Leading Remote Teams

Hybrid Meetings ≠ Inclusive Meetings. I’ve lived it - and here’s 5 practical tips to ensure everyone has a voice, regardless of location. I spent more than 10,000 hours in hybrid meetings while as a remote leader for The Clorox Company. I was often the 𝘰𝘯𝘭𝘺 remote attendee - while the rest of the group sat together in a conference room at HQ. Here’s what I learned the hard way: 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗼𝘃𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿𝘄𝗮𝗿𝗱, 𝘁𝗵𝗲𝘆 𝘀𝗵𝗮𝗽𝗲 𝘁𝗲𝗮𝗺 𝗰𝘂𝗹𝘁𝘂𝗿𝗲... ...by showing who gets heard, who feels seen, and who gets left out. If you're leading a distributed or hybrid team, how you structure your meetings sends a loud message about what (and who) matters. 𝟱 𝘁𝗶𝗽𝘀 𝗳𝗼𝗿 𝗱𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗵𝘆𝗯𝗿𝗶𝗱 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀: 1️⃣ 𝗗𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗲 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿 – who will actively combat distance bias and invite input from all meeting members 2️⃣ 𝗔𝘀𝘀𝗶𝗴𝗻 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝗿 – to monitor the chat and the raised hands, to launch polls and to free up the facilitator to focus on the flow 3️⃣ 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗼𝗴 𝗶𝗻 - so that there is equal access to the chat, polls, and reactions 4️⃣ 𝗕𝘂𝗱𝗱𝘆 𝘀𝘆𝘀𝘁𝗲𝗺 – pair remote team members with in-room allies to help make space in the conversation and ensure they can see and hear everything 5️⃣ 𝗣𝗿𝗲𝗽 𝗮 𝗯𝗮𝗰𝗸𝘂𝗽 𝗽𝗹𝗮𝗻 – be ready with a Plan B for audio, video, or connectivity issues in the room 𝘞𝘢𝘯𝘵 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘵𝘩𝘪𝘴 𝘦𝘷𝘦𝘯 𝘧𝘶𝘳𝘵𝘩𝘦𝘳? 𝗧𝗿𝘆 𝗮 𝗗𝗶𝗴𝗶𝘁𝗮𝗹-𝗙𝗶𝗿𝘀𝘁 𝗺𝗲𝗲𝘁𝗶𝗻𝗴. If even one person is remote, have everyone log in from their own device from their own workspace to create a level playing field. 🔗 𝗚𝗲𝘁 𝗺𝗼𝗿𝗲 𝘁𝗶𝗽𝘀 for creating location-inclusive distributed teams in this Nano Tool I wrote for Wharton Executive Education: https://lnkd.in/eUKdrDVn #LIPostingDayApril

Leading a team of 500+ taught me a lot about communication — especially in times of crisis. Here are five key lessons I’ve learned: 1. Communicate Early: Carry people along as things evolve. People should hear from you early in the game, before all hell breaks loose. Send that email, call that meeting, announce the changes, transitions, new strategies, or new directions as soon as you can. Trust is built when your team hears from you first, not through the grapevine. It’s not just about saying it — it’s about saying it as soon as you can. 2. Communicate Openly: Your team should feel free to remark, respond, or react to what you share without fear of punishment or being marked. This creates a psychologically safe environment where people don’t have to walk on eggshells around you. It’s an organization, not a dictatorship — people’s voices should never be stifled or silenced, covertly or overtly. 3. Communicate Completely: Don’t leave loose ends or unspoken assumptions. Address direct and indirect questions as much as possible at the time. If something can’t be discussed, say so. Don’t gloss over key details or shy away from touchy topics. Complete communication bonds a team and unites everyone around the leader — especially when they hear it directly from you. As much as you can, leave no stone unturned. 4. Communicate Clearly: There should be no ambiguity. Some team members shouldn’t hear one thing and others another. This is where Q&A sessions and checking for understanding become crucial. Think through what you want to say and ensure it’s plain, simple, and leaves no room for wrong assumptions or misconceptions. A strong leader speaks clearly, so nobody misunderstands, and everyone is on the same page. 5. Communicate Consistently— Communication is the cornerstone of successful organizations. The more your team hears from you, the stronger and more connected they become. Reach out regularly and create accessible platforms for open dialogue, ensuring your team feels informed and heard. Communicating effectively is non-negotiable, and leaders who master it go far. What would you add to the list? Drop your thoughts in the comments! Have a superlative week! #LeadershipLessons #CommunicationMatters #CrisisLeadership #TeamManagement #LeadershipDevelopment #EffectiveCommunication #LeadingTeams #WorkplaceCulture #TransparentLeadership #CrisisCommunication #LeadershipTips #Teamwork #GrowthMindset #LeadershipSkills #InspirationForLeaders

