{"id":29984,"date":"2023-01-11T18:54:47","date_gmt":"2023-01-12T02:54:47","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=29984"},"modified":"2023-01-11T18:54:47","modified_gmt":"2023-01-12T02:54:47","slug":"hybrid-and-the-marginalized","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/hybrid-and-the-marginalized\/","title":{"rendered":"Hybrid and the Marginalized"},"content":{"rendered":"

Remote, Not Distant<\/em> is a practical book on building a post-pandemic workplace culture that defines the mindset needed to thrive in today\u2019s hybrid environment. It suggests six approaches to collaboration and five work models that unleash employee potential.<\/p>\n

Written by Gustavo Razetti, a consultant on corporate culture and author of four business books, Remote<\/em> begins with the observation that, contrary to what many may think, people actually \u201cdon\u2019t need an office to build culture.\u201d Razetti also notes that this post-pandemic world is \u201cthe beginning of the end of the workplace as we know it. Normal is gone. The culture that got you here won\u2019t get you there\u201d.[1]<\/a> Focusing his book on the realities of life after Covid makes Razetti relevant to the everyday experience of everyone struggling with the most efficient ways to work today. A pastor within my context, who lost all his church members due to long lockdowns, told me that he is needing to start \u201cevangelism [church planting] all over again.\u201d Was his church culture inappropriate for the pandemic? What is culture anyway? To help us better understand this, Razetti describes culture as:<\/p>\n

the environment that helps people do their best work. Culture evolves naturally, but the most successful companies deliberately design theirs. Culture is a \u201cwicked problem.\u201d It cannot be \u201csolved\u201d once and for all; it must be continuously worked on. Culture is an interconnected system of behaviour, mindset, and emotions; it requires more than having a set of values[2]<\/a><\/p>\n

Explaining this further Meyer notes that culture impacts on three things: our perceptions, cognition and ultimately, our actions.[3]<\/a> In other words, culture, really, defines our lives. In line with Razetti\u2019s views, the culture within my context has greatly evolved due to Covid. For example, church services are now being attended by many members physically but also streamed online. And there is nothing to suggest that this will stop as the benefits are significant for interested parties within and outside our city. Plus, should there be a resurgence of Covid, we will not feel stranded <\/em>as the case was when we first experienced the pandemic in 2020. It seems clear that business and social sector leaders who wish to remain relevant must quickly come to terms with how to efficiently navigate the realities of a post-pandemic world, especially the hybrid workplace. Accordingly, Razetti advises that:<\/p>\n

A hybrid workplace is here to stay. Thriving in the environment requires revisiting (almost) everything about your company culture. Successful remote-first organizations design their culture intentionally and obsessively. Despite the concerns of some leaders, it is possible to successfully build a remote culture. Leaders must \u201cunlearn\u201d traditional leadership strategies and design an equal experience for both remote and on-site employees[4]<\/a><\/p>\n

As indicated earlier, Razetti proposes five important mindsets needed to thrive in today\u2019s hybrid environment. These include resetting corporate culture; reimagining the organization\u2019s future; reigniting a sense of belonging; rethinking collaboration and releasing swift decision-making.<\/p>\n

In conclusion, Razetti cautions decision-makers to \u201cleverage everything \u2026learned from working remotely\u201d[5]<\/a>, adding that \u201ccreating a strong workplace culture is not office-dependent.[6]<\/a>\u00a0In my mind, there is no doubt that the consideration of a hybrid work culture is here to stay, especially if, God forbid, there is a resurgence of Covid or anything similar. The only concern is its ramifications for grassroots communities. Due to the digital divide\/inadequate access to the internet, I wonder if, in the unwelcome event of another pandemic, this would mean another incidence of alienation from society. For people without phones or airtime to make calls, I guess Remote, Not Distant<\/em> becomes a caution to begin\/resume preparing for solutions that significantly consider marginalized communities.<\/p>\n

 <\/p>\n

 <\/p>\n

 <\/p>\n

[1]<\/a> Razetti, Gustavo. Remote not Distant: Design a Company that will Help You Thrive in a Hybrid Workplace (Highland Park, Illinois: Liberationist Press, 2022), 1.<\/p>\n

[2]<\/a> Razetti, Remote not Distant, 22<\/p>\n

[3]<\/a> Meyer, Erin. The Culture Map<\/em>. (New York: PublicAffairs, 2014) 19.<\/p>\n

[4]<\/a> Ibid, 52<\/p>\n

[5]<\/a> Razetti, Remote, 294<\/p>\n

[6]<\/a> Ibid, 295<\/p>\n","protected":false},"excerpt":{"rendered":"

Remote, Not Distant is a practical book on building a post-pandemic workplace culture that defines the mindset needed to thrive in today\u2019s hybrid environment. It suggests six approaches to collaboration and five work models that unleash employee potential. Written by Gustavo Razetti, a consultant on corporate culture and author of four business books, Remote begins […]<\/p>\n","protected":false},"author":143,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[2257,2495,2496,2494],"class_list":["post-29984","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-marginalized","tag-not-distant","tag-razetti","tag-remote","cohort-lgp11"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/29984","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/users\/143"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=29984"}],"version-history":[{"count":1,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/29984\/revisions"}],"predecessor-version":[{"id":29985,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/29984\/revisions\/29985"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=29984"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=29984"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=29984"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}