Remote Leadership Techniques

Is your leadership's management philosophy stuck in the 1960s? Let's redefine it: Leadership by Being Engaged. The concept of "management by walking around" came from Bill Hewlett and Dave Packard (HP founders) in the 1960s, popularized by Tom Peters in 1982, and gets used today to describe what's missing in #remote work. "The expected benefit: by random sampling of events or employee discussions, managers are more likely to facilitate improvements to the morale, sense of purpose, productivity and and quality... compared to remaining in a specific office area, or the delivery of status reports." The literal concept doesn't work if your managers have people who are working in multiple locations, now the majority case. 60 to 80% of all "enterprise" company managers now have #distributed teams. 100% of Fortune 500 Execs have teams that are #distributed today, according to Atlassian (kudos Molly Sands, PhD). #RTO mandates rooted in this philosophy are trying to return to a world that no longer exists. Leaders need a both/and approach. Get employees together to jump-start #belonging, and build better #culture and #performance by being involved in the digital #collaboration tools that your teams use every day. Let's redefine a philosophy rooted in co-location into one for the #digital age. Four starting points for leaders looking to get digitally engaged: 🔸 Increase transparency. Internal transparency around clear goals and realistic progress against them drives focus on outcomes, and builds trust. 🔸 Get engaged in the work. Execs need to stop saying "Teams/Slack etc are for the kids; you'll find me in email" and get into the tools people use every day to work through account issues, project updates, and problem solving. 🔸 Participate in digital communities. Social forums at work build belonging. That cuts across everything from an Abilities ERG to Sneakerheads. Finding community at work boosts retention; even leaders need to find that. 🔸 Get a reverse mentor. Being available and engaged digitally can feel foreign as a leader, and initially scary to a team. Find a digital native in your organization who can coach you! What's your take? Retire the phrase, or revive an important concept?

Tell me what’s wrong with this picture: ➡️ An expat CEO initiates a handshake to welcome a new Emirati colleague. ➡️ The same CEO then asks to schedule a meeting with a Saudi client on a Friday at 12 PM. ➡️ Then, this CEO speaks in a direct and confrontational way to a Filipino team member. ➡️ And then, this CEO declines to meet an Indian team member’s family that was passing by the office quickly. If reading these scenarios triggered you; imagine what the person on the receiving end is experiencing. The interesting thing is, is that if you were to remove the cultural references - These scenarios would seem innocuous. CQ, or what is also known as Cultural Intelligence, is the ability to relate and work across cultures while understanding and embracing cultural differences. Today, a lack of cultural awareness is why many senior leaders are losing the respect of their teams and damaging their reputations. CQ encompasses four key components: 1️⃣ Cognitive CQ (Knowledge) - Understanding cultural norms, practices, values and beliefs. 2️⃣ Metacognitive CQ (Strategy) - Being aware of differences and adjusting your behaviour and thinking. 3️⃣ Motivational CQ (Drive) - Demonstrating an interest in learning about other cultures. 4️⃣ Behavioural CQ (Action) - Exhibiting respectful verbal and non-verbal actions when interacting with others. All four components are necessary if you want to be known as someone who respects and encourages diversity, and understands the subtle nuances that exist between cultures. By approaching cultural differences with curiosity and humility, and genuinely asking team members to share more about their cultures and preferences - You’ll create a more inclusive work culture that fosters respect, empathy and trust. #BestAdvice #Culture #Leadership

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐕𝐬 𝐏𝐮𝐫𝐩𝐨𝐬𝐞 𝐕𝐬 𝐃𝐚𝐭𝐚 As we look ahead, the future of employee engagement will undoubtedly be shaped by data analytics and personalization. Companies will increasingly leverage technology to tailor engagement strategies to individual employee needs, preferences, and behaviors. 𝘞𝘩𝘺 𝘵𝘩𝘪𝘴 𝘴𝘩𝘪𝘧𝘵? Traditional, one-size-fits-all approaches are becoming less effective in a rapidly evolving workplace. As remote work, hybrid models, and diverse global teams become more prevalent, understanding the unique motivations and challenges of each employee will be essential to drive sustained engagement. 𝑷𝒆𝒓𝒔𝒐𝒏𝒂𝒍𝒊𝒛𝒂𝒕𝒊𝒐𝒏 𝒕𝒉𝒓𝒐𝒖𝒈𝒉 𝑫𝒂𝒕𝒂 According to a 2023 Gallup report, organizations that personalize their employee engagement strategies are 3 times more likely to see increased productivity and employee satisfaction. Tailored initiatives can address the specific needs of different employee groups, whether they’re based on job role, generation, or location. 𝑨𝑰-𝑷𝒐𝒘𝒆𝒓𝒆𝒅 𝑬𝒏𝒈𝒂𝒈𝒆𝒎𝒆𝒏𝒕 𝑻𝒐𝒐𝒍𝒔 Research from Deloitte reveals that 56% of companies plan to invest in AI-driven tools for employee engagement by 2025. These tools will provide real-time insights into employee sentiment, helping leaders make proactive, data-backed decisions to boost engagement. 𝑭𝒐𝒄𝒖𝒔 𝒐𝒏 𝑴𝒆𝒏𝒕𝒂𝒍 𝑯𝒆𝒂𝒍𝒕𝒉 𝒂𝒏𝒅 𝑾𝒆𝒍𝒍-𝑩𝒆𝒊𝒏𝒈 A study by McKinsey & Company found that companies prioritizing mental health in their engagement strategies saw a 50% improvement in employee retention. As the lines between personal and professional lives blur, employee well-being will be a cornerstone of engagement in the future. 𝑻𝒉𝒐𝒖𝒈𝒉𝒕𝒔 𝒕𝒐 𝑷𝒐𝒏𝒅𝒆𝒓 In summary, the future of employee engagement will not be about blanket solutions, but a more precise, data-informed approach that personalizes the experience for each individual. Those companies that invest in this will not only retain top talent but also drive sustainable business success. #HR #EmployeeEngagement Image Courtesy: Pexel

