Reach
When it comes to sharing information, Germans work from their core team outward. Information flows freely within the immediate team: the people you work with daily, whom you know and trust.
With each outer organizational concentric circle, Germans become more careful, at times even wary, of sharing valuable internal information.
This graduated approach reflects a belief that context matters. Information shared without proper context can be misunderstood or misused. Those closest to you understand the context, those further away may not. Examples
Value
Germans believe that the mere possession of information can provide almost the same value as the conversion of that information into action.
In Germany, knowing can be just as advantageous as doing. The German term for this is Herrschaftswissen—literally “ruling knowledge” or “knowledge that confers power.”
This reflects a deep cultural understanding that information is a form of capital. Those who possess important knowledge hold a strategic advantage, whether or not they immediately act on it. The value lies not only in what you do with information but in the fact that you have it when others do not. Examples
Obligation
Holschuld: Hol from holen, meaning “to get” or “to fetch,” plus Schuld, meaning “debt” or “obligation.” Holschuld means get-debt or get-obligation.
In Germany, if a colleague has information important to your work, you are obligated to request that information. The responsibility lies with the person who needs the information to go and get it.
This system assumes that professionals know what they need to do their jobs. It respects autonomy- You are not bombarded with information others think you might need. You define your own requirements and take responsibility for obtaining what you need. Examples
Function
Germans see knowledge as the team’s primary capital. A team’s value lies significantly in what it knows, the expertise, experience, and information it has accumulated over time. Germans are keen to protect and expand this knowledge base, both as individual colleagues and as teams.
Germans are particularly sensitive to how and with whom that capital is shared. Sharing knowledge indiscriminately can dilute the team’s distinctiveness and strategic position within the organization. The team’s expertise is an asset to be invested wisely, not spent carelessly. Examples