I was told I was too hands-off for doing this. For my team, I didn't consider flexibility just a perk ↻ it was built into how we worked. While we all lived in CST time zone, the team was in charge of covering CST, EST, and PST. I organized the team into three "pods." When hiring, there was always a time zone that needed coverage, ↻ and that’s what they were brought on for. But here’s the key: ↻ I noted their preferences if they preferred working different hours. If a spot in their preferred time zone opened up, they had first dibs ↻ if they still wanted it before posting the opening. Beyond that, within each pod, they had the freedom to structure their workday in a way that best suited them: ⏰ 8-4 with no lunch break ⏰ 10-6:30 with a half-hour lunch ⏰ 7-4 with an hour lunch ⏰ 8:30-5 with a half-hour lunch Etc…you get the point! My only requirement? ↻ Customer hours had to be covered. If someone had an appointment or needed time off, they coordinated among themselves. ↻ I didn't need to know. Each pod had a leader to help facilitate, and they’d only escalate to me if there was a real issue. ⇢ Some called this approach too hands-off. ⇢ I called it trusting and empowering my team. <Read the carousel for my 5 tips to managing with flexibility.> What do you think? Would this work in your team? (PS If you have new managers that need training on how to be effective leaders, I know just the person...)

67% of first-time managers feel powerless in virtual environments- I laughed when I read this stat. After coaching 1,000+ leaders at companies Google, Meta, and Amazon, Here's the $1M insight no one talks about: Remote leadership isn't failing because of technology. It's failing because we're using an outdated operating system. I've seen this story play out countless times. Let me share what I learned and taught in my 10,000+ hours of executive coaching: The Virtual Authority Matrix™ (that transformed my $50K clients): 1. Power Presence Architecture - Morning "Virtual Coffee Roulettes" (15 min, random team pairings) - Weekly "Spotlight Sessions" (Each team member leads a segment) - Monthly "Impact Narratives" (Story-driven achievement sharing) Result: 87% increase in team innovation rates 2. Digital Trust Acceleration - "3-2-1 Deep Connection" Framework - Vulnerability First" leadership approach - Achievement Amplification" system Result: 92% improvement in team retention 3. Remote Influence Mastery - "Micro-Moment Management" technique - "Digital Body Language" mastery - "Async Authority" protocols Result: 73% faster project execution The Most EXPENSIVE MISTAKE I see them making: Most managers obsess over tools. But tools don't build trust. Systems do. ⚡ BONUS TIP: Create "Visibility Vaults" - dedicated Slack channels where wins are archived and searchable. Makes performance reviews 5x easier and motivation 3x stronger. The truth? Remote leadership isn't about being seen more. It's about being felt deeper. 👉 Share this with a manager who needs this. Could save them years of trial and error. #ExecutiveLeadership #RemoteWork #Leadership #FutureOfWork #Management #HighPerformanceTeams #LeadershipDevelopment

