Conflict – Page 5 – understand-culture

Conflict is Addressed Directly Not Avoided

Germans address conflicts directly. When disagreements arise, they name them, examine them, and work through them rather than avoiding or ignoring them. Avoidance is not resolution—it merely postpones problems or allows them to worsen.

If you are in conflict with Germans, expect that the conflict will be discussed openly. If you try to avoid the issue, Germans may push to address it directly. This directness is not aggression—it can be calm and professional—but the conflict will be put on the table for examination.

When working with Germans, do not hint at problems or hope they resolve themselves. State the issue clearly so it can be addressed.

Resolution Through Structured Processes and Procedures

German conflict resolution often employs structured processes—formal procedures, established channels, institutional mechanisms. Conflicts are not left solely to individual negotiation or power dynamics.

If you have a workplace conflict in Germany, expect that formal grievance channels exist. If you have a dispute with an institution, expect defined procedures for addressing it. These structures provide fairness: all parties know the rules and can expect consistent treatment. Use the available structures rather than trying to resolve everything through informal influence. The processes exist to enable fair resolution.

Establishing Facts as Foundation for Resolution

German conflict resolution emphasizes establishing what actually happened. Facts matter. Before disputes can be fairly resolved, parties need shared understanding of the relevant events.

Expect that German conflict resolution will involve examination of evidence, comparison of accounts, and effort to determine what occurred. If you are involved in a conflict with Germans, be prepared to discuss facts specifically and support your account with evidence. Resolution based on unclear or disputed facts is unstable—Germans will work to establish factual foundation before proceeding to resolution.

All Parties Are Heard

German conflict resolution processes give all parties opportunity to present their perspectives. Each side is heard before resolution is determined.

This is fundamental to fair and legitimate resolution. Expect that your perspective will be solicited, and expect that others’ perspectives will also be heard.

When you are part of conflict resolution in German contexts, present your position clearly—you will have the opportunity. Do not interpret others being heard as bias against you; procedural fairness means everyone gets to speak. Resolution follows thorough hearing, not preliminary judgment.

Focus on the Problem Not the Person

German conflict resolution focuses on the issue at hand rather than attacking the persons involved. The problem is separated from the people. When conflicts arise, discuss the specific behaviors, decisions, or events that are problematic—do not make it about character. Germans will respond better to “this decision was wrong because…” than to “you are incompetent.” Problem-focused conflict resolution enables reaching resolution while preserving working relationships. Keep your critique substantive and specific rather than personal.

Resolution Includes Clear Outcomes and Forward-Looking Agreements

German conflict resolution produces clear outcomes. What was decided? What will happen now?

What are expectations going forward? Expect that resolution will result in defined conclusions, possibly documented. This clarity enables all parties to understand what was resolved and to act accordingly. Resolution is also forward-looking—once a conflict is resolved, focus moves to what happens next rather than extended processing of the past. When you reach resolution in German contexts, be clear about what was agreed and expect to move forward from there.

Substantive Acknowledgment in Resolution

Meaningful resolution in German culture involves substantive acknowledgment of what went wrong. Superficial gestures are less valued than genuine recognition of specific issues.

If you are at fault in a conflict, acknowledge specifically what was wrong—generic apologies carry less weight. If you are resolving a conflict where the other party was at fault, expect and request substantive acknowledgment. Real resolution requires real recognition of the problem. This acknowledgment creates foundation for changed behavior and genuine closure.

Rational and Objective Approach

German conflict resolution emphasizes handling disputes rationally and objectively. Sachlichkeit—objectivity, matter-of-factness—is valued.

This means staying focused on substance, maintaining composure, and addressing issues through reasoning rather than emotion. When in conflict with Germans, avoid emotional escalation. Present your position through evidence and logic. Remain composed even if you feel strongly.

Emotional approaches may be seen as undermining productive resolution. Rational engagement enables conflicts to actually be resolved based on merits.

Conflict Is Normal and Potentially Productive

When working with French colleagues, understand that they treat conflict as a normal feature of human relationships rather than as failure or dysfunction. Genuine differences exist among people, and these differences naturally produce disagreements. The appropriate response is not to suppress or deny conflict but to engage it, recognizing that properly conducted disagreement can improve outcomes, advance understanding, and even strengthen relationships. French colleagues may seem surprisingly willing to disagree openly, to challenge positions, and to engage in heated discussion.

This reflects their view that productive conflict yields better results than artificial harmony. What matters is not eliminating disagreement but conducting it well—within appropriate bounds, with rational argument, toward genuine resolution. If you treat every conflict as crisis or failure, you may miss opportunities to engage productively with French counterparts who see disagreement as normal working process.

Direct Engagement Over Avoidance

French conflict culture favors bringing disputes into the open rather than avoiding or suppressing them. Expect French colleagues to address disagreements directly—stating concerns clearly, challenging positions openly, and insisting that matters be discussed rather than ignored. This directness can be uncomfortable if you are accustomed to more indirect approaches; French conflicts may be louder and more confrontational than you expect.

But the cultural logic holds that suppressed conflict festers and worsens, while addressed conflict can be resolved. Avoidance is not peace but merely postponed reckoning. When French counterparts seem eager to “have it out,” they are not being aggressive but rather pursuing resolution through direct engagement.

The cultural expression s’expliquer—to explain oneself, to put cards on the table—captures this value. If you avoid confrontation, French colleagues may perceive you as unwilling to engage honestly or as allowing problems to fester.