Remote Work Is Empowering Disabled Workers—and That’s Good for Everyone

By: Dr. Stephanie Diana Eubanl

The COVID-19 pandemic reshaped the way we work, accelerating the adoption of remote and hybrid work models across industries. While this shift was born out of necessity, it has opened doors for a segment of the workforce that has long faced barriers to employment: disabled workers.

Since remote work became more normalized during the pandemic, the number of disabled individuals participating in the workforce has increased significantly. According to the U.S. Bureau of Labor Statistics, the employment rate for people with disabilities rose notably in 2022 and 2023, in part due to the flexibility and accessibility that remote work provides.

Remote work eliminates many of the physical and logistical challenges that disabled workers face in traditional office settings—such as commuting, navigating inaccessible buildings, or managing unpredictable schedules. It also allows individuals to work in environments tailored to their needs, using assistive technologies and adaptive tools that support productivity and comfort.

Remote work doesn’t just benefit disabled workers—it benefits organizations. A diverse workplace is a stronger workplace. When companies embrace inclusive hiring practices and support remote modalities, they gain access to a broader talent pool, richer perspectives, and increased innovation.

Moreover, remote work encourages companies to invest in digital infrastructure, clear communication protocols, and inclusive training—all of which enhance quality assurance and employee engagement across the board.

Practical Ways Businesses Can Support Disabled Workers Remotely

  • Flexible Scheduling – Allow employees to work during hours that align with their energy levels and medical needs.
  • Accessible Technology – Ensure that software platforms are compatible with screen readers, voice recognition tools, and other assistive technologies.
  • Inclusive Communication – Use multiple modalities (video, text, audio) to accommodate different communication preferences.
  • Remote Onboarding and Training – Provide accessible materials and virtual mentorship to help new hires integrate smoothly.
  • Feedback Loops – Create channels for disabled employees to share their experiences and suggest improvements.

As we move forward, it’s essential that businesses continue to embrace remote work not just as a convenience, but as a strategic tool for inclusion. By supporting disabled workers through thoughtful remote work policies, companies can foster a culture of equity, resilience, and innovation.

Remote work isn’t just a trend—it’s a transformation. And for disabled workers, it’s a long-overdue opportunity to thrive.

Work Cited

Bloom, N., Dahl, G. B., & Rooth, D.-O. (2024). Work from home and disability employment (Working Paper No. 32943). National Bureau of Economic Research. https://www.nber.org/papers/w32943

Economic Innovation Group. (2022, October 25). Remote work is enabling higher employment among disabled workers. https://eig.org/remote-work-is-enabling-higher-employment-among-disabled-workers/

Gonzalez, A. (2024, July 18). How remote work supports disability inclusion. Forbes. https://www.forbes.com/sites/aliciagonzalez/2024/07/18/how-remote-work-supports-disability-inclusion/

Kanter, A. S. (2022, November 1). Remote work and the future of disability accommodations. Cornell Law Review. https://publications.lawschool.cornell.edu/lawreview/2022/11/01/remote-work-and-the-future-of-disability-accommodations/

Marks, C., & Rubinton, H. (2024, February 27). The labor effects of work from home on workers with a disability. Federal Reserve Bank of St. Louis. https://www.stlouisfed.org/on-the-economy/2024/feb/labor-effects-work-from-home-workers-disability

Ozimek, A. (2022, October 27). Remote work boosts employees with disabilities, research shows. Forbes. https://www.forbes.com/sites/gusalexiou/2022/10/27/new-research-confirms-boon-of-remote-working-for-disabled-employees-in-the-us/

U.S. Bureau of Labor Statistics. (2025, March). Telework trends. Beyond the Numbers, 14(2). https://www.bls.gov/opub/btn/volume-14/telework-trends.htm

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The Paradox of Top Performers in Business

By: Dr. Stephanie Diana Eubank

In the business world, top performers are often seen as the backbone of organizational success. They consistently exceed expectations, drive innovation, and serve as role models for their peers. Yet, paradoxically, many of these high achievers find themselves overlooked when it comes to promotions. This blog post explores why stellar performance reviews don’t always translate into career advancement, and what top performers can do to navigate this challenge.

