Deutsch
German Approach
Germans﹣those leading as well as those being led﹣prefer generally formulated, mission oriented tasks. The mission addresses more the what and less the how. Responsibility for the how lies with the implementer on the tactical level. Patterns
American Approach
Americans, those leading as well as those being led, prefer specifically formulated, command oriented tasks. The command addresses both the what, and the how. Overall responsibility for the how is shared by both levels. Patterns
American View
German leadership is seen by American team members as distanced, not adequately involved, almost passive, at times even absent. Tasks assigned are so broadly defined that implementation can be difficult to define. Americans expect more detail concerning the what, but are often reluctant to address the issue.
German View
Germans experience American leadership as too involved on the implementation level. American hands-on coaching can come across as top-down micro-management. They perceive their American lead as telling me how to do my job.
Advice to Germans
Make clear to your American team members to what degree you will spell out the tasks you assign. In other words, how they should do their work on the tactical level.
Take the time to speak with them about where you draw the line between strategy (what) and tactics (how). Develop an ongoing dialogue about where that line is. It is, and should be, fluid and flexible.
Americans are motivated and successful when their team lead is actively involved in their work. If you don‘t manage on the tactical level, you run the risk of becoming irrelevant.
You work in a team led by an American. Your American lead wants you to succeed. Your success is their success, also. If for you the how is too well defined, too prescriptive, first reflect on it.
Formulate your approach, then discuss it with your lead, so that their remains involved, can agree, overrule or modify. Engage, and remain, in that dialogue, for the entire duration of your work together.
Advice to Americans
When leading Germans be more teacher than coach. Germans want to succeed on their own and in their own way. Give them space. They‘ll come for advice soon enough. If they need your advice, but don‘t request it, send discreet, respectful signals that you want to help.
As recommended to your German colleagues who lead Americans, establish a dialogue with your German team members about where you draw the line between strategy (what) and tactics (how). Depending on the situation, that line will move in one direction or the other. Remain in constant contact with each other.
Your boss is German? If it is not clear what they expect, don‘t request clarity immediately. Define your role. Rely on your education, training and experience. Then either execute based on that or request input.
If you do ask for input, go into the discussion like a junior partner in a consulting firm seeking advice (not direction) from a more experienced colleague. But, be prepared to hear: “There is no need for me to spell that out for you. You should know how to do your job.”