Anix Code

We have begun work on our own corporate code that you can read here   (it’s not long) and familiarize yourself with our principles. This is not something that we have invented entirely on our own – the Code of another Teal organization, based on the work of Frederic Laloux and his book “Reinventing organizations”, is taken as a basis for it.

The Code will be amended and finalized by all members of the organization. All members of our organization must make sure that the company code is being followed. 

It contains our, unique, evolutionary goals for our organization as a whole.


Self-management

  • Trust

– We treat each other based on the assumption that everyone has the best intentions.

– We trust our colleagues by default, as long as there is no evidence that trust is undeserved.

– Freedom and responsibility are two sides of the same coin.

  • Information flow and decision making

– All business information is everyone’s (within the company) property. 

– All of the employees are able to respond correctly to unpleasant and sensitive news.

– We believe in the power of the collective mind. No one person can know more than everyone else. Therefore, all decisions are made in the process of internal consultation.

  • Responsibility

– Everyone is fully responsible to the organization. If we feel there are actions that have to be taken it is our duty to bring them to the attention of others. It is unacceptable to look at taken responsibilities and role negatively. 

– Do not be afraid to remind others of their responsibilities in the form of comments, suggestions or objections.

Wholeness

  • Uniform value

– We are all fundamentally equal.

– At the same time, we believe that our community will only be enriched if we allow each member to make their own unique contribution, taking into account their differences in responsibilities, education, experience, interests, skills, character traits, worldview, etc.

  • Safe and comfortable workplace

– Any life situation can be assessed from the standpoint of fear and separation, but also from the standpoint of love and unity. We choose love and unity.

– We strive to create an emotionally and spiritually safe environment at work, where everyone can behave naturally and be themselves.

– We welcome the atmosphere of love and care, encourage the recognition of merits as well as gratitude, curiosity, joy, magic and imagination.

– We are not bothered by the use of such words as “caring”, “love”, “favour”, “high purpose”, “soulfulness” and “mission” in our workplace.

  • Learning

– Any problem that has arisen is an invitation to learn and improve internally. We must always remain students. We can never learn all that there is to learn. 

Failure is always a new opportunity if we valiantly strive towards a greater goal. We discuss our blunders openly and learn from them. Hiding from problems or ignoring the opportunity to learn from them is unacceptable.

– The purpose of remarks on our work or respectful opposition are meant to help each other grow.

– We focus on strengths, not weaknesses, on opportunities, not on problems.

  • Relationships and conflicts

– It is impossible to change others. You can only change yourself.

– We take responsibility for our own thoughts, beliefs, words and actions.

– We do not spread rumors. We won’t talk about anyone behind their backs.

– We settle disagreements between ourselves without drawing other people into them.

– We do not blame others for our problems. When we have the desire to blame someone for something, we take it as an invitation to think about whether the problem (and of its solutions) are within us.

Evolutionary goals

  • Collective purpose

– We look at the organization as a spiritualized organism that has its own evolutionary goal.

– We try to listen and understand what direction of development is preferable for the organization, not forgetting that pushing it in one direction or another is unacceptable.

  • Our evolutionary goals

  To be an example to other organizations and people with our work structure and attitude towards work.

– To be a haven for those who seek understanding, friendship and communication.

– To keep the desire for magic, because we turn to fiction to find what we need, but can’t find in the real world.

– To give work to those, who share the same interests and are ready to work towards these same values. To create and follow our ideals.

  • Personal goal

– For both of our own sake and for the sake of our organization, we must find out what our personal calling is and how it fits in with the evolutionary goal of the organization.

– We try to fulfill our duties from the heart, and not from selfish motives.

  • Planning the future

– Attempts to predict and control the future are useless. We make forecasts only if specific solutions require it.

– Life will unfold in front of us more generously and plentifully, if we give up trying to control the future and start instead to try and feel the changes around us and respond to them.

  • Profit

– In the long term, our higher organizational goals and the need to make a profit do not collide with each other. If you focus on achieving a higher goal, profits will not hesitate to follow.