Kristina Flügel

Marije: Kristina, a warm welcome. Thank you so much for being here. I think it’s nice to start off this interview by you introducing yourself and sharing a bit about your background.

Kristina: Thanks, I ‘m happy to be here. I’m Kristina Flügel and I live near Frankfurt in Germany. Europe and being a European have always been important for me. As a youngster, I learned languages and got to know different cultures, because my hometown has different partner towns in Italy, France and England, which was fabulous to build connections and early friendships. I had the opportunity to study and then also to work abroad in Europe, the US, Asia and Japan. All these experiences have shaped me into who I am today. After studying business and languages – also internationally – and having different experiences working in different sectors as an intern, I started working for Deutsche Bank Group, including DWS, the asset manager of Deutsche Bank more than 25 years ago. I have worked mainly as a leader in human resources and transformation. I gained a lot of experience with different businesses and cultures around the world. I led global- and regional teams and a lot of change. Change meant Merges & Acquisitions, outsourcing, divestments and new business operating models – restructuring and building and change in culture. I also had the opportunity to grow many talents and leaders and paved the way for female talent.
In the end, the ultimate goal is always business success. About three years ago, I changed from the executive side to a supervisory board role and doing also coaching and consulting. I have changed my focus, my perspective, but also the pace in my life.
For me, it’s important to bring the human touch into business, to support leaders, teams and organizations to flourish for business success and impact culture that is sustainable for the long-term. I consider myself a human asset manager. And I’m passionate about what I do.
Personally, I like to explore, be in the nature and doing sports. I love arts and music. I like traveling and spending time with my family and friends.
The motto that I have had in life for a long time is ‘Love it, change it, or leave it.’

Marije: Wow, that’s an impressive introduction, Kristina. I mean, very diverse, very international, very much about change. Lovely to meet you.
You are now in the supervisory board of Triodos Bank in the Netherlands. And we know Triodos Bank is a leading expert in sustainable banking. And I wonder, how do you see that sustainability goal translates into the field of human resources?

Kristina: That’s a good question. Triodos Bank has a very strong and ambitious vision on sustainability and on impact. And this vision really guides the whole journey for a prosperous life for people on a thriving planet.
Triodos Bank wants to inspire this dialogue and stimulate transformation. To reach this goal, the co-workers of Triodos embrace this vision and share the same purpose, dedicate their work to this values-driven financial institution, which makes money for the positive change of social, environmental and cultural aspects.
For Triodos Bank, this purpose is interrelated in the entire system. The people are really at the core of this DNA, with their values and beliefs, their purpose, their ideas and mindsets. Human resources are an integral part of the strategy.
It may seem theoretical, but in the end, it translates into different activities, programs, and of course, into the behaviors and actions of the whole community that is part of this journey. People who really want to make a difference in this system, are engaged with both their head and heart.  

Marije: I will have the opportunity to interview you on stage during the event. And I cannot wait to hear some examples, indeed, of how this is different at Triodos Bank and how you’ve seen things happen differently in the past.
You have an impressive track record. You’ve worked with banks in Germany, Deutsche Bank and the DWS Group. I know that you’re working a lot from home now, but would you say or have you noticed that the working environment in the Netherlands with Triodos Bank is different?
And if so, how?

Kristina: Well, in the working environment, I see a lot of similarities and some differences. When I joined Triodos Bank in 2022, COVID had just ended, and hybrid working was the main way of working. Every company applies the new ways of working with some differences.
What I see, for example, is the difference of the characters of people. Dutch people are very direct, and I see many people having a can-do attitude, wanting to make things happen.

Marije: Would you say that’s also part of the company culture? Because you said the people that come and choose to work for Triodos Bank have that ambition to work in that sustainability area and want to make change. Would you say that that adds to the culture of the company as well? Or is it more the culture in general of Dutch people you’d say that they are?

Kristina: Well, maybe it adds more also in Triodos Bank. I have not so much a comparison in the Netherlands with other companies. In Germany for example, many people want to have everything worked through from A to Z before implementation.

Marije: When you look at the field of human resources nowadays, what would you say are the biggest challenges

Kristina: I think there are a number. One of the biggest challenges from my point of view is talent because there is a scarcity of talent overall. To attract talent, to retain talent for an organization and to develop talent. This is a challenge because the means of digitalization and AI are really moving fast. This means that the skills needed in an organization are also developing. This is one of the key topics and much more to say about. The second topic I want to mention is the multi-generational organization. Nowadays four generations are working at the same time in most organizations. They come with different experiences, different knowledge, different upbringing, different preferences of ways of working, digitalization etc. It’s really an art for an organization and for the leaders to bring the teams together in a way that brings a benefit for everybody. And I want to mention leadership. It is key, especially in this very disruptive and fast changing world to have the right leaders in the right position and to form a vision, and to lead through rough waters and to create trust. It’s the biggest challenge and it’s what we all must really focus on because developing leaders is not short term. It starts early and is a long-term journey.
And another challenge of HR is data and digitalization.

Marije: I think one of the ways we’re looking at it with the event is what kind of leaders specifically for human resources are needed and which areas other than human resources, can we recruit them in the business?

Kristina: That’s a very good question.

Marije: You’ve said you’ve been in the seat of a CHRO during your career and now you’re in the supervisory board which of course is a slightly different role. Have you started to look at the field of human resources differently now that you are in the supervisory board.

Kristina: I would say no. I have always seen the value of a human resource team that is fully integrated with the business, understands what the business is doing, how they are doing it, what the culture is, what they can bring to help with the transformation and ongoing change.

Marije: Clear message. We are very excited to have you at our event in June. I’m wondering, is there anything in particular that you are looking forward to?

Kristina: I’m excited to come to your event. First, for me it’s interesting to get to know the community, CHRO, and business from Financial Services to have a broad discussion. So I’m looking forward to these lively discussions with the open Dutch people.
I’m looking to learn from others, getting new ideas, new perspectives, new connections of course. And as I heard, this is the first time you will be setting up this CHRO conference.

Marije: Leaders in Finance organizes many conferences, but this is the first one specifically dedicated to CHRO.

Kristina: So it could be the start of creating a new community.

Marije: Exactly.
Wonderful. Thank you so much, Kristina. I look forward to talking to you on stage during the event where I’m sure with everything you said just now in this interview, there is more to tap into and to discuss further on stage.
Thank you.