How I Saved a Regional Sales Expansion by Coaching Across Cultures The managing director was frustrated. His Southeast Asian sales team had reached 30% of its target after six months. “They’re polite—maybe lazy,” he said. I knew better. The problem wasn’t effort. It was culture. My diagnosis revealed six silent disconnects: 1. His individualist rewards clashed with their collectivist values. 2. His task focus ignored their relationship-building needs. 3. His flat hierarchy confused their hierarchical expectations. We rewired his approach in four weeks using IAC Coaching Masteries: He built trust by admitting, “You know your market better than I do.” He listened to subtext, not just words. He clarified intentions, replacing assumptions with questions. He created systems that honored local rhythms. Results? Revenue hit 95% of the target. Deal cycles shortened by 22%. Morale soared. The lesson: Your “efficient” method may be a cultural barrier for them. Are you leading with questions—or imposing answers? #CrossCulturalLeadership #GlobalSales #CoachingMastery #SalesTransformation #LeadershipDevelopment

In the blink of an eye, what you hold sacred can be breached. 💔 Imagine this: You’re a leader at a financial institution and in one click, a decade of customer trust evaporates. A cyber-attack doesn’t just hit your systems; it shatters confidence, relationships, and your bottom line. Cybersecurity isn't just about firewalls and passwords. It’s about culture. 🛡️ It’s about realizing that the most sophisticated technology can fail if a single employee clicks on a malicious link. Today, let’s not talk about tools. Let’s talk about people. Your team. The beating heart of your organization. 🏢🧡 - Empower your staff with knowledge. Regular training isn't just good practice; it's a lifeline. - Foster a culture of vigilance. Phishing scams evolve daily. Staying ahead means staying aware. - Celebrate the wins. When someone reports a potential threat, make it a teachable moment for all. Cyber threats are the modern Pandora's box – once opened, they can wreak havoc. But unlike the myth, we have the power to close the lid. 📦💪 Leaders, let's shift focus from fear to empowerment. Investing in a cybersecurity-aware culture isn't an option; it's a necessity. This is about safeguarding more than data; it's about protecting our future. Share your experiences, encourage dialogue, and let’s strengthen our defenses through unity and knowledge. Because when it comes to cyber threats, education is just as powerful as encryption. #CyberSecurity #Leadership #RiskManagement #InformationSecurity #CorporateCulture

Bridging Direct and Indirect Communication Styles in Global Teams: A Leader's Guide 🤝 🌏 Have you ever sent what you thought was a clear message, only to realize it was interpreted completely differently by team members across the globe? You're not alone. 💭 Imagine a Dutch supervisor giving feedback on a Brazilian team member’s proposal: "This proposal needs significant work." The Brazilian colleague, however, walks away feeling disheartened. 💔 Neither intended for this disconnect—both simply wanted to produce great work. 🎯 Here are four tested strategies I've seen transform global team communications: 1️⃣ Create a "Communication Charter" 📝 Work with your team to document and share each culture's typical communication patterns. Make it explicit: "In Germany, direct feedback is a sign of respect" or "In Japan, suggestions often come wrapped in careful language." 2️⃣ Use the "What I'm Hearing" Technique 👂 When receiving indirect feedback like "Maybe we could consider..." or direct feedback like "This isn't working," practice restating: "What I understand is..." This simple practice reduces misunderstandings in global teams. 3️⃣ Establish Multiple Feedback Channels 💬 Some team members may never speak up in meetings but will share brilliant insights via email or one-on-one chats. Give your team options – it's not about changing their style but creating space for all voices. 4️⃣ Model Flexibility 🔄 As a leader, demonstrate switching between styles. With direct communicators, be clear and concise. With indirect communicators, provide context and be attentive to subtle cues. Remember: The goal isn't to make everyone communicate the same way, but to build bridges between different styles. The most innovative solutions often emerge when diverse communication styles meet in the middle. 🌉 What communication challenges have you encountered in your teams? Share your experiences below. 👇 #GlobalLeadership #CrossCulturalCommunication #DiversityAndInclusion #TeamManagement #GlobalBusiness ______________________________ 💡 Turn Cultural Differences into Your Team’s Competitive Advantage! Ready to build a culturally competent team? Let’s work together to turn cultural differences into strengths! 🌐 Learn more about how Mastering Cultural Differences can help your organization thrive. 🎁 Click the link on my profile to book a complimentary session and discover how we can empower your team to thrive globally.

