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Welcome to my research blog as I work on my Doctorate in Business Administration

My blog is meant to express the additional research avenues while working on my dissertation toward my DBA degree. I hope to become Dr. Stephanie Diana Eubank DBA or, as my family (my Big Bear and my Baby Bears), Dr. Bear lovingly calls me.

Since starting this blog, I have started my own consulting firm Wicked B of The West, to help companies cultivate their remote teams and the leaders that work with them. If interested, please check out my social media at:

YouTube: https://www.youtube.com/@Wickedbofthewest

Website: wickedbofthewestremoteconsulting.com

Facebook: https://www.facebook.com/WickedBoftheWestBusinessConsulting

Instagram: https://www.instagram.com/wickedbofthewestconsulting/

Twitter: @SDEubank

Blog: drstephaniebeardbaremoteresearch.org

LinkedIn: https://www.linkedin.com/in/stephanie-diana-eubank-dba/

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Latest from the Blog

Outdated Leadership: The Hidden Costs of Fear-Based Management

Fear-based leadership persists in many organizations, causing long-term damage such as PTSD and reduced trust. This approach may yield short-term productivity but results in severe costs, including high turnover and diminished innovation. Shifting to trust-based, trauma-informed leadership is essential for improving workplace culture and enhancing organizational performance.

Transform Your Organization: Fraud Detection in Remote Work

Remote work enhances organizational operations by improving fraud detection and compliance through increased transparency and digital tools. Key benefits include enhanced audit trails, role-based access controls, and real-time monitoring. This structured environment fosters accountability, clear communication, and measurable processes, ultimately supporting risk management and regulatory adherence.

Rethinking Leadership: The Player-Coach Model Dilemma

Many organizations struggle with the “player-coach” model, where leaders are expected to both produce outcomes and manage teams. This dual role undermines leadership effectiveness, leading to reduced team performance, engagement, and inefficient leadership pipelines. To enhance outcomes, organizations should redesign leadership roles, separating production responsibilities and fostering a focus on team success.

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