Remote leadership is not for the faint of heart. If you’re a senior executive, you already know that leading a team from afar is a very different structure, and it takes a lot more elements to make sure that it totally works for your entire team and for the company’s bottom line.

One of my favorite concepts to really dive into with my clients going for executive leadership training is the way your team responds to you and your leadership style, especially when they’re remote.

Balancing Trust and Control

This is a make-or-break outcome for the future of your organization. According to a Gartner study, 82% of company leaders plan to allow employees to work remotely at least part of the time moving forward, but only 47% feel equipped to lead virtual teams effectively.

It’s a constant balance between control and trust. Remote leadership isn’t about micromanaging; it’s about creating systems where autonomy thrives while performance remains high.

Let’s be clear—your role as an executive in the remote work aspect is not about the day-to-day. That’s for the middle managers, and that’s a whole other story.

Your job is to make sure that everybody sees the big picture and can really jump in and join in, so they understand what’s going on to get the work done.

Forget the Old Office Strategies

If you think the same old office strategies are going to work in remote leadership, think again.

Remote leadership makes you have to be a little more intentional, a little more strategic, and sometimes a little more ruthless to make sure your team is getting done what you need.

But again, it all comes down to leadership style and how you focus with your team to make sure the job gets done.

Productivity and engagement don’t automatically translate in remote environments. In fact, 38% of remote employees feel less engaged than they did in the office, and a 34% productivity dip has been noted for companies that don’t actively manage their virtual teams effectively. The key takeaway?

It’s time to rethink how you motivate and engage your employees in this new environment.

The Lifeblood of Remote Teams

Now, I’ve worked with a lot of leaders as they’ve dealt with remote teams, especially since the pandemic. The number one thing I hear the best leaders say is that it all comes down to communication.

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Communication is the lifeline to your remote team. It’s not about flooding their emails or booking as many Zoom calls per week as you possibly can. It’s about being sharp, precise, and strategic.

Gartner’s Remote Leadership Report highlights that communication breakdowns are the most cited reason for failure in remote leadership, with 60% of remote employees expressing confusion about their roles and expectations.

What’s needed is not more communication but better communication.

Leaders must focus on delivering clear, concise messages and reinforcing key points regularly. Platforms like Slack, Microsoft Teams, and Asana help streamline communication, but the message itself must remain a top priority.

Set Expectations, But Build Excitement Too

Remember, how you deal with your team and how they resonate with you will actually show how the team will perform.

Yes, you need to lay down the law, say who gets what done, and establish deadlines, but it’s a lot more than that. You have to build that excitement level as a leader with your entire team, no matter where they are, even if you’re dealing with remote, hybrid, and in-office teams all together.

The entire concept of building excitement and having a team meet your expectations comes down to your leadership style and how you execute it.  

According to Harvard Business Review, successful leaders in remote settings have found that using the “show, don’t tell” method is critical. These leaders exemplify the behaviors they expect from their teams, building trust and enthusiasm for projects by being role models for innovation and accountability.

Collaboration and Communication are Non-Negotiable

Working together and being a good communicator is what everyone needs. And remember, you’re never too busy to hear from your team. That open-door policy is really important, especially when dealing with remote workers. Approachability doesn’t go out the window just because you’re not in the same room.

Another report I recently. found noted that companies that foster collaboration within their remote teams see a 20-25% increase in productivity. Collaboration tools like Miro, Zoom, and Trello are essential, but it’s the human aspect of leadership—availability, understanding, and approachability—that truly makes collaboration possible.

Accountability Without Micromanagement

If you’re not actively working to keep your team working together, they’ll feel like they’re working on their own projects. Productivity will drop, and performance could become a disaster. You need to be deliberate with your communication and how you work with your team. Putting them in groups to work on projects is a great way to ensure they stay connected.

One great idea that I’ve seen successful remote leaders implement is building a monthly town hall. It’s not required, but a lot of people want to be part of it. It’s a place where you talk about results and what’s going on, without asking, “Did you get your job done?” It’s more about building excitement and reinforcing company culture, even when everyone is working from home.

Keep Track of KPIs Without Micromanaging

With a remote environment, you still have to keep KPIs in check and have regular accountability. It’s not about micromanaging, but if someone’s not hitting their targets, they need to know you’ll be there to work through it. Having that support as a remote worker is a bonus. Your team needs to know they have your support, not just in bad times but overall.

74% of companies with strong KPI tracking systems saw consistent improvement in remote team performance.

Create a Remote Leadership Playbook

This isn't your normal SOPs. Something that’s a game changer for many leaders is a leadership playbook. A lot of executive leaders have this for their remote teams.

It’s not just about standard operating procedures, but things like how we deal with emails, Zoom calls, and workflow. A leadership playbook ensures everyone is on the same page. Trust me when I say a lot of leaders don’t think about this, but it can make a real difference.

A recent study emphasized that companies with established remote working playbooks saw 50% fewer project delays and significantly higher employee engagement.

This is particularly effective for remote teams as it helps employees understand the expectations, processes, and workflows that align with your organizational goals.

Not a Challenge, but an Opportunity

For many people, remote leadership is considered a challenge, but it’s really an opportunity to show how you lead. When you’re moving into your next career as an executive, you can point to these elements of remote leadership and how you helped teams succeed through disciplined, intentional strategies. It looks great for your career, not just the team or company you’re working for right now.

Gartner reports that executives who successfully navigate remote leadership are 20% more likely to be promoted to higher leadership roles within five years.

This means that remote leadership isn’t just about maintaining the status quo—it’s about excelling and proving your adaptability in a rapidly changing work environment.

You Can’t Wing It

Keep these things in mind when looking at your leadership style. You can’t wing it. You need to make sure it works for your team, fits the company culture, and that your team likes and respects you.

Executive Outliers

A lot of that comes down to how you present yourself to your team, executive leadership, vendors, stakeholders—everyone you come into contact with. They need to see that you’re the same leader, whether you’re leading a remote team or an in-office team.

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As a remote leader, one of the most overlooked strategies is building flexibility into your management approach. Flexibility doesn’t just mean allowing your team to work from home—it means recognizing when adjustments in workflow, communication, or even expectations are necessary for the long-term success of the team. Research shows that organizations with adaptable leaders are 30% more likely to outperform their peers.

Don’t be afraid to pivot when things aren’t working—remote leadership is about evolving alongside your team.

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