A Name That Carries Weight
For months, I’ve spoken about “a project” that I’ve been deeply involved in, without ever revealing its name. It wasn’t secrecy for its own sake — it was because some things take time before they are ready to step into the light. Today, that time has come. I’m honored to introduce it: HexaNorm.
HexaNorm is not my individual creation. It is part of a larger system envisioned by Claus Nisslmueller, who invited me to join him in shaping this particular piece. He trusted me with it, and together we are co-creating a framework that, in its essence, is about bringing fairness, empathy, and accountability into the way organizations function. For me, being asked to join was not just an opportunity — it was a responsibility I carry with gratitude.
Why HexaNorm Matters
Workplaces are more than just structures of tasks, roles, and results. They are living systems where trust, respect, and clarity either thrive or break down. When they thrive, people feel safe to contribute, innovate, and belong. When they break down, even the most talented individuals struggle, and organizations lose their sense of purpose.
I remember a time when I worked in an environment where people spoke less and less in meetings, not because they lacked ideas, but because they feared how their words would be twisted or dismissed. The silence in the room was heavy — not a sign of agreement, but of resignation. Watching good people shut down like that stays with you. It’s a reminder of how fragile trust can be, and how urgently it needs protecting.
HexaNorm exists to address this imbalance. It is a framework designed to prevent harm, strengthen trust, and give both people and organizations measurable ways to stay accountable. Rather than treating issues like psychological safety, ethical climate, or fairness as abstract ideals, HexaNorm seeks to make them tangible — with standards, principles, and tools that can be applied consistently.
What HexaNorm Is (and Isn’t)
Without going too deep into details at this stage, here is a glimpse of what HexaNorm stands for:
• Trust as a foundation: Organizations can only thrive when people know they are safe to speak, act, and belong without fear of manipulation, favoritism, or retaliation.
• Clarity in processes: From hiring to conflict resolution, fairness must be visible, structured, and consistent — not left to chance or personal bias.
• Balance between people and systems: A workplace is not sustainable if it protects the company but neglects its people, or the reverse. HexaNorm is designed to safeguard both.
• Ethics made measurable: Too often, ethics remain a set of vague statements. HexaNorm translates them into auditable practices that can be tracked and improved.
What HexaNorm is not: it is not another “quick-fix HR tool,” nor is it a set of rigid rules. It is a living framework — adaptable, scalable, and built with empathy at its core.
My Personal Motivation
My path into this work is shaped by what I’ve seen and felt in different professional settings. I have witnessed the damage caused by environments where people are silenced, where toxic behaviors go unchecked, and where fairness becomes secondary to politics or profit. I’ve also seen how deeply people flourish when they are given respect, clarity, and safety to be themselves.
When Claus invited me to join HexaNorm, it felt like a natural step — a way to transform those convictions into something real. I bring with me not only my background and skills but also the stories, experiences, and values that have shaped me. Co-creating HexaNorm is, in many ways, my way of saying: we can do better, and we must.
Gratitude and Commitment
This journey is not one I walk alone. I am deeply grateful to Claus, whose vision in Product Design & UX laid the foundation of HexaNorm and the whole Six Fold System, to Stephanie Hamberger for her thoughtful and ingenious contribution as our developer, and to the many people who have shared their stories of both hope and struggle in the workplace. Their voices are woven into the DNA of HexaNorm.
Naming HexaNorm today is more than a formal step — it is a commitment. A commitment to fairness, to dignity, and to building systems where humanity is not an afterthought but the starting point.
What Comes Next
This is only the beginning. In the coming months, I will share more about HexaNorm’s principles, its structure, and the way it is designed to strengthen trust, clarity, and fairness in organizations. For now, giving it a name is about more than presentation — it marks the start of its journey into the world.
Because naming is not just about words. It is about responsibility, direction, and intention. And with HexaNorm, our intention is clear: to bring trust back into the heart of work.