One of the hardest balances to master as a leader is staying informed about your team’s work without crossing the line into micromanaging them. You want to support them, remove roadblocks, and guide outcomes without making them feel like you’re hovering. Here’s a framework I’ve found effective for maintaining that balance: 1. Set the Tone Early Make it clear that your intent is to support, not control. For example: “We’ll need regular updates to discuss progress and so I can effectively champion this work in other forums. My goal is to ensure you have what you need, to help where it’s most valuable, and help others see the value you’re delivering.” 2. Create a Cadence of Check-Ins Establish structured moments for updates to avoid constant interruptions. Weekly or biweekly check-ins with a clear agenda help: • Progress: What’s done? • Challenges: What’s blocking progress? • Next Steps: What’s coming up? This predictability builds trust while keeping everyone aligned. 3. Ask High-Leverage Questions Stay focused on outcomes by asking strategic questions like: • “What’s the biggest risk right now?” • “What decisions need my input?” • “What’s working that we can replicate?” This approach keeps the conversation productive and empowering. 4. Define Metrics and Milestones Collaborate with your team to define success metrics and use shared dashboards to track progress. This allows you to stay updated without manual reporting or extra meetings. 5. Empower Ownership Show your trust by encouraging problem-solving: “If you run into an issue, let me know your proposed solutions, and we’ll work through it together.” When the team owns their work, they’ll take greater pride in the results. 6. Leverage Technology Use tools like Asana, Jira, or Trello to centralize updates. Shared project platforms give you visibility while letting your team focus on execution. 7. Solicit Feedback Ask your team: “Am I giving you enough space, or would you prefer more or less input from me?” This not only fosters trust but also helps you refine your approach as a leader. Final Thought: Growing up playing sports, none of my coaches ever suited up and got in the game with the players on the field. As a leader, you should follow the same discipline. How do you stay informed without micromanaging? What would you add? #leadership #peoplemanagement #projectmanagement #leadershipdevelopment

Remote Work doesn't mean you ignore your people. Here are 15 ways I lead my remote team with empathy: 1. Start with Check-Ins ➔ Begin meetings by asking how everyone is doing. ➔ Show genuine care for their well-being. 2. Respect Time Zones ➔ Schedule meetings at times that work for everyone. ➔ Avoid assuming everyone shares the same hours. 3. Encourage Breaks ➔ Remind your team to step away from screens. ➔ Normalize taking mental health days when needed. 4. Be Transparent About Challenges ➔ Share your struggles to create openness. ➔ Build trust by showing your human side. 5. Listen Without Interrupting ➔ Give your full attention during one-on-ones. ➔ Use active listening to validate their concerns. 6. Celebrate Small Wins ➔ Recognize progress, even if it’s minor. ➔ Create moments of joy and motivation. 7. Clarify Expectations ➔ Provide clear guidelines to reduce stress. ➔ Ensure they know what success looks like. 8. Be Flexible with Deadlines ➔ Understand personal circumstances that may affect timelines. ➔ Collaborate on finding realistic solutions. 9. Ask for Feedback ➔ Regularly check how you can support the team better. ➔ Act on feedback to show you value their input. 10. Develop Social Connection ➔ Create opportunities for virtual team bonding. ➔ Use icebreakers or casual chats to ease isolation. 11. Provide Resources for Growth 12. Acknowledge Overwork 13. Lead with Gratitude 14. Be Patient with Tech Issues 15. Create a Culture of Safety When it comes to remote teams EQ >>> IQ It's easier to burn out in remote settings. Take care of yourself and your team. What did I miss? ♻️ Repost this to help others. P.S. I am on a mission to make remote entrepreneurship simple for millions.

When I first started managing remote projects, I thought keeping everyone aligned would just require the right tools and regular check-ins. I quickly learned it’s so much more than that. Through trial and error, I found what really works. Most importantly, I learned that managing projects remotely is built on one thing: Trust. Here’s what helped me keep my teams aligned and hitting deadlines: 1. Set Clear Expectations ✅ Define roles and goals early. ↳ Ambiguity breeds confusion. I make it a point to set crystal-clear expectations from day one. 2.Use the Right Tools ✅ Hold regular video meetings ↳ I used to think we could skip face time, but I quickly learned that personal connection keeps morale strong. 3. Prioritize Strong Communication ✅ Stand-ups keep my team aligned, but more importantly, they foster accountability. 4. Focus on Outcomes, Not Hours ✅ I learned to measure success by outcomes instead of hours.  ↳ Trusting my team to deliver results made them more motivated and productive. ✅ Celebrating milestones is the fuel that keeps everyone going. 5. Build a Strong Team Culture ✅ Scheduling virtual team-building activities has helped create a community. ↳ This sense of belonging is what ultimately pushes us to succeed together. Managing remote teams is about building trust & creating clear goals.

