An Interview with Katrin Sasse
In our dynamic work environment, marked by a shortage of skilled professionals and new challenges from the use of AI, there is no alternative to personal development. When people get to know themselves better through training, they can change and unlock their potential.
Katrin Sasse, Head of Executive and Business Coaching, explains why many leaders are currently overwhelmed and how they can regain their ability to shape their environment by taking the time to question their behavior, focus on their strengths, and better understand and engage their employees.
How do you perceive current market developments, especially with regard to autumn, in your role as an organizational consultant and executive coach?
The daily news about wars, climate disasters, refugee flows, poor economic data, and negative forecasts unsettles people and drains their energy. Before the pandemic, work was the central task for many leaders. Private life – apart from demanding life phases such as starting a family or purchasing property – was often a space for recharging.
Today, leaders must also counteract emotional and performance declines among employees. These many challenges lead to overwhelm and defensive reactions in many.
How do leaders deal with this?
Unfortunately, many do not take enough time for self-reflection regarding their feelings and behaviors. They are under such pressure and so focused on annual goals that they either do not think to take time or do not dare to do so. Often, they feel less resilient than before, which further unsettles and sometimes even paralyzes them.
Resilience, focus on annual goals, and result-oriented actions decrease.
What can business coaching offer in this situation?
Engaging in business coaching during these times means focusing on one’s strengths, better understanding one’s own behavior as well as that of colleagues and employees, and thereby regaining the ability to contribute proactively. This enhances the perception of self-worth and self-efficacy, which are always sources of strength for thinking, feeling, and acting.
What criteria should be considered when choosing a business coach?
Since the pandemic, more and more people have been training to become coaches. However, the duration and content of these training programs vary greatly. Therefore, I always recommend coaches who can provide proof of certified and recognized training or are members of a recognized association.
It is essential that the “chemistry” between client and coach is right to ensure a trusting and successful coaching process at eye level. Clients should trust their gut feeling when choosing a coach.
Why is it beneficial for leaders to seek external support? Shouldn’t leaders be able to coach themselves?
In challenging and difficult situations, it helps leaders to take a “pit stop” to analyze and question themselves and their position. Only when leaders know themselves very well can they positively support their employees and guide them through demanding times. Leaders should be able to answer questions such as:
- How do I react in conflict situations?
- Why do certain situations affect me more than others?
- What do these uncertain times trigger in me?
- What fears arise in me, and how can I address them?
- What does this mean for me and my employees?
Ultimately, individual coaching promotes self-awareness and, therefore, self-regulation.
What does business coaching or executive coaching mean in daily business?
Katrin: The content and scope of coaching are discussed with the client, ideally supplemented by the results of a potential analysis, and a selection of suitable coaches is proposed. The suggested timeframe varies depending on the coaching content. The goal is to achieve an optimal “match” between coach and client based on competencies and personality structure. Our coaching process ideally proceeds as follows:
Preliminary Phase (Phase 1)
- Clarification of the task between supervisor/HR and Pawlik
- Definition of the coaching scope
- Selection of the coach (from a pool of coaches in various locations)
Coaching Process (Phase 2)
- Clarification of goals between coach, client, and supervisor/HR
- Inclusion of potential analysis results (if available)
- Conducting the coaching
- Inclusion of concrete implementation tasks to solidify behavioral changes
- Final discussion/report (for medium and large coaching programs) between coach, client, and supervisor/HR
How relevant and worthwhile is it to start business coaching in 2024?
It is beneficial to reflect on 2024 with a small coaching unit and define goals and associated action steps for 2025. Additionally, it pays off to analyze potential risks to be prepared and respond successfully and goal-oriented.
What are the biggest stumbling blocks for leaders balancing operational tasks and people management, and how can they overcome them?
The biggest mistake is to keep running on the hamster wheel: leaders should take time to pause, think, and reflect.
What inspires you to work with your clients every day?
I am absolutely convinced that many untapped potentials lie within us. The goal of coaching is to uncover this potential, allow the client to develop it, and accompany them in their growth. I am fascinated by the different personality structures of people. The positive change in feelings, thoughts, and behavior patterns is the driving force of my work.
How do you ensure you stay up to date with the latest developments in your field and continue your education?
I read extensively, am a member of DBVC and IOBC, seek exchange with colleagues through intervision, professional discussions, and participate in conferences.
What advice would you give business leaders for the final sprint of the year?
Take enough time to reflect on 2024 and introspect. Engage with the topic of psychological hygiene factors and psychological safety.
Cars are regularly inspected, operating systems maintained, and preventive health checks conducted – yet psychological hygiene factors receive too little attention.
Psychological Hygiene Factor: This term from Frederick Herzberg’s Two-Factor Theory refers to workplace conditions that prevent dissatisfaction.
Psychological Safety: In occupational psychology, this term describes a climate in teams or organizations where members feel safe to express their opinions without fear of negative consequences such as criticism, rejection, or punishment. It involves trust that mistakes, questions, or differing opinions are viewed as opportunities for learning and growth.
What does healthy leadership mean in a corporate context?
Healthy leadership is a style that creates a work environment focused not only on achieving corporate goals but also on physical and mental health. The concept of job crafting – proactively shaping one’s work – is part of a healthy leadership style.
Job Crafting: A proactive process where employees actively design and adapt their work to better align with their strengths, interests, and needs.
How do you recognize when a coaching process has been successfully completed?
Coaching is successful when defined goals are met, and the client experiences tangible progress. This can manifest as improved performance, greater resilience, or a positive shift in mindset. Success often becomes fully evident later and over the long term.
Why is investing in leadership, sales, and leadership training worthwhile from a business and economic perspective?
Coaching leaders benefits not just the individual but ultimately the entire organization. Today’s world calls for a new understanding of leadership that centers around people. When leaders learn to understand themselves better, they can develop further and advance their employees as well.
