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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

The Advantages of Remote Work for Talent Retention

Research indicates that remote work enhances productivity through better employee retention, reduced overhead costs, and decreased absenteeism. Organizations that embrace remote arrangements benefit from a broader talent pool and a more efficient hiring process. Prioritizing flexibility fosters job satisfaction, ultimately driving sustained performance and competitive advantage in today’s labor market.

Upcoming Projects

Hi everyone! I wanted to hop on today and share some really exciting updates with all of you who follow my work, research, and writing. After a long and incredibly rewarding journey, I’ve officially finished writing the final chapter of my Operations Management textbook. Right now, the manuscript is in the editing phase, which means…

The Future of Work: Embracing Learning-Centered Leadership

The rise of remote and hybrid work necessitates a transformation in leadership styles, moving from traditional control-based models to those emphasizing trust, communication, and learning. Effective leaders now resemble educators, facilitating growth and autonomy. Resistance to this shift often reflects leaders’ discomfort with change, rather than issues with remote work performance.

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