Das Leben der Anderen (The Lives of Others, 2006): Context: Set in East Germany, this film follows a Stasi officer tasked with surveilling a playwright. Illustration: The Stasi’s internal culture is characterized by unemotional, objective reporting and evaluation. Feedback about performance is delivered in a cold, formal manner, with little regard for personal feelings. The film’s tone and dialogue reflect a clear separation between professional duty and personal emotion.
Discretion
Sensitive feedback discussions in Germany are done one-to-one. Germans will, however, openly criticize another colleague in the presence of the team. This is not seen as unfair, but instead a necessary in order to “get the issues on the table.” Examples
Scores
German Approach
Germans believe that feedback scores are most effective when they are accurate and realistic. When in doubt, Germans are deflationary.
The school grading system is: 1 is sehr gut (very good); 2 is gut (good); 3 is befriedigend (satisfactory); 4 is ausreichend (sufficient); 5 is mangelhaft (insufficient); 6 is ungenügend (failed). Examples
American Approach
Feedback scores are most effective when they are accurate and realistic enough, but also motivating. When in doubt, Americans are inflationary. The school grading system is: A is excellent; B is very good; C is good; D is unsatisfactory; F is failure. Examples
American View
German grades come across as deflationary, thus demotivating, confusing, potentially unjust. The American receiver of feedback is confused about “where I really stand.”
German View
American team leads give inflationary scores. Germans expect – and welcome – negative feedback as orientation and to sharpen their sense of self-critique. Weak performance is described in sugar-coated terms, which over time lose credibility.
Advice to Germans
You‘re getting better scores than in Germany. Be careful. Don‘t let it go to your head. Knock it down by ½ a grade. Look for an opportunity to speak with your American lead alone.
Insist diplomatically that he/she spell out more directly where your weaknesses are. If you lead Americans, erring on the side of praise and motivation has to take the concrete form of higher scores. Inflate them by ½ a grade.
Advice to Americans
If your lead is German, understated praise will come in the form of understated scores. Take it based on the German, not the American scale.
If you feel the assessment is inaccurate or unjust raise the subject carefully, for you could be seen as a coddled American who can‘t take criticism.
If you lead Germans, deflate the scores you give by ½ of a grade. Reduce the “sugar coating”. Germans can take criticism.
If their weaknesses are not addressed, if improvement measures are not recommended, they‘ll draw the conclusion that you‘re either incapable or unwilling to analyze and recommend how they become better players. And that‘s weak leadership.
Scores
Germans believe that feedback scores are most effective when they are accurate and realistic. When in doubt, Germans are deflationary.
The school grading system is: 1 is sehr gut (very good); 2 is gut (good); 3 is befriedigend (satisfactory); 4 is ausreichend (sufficient); 5 is mangelhaft (insufficient); 6 is ungenügend (failed). Examples
Performance
German Approach
Germans separate the personal from the professional. Feedback, both formal and informal, addresses performance only. It is given in a neutral and unemotional way. Feedback, whether positive or negative, is not meant personally. Examples
American Approach
Americans link the personal with the professional. Feedback addresses primarily performance, but takes into consideration how it will be received. Feedback on one’s work is feedback on that individual. It is by its very nature personal. Examples
American View
The German separation of personal and professional is impersonal, removed, cold. A stern teacher versus an inspiring coach.
German View
The American approach is too subjective, personal, almost cozy. A psychotherapist versus a demanding teacher.
Advice to Germans
As in all communication with Americans, soften your tone, see your interaction not only as between two functions within an organization, but also as between two people. Your American team member or colleague will not lose the fact of the former.
Advice to Americans
The German business culture favors more of a teacher-student relationship than coach-player. If you lead Germans, cultivate more of a teacher-student relationship with your German team-members.
Add a little distance between yourself and your German reports. You will not come across as disinterested or uncaring, but as clear-headed, focused on progress.
Praise
German Approach
Germans give praise in direct connection with factually demonstrated performance. Praise in front of the team is seldom. Official awards are rare, for they could lead to envy and undermine team cohesion. Examples
American Approach
Americans see themselves as positive thinkers, motivators, self-motivators. They seek out reasons to praise. In fact, praise is most instrumental when an individual or entire team is struggling, experiencing defeat and self-doubt. Examples
American View
Germans are “praise stingy.” Criticism is direct, harsh, in generous supply. Germans miss opportunities to motivate by recognizing good performance.
German View
American praise comes across to Germans as inflationary, as simply unwarranted. They fear a creeping self-delusion.
Advice to Germans
If you are in an American team, be prepared for folks who say good things about you and to you. Accept it. Maybe you deserve it. Life isn’t a zero sum game. Praise for one person doesn’t come at the expense of another.
Allow yourself to be motivated by a positive, self-motivating environment. You won’t become a naive dreamer suddenly committing one unforced error after the other.
If you lead Americans, get generous. Praise, motivate, cheer your team on to victory. Their victory is your victory.
Advice to Americans
There is a German saying which states, “the absence of criticism is praise enough.” German praise comes in a very understated way. You’ll feel like a flower receiving insufficient water and sun.
You’ll need to motivate yourself more than ever before. Fine. Do it. You’ll develop inner strength. If you lead Germans, practice the German art of sober understatement.
If you decide to single out a team member, include praise for the entire team. Avoid any kind of star creation.