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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

Transforming Leadership: From Busyness to Value

Dr. Stephanie Diana Eubank discusses the misconception that busyness equates to productivity, which is detrimental to creativity and long-term performance. Research supports that remote and hybrid work can enhance productivity by focusing on outcomes rather than observable activity. Effective leadership should prioritize innovation by normalizing rest and deep focus over mere busyness.

How Remote Work Reshapes Housing Demand

Remote work has transformed real estate and regional economies, driving housing demand from urban centers to affordable areas, a trend evident during the COVID-19 pandemic. The shift has revitalized stagnant markets, prompted infrastructure investments, and enabled families to enhance quality of life, ultimately promoting inclusive economic growth and resilience.

Why Remote Work Shouldn’t Be a Leadership Privilege

Remote and hybrid work are unevenly distributed in organizations, often privileging leaders over non-management employees. This practice fosters distrust, reduces engagement, and escalates socio-economic disparities. To enhance cohesion and productivity, remote work should be allocated based on job requirements rather than hierarchical status, aligning organizational flexibility with role needs.

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