Mrugalla Consulting

Solutions for organisations

I am convinced that developing the corporate culture is always worthwhile. If all involved are willing to break new grounds and to constantly work on themselves, (then) cultural change is able to unleash strong forces in a company!

Courage, an honest error culture and the eagerness/promise to do one’s best are creating the aspired dynamism and energy in a company. As a result this achieves extraordinary success and outstanding performances.


Leadership qualities, cocreative cooperation and appreciative communication at all levels are needed in order to generate long-term success for the company. Furthermore, committed employees can only be maintained as well as new ones can be recruited if culture is lived from the inside out, which also needs to be perceptible from the outside. This is very often referred to as a culture of trust. Is that enough?

For me trust is the sum of excellent performance based on a unique culture being the result of a systematic development of the organisation.


I would like to realign my company proactively: How do I start the process and elaborate a strategy to improve the company’s sustainability?

We are in the midst of serious changes and need to reposition ourselves as an organisation: How do we steer in unfamiliar waters? And how do we manage –despite numerous changes and adversities - to keep the employees’ energy as high as possible while taking them along the new way?

Our organisation is overloaded and the atmosphere is not good: How can we integrate our employees further?

We are happy about our experiences based on years working together, but we also need the young and wild ones as well: How can we grow together?

I recently became a manager: How can I develop my team and how do I position myself well?


I am looking forward to being your sparring partner!

Your Nina Mrugalla


Developing organisations – implementing change

It is quite normal to consider the state of one’s organisation at regular intervals/ once in a while. After all, it is only logical that the organisation and all its components should/ must continuously develop and adapt to constantly changing environmental factors. Nevertheless, this systemic view from the outside often gets lost in the flow of operative business.

A fitness check for the organisation

Organisational development is about developing individual teams, entire divisions, business units or a company within itself and accompanying them in change processes.

My years of internal work in various functions in the industry sector helps me to quickly adapt the needs of my customers. And yet, I will always ask questions, even more than you might wish.

How does the existing structure or strategy look like?

How is communication organised?

How does decision-making processes take place?

How are interfaces and processes mapped?

How do employees describe leadership and cooperation?

What does the management understands by leadership?

The answers lead to concrete next steps and approaches- often already during the discussion. It is important to me to design the architecture and next steps in the change process together with my clients. Then it can be implemented in a way that is familiar to people and their work. This includes working closely with them on new approaches, different formats and even experiments sometimes. The goal is always achieving an inspiring and long-term cultural change that fits the company, its values and intentions best.

Designing leadership

In my opinion, the development of leadership tools, roles and competencies are part of the organisational design, where the focus is on developing and strengthening the competencies of individuals within an organisation according to their needs. Employees, managers and junior managers benefit from this special form of employee retention because whoever feels individually supported and discovers professional perspectives will stay with the company in the long term!

As a general rule: The work always starts where the shoe pinches the most! That's why I see myself less as a trainer in standard programs, but more as an impulse generator and sparring partner in workshops, while working together in a co-creative way.

About me


I couldn't have put it better than Paulo Coelho. That's the message I want to convey!

  • My career

    Leading people – PHOENIX CONTACT (Family business, industry)

    Building up many years of HR expertise (establishment and management of strategic personnel development (selection and development of executives, change to the business partner role of an international BU) and co-design of larger company projects, e.g. on the subject of branding

    Return to a management function (Head of the Corporate Function People & Culture) with the focus on merging two different areas in terms of content and culture, development of global talent management and employer branding, tandem project management on the topic of Purpose Driven Company

    Leading myself – MRUGALLA CONSULTING

    Freelance consultant for over 12 years on the topics of organizational development, leadership and HR transformation in various industry contexts and company sizes

    Managing company-wide projects with a focus on developing a holistic corporate culture

    Leading Leadership Culture – FIEGE (Family business, logistics)

    Since 2023, responsibility for developing a new understanding of leadership that grants every member of the FIEGE organization the right to good leadership as a fundamental right

  • Qualifications

    Dual study of business administration with focus on languages and human resources

    Systemic training (coaching, consulting) Simon, Weber & Friends and the osb-i.

If you are interested in a look behind the scenes, please check here on Instagram from time to time.

My working method – what is different

My work differs is based on my own job experience I made as internal consultant, manager and within my several HR roles. I always meet you at eye level and love to work with a healthy dose of curiosity. I bring in all of my know-how and I am capable of translating this with certain ease into your everyday life. Holistic and focused thinking is natural to me, and I do not follow a fixed consulting scheme. I am no friend of fancy PowerPoint promises. Instead, I prefer employing a broad pool of experience and methodology that I consider to be useful in the respective setting. And one thing will definitely not be neglected in our cooperation: a good sense of humour!

Alone you are strong, together unbeatable

And in case you're wondering, how does she manage this alone? The answer is very simple: I am a passionate networker and, if necessary, bring independent and hand-picked partners on board – but always in consultation with the client, of course.


by phone

Just click on my photo
or dial +49 171 7486748

or e-mail?

Then you can write to me at

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    Mrugalla Consulting

    Nina Mrugalla | HR & Organisational Consultant
    Westweg 21
    33100 Paderborn

    T +49 (0)171 748 6 748

    Content controller: Nina Mrugalla

    VAT ID No.: DE288720875

    Dispute resolution: The European Commission provides a platform for online dispute resolution (ODR):
    The email address to contact is stated above in the Legal Notice.

    I am not required to participate in dispute resolution proceedings before a consumer dispute resolution body.

    Text & concept:

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