Is our remote team working their full hours? Probably not. But here’s the thing - I’m not mad. Why? Because productivity isn’t about hours logged; it’s about results delivered. If my team finds ways to exceed expectations while working more efficiently, I’m all for it. But let’s be real: When output isn’t there and results fall short, that’s when the difficult conversations need to happen. That’s where leadership steps in. Not with knee-jerk back-to-office policies. Here are 5 takeaways for leaders navigating remote or hybrid teams: 1/ Results > Hours. Your team’s output matters more than how long they’re at their desk. ↳ Focus on what’s achieved, not just time spent. 2/ Flexibility Drives Productivity. People work better when they’re given the freedom to do it their way. Embrace that. ↳ Trust your team to manage their time wisely and watch the results follow. 3/ Address Performance, Not Presence. When results are lacking, that’s the time to have the tough conversations. Not just because someone isn’t physically in the office. ↳ Poor performance needs action, not rigid policies. 4/ Empower Your Team. The best results come from people who feel empowered & trusted to work how they do best. ↳ Flexibility can unlock higher productivity. 5/ Adapt Your Leadership Style. The hybrid/remote work model isn’t going anywhere. It’s time for leaders to adapt & prioritise what truly matters - results. ↳ Lead with trust and clarity, not micromanagement. Let’s focus on outcomes, not outdated office policies. ------------- ♻ Share this if you believe in results-driven leadership! 📌 I'm Dhruvin Patel, and I believe in creating high-performing teams through flexibility and trust.

I'm excited to share insights on enhancing human performance and wellbeing in the workplace in my new piece for EmeraldPublishing's Strategic HR Review. The digital era has changed work dynamics, but the core principles of meaningful work remain unchanged. Here's the essence for HR leaders: 1. Mission Alignment: Forge a clear path where every role and task is a stepping stone towards the company's mission. This connection elevates the everyday grind to a purposeful journey. 2. Social Connectivity: For those working remotely, curate moments for connection, fostering a community that bolsters a sense of belonging. 3. Autonomy and Growth: Give employees autonomy in their work along with chances to grow. This autonomy feeds their competence and enhances their drive. 4. Purpose-Driven Culture: Meaning and purpose are critical Articulate a company vision that echoes personal ideals, merging individual purpose with collective goals. 5. Tech for Engagement: Use digital platforms to cultivate a workspace that’s both collaborative and inclusive, ensuring all team members, regardless of location, feel integrated and valued. It's not just about policies; it's about nurturing an environment where wellbeing and purpose aren't just nice-to-haves, but key to productivity. Dive into the full article for a roadmap to these transformative strategies. Link in the comments #workplacewellbeing #motivation #humanperformance #purposedrivenculture #meaningfulwork #engagement

Instead of mandating an RTO, ask yourself: “How can I equip my team to work together effectively - no matter where they are today?” Because here’s what the data actually shows: ➡️ Office mandates ≠ office attendance Despite big headlines from Amazon, JPMorgan Chase, and others, in-office attendance has barely budged… up only 2% ➡️ Hybrid is still the norm 67% of U.S. companies offer location flexibility ➡️ Most enterprise teams are already distributed Microsoft went from 61% co-located teams pre-pandemic to just 27% by 2023 ➡️ Cross-functional = cross-location Enterprise project teams are rarely co-located anymore - and need a new playbook to succeed. ⚠️ Yet only 23% of companies have provided training on how to lead and collaborate effectively in hybrid, remote, and distributed environments It’s time to build a new leadership muscle. Omnimodal Leadership - the ability to lead with equal impact in: ✅ Fully in-person settings ✅ Hybrid setups (in-location majority or minority) ✅ Fully remote teams And switch between modes - sometimes even in the same day. How do you build these skills? Over the past 6+ years we’ve helped thousands of leaders build measurable results by teaching how to: ✨ Co-create team working agreements ✨ Set clarity around time zones and responsiveness ✨ Use async tools intentionally to reduce meeting overwhelm ✨ Coach and mentor direct reports at a distance ✨ Mitigate Distance + Recency Bias ✨ Build connection and trust remotely ✨ Grow influence and exposure - without a desk at HQ This takes more than theory. It requires repeatable, proven techniques. 📖 Full article from Inc. Magazine: https://lnkd.in/eKv-P528 📊 Want credible data? Follow: Flex Index, Brian Elliott, Nick Bloom, Global Workplace Analytics