Remote Leadership

How are leadership skills challenged by the dislocation of our employees?

I've been wrestling with this question for a while and have journaled about it personally. However, as we move into a new timeframe, I feel compelled to share it more publicly.

Disclaimer: I believe the desire for remoteness is often a by-product of me-centered perspective (that is a separate post, for sure) and the belief that what I want is more important than the collective good. How do we draw the focus back to the group and mutual benefit while honoring individual desires and needs, where appropriate?

Focusing solely on results, such as the ROWE approach or the, "I can work anywhere as long as I get it done" attitude, overlooks the fundamental human need for connection. The synergies of physically working together—emotionally, productively, and in terms of engagement—have been repeatedly demonstrated. While telepresence has improved over the years, it still falls short of bridging the gap created by remote work. These aspects are often downplayed, sometimes for valid reasons, but frequently without justification.

All that said, we are seeing an increased demand in the workforce for this dislocated style, and we should not fight it but rather lead towards a better way. This is one of the key things that leaders do; when presented with a challenge, we rise to it and find ways to resolve it. But that means that we need to adapt and figure out the way forward - typically by changing ourselves first.

What skills do we need to grow as leaders to be that bridge? How do we overcome the challenges of an increasingly disconnected team? How do we build connections when we aren’t together physically?