# Magdalena Rogl

Magdalena Rogl writes and speaks about human-centred leadership, empathy at work and shared responsibility. Her work draws on her career change from childcare to the digital industry and includes the books *MitGefühl* and *Mut statt Wut*.

- Profile: https://b2binfluencer.marketing/creators/magdalena-rogl/
- LinkedIn: https://www.linkedin.com/in/magdalenarogl
- LinkedIn followers: 48,306
- Median of last 9 posts: 206 reactions, 42 comments (checked 2026-11-02)
- Topics: leadership, hr, career-change
- Based on 8 dated posts, latest 2026-09-26

## Summary

Magdalena Rogl is most useful for speaking and writing on human-centred leadership, empathy at work and shared responsibility.

- Best for: An HR technology brand seeking a keynote and short social campaign on human-centric leadership.
- Not for: A paid product-led performance campaign with short vertical videos and lead-form conversion targets.
- Check first: Confirm commercial terms, availability, deliverables, and audience demographics by job function and seniority.

### Takeaways

- She was told she was too emotional to lead, then argued empathy belongs at work.
- She says trying to carry responsibility for everything is irresponsible and leaders should share it.
- She argues sick-leave numbers are a systems problem, not a people problem.

## Main ideas

- **Emotion is part of good leadership**: Rogl rejects the idea that emotion makes someone unfit to lead. She argues that empathy supports innovation and that workplaces need more emotional intelligence as artificial intelligence grows. She also connects employee health to psychological safety and working conditions, not individual weakness.
- **Leaders should share responsibility, not carry everything**: Rogl says leaders remain responsible for their people, but should hand projects and decisions to employees when appropriate. Trusting people to shape work lets them grow; trying to control every responsibility can prevent that.
- **Responsibility means acting without claiming control over everything**: Rogl pushes back on helplessness while distinguishing taking action from being responsible for every outcome. Her own career change informs this view: she says changing perspective helped her see room to act. She extends the argument from workplaces to public issues, including child protection.
- **Care and connection deserve more than symbolic support**: Rogl draws on her childcare experience to argue that essential care work is undervalued. She also describes opening doors and creating connections as practical ways to support people, especially across age and industry lines.
- **There is no single right route into meaningful work**: Rogl treats a non-linear career and lack of formal training as sources of perspective, not disqualifications. She describes a practical way to begin a difficult creative task instead of waiting to learn the one correct method.

## Work to read

- ["We need more emotion at work" — the post that started the book](https://de.linkedin.com/posts/magdalenarogl_wir-brauchen-mehr-emotionen-im-beruf-das-activity-7517651487578304512-z9I1)
- ["It is irresponsible to try to carry responsibility for everything"](https://de.linkedin.com/posts/magdalenarogl_es-ist-unverantwortlich-f%C3%BCr-alles-verantwortung-activity-7520746281078616064-qkVD)
- [Sick-leave numbers are a systems problem, not a people problem](https://www.linkedin.com/posts/magdalenarogl_wenn-in-einem-system-%C3%BCberdurchschnittlich-activity-7418912588694175744-OQ1E)
- [Speaking: "Courage instead of anger" at the Big & Growing New Work Festival](https://de.linkedin.com/posts/magdalenarogl_die-zukunft-liegt-in-unserer-verantwortung-activity-7521833744786251776-MbQQ)
- [How she actually writes a book — and what happens without a formal writing background](https://de.linkedin.com/posts/magdalenarogl_wie-schreibt-man-eigentlich-ein-buch-ehrlich-activity-7515731622336360448-l3Hd)
- [Two years as an HR Top Voice — from childcare to HR in four years](https://www.linkedin.com/posts/magdalenarogl_danke-an-euch-alle-3-das-zweite-jahr-in-activity-7387389983713726464-JQuT)
- [Child protection is not left to chance — the "KeinKindWartet" position](https://de.linkedin.com/posts/magdalenarogl_keinkindwartet-activity-7511672839922503680-vHJs)
- [The Women's Wiesn: a long-running event she co-hosts](https://de.linkedin.com/posts/magdalenarogl_ich-hab-meine-beste-freundin-%C3%BCber-den-job-activity-7513480709450158080-k3jY)
- [What advisory boards look like when they are done properly](https://de.linkedin.com/posts/magdalenarogl_der-parkplatz-vor-dem-geb%C3%A4ude-muss-heute-activity-7514210932919812096-A4vr)

## Brand relationships

- **Microsoft** (employment)
- **Rowohlt Verlag** (disclosed_partnership)
- **Deutscher Kinderverein e.V.** (mention)
- **Miss Germany Studios** (disclosed_partnership)
- **Workeer** (disclosed_partnership)
- **Population Europe** (disclosed_partnership)
- **Big & Growing** (disclosed_partnership)

## Partnerships

The reviewed material contains no sponsorship packages, rate card, media kit or commercial partnership terms, and no inquiry route for brand collaborations. What the posts do document is invited and advisory work rather than bookable formats: panel appearances such as the Big & Growing New Work Festival in Munich, a jury and advisory role with Miss Germany, an advisory board seat on Population Europe's demography conference, and advisory board work with the job platform Workeer. These are described as invitations, juries and board roles, not as paid placements a brand can buy. Rogl's stated focus is human-centred leadership, empathy at work, responsibility and the social side of HR, and any collaboration would be assessed against that. Because nothing in the reviewed material sets out availability, pricing or deliverable terms, treat this as an open question to put to Rogl directly rather than as a documented offer.

## Alternatives

- David Wessel: If the same HR technology buyer changes the brief to marketing measurement or operational resilience, Wessel becomes the more natural choice. His reviewed posts argue that most companies already hold the data to make better marketing decisions, and list the practical stack and questions that turn that data into strategy: cost per acquired customer, which channel converts, CRM discipline, GA4, pixels, UTM structure and APIs. A second post treats the October 2025 AWS outage as a resilience lesson, saying fallback channels, incident playbooks and live status monitoring are mandatory rather than optional. That makes him a better fit for a campaign about analytics-led decisions or cloud continuity than for human-centric leadership.
- Florian Voss: If the brief becomes a cybersecurity or AI-security campaign, Voss is the stronger match. His reviewed posts promote a hands-on Elastic Security workshop on endpoint detection and response, and argue that AI has reset the cybersecurity battlefield, with attackers moving at machine speed and an agentic SOC where AI executes and humans decide. A security vendor selling endpoint protection or SOC tooling would get much closer topic overlap than an HR tech buyer would.
- Zuhair Alam B.: If the campaign targets architecture, BIM or AI in construction and exhibition design, Alam is a better choice. His reviewed posts describe using AI and BIM in daily architectural practice, including a workshop on AI with large BIM models, and a BIM manager role on the Grand Egyptian Museum exhibition, where more than 5,000 artefacts had to be positioned and protected. That is directly useful for an AEC technology vendor.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/