The New Narrative has put it in a nutshell: written communication is an important part of our modern hybrid working world. We from Digital Leader Program are convinced that non-verbal communication plays an at least as important role in a remote context.

Did you know that:

•  55% of communication is based on body language?
•  38 % is based on tone of voice?
•  Only 7% is conveyed through the spoken word?

We can also harness the power of non-verbal communication in a remote context:

Do you leave on the video in video calls? Is your remote setup consciously set up in terms of lighting, alignment and background?

Do you listen attentively to your counterpart in meetings? Or do you complete tasks in the meantime?

In which way do you experience interruptions from letter carriers and co?

All these examples have an impact on our non-verbal communication.

What do you think? In which way do you take non-verbal aspects into account in your daily (remote) communication?

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To optimize our customers' hybrid collaboration we are more and more using Gustavo Razzetti's Culture Design Canvas. Let me share a little about that powerful tool that we are often using as a template to help teams and leaders develop a cohesive and vibrant workplace culture.

Here’s a closer look at what this tool entails and how you as a leader can effectively utilize it in a workshop setting:
The Culture Design Canvas is a strategic framework created by Gustavo Razzetti, aimed at helping organizations visualize, design, and implement their culture. It comprises various elements such as purpose, values, behaviors, rituals, and more. By addressing these factors systematically, teams can forge a unified culture that drives both engagement and performance.

In case you want to facilitate a workshop yourself you can download the canvas at https://www.fearlessculture.design/ and follow the following steps to make a workshop out of it:

1. Introduction: Begin by explaining the...

In our workshops, we are often asked how leaders can develop their teams towards autonomy. 

Well - this is primarily down to leadership. Every organization needs a framework that allows employees to make their own decisions and, above all, to make mistakes. 

Are you actively involved in your team's tasks or do you largely leave the execution to your team members? 
Do you make decisions alone or in collaboration with your team? 
Does the hierarchy in your team follow a strict chain of command, or is there more flexibility and freedom in decision-making at different levels?

Based on these questions, you can recognize a tendency as to whether you tend to lead with authority or autonomy.

But what does autonomous leadership actually mean? And what is the good thing about it?

An autonomous leadership style means that you as a leader allow a lot of freedom and personal responsibility. You delegate tasks to your team, trust that your team members can complete their tasks...