Gustavo Razzetti, CEO of Fearless Culture and author, discusses how to foster belonging in remote and hybrid teams. He emphasizes the importance of trust and psychological safety as foundational elements for effective collaboration. The conversation touches on practical strategies, such as building personal connections and adapting communication styles to enhance team dynamics. Gustavo introduces a ladder model of psychological safety, illustrating how to cultivate a supportive environment that encourages innovation and open communication.
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insights INSIGHT
Rigidity in Hybrid Work
Hybrid work models often get rigidly defined by senior leaders, neglecting individual team needs.
This rigidity stems from some leaders feeling a loss of control and perks associated with traditional office settings.
insights INSIGHT
One-Size-Fits-All vs. Flexibility
Traditional workplace structures often prioritize a rigid, one-size-fits-all approach, neglecting individual needs and preferences.
This rigidity can clash with the flexibility desired by employees, especially in hybrid models.
volunteer_activism ADVICE
Intentional Hybrid Design
Design hybrid work intentionally, balancing flexibility with clear rules and expectations.
Establish core collaboration hours and prioritize documentation for asynchronous work.
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In 'Remote Not Distant', Gustavo Razzetti provides a roadmap for understanding, adapting to, and succeeding in a hybrid workplace. The book offers actionable tools for leaders and team members to improve collaboration, manage conflict, and foster innovation in remote and hybrid environments. Drawing from research and examples from companies like Amazon and Slack, Razzetti emphasizes the importance of intentionality and flexibility in creating a thriving work culture.
The Fearless Organization
Amy Edmondson
Gustavo Razzetti: Remote Not Distant
Gustavo Razzetti is the CEO and founder of Fearless Culture, a culture design consultancy that helps teams do the best work of their lives. For more than 20 years, he has helped leaders from Fortune 500s, startups, nonprofits, and everything in between. He is also the creator of the Culture Design Canvas, a framework used by thousands of teams and organizations across the world to map, assess, and design their culture.
In addition to his consulting work, Gustavo regularly speaks with leaders and teams about culture change, teamwork, and hybrid workplaces. He is the author of four books on culture change. His most recent book is Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace*.
In this conversation, Gustavo and I explore the critical nature of trust for building belonging on hybrid and remote teams. We examine the principles of psychological safety and how this matters just as much in digital collaboration. Perhaps most importantly, we look at several tactics to open up trust that will help us pave the ways towards team belonging.
Key Points
Hybrid work environments have the potential to be the best of both words, but in some places it is now worse.
Trust is between individuals. Psychological safety is about how safe we feel with a team.
It’s helpful to think of building psychological safety like climbing a ladder. Ironically, the higher you go on the ladder, the safer you feel taking risks.
Welcoming questions such as “What's your superpower?” and “What's your kryptonite?” can be useful starting points for building trust.
Metaphors are often a powerful way to entire into more complex, emotional discussion without feeling unsafe.
Resources Mentioned
Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace* by Gustavo Razzetti
Interview Notes
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Related Episodes
How to Create Team Guidelines, with Susan Gerke (episode 192)
How to Build Psychological Safety, with Amy Edmondson (episode 404)
How to Engage Remote Teams, with Tsedal Neeley (episode 537)
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