I’ve successfully managed remote teams for 20 years, without micro-managing It's a lot simpler than most people think. Here’s how I do it 👇 I started managing offshore development teams at GE in 2004 Now, my entire team is remote Managing remote teams can be tricky Especially if everyone on the team is performing at different levels One tactic that’s helped me the most. Creating habits! Tiny habits lead to big results. But in a remote world, how do you know everyone practices good habit hygiene? Here’s my system. 1. Set Clear Goals for Everyone ⮑ Make sure each team member knows their targets. ⮑ This helps them stay focused and productive. 2. Use Activity Logs Wisely ⮑ Ask for daily or weekly logs that highlight key tasks completed. ⮑ This provides insight without being invasive. 3. Encourage 15-min Regular Check-ins ⮑ Schedule brief, consistent meetings to discuss progress. ⮑ These touchpoints keep everyone aligned and accountable. 4. Embrace Collaborative Tools ⮑ Use tools like Slack, Gong, Hubspot to track activity. ⮑ This keeps everyone in the loop and eases communication. 5. Celebrate Small Wins ⮑ Acknowledge milestones and achievements regularly. ⮑ This boosts morale and keeps the team motivated. 6. Offer Constructive Feedback ⮑ Provide timely and specific feedback on work completed. ⮑ This helps team members improve and stay on track. 7. Foster a Culture of Trust ⮑ Build trust by being transparent and supportive. ⮑ This creates a positive work environment where everyone thrives. Each week at Miva I hold: -15-minute weekly 1x1s w/ my direct reports -30-minute functional team meetings w/ each GTM function -30-minute GTM all-hands on Friday. During our GTM all-hands, we discuss our activity goals and how we did. We also share learnings and ideas on how to improve. When we do the right reps the results take care of themselves.

The Truth About Trust in Remote Work. (From a Former Chief People Officer) 15+ years of building high-performance cultures taught me one thing: trust makes or breaks remote teams. Why? Trust isn't given. It's designed into your systems. Or it isn't there at all. When Spotify declared "Our employees aren't children," they revealed a cultural architecture I've seen transform companies: 1. Design for Autonomy → Clear outcomes trump surveillance → Let high performers own their process 2. Engineer Trust Through Systems → Async communication by default → Results-focused metrics only 3. Develop Cultural Intelligence → Make cultural differences a competitive advantage → Document decisions, not discussions 4. Cultivate Adult-to-Adult Relationships → Replace control with clarity → Transform managers into activators 5. Elevate Team Intelligence → Treat remote work as an operating system → Not a temporary accommodation The brutal truth? Remote work doesn't break cultures. It exposes the cracks that were always there. Your best people don't need surveillance. They need systems that assume competence. After transforming cultures across continents, I've learned: The companies that trust their people become talent magnets. The question isn't whether remote work works. It's whether your culture is strong enough to support it. ♻️ Share to create company cultures we can all be proud of 🔔 Follow me (Loren) for more on leadership, workplace culture, and personal growth 📸 Spotify quote

Here's the secret to building trust with your team: It's actually a superpower inherent within us all. Teams trust leaders who show vulnerability. There, I said it, and the research backs me up. Teams are 𝟱𝘅 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 to trust their leaders if they regularly show vulnerability (DDI research). During my leadership journey, I've come to realize that vulnerability isn't a weakness. It's actually an essential leadership tool. Why does it work? When you’re open about struggles and admit mistakes, you allow your team to do the same. This freedom builds authentic communication. And fosters a sense of safety and trust. Here’s how you can start building trust through vulnerability: 1. 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗵𝗲𝗹𝗽 on a project.    ➟ Show you don’t have all the answers.     2. 𝗦𝗲𝗲𝗸 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 from your team.    ➟ Be open to learning from them.     3. 𝗔𝗱𝗺𝗶𝘁 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 when you make them.    ➟ Share what you’ve learned. Model these behaviors and your team will feel empowered to take risks and collaborate more deeply. Show your team it’s safe to be vulnerable. Then, watch trust and engagement grow. __________ ♻️ Repost to help others build trust in their team. 🔔 Follow me, Nadeem, for more content like this.