Navigating Remote Leadership

Leading Away from the Office

When Covid struck, I had been managing remote teams for about ten years. Team members as far flung as India, Argentina, Germany, England, and all across North America reported to me or my managers. Well before the rise of Zoom and Slack, we had meetings over conference calls, worked together over email or shared drives, and generally made our way. So, when Covid came around, remote leadership of this was new to me. However, it was new to a great many people, especially outside of the tech industry. 

Industry and business has come a long way in three years, with the improvements to cybersecurity and personal work environments, video meeting apps, AI-assisted transcriptions, and all manner of supportive tools. Yet, this doesn’t mean we’re better at remote leadership. In some ways, leaders have to work harder to connect on a personal level with their team members. In this genre, I mean “personal” in a way that allows a leader to get to understand their teammates. Gone are the days, really, of going out to lunch together on a whim to talk, or meeting up at the coffee machine to touch base. Even while some have gone back to work, there isn’t the depth of office going that there once was. 

The world has become more interconnected and leaders not only have to adapt the changing landscape of not sitting in an office, but they have to navigate a more global workforce, with different cultures, time zones, languages, and modes of operation. We have to learn how to connect, at more than a superficial level, in order to be an effective leader. So, what does it take to keep your employees and team members feeling productive, connected, and engaged? 

Cultivate Clear Communication Channels

Effective communication lies at the heart of successful remote leadership. Without the luxury of face-to-face interaction, it is crucial to establish clear communication channels with your team. Utilize video conferencing tools, chat platforms, and project management software to facilitate seamless communication. Encourage open dialogue, active listening, and ensure all team members have equal opportunities to contribute.

I think the operative word here is CLEAR. It is extremely easy to just spout out a request, define a need, or ask for something without being clear about what it is we really want. We, as leaders, need to spend a few minutes thinking about the person receiving the message as well as the words we use to convey them. Additionally, it’s easy to let the platform be the hindrance. If something isn’t working in your Slack channel, pick up the phone or setup a Zoom conference. If the phone isn’t working, set up a Zoom so you can see their body language and address anything that comes up right away.

Speaking of body language, how you as a leader convey your communication is just as important as interpreting your team’s communication. Leaning forward during a conversation shows you’re interest, and watch hand gestures which can be lost off camera.  . 

Set Clear Expectations

Remote work demands clarity in terms of expectations and goals. As a remote leader, it is your responsibility to define and communicate these expectations to your team. This is no different than being an “in-person” leader. However, where this can get complicated is when there are questions or concerns about expectations. 

All of us create stories we tell ourselves, especially when it comes to things that are important like our work. We tell ourselves that we understand, even when we have a niggling feeling that we don’t. In U.S. culture, we don’t want to bother other people with small questions, or bring up concerns that might be unfounded. We pre-judge ourselves and our thoughts, and move forward with assumptions. This is what gets both us and our team members into trouble. It becomes doubly important to ensure what you’re laid out has been heard, understood, and that any and all questions are addressed. 

Using technology is great in this area because it takes some of the stigma away from the stories we tell ourselves (“I’m being a bother.”) However it should be carefully used when details are important. Deadlines also need to be crystal clear and any discussions documented, for all parties. Encourage people to use tools like Slack, Teams, Flock, or Asana. I’ve personally used several, and when it comes to communication, the easier and simpler you can make accessing and using the tool, the better.  

Prioritize Work-Life Balance

Remote work often blurs the boundaries between personal and professional life, making it essential for leaders to prioritize balance at home. Encourage your team to establish clear boundaries, maintain regular working hours, and take breaks. Often, a change of location can help not only establish those boundaries but also provide different stimulus for creativity. I often take Zoom calls from a coffee shop or different room. A helpful tool for remote work in a different location is Krisp. It works extremely well on both listening and speaking noise canceling. It now has a transcription service incorporated into it, so you can review conversations right after they happen. Handy when you might not have heard all the content. 

That said, it’s really important to lead by example and promote self-care practices. Remember that a well-rested and balanced leader is more likely to be productive, attentive, and cognitively present. Setting the example for your team is important – you must show your integrity by following what you espouse. If you see members of your team stressing over their project or making sarcastic remarks, convince them to take a break and reset their view. 

Self-Care is Not an Indulgence

Learn what times of day work best for you to be engaged with work.   For example, what times are better for slower work, like emails or writing? Get up during the day and take a short walk, sit on a patio or porch, or go make lunch. Getting away from the desk is important not only for your brain but your body as well. Don’t be afraid to shift your availability to what works for you. You may be good in the morning and need a longer break midday, coming back later after the kids have gone to bed. Work out with your team and management what works best and then do it!. 

Many times we insist that this kind of personal resource management is indulgent. It’s not necessary, we think, because we can keep going. That is not the point of resource management. The point is to be able to be our best for our teams, for our work, for our company, for ourselves and our families. Self-care is discipline and “self-preservation.” It’s only when you stop the ongoing stresses in front of the computer or on the phone that you can feel what life could really be.  

And so much more…

There are so many more aspects to consider like dealing with change, feedback, and developing your own leadership skills. Those may be the subjects for another post. While remote leadership comes with its unique set of challenges, it also offers immense opportunities for growth and success. By cultivating and continuously developing communication and process, you can become an effective and productive remote leader. Embrace the digital landscape, adapt to change, and empower your team to achieve greatness, regardless of physical distance. 

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