{"id":30033,"date":"2023-01-12T11:43:14","date_gmt":"2023-01-12T19:43:14","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=30033"},"modified":"2023-01-12T11:43:14","modified_gmt":"2023-01-12T19:43:14","slug":"5-steps-to-a-healthy-hybrid-work-culture","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/5-steps-to-a-healthy-hybrid-work-culture\/","title":{"rendered":"5 Steps to a Healthy Hybrid Work Culture"},"content":{"rendered":"

In his book, Remote Not Distant: Designing a Company Culture That Will Help You Thrive in a Hybrid Work Place<\/em>, author Gustavo Razzetti makes the case for shifting to hybrid work models, and he provides a roadmap for how to do so intentionally. He spends substantial time at the beginning of the book debunking myths which are typically employed to validate in person work over remote or hybrid work. In fact, Razzetti masterfully yet simply communicates foundational ideas while gently challenging preconceived notions about work culture.<\/p>\n

\nWhat is Culture?<\/h3>\n

Razzetti defines culture as the environment that helps people do their best work. He writes, \u201cLeaders often think that having a set of core values or a purpose statement is the same as defining their company culture. However, culture is more than that. It\u2019s a complex interconnected system. Great leaders focus both on the forest and the trees.\u201d[1]<\/a><\/p>\n

Razzetti maps out five steps for creating healthy, vibrant cultures in the workplace:<\/p>\n

\u2043 Reset your culture
\n\u2043 Reimagine Your Shared Future
\n\u2043 Reignite Belonging
\n\u2043 Rethink Collaboration
\n\u2043 Release Agility<\/p>\n

Reset your culture<\/strong><\/p>\n

The author offers 5 key mindset shifts. I resonated deeply with his modest shift \u201cFrom work-life Balance to Work-Life Integration\u201d. I feel this happened by accident in my particular case. Working from home meant that my days were broken up and punctuated by every day life and family tasks and rhythms. Prior to Covid I was rarely able to exercise. With two small kids the beginnings and endings of my days were spent with them and I Rarely had time to do anything else. Now, because of remote\/hybrid work, I\u2019m able to exercise and do incredible work. This connects to one of the other mind set shifts, \u201cfrom one-size-fits-all to flexibility\u201d.<\/p>\n

Reimagine Your Shared Future<\/strong><\/p>\n

Razzetti hones in on the concept of purpose. He writes, \u201c Simply put, your purpose defines your \u201cwhy\u201d. Page 66 Essentially, why does your company exist? Purpose provides an anchor for teams win crisis or transition come, but the purpose must be people-centered, and not outcome-centered.<\/p>\n

Reignite Belonging<\/strong><\/p>\n

The concept of psychological safety was wonderful to read and provided a word that was different than the loaded term \u201ctrust.\u201d Razzetti illustrates three levels in the psychological safety spectrum:<\/p>\n

Level 1: Welcome
\nLevel 2: Courageous Conversations
\nLevel 3: innovation<\/p>\n

These levels must be taken one step at a time, Razzetti explains. In my experience this is incredibly difficult to attain because individuals on teams have various relationships to work, their supervisors, and frankly their own history with employment. So psychological safety cannot necessarily be driven through one on one relationships, but must be an atmosphere everyone Radiates and cultivate.<\/p>\n

Rethink Collaboration<\/strong><\/p>\n

Razzetti had several gold nuggets in this part. His six modes of Collaboration for distributed teams and the subsequent diagram, was enlightening (diagram below). I work on two distributed teams with graduate admissions and Portland Seminary. Razzetti\u2019s six modes helped me to diagnose my teams as fundamentally healthy and successful. Ultimately, distributed teams need to engage each of the six modes, and balance is key.<\/p>\n

 <\/p>\n

\"\"<\/a><\/p>\n

 <\/p>\n

Release Agility<\/strong><\/p>\n

In the final step, Razzetti names the shift people have made in how they think about work, and why leaders must take not. He writes, \u201cPeople used to design their personal lives around work. Now they want to organize work around their personal lives. Flexibility is not only a vital indicator of happiness, it also enables your team to do great work.\u201d[2]<\/a><\/p>\n

This shift requires many adjustments to former ways of imagining work and workplace culture\/norms. Teams who transition to a more agile hybrid model, must do the work of defining the model that works best for the individuals, team, and organization. Regardless of the model a team lands on, in reality, a hybrid work culture constantly evolves, so it\u2019s important to think less fixed and more agile.<\/p>\n

Gustavo Razzetti\u2019s work here is affirms the cultural movement toward hybrid work, but gives researched and accessible data for why this is, and why employers and leaders must adapt. A recent article by the Washington Post defined and detailed the term Quiet Thriving<\/a> to talk about how people can find ways to thrive regardless of their work environment. Their list of 10 steps include things like \u201cadvocate for a cause,\u201d \u201cset boundaries,\u201d and \u201cinsert fun breaks.\u201d These steps are not new, but they are now possible within a hybrid work environment, because employees now have time and energy that was previously spent on a variety on showing up to in person, synchronous work alone. On personal note, I can attest that I would have left my job had we not shifted to a hybrid work model. Because we did, I feel I\u2019m doing thoughtful work, getting the exercise I need, and getting to see my family a few hours more each day.<\/p>\n

Conclusion<\/strong><\/p>\n

Finally, as Gustavo Razzetti asserts, switching from in-office to hybrid work is not simply a matter of different containers. This switch requires thoughtful intention, flexibility, and a growth mindset. I\u2019m my work as an admission counselor, I meet prospective students who are decided between multiple hybrid seminaries. I always advise them to ask the question \u201cWhat does your hybrid model entail? What are the specific rhythms?\u201d Just because a seminary, organization, or team is hybrid, does not mean it is healthy or even function. I\u2019ll carry Razzetti\u2019s wisdom with me for some time.<\/p>\n

 <\/p>\n

[1]<\/a> Gustavo Razzetti, Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace<\/em> (Liberationist Press, 2022). 15.<\/p>\n

[2]<\/a> Razzetti. 235.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

In his book, Remote Not Distant: Designing a Company Culture That Will Help You Thrive in a Hybrid Work Place, author Gustavo Razzetti makes the case for shifting to hybrid work models, and he provides a roadmap for how to do so intentionally. He spends substantial time at the beginning of the book debunking myths […]<\/p>\n","protected":false},"author":147,"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":[2488],"class_list":["post-30033","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-razzetti","cohort-lgp11"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30033","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\/147"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=30033"}],"version-history":[{"count":1,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30033\/revisions"}],"predecessor-version":[{"id":30035,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30033\/revisions\/30035"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=30033"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=30033"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=30033"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}