What Is a Top Performer?

A top performer in business is an individual who consistently delivers exceptional results, demonstrates initiative, and often goes above and beyond their job responsibilities. They are reliable, innovative, and frequently take on leadership roles informally. Despite their contributions, they may not be promoted due to organizational dynamics and cost considerations.

What Is Quiet Quitting?

Quiet quitting refers to the practice of employees doing only what is required in their job descriptions, without taking on extra responsibilities or going beyond expectations. It is often a response to burnout, lack of recognition, or feeling undervalued. For top performers, quiet quitting can be a strategic way to recalibrate their efforts and reassess their career trajectory.

Why Top Performers Aren’t Promoted

According to Wells (2025), promoting top performers can be a costly mistake for organizations. When high-performing individual contributors are promoted into management roles without proper training, team performance can decline. This phenomenon is known as the Peter Principle, where individuals are promoted to their level of incompetence. Additionally, replacing a top performer often requires hiring multiple people to cover their workload, making it financially burdensome for companies (Wells, 2025).

Derler et al. (2024) highlight that top performers are more likely to resign when they see new hires receiving higher pay, underscoring the importance of equitable compensation and recognition. Gotian (2024) emphasizes that neglecting high performers can lead to disengagement and attrition, as these individuals require support and growth opportunities just as much as others.

Strategies for Top Performers

Here are several strategies top performers can consider to address promotion stagnation:

  • 1. Communicate Career Goals: Proactively discuss your aspirations with leadership and seek feedback.
  • 2. Seek Lateral Moves: Explore opportunities to expand your skill set through lateral transitions.
  • 3. Build a Personal Brand: Showcase your achievements and thought leadership internally and externally.
  • 4. Find a Sponsor: Identify mentors or sponsors who can advocate for your advancement.
  • 5. Quiet Quit Strategically: Reassess your workload and focus on core responsibilities to avoid burnout.
  • 6. Pursue External Opportunities: If growth is not possible internally, consider roles at other organizations.
  • 7. Invest in Development: Continue learning and acquiring new skills to stay competitive.

Conclusion

Being a top performer is a valuable asset, but it doesn’t guarantee promotion. Understanding the organizational dynamics and taking proactive steps can help high achievers navigate their careers more effectively. Whether through strategic quiet quitting or seeking new opportunities, top performers must advocate for their growth and ensure their contributions are recognized.

References

Derler, A., Bamberger, P., Winlaw, M., & Chow, C. (2024, March 5). When new hires get paid more, top performers resign first. Harvard Business Review. https://hbr.org/2024/03/when-new-hires-get-paid-more-top-performers-resign-first

Gotian, R. (2024, October 8). Stop ignoring your high performers. Harvard Business Review. https://hbr.org/2024/10/stop-ignoring-your-high-performers

Wells, R. (2025, September 21). Promoting your top performer is your biggest mistake. Forbes. https://www.forbes.com/sites/rachelwells/2025/09/21/promoting-your-top-performer-is-your-biggest-mistake-heres-why/

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AI in the Workplace: Powerful Ally or Risky Business?

By: Dr Stephanie Diana Eubank DBA

Artificial Intelligence (AI) tools like Microsoft Copilot and ChatGPT are transforming the modern workplace. From automating repetitive tasks to enhancing decision-making, AI is no longer a futuristic concept—it’s a present-day productivity powerhouse. But with great power comes great responsibility. While AI offers immense benefits, it also introduces risks that businesses must proactively manage.
Let’s explore the benefits, risks, and protective strategies for using AI in your business.

Benefits of AI in the Workplace

  • Increased Efficiency and Productivity: AI can automate routine tasks like data entry, scheduling, and email drafting, freeing up human talent for higher-level work. Tools like Copilot integrate with Microsoft 365 to streamline workflows across Word, Excel, and Teams.
  • Enhanced Decision-