The Six Principles of THA_miteinander
As part of BYTHA—Build Your THA—40 colleagues worked together in a series of workshops to develop the six guiding principles of THA_miteinander. These principles outline how we at THA want to collaborate and interact with one another.
Sonja Schön, Katrin Freitag, Katharina Lehnet, Kathrin Springinklee, Svea Schaufler, and Lars Schöne present the principles on behalf of their colleagues.
Principle 1: We are committed to transparency in our actions and decision-making
This means:
We embrace transparency as a core value because we know that openness builds trust. Open communication and transparent decision-making foster understanding and acceptance. In this way, we create a culture in which knowledge is shared and collaboration is strengthened.
Do's and Don'ts
Do's
I explain the reasoning behind my decisions and proactively share information.
I ask questions when something is unclear to me.
I document and visualize processes for others.
I act authentically and openly in every role.
Don’ts
I withhold information.
I don’t explain my actions.
I simply accept ambiguities.
I don’t document anything.
Principle 2: We take responsibility and make bold decisions
That means:
We take responsibility with courage, trust, and without striving for perfection. We dare to try new things, learn from our experiences, and actively shape our future. In doing so, we support and empower one another. Together, we’re rocking THA life!
Do's and Don'ts
Do's:
I take responsibility and keep the big picture in mind.
We help and support each other.
I act proactively and think in terms of continuous improvement processes.
Don'ts
: I hold back because something isn't perfect.
I want to do everything on my own and avoid asking for help.
I pass issues on without resolving them.
Principle 3: We create opportunities for interdisciplinary exchange
This means:
We promote cross-functional collaboration and do so with an open mind, curiosity, and independence from hierarchies. We actively shape how we work together, seek out information on our own, and contribute our perspectives. This is how new ideas and genuine collaboration emerge.
Do's and Don'ts
Do's
: We actively seek to engage with colleagues from other departments.
We create both formal and informal opportunities for interaction. Examples: THA Party, cafeteria lunch, coffee talks.
Don'ts
: We limit ourselves to our own organizational unit.
We ignore opportunities for interaction.
We wait for others to take the initiative in fostering collaboration.
Principle 4: We focus on solutions
This means:
We approach challenges with a constructive attitude. Together, we look for ways to reach our goals and view difficulties as opportunities to learn or improve.
Do's and Don'ts
Do's
We actively suggest alternatives.
We look for common ground.
We try to understand the other person's goals.
Don'ts
We complain instead of looking for solutions.
We reject new ideas.
We don't care about other people's goals.
Principle 5: We work in a committed and reliable manner
This means:
Our commitments and agreements are transparent and binding. Responsibilities are clearly defined and well-known. We act independently, transparently, and flexibly when conditions change.
Do's and Don'ts
Do's
: I keep my promises and follow the rules.
I meet deadlines and provide timely updates.
I act proactively and set clear deadlines.
I provide updates even when I’m not directly responsible.
I respond flexibly to changes or bottlenecks.
Don’ts
: I don’t respond at all.
I remain passive.
I overstep my authority or shift responsibility onto others.
I do not stick to agreements.
I do not take responsibility for my area.
Principle 6: We talk with each other instead of about each other
This means:
We make space, time, and a priority of direct conversation. We communicate openly, respectfully, and as equals, regardless of hierarchy. We listen, provide feedback, and view criticism as an opportunity for growth.
Do's and Don'ts
Do's
I give others space to speak openly and respect their perspectives.
I gather information before forming or sharing an opinion.
I listen actively and without prejudice.
I treat sensitive information confidentially.
Don’ts
I spread rumors or gossip.
I engage in negative information games.
I take criticism personally and react with hurt feelings or in a dismissive manner.
I amplify negative emotions within the team.
How were the six principles developed?
For THA_miteinander, the focus was on consistent participation: Participants were not selected by established committees but were nominated directly from within the university. Colleagues could suggest individuals whom they believed were capable of actively and responsibly shaping collaboration. The strong response, with over 110 participants, demonstrates how important this topic is for the entire THA. Forty nominees were invited to develop the principles in two panels. The results were then brought together, consolidated, and distilled into the six principles of THA_miteinander during a joint workshop.
The following participated in THA_miteinander:
In no particular order:
Ellen Cannich-Jung, Katharina Lehnert, Martina Königbauer, Sigrid Stolz, Katrin Freitag, Beate Lak, Philipp Schurk, Anita Engelhard, Christine Schwaegerl, Kathrin Springinklee, Antje Krumme, Emese Tömösvári, Lars Schöne, Markus Brand, Svea Schauffler, Michael Ziegler, Sonja Schön, Dominik Merli, Peter Tkotz, Stefanie Prüß, Sidonia Bonfert, Sarah Hatfield, Stefan Rohr, Michael Finkel, Alisa Kasle-Henke, Nikodemus Handschuh, Michael Rieder, Katharina Bucher, Constantin Wanninger, Janine Netzel, Carolin Palmer, Gabriele Hoksch, Julia Koch, Thomas Heinrich, Kai Bolten, Peter Cocron, Ines Krüger, Claudia Meitinger, Manfred Müller, Jana Görmer-Redding