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The grid principle

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The lattice principle is a framework for action to establish a culture of innovation based on hierarchy-free lattice structures. In contrast to the classic top-down culture, an innovation culture in the sense of the lattice principle promotes the creativity of the individual. This is referred to as lattice, as any hierarchical levels and titles within the company are dispensed with and all communication channels between employees are direct.

The basis of the principle is the assumption that all people are basically creative and willing to perform.

The action corridors and values of a company acting according to the grid principle are:

1. believe in the individual
The human being as an individual is at the center. Each employee can join the projects in the company that he likes and that he can advance through his strengths; he thus has the opportunity to develop permanently and according to his inclinations.

2. think and act in the long term
The relationship of companies with employees, customers and partners is designed to be sustainable and long-term, so that new ideas can be given the appropriate space.

3. exploit the power of small teams
Project work preferably takes place in small, capable teams that organize themselves. This promotes a sense of responsibility and commitment among employees.

4. all work towards the same goal
Even companies that are made up of different divisions should see themselves as a unit and communicate this to their employees in the same way. The fact that each individual is just as important as the others and that everyone is in the same boat avoids competitive thinking among colleagues and increases the appreciation of each employee.

5. direct communication
Possibly the most important aspect in a hierarchy-free grid structure is the constant and direct communication among each other: each employee should know about the strengths and abilities of his or her colleagues.

Additional note: The following aspects destroy any culture of innovation
– Emotionlessness
– Lack of fault tolerance
– Hierarchies and power imbalances
– Singularity within the workforce
– Poor communication
– Withholding information
– No interest in the areas outside one’s own
– Individual offices and closed doors in the office building
– Strong safety awareness
– Oversized control

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