Human Dignity

Human dignity is inviolable. Actions that show disrespect, hate, discrimination, sexism or in any way harmful behaviour towards one or multiple individuals, towards representatives of other cultures, religions, countries or sexual minorities will not be tolerated within the organisation. The organisation claims the right to temporarily or permanently exclude individuals who violate human dignity in the way mentioned above from the organisation.

In the same way as the organisation strives to hold up and protect the rights and the integrity of all individuals involved with it, all individuals involved with the organisation are asked and required to uphold and protect the integrity of the organisation, as well.

Discretion and Loyalty

What happens in Delirium stays in Delirium. Internal matters of the organisation always have to be treated with the necessary discretion in order to protect the individuals involved with these matters as well as the organisation itself. This pre-condition is not bound to the period of work with which an individual may be involved in the organisation but applies permanently.

Free Will

It is not the aim of the organisation to force anything unto anybody. Individuals working within the organisation do so by exercising their free will. During the mentioned period of work, the Principles, Rules and Systems apply according to the corresponding contracts that have mutually been agreed upon and must be respected. Any individual is free to terminate his work within the organisation. In this case, the mutually stated conditions and rules mentioned in the corresponding contracts apply.


An important pre-condition of any individual starting to work within the organisation is to be open-minded towards the working methods of the members of the organisation. The structures of the organisation work by communication, and all problems or upcoming confrontations are to be met by means of clarifying, arbitrating reflexion and communication before any action is taken. Given that communication is regarded as such a high tool within the organisation, the multiple layers of communication are given equal importance. Political correctness will not be exercised nor enforced between the individuals. Actions that originate from humour and human light-heartedness can be sharply separated from actions that attack, harm or disrespect human dignity. Within the organisation, it is believed that any human being can easily distinguish between these two. Individuals who feel offended because of misunderstandings are asked to improve their social skills. If this is not possible due to various reasons, they are free to terminate their work within the organisation according to the corresponding contract.


Any applicant who aims to work within the organisation must be aware that the working ethics of the organisation are to be observed and applied in various situations. From the status of a guest the applicant may move on to the status of a friend, depending on his or her effort, involvement and performance. Eventually, an applicant may become a member of the organisation, being now a part of its internal structure. This status of a member again is divided in different layers. Promotion within the structure of the organisation is not enforced as it mostly depends upon the individual; demotion is also possible and can happen if corresponding reasons appear. Individuals working within the organisation are asked to display creativity, reliability, flexibility and courage in order to serve the organisation’s purposes. The organisation is meant to create a surrounding in which freedom of thought, transparency and self-realisation in service of all involved human beings are protected, upheld and inspired.

We believe principles offer a higher ground from which individuals, groups and organisations can operate. In a world conditioned to be opportunistic, we have chosen to act according to certain principles that have been guidelines for our work, our mindset and our public as well as private bearing. The principles are in accordance with the international human rights and can help protect, manifest and uphold the integrity and dignity of human beings when applied accordingly. These principles have not been designed to inflict damage and suffering nor to harm any sentient being. Through applying the principles to our work, our life and our organisation we aim to establish lasting stability, prosperity and internal as well as external balance.

In our understanding, these principles can be mainly understood by application. In the current written form in this document, they are presented as a work in progress and should be rather regarded as suggestions than fixed rules.


The all time leading principle is stated as : MIND

„The empires of the future are the empires of the mind.“ (Winston Churchill)

The MIND, understood as a principle or as a tool, is a word that stands for something too vast and too complex to fully describe.

This leading principle incorporates all other principles and by far exceeds them.

In our belief, the MIND as such stands for the unlimited potential that any human being can access.

The MIND can neither be forced nor enforced.

It is our rule to make appropriate and specific use of the MIND according to our work.

By doing so, the outcome of our efforts grows in quality, potential and effectiveness as expected.

Our overriding objective is excellence, or more precisely, constant improvement. By creating correct habits, pursuit of excellence can be understood as a habit itself rather than a special achievement, making it a byproduct of any mindful work. In our eyes success, money or reputation are all such byproducts.

As improvement comes in endless cycles, different „formulae“ can be applied at different stages. They represent the keys of the mind and can be applied at any time and anywhere.

1. Create - Observe

„Do not try to create and analyze at the same time. They are different processes.“ (John Cage)

1.1 Create:

1.1.1 Enter the Void – tapping into the potential that is before any action by „Entering the Void“

1.1.2 Delirium Work – use the 5 step Delirium work process (See 5.2)

1.1.3 Intuition – a principle which can be experienced but hardly explained intuitive Unconsciousness – yielding the mind to the idea intuitive Consciousness – following the clues

1.1.4 Creating Clarity – willpower will lead to clarity in communication, action and mental design knowing what to do – seeing the design before taking action feeling for necessity – following the design while taking action

1.2 Observe:

1.2.1 Listen – the skill to perceive that which is Conscious Awareness – reading the script Unconscious Awareness – feeling the script

1.2.2 Analysis – perceive system as a machine General Analysis – looking at the machine from a higher level Specific Analysis – looking at the machine from inside the cells

1.2.3 Hyperrealism – confront ideas with reality Scepticism – doubting, judging and measuring the experience, comparing outcome with goals Conclusion – learning by adjusting

1.2.4 Experiencing Conflict – observing the dynamics of conflict in pursuit of excellence

1.2.4 Maintaining Clarity – the skill of „cleaning the glasses“ Judgement without emotions – following a script without being distracted Perceiving without judgement – letting go of any opinion or attachment to previous experiences

2. Open

„Where is the door, if there are no walls?“ (Rumi)

2.1. Open mind – Nothing is impossible.

2.1.1 Change – adapting to changing environment, keeping the mind flexible

2.1.2 No expectations – radically opening the mind to the new and unknown

2.1.3 Open horizon – radically expanding limits

2.2 Align – opening through adjusting structure

2.3. Transparency

In a system this means:

– Everyone is accountable towards each other.

