooon and listening sessions from community members for what to do with it. I think this image provides a great start. Link in comments for listening session info/registration on June 4th Milwaukee County, Milwaukee County Parks, Visit Milwaukee
-
Kristin Strunk liked thisKristin Strunk liked thisNo surprise here: Burned-out managers are leaving full-time roles for fractional work. Fast Company breaks down this shift, and why it’s good for growing companies, too: “Fractional managers can be especially useful in the wake of a layoff when important skill gaps emerge, as part of digital transformation toward AI, and as AI makes small companies more powerful. These market forces are likely to create more fractional opportunities for middle managers in the coming years.” It feels like we’re only beginning to see what the fractional market will become… “If you’re a middle manager interested in fractional work, you have the flexibility to build a fractional practice around your experience, interests, and market demand.” Read the full article: https://lnkd.in/genpQEXy
-
Kristin Strunk reacted on thisKristin Strunk reacted on thisWomen’s representation on Russell 3000 company boards is slipping, a recent analysis by Equilar and 50/50 Women on Boards showed. (caroline colvin) https://lnkd.in/g9nkG23zWomen’s representation is slipping on corporate boardsWomen’s representation is slipping on corporate boards
-
Kristin Strunk liked thisKristin Strunk liked this🚀🚀🚀A different type of teen take over! Last week, we wrapped up the Milky Way Tech Hub x Northwestern Mutual Data Science Certificate Program with an incredible culminating event at Discovery World. Over the course of four weeks, middle school students from across Milwaukee learned the foundations of: 📊 Data Science 🤖 Artificial Intelligence 💡 Innovation & Problem Solving 🎤 Public Speaking & Presentation Skills Students worked in teams to identify challenges impacting their schools and communities and developed AI- and data-driven solutions to address them. From mental health support tools to community-focused apps and school improvement concepts, the creativity and thoughtfulness on display were inspiring. A huge thank you to our: ✨ Students ✨ Teacher partners ✨ Facilitators ✨ Panelists and judges ✨ Northwestern Mutual team ✨ Discovery World staff Most importantly, thank you to the students for reminding us that the future of technology isn’t just about building tools it’s about building solutions that improve lives.
-
Kristin Strunk liked thisKristin Strunk liked thisA pattern I see in HR and people consultants who plateau around $150K. They are still secretly hoping to be discovered. Not in a naive way. They know they have to market. They post. They go to events. They send the follow-ups, mostly. But underneath all of that, there is a quiet hope that one day a senior leader will see their work, recognise the quality, and pull them into something bigger. A board seat. A fractional CPO role. A flagship client. A speaking circuit. It is the corporate reflex, still running in the background. In corporate, you got noticed. The promotion came because someone above you decided you were ready. Visibility was something that happened to you. In consulting, nobody is watching from above. The "above" does not exist. The consultants who break past $150K make the same shift, almost word for word, when I talk to them. They stop waiting to be chosen, and they start choosing. They choose the clients they want to work with and reach out directly. They choose the rooms they want to be in and book themselves into them. They choose the visibility they want and create it on purpose. Discovery is a corporate fantasy. Consulting is a choosing game.
Experience
-
-
Owner & Principle Consultant
Regent Leadership Group
-
-
-
University of Wisconsin Milwaukee
-
-
Board Member | Director of Programming
Metro Milwaukee SHRM
-
Harley-Davidson Motor Company
-
-
-
Everbrite, LLC
-
-
-
Charter Manufacturing
-
-
Kohler Co.
-
-
-
Education
Licenses & Certifications
-
-
-
-
VOICES 360 Certified
Korn Ferry Products
Issued -
-
Change Management
Change Guides
Issued -
MBTI Certified
CPP, Inc.
Issued
Volunteer Experience
-
Member of Board of Directors and Co-Chair of Human Resources Committee
Urban Ecology Center
- 5 years 9 months
Education
Support UEC HR processes and practices.
-
Business Advisory Committee Member - Human Resources
MATC
- 2 years 1 month
Advise on issue related to Human Resources and local business requirements to ensure alignment in the program.
-
Speaker Coach
United Way of Greater Milwaukee & Waukesha County
Help United Way speakers prepare to tell their stories for their annual funding initiative.
-
Co Chair - Events Committee
SEWI-ASTD
Develop programs to share with members, arrange speakers, and coordinate with other HR organizations for programs.
-
Director Of Programming - Professional Development
MMSHRM
- 3 years
Responsible for all Professional Development Training for professional HR organization including monthly programming, on-going programming, and the annual conference.
Recommendations received
11 people have recommended Kristin
Join now to viewOther similar profiles
-
Anna Mamalaki, MA,SHRM-SCP, PCC, CMP(Prosci), LSSGB
Anna Mamalaki, MA,SHRM-SCP, PCC, CMP(Prosci), LSSGB
AI-IA: Artificial Intelligence In Action
Explore more posts
Explore top content on LinkedIn
Find curated posts and insights for relevant topics all in one place.
View top content