{"id":30061,"date":"2023-01-12T16:15:29","date_gmt":"2023-01-13T00:15:29","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=30061"},"modified":"2023-01-12T16:15:29","modified_gmt":"2023-01-13T00:15:29","slug":"it-all-starts-with-thinking-differently","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/it-all-starts-with-thinking-differently\/","title":{"rendered":"It All Starts with Thinking Differently"},"content":{"rendered":"

Gustavo Razzetti, organizational culture consultant, author, and speaker, wrote \u201cRemote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace\u201d[1]<\/a> to encourage leaders to think differently about their organization\u2019s culture post the wide-spread work-from-home experiences of the covid-19 pandemic. He provides a roadmap for executives so they and their teams can leverage the best of both in-person and remote work for the best of their organizations.[2]<\/a> Specifically, in his \u2018how-to\u2019 manual, Razzetti explores the challenges of the hybrid workplace, reviews top-performing remote work cultures, and shares a host of ideas and tools that can be immediately utilized for cultivating a work culture where both the team and company can thrive.<\/p>\n

After exploring what organizational culture is and is not in his foundations chapter, Razzetti then lays out his five steps:<\/p>\n

    \n
  1. Resetting culture<\/li>\n
  2. Reimagining a shared future<\/li>\n
  3. Reigniting belonging<\/li>\n
  4. Rethinking collaboration<\/li>\n
  5. Releasing agility<\/li>\n<\/ol>\n

    He supports his steps with extensive research and notes and QR codes to access practical resources.<\/p>\n

    Razzetti\u2019s insights hit close to home for me. It felt as if he were giving a play-by-play evaluation of the culture resetting work my organization\u2019s leadership is seeking to undertake. Six weeks or so before Christmas all staff were invited during a Zoom meeting to attend a 10-day in-person \u201cvisioning convocation\u201d in March. A couple of weeks later it was made clear through an email that we were required to be there, and it was hoped we would \u201ccome on board with\u201d the vision underway. Two different messages; two different tones. And still not any specifics on what a \u201cvisioning convocation\u201d even means or is. Alongside of this, we were also informed that we now need to submit a travel approval request for all our in-country travel as well as travel outside of our country of residence. Since I work from home, this new requirement leaves me feeling micro-managed. My job description asks me to meet with partners. This is what I have been doing for nine and a half years, with needing travel approvals only when I leave Lebanon for other countries in my region of responsibility. Now I need approval for every meeting that takes me outside of my front door.<\/p>\n

    I have worked in a hybrid model for the past nine and a half years. The combination of freedom and accountability that I have experienced up until recently has been energizing and a key component of what I have enjoyed about my work. It has given me room to pay attention to the Holy Spirit in the context and relationships around me. Razzetti writes: \u201cCompany rules should enable people, not limit them. The\u00a0more autonomy\u00a0allowed, the more accountable people will become. Freedom doesn\u2019t turn people into rogue employees\u2014it makes them more responsible. If you want people to behave like adults, why treat them like children?\u201d[3]<\/a> His question echoes the questions I have been asking over the course of the past couple of months faced with these developments in my organization.<\/p>\n

    At the same time, other initiatives the leadership of my organization are taking do reflect the best practices outlined by Razzetti. For example, under his first step, he discusses five mindset shifts. The first is moving from a culture by chance to a culture by design.[4]<\/a> Over the course of the fall, the deputy executive director charged with implementing change in our organization has formed a team who is working to move us from the unconscious culture that has developed over many years to a deliberate culture shaped by consciously chosen values and practices. It is a work in process, that is for sure. Amid the inconsistencies, I am realizing that I am faced with choosing where I am going to lean-in to give feedback, ask questions, and offer constructive alternatives. As our leadership tries to create or renew a sense of belonging,[5]<\/a> I am faced with the task of discerning how best and when to speak truth to power[6]<\/a> and how best to continue in the work, mission, and ministry to which I have been called.<\/p>\n

     <\/p>\n

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

    [2]<\/a> Ibid., 3.<\/p>\n

    [3]<\/a> Ibid., 247.<\/p>\n

    [4]<\/a> Ibid., 28.<\/p>\n

    [5]<\/a> Ibid., 102 ff.<\/a><\/p>\n

    [6] O\u2019Toole, James. 2015. \u201cSpeaking Truth to Power: A White Paper – Markkula Center for Applied Ethics.\u201d October 15, 2015. https:\/\/www.scu.edu\/ethics\/focus-areas\/business-ethics\/resources\/speaking-truth-to-power-a-white-paper\/<\/a>.<\/p>\n

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

    Gustavo Razzetti, organizational culture consultant, author, and speaker, wrote \u201cRemote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace\u201d[1] to encourage leaders to think differently about their organization\u2019s culture post the wide-spread work-from-home experiences of the covid-19 pandemic. He provides a roadmap for executives so they and their teams […]<\/p>\n","protected":false},"author":141,"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":[2488,2493,2459],"class_list":["post-30061","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-razzetti","tag-remote-not-distant","tag-speaking-truth-to-power","cohort-lgp11"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30061","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\/141"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=30061"}],"version-history":[{"count":1,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30061\/revisions"}],"predecessor-version":[{"id":30062,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30061\/revisions\/30062"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=30061"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=30061"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=30061"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}