– taking responsibility for one’s actions.

– Radical transparency can be exercised best within a Network

– Hierarchical systems will not bring us any further within a Network

– Each person within the Network of Delirium-Edition should act like an owner

2.4. Criticism – receiving feedback and giving it to others.

This principle is an essential ingredient of the improvement process.

However, if handled incorrectly, criticism can be destructive: it should be delivered only objectively.

There should be no thinking of hierarchy involved in the giving or receiving of criticism.

2.5. Trust – Finding people, places or methods to trust, and trying to do so for a while

3. Connect

„What you seek is seeking you.“ (Rumi)

3.1 Plug in – adjusting structure for connection

3.1.1 Tune – tuning wavelengths to create connection

3.1.2 Mix – merging opposites, dissolving separation, creating synthesis

3.2 Unify – Evolution of a unified body

3.2.1 Group Work – this principle appears to be the most important one when it comes to teamwork practice. Following principles – by actions and non-actions both individually and in group Inspiration – collecting shared experiences that raise awareness and give positive inputs Meeting – conferences, gatherings, leisure time activities Loyalty – being loyal to the common mission Friction – growing through friction.

By time, the network will grow strong enough to withstand most friction

3.2.2 Group Presence – acting as part of a group. Nobody is left behind.

Every part of the group serves a function.

There are groups within groups, each unit is equally important.

Every function displays power of unity and serves the common purpose.

Group presence can be achieved through practice.

Being part of a unified body does not mean for any individual to give up anything that makes him or her the individual they are. Without individual progress any unit will lack quality. A unified body is the combination of all possible individual voices that unify for a common purpose.

The aim is not a uniform or a social corset but the unification of different individuals for a common purpose.

Teamwork and team spirit are essential, including intolerance of substandard performance. This is referring to:

1) one’s recognition of the responsibilities one has to help the team achieve its goals and

2) the willingness to help others (working within a group) towards these common goals.

3) Our fates are intertwined. One should know and feel that others can be relied upon to help.

4) It is important to be aware that ideas of a single person cannot compete with those of a group of individuals where many perspectives collide and then, through thorough, quality process the best will be chosen.

5) Long-term relationships within a group are both intrinsically gratifying and efficient. They should be intentionally built. Turnovers require re-training and therefore create setbacks.

6) Within a group, it is important to be loyal to the common mission at all times and not to follow anyone who is not operating consistently with it.

3.3 Synchronise – perpetual practice of connecting time

3.3.1 Timing – finding the space in between, adjusting the pace

3.3.2 Chance – letting timing happen by itself (or „Delirium Synchronisation“)

4. Borrow

„General duties as a student – pull everything out of your teacher; pull everything out of your fellow students. General duties as a teacher – pull everything out of your students. Consider everything an experiment.“ (John Cage)

4.1 Learn – attaining knowledge by any source and internalising it

4.2 Lend – temporarily borrow and give back at a later point of time

4.3 Use – skill of transforming any inner or outer impulse into your tool

4.4 Redirect – changing direction, adapting if necessary. Keeping the mind from getting stiff

5. Time and Effort

„Ostinato rigore“ („constant rigor“, by Leonardo da Vinci)

5.1. Perpetual effort – to achieve something, one has to spend a certain amount of effort over a certain amount of time. By focusing specific efforts over longer periods of time on a chosen subject, we aim to achieve meaningful, unique and life-changing experiences that can be shared.

5.2. Delirium Work – our main working principle, structuring practice in several interchanging segments

Delirium 5-step work process:

– Pre-stage: – Score / Instruction / Description

Delirium work:

– Form: following form which as a whole serves like a shell for all further work

– Technique: understanding segments by practising their function, style and technique

– Feeling: experiencing deep learning by inward change

– Idea: mind adaptation

5.3. Progress

5.3.1 Fail – the skill of owning one’s own mistakes.

Failure is necessary, but not learning from it can be considered futile

5.3.2 Transform – the ability to start all over again with a changed mind.

All improvement comes in endless cycles.

5.3.3 Sky over Sky – skills have no limits.

Accepting never-ending stages of learning and work

6. Relax

„To the mind that is still the whole universe surrenders.“ (Lao Tse)

6.1 . Enter Delirium – Can be done anytime and anywhere. Can happen spontaneously or by intent.

Can be easy to tap into or in some cases only reachable by longtime training

6.2 Let go – breaking attachments in mind and body to attain freedom in mind and body

6.3 Tranquility – relaxing the mind. This can create efficient states of alertness that can be triggered by will

6.4 Presence – plug into each moment of time by living each moment as if it was the last

6.5 Recover – knowledge of when and how to recover

6.6 Enjoyment – knowledge of how and when to be silly, mindless and not at work

„Be happy whenever you can manage it. Enjoy yourself. It is lighter than you think” (John Cage)