Germany, Feedback, Critique - understand-culture

“I won’t accept this prize“

In 2008 leading literary pundit Marcel Reich-Ranicki was supposed to receive the German television award for his life’s work. Reich-Ranicki also came to the awards show and listened to the laudation by Thomas Gottschalk. However, in his thank-you address he had little thanks left for the award that he a just been presented with.

Instead, he explained, that he had already received many important prizes in his life, and that it had never been difficult for him to say thank you. But today, he was “in a very horrible situation“, as he was forced to “somehow react” to the prize which he had received, and was asked to be “not too harsh”.

“I don’t want to offend anyone. No, I don‘t want to do that. But I would just like to come out and say that I will not accept this prize. If the prize had come with money I would have given the money back, but it didn’t come with money. I can only fling this object […] away from me, or throw it at someone’s feet. I cannot accept it! And I also found it terrible to have to suffer this event for five hours.”

Reich-Ranicki’s speech left his audience perplexed. During his speech the cameras continued to capture shocked expressions amongst the members of the audience, here and there and embarrassed grin, a few laughs. Reich-Raniki was bold enough to call the German Television award, which many of the attending actors and producers used to sing their own praises, ‘rubbish’. Freely and without restraint. Controversial. Typical Reich-Ranicki.

Critical Loyalty

Capable consultants not only provide good advice, but they also denken mit, think with. With the client about solutions, ideas, approaches to implementation. Therein lies the added value. That is why consultants are paid. Mitdenken, thinking with, however, also means thinking independently, including correcting or contradicting the customer.

A good consultant is not an order taker. Instead she knows when to challenge the customer, when to point out what is best for the customer, even when the customer does not recognize it, believe it or want to hear it.

Criticism and critique are in general positive in the German culture. To accept criticism, though, is not easy for anyone. Criticism can be interpreted as disloyalty, even though constructive criticism is in many ways the highest degree of loyalty. Criticism points out dangers, identifies ways to optimize, helps to make difficult decisions.

Germans are a direct people, including how they communicate criticism. But they also see it as their duty, as their responsibility, to point out to their colleagues, boss or customer what does not or will not work. Discreet conversations under four eyes which address critical issues is what capable consultants do. These conversations are a sign of loyalty and trust.

Kritische Loyalität. Literally critical loyalty, or loyalty which voices criticism, which address critical topics.

Oliver F.

A German. Consultant. Expertise in several areas. Primarily in change management. This guy is very experienced and very good. The following statement is on the landing page of his website:

“My great strength is putting my finger in the wound. And I consider it to be the right, effective, honest, professional thing to do. To say what I think. I enjoy pointing it out to people when the king is wearing no clothes, especially when his clothes are being praised by the people.

I do this with folks both at the top and the bottom in organizations. From C-Suite, to middle management, to colleagues in sales, all the way down to folks working on the factory line. In each case I do so in the language they speak and understand, and making sure that directness and truth take center stage.”

Quality is key

When it comes to the so-called magic triangle – schedule, budget, quality – Germans will almost always sacrifice one of the first two, or both, before reducing quality. The German customer, whether internal or external, expects nothing less. They will wait, and might even pay more if necessary, as long as they receive what they have ordered, or better. Germans expect completeness and quality.

Germans respect – and enjoy – work completed properly and presented in good form. For they are critical people always looking for what is not quite right, even if it has little to no effect on the purpose of the work: Spelling mistakes, scratches, inconsistent file formats, unclear graphics, creaky joints, unnecessarily sharp edges, dripping faucets. A job completed and well done requires no rework, no improvement, deserves only praise, is a work of art. Satisfaction.

Problematisieren

To one degree or another you will find in every German a Schwachstellenanalytiker (schwach, weak + stellen, point + analytiker, analyst). A person focused on what doesn’t work, doesn’t make sense, isn’t logical, isn’t optimal.

Weak point analysis aims to avoid errors. And in Germany avoiding errors is often the equivalent of scoring victories. Germans are precision-oriented, in their language, thinking, and work methods. Their products are technically precise. To be precise is to be exact and refined.

The German Schwachstellenanalytiker has a highly developed Problembewusstsein, a problem-consciousness or -awareness. In fact, one can get the impression that Germans have a special relationship with problems, almost a love affair, an obsession.

Part of this impression has to do with language. The German word for problem is Problem, and it has two meanings: subject, topic, what is being discussed; as well as difficulty, dilemma, something to be solved or rectified. Depending on their level of proficiency in English, Germans may use problem in both situations, giving the impression that almost every subject discussed with Germans is a difficulty, dilemma or weak point.

But, perhaps there are legitimate reasons for Germans to have a special relationship with problems. Isn’t any form of progress based on correcting mistakes, refining imperfections, improving on what already works, never being satisfied?

Germans are difficult to satisfy, impress, persuade. Unless, of course, you demonstrate the ability to uncover, define, pull apart and improve on the imperfect. Perhaps German Schwachstellenanalytiker, with their Problembewusstsein, are the true optimists among us, hoping and striving constantly for what could be better.

Perhaps. As long as they don’t confuse problematisieren (endlessly discussing and debating what the problem is) with Probleme lösen (actually solving the problem).

Schwachstellenanalytiker

Germans, especially those in technical fields, are born Schwachstellenanalytiker or weak point analysts. They actively seek out gaps, contradictions, imperfections. Problem erkannt, Gefahr gebannt – a German figure of speech – translates literally into “problem recognized, danger averted.”

The quality assurance departments in German companies test product prototypes against demanding, systematic standards, searching for any and all types of imperfections. German perfectionism is reflected in their stringent consumer protection laws, making companies liable for problems caused by their products.

Fehlervermeidung

Fehlervermeidung, literally mistake avoidance, is central to German thinking, where progress is often understood as the absence of regression. Germans prefer to not undertake action which could lead to mistakes. “Get it right the first time” could be their motto. Moving ahead in one’s career is often based on making fewer mistakes than other colleagues.

For many years a large department store chain used the slogan “Good is not good enough for us.” German companies expect near error-free work from their people.

The Stiftung Warentest, literally Foundation for Product Testing, established in 1964, enjoys a very high level of trust and prestige among the German population. The foundation rigorously tests products and services, providing their results in monthly print and on-line publications.

Fault-finders

Gabor Steingart, the Editor-in-Chief of the Handelsblatt, was quoted in June 2015 as stating that Bayer AG is Germany’s most valuable blue chip company. Its shareholders are singing Bayer chief executive Marijn Dekkers’ praises.

However, anyone who wants to play devil’s advocate can find enough ammunition in their financial statements. Bayer may be profitable, but German software giant SAP and chemical company Merck are more so. And Bayer’s net financial debt tripled within a year.

Steingart said that German journalists can’t help but look for flaws. He quoted Stefan Aust, his ex-boss at news magazine Der Spiegel, as saying time and again: What we are more than anything is fault-finders.

Rational / Personal

On the one side, the Germans strive hard to be objective, to reduce, even eliminate the subjective.

Rational, logical, scientific. Filtering, screening, separating fact from gut feel, from intuition.

Communication: Say what you mean, mean what you say. Honest. Not meant personally. Persuasion: Separate message and messenger. Take yourself out of the equation. Decision making: Sober, scientific, self-skeptical. Feedback: The focus on weaknesses as authentically constructive input. Processes: Stripping down, compressing to the core, machine-like.

Yet, the Germans are personal, emotional, subjective.

Agreements: Think it through carefully. Your word is your bond.

Leadership: Hire talent. Train and equip. State mission. Then get out of the way. Product: Deep curiosity and concern for the user. Do it right. Customer: Do what is best for the customer, even if it jeopardizes the relationship.

Germans. Objective subjective. Rational personal. Perhaps a false dichotomy.

Constructive Criticism

Critique: A detailed analysis and assessment of something, especially a literary, philosophical, or political theory. Derived from mid 17th century from French, based on Greek kritikē tekhnē ‘critical art”.

Constructive criticism is legitimate criticism – fair, objective, well grounded. It is constructive when its purpose, tone and spirit aim to help the other person recognize, understand and then correct their weaknesses. Constructive criticism is helpful.

Employee evaluation helps management to measure performance while maintaining motivation and reducing employee turnover. It has three components: praise work well done; address areas of improvement; recommend improvement measures. Employee evaluations also serve as documentation of future goals to be reviewed at a later date.

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