Was ein Brite meint, wenn er "interessante Idee" sagt

3. März 2014
Viele Länder, viele Missverständnisse: Wo Kollegen unterschiedlicher Kulturen zusammenarbeiten, führt unverblümtes Feedback oft zu atmosphärischen Störungen.

Viele Länder, viele Missverständnisse: Wo Kollegen unterschiedlicher Kulturen zusammenarbeiten, führt unverblümtes Feedback oft zu atmosphärischen Störungen.

2. Teil: Lesen Sie hier den Beitrag von Meyer

How To Say "This Is Crap" In Different Cultures
by Erin Meyer

I had been holed up for six hours in a dark conference room with 12 managers. It was a group-coaching day and each executive had 30 minutes to describe in detail a cross-cultural challenge she was experiencing at work and to get feedback and suggestions from the others at the table.

It was Willem's turn, one of the Dutch participants, who recounted an uncomfortable snafu when working with Asian clients. "How can I fix this relationship?" Willem asked his group of international peers.

Maarten, the other Dutch participant who knew Willem well, jumped in with his perspective. "You are inflexible and can be socially ill-at-ease. That makes it difficult for you to communicate with your team," he asserted. As Willem listened, I could see his ears turning red (with embarrassment or anger? I wasn't sure) but that didn't seem to bother Maarten, who calmly continued to assess Willem's weaknesses in front of the entire group. Meanwhile, the other participants - all Americans, British and Asians - awkwardly stared at their feet.

That evening, we had a group dinner at a cozy restaurant. Entering a little after the others, I was startled to see Willem and Maarten sitting together, eating peanuts, drinking champagne, and laughing like old friends. They waved me over, and it seemed appropriate to comment, "I'm glad to see you together. I was afraid you might not be speaking to each other after the feedback session this afternoon."

Willem, with a look of surprise, reflected, "Of course, I didn't enjoy hearing those things about myself. It doesn't feel good to hear what I have done poorly. But I so much appreciated that Maarten would be transparent enough to give me that feedback honestly. Feedback like that is a gift. Thanks for that, Maarten" he added with an appreciative smile.

I thought to myself, "This Dutch culture is . . . well . . . different from my own."

Managers in different parts of the world are conditioned to give feedback in drastically different ways. The Chinese manager learns never to criticize a colleague openly or in front of others, while the Dutch manager learns always to be honest and to give the message straight. Americans are trained to wrap positive messages around negative ones, while the French are trained to criticize passionately and provide positive feedback sparingly.

One way to begin gauging how a culture handles negative feedback is by listening to the types of words people use. More direct cultures tend to use what linguists call upgraders, words preceding or following negative feedback that make it feel stronger, such as absolutely, totally, or strongly: "This is absolutely inappropriate," or "This is totally unprofessional."

By contrast, more indirect cultures use more downgraders, words that soften the criticism, such as kind of, sort of, a little, a bit, maybe, and slightly. Another type of downgrader is a deliberate understatement, such as "We are not quite there yet" when you really mean "This is nowhere close to complete." The British are masters at it. The "Anglo-Dutch Translation Guide", which has been circulating in various versions on the Internet, illustrates the miscommunication that can result.

Germans are rather like the Dutch in respect of directness and interpret British understatement very similarly. Marcus Klopfer, a German client, described to me how a misunderstanding with his British boss almost cost him his job:

In Germany, we typically use strong words when complaining or criticizing in order to make sure the message registers clearly and honestly. Of course, we assume others will do the same. My British boss during a one-on-one "suggested that I think about" doing something differently. So I took his suggestion: I thought about it, and decided not to do it. Little did I know that his phrase was supposed to be interpreted as "change your behavior right away or else." And I can tell you I was pretty surprised when my boss called me into his office to chew me out for insubordination!

I learned to ignore all of the soft words surrounding the message when listening to my British teammates. Of course, the other lesson was to consider how my British staff might interpret my messages, which I had been delivering as "purely" as possible with no softeners whatsoever. I realize now that when I give feedback in my German way, I may actually use words that make the message sound as strong as possible without thinking much about it. I've been surrounded by this "pure" negative feedback since I was a child.

All this can be interesting, surprising, and sometimes downright painful, when you are leading a global team: as you Skype with your employees in different cultures, your words will be magnified or minimized significantly based on your listener's cultural context So you have to work to understand how your own way of giving feedback is viewed in other cultures. As Klopfer reported:

Now that I better understand these cultural tendencies, I … soften the message when working with cultures less direct than my own. I start by sprinkling the ground with a few light positive comments and words of appreciation. Then I ease into the feedback with "a few small suggestions." As I'm giving the feed- back, I add words like "minor" or "possibly." Then I wrap up by stating that "This is just my opinion, for whatever it is worth," and "You can take it or leave it." The elaborate dance is quite humorous from a German's point of view … but it certainly gets [the] desired results!

What about you? Where do you think your own culture falls in this regard? If I need to tell you your work is total crap, how would you like me to deliver the message?

Zur Autorin
Erin Meyer ist assoziierte Professorin für Organisationsverhalten mit dem Spezialgebiet "kulturübergreifendes Management" bei INSEAD in Fontainebleau (Frankreich), wo sie zwei INSEAD-Programme zur Fortbildung von Führungskräften leitet: "Leitung globaler virtueller Teams" und "Managementfähigkeiten für internationale Geschäftsbeziehungen". Sie ist Autorin des Buches The Culture Map: Breaking Through the Invisible Boundaries of Global Business (PublicAffairs, Erscheinungstermin: Juni 2014).

Folgen Sie ihr auf Twitter unter: @ErinMeyerINSEAD.

kftbbsolutions 10.03.2014

Kultivierte Kultur - die
Ein Thema, über das immer wieder geschrieben wird. Und so wahr. But... it ain't that simple! Die Notwendigkeit der aufmerksamen Beobachtung geht deutlich weiter: Die deutsche, britische, chinesische... Feedback-Kultur findet eine weitere und sehr deutliche Differenzierung nach Branche, Reifegrad des Unternehmens, Geschäftsmodell, oder ganz schlicht nach den Prinzipien der Unternehmensführung. Und das macht es ja gerade so spannend!


Wir freuen uns über lebendige, konstruktive und inspirierende Diskussionen auf HBM Online. Um die Qualität der Debattenbeiträge sicherzustellen, werden unsere Moderatoren jeden Beitrag prüfen. Eine Nutzung der Kommentarfunktion zu kommerziellen Zwecken ist nicht erlaubt. Beiträge mit vorwiegend werblichem, strafbarem, beleidigendem oder anderweitig inakzeptablem Inhalt werden von unseren Moderatoren gelöscht.

2014 Harvard Business Publishing
Alle Rechte vorbehalten
Vervielfältigung nur mit Genehmigung der manager magazin Verlagsgesellschaft mbH
Die neuesten Blogs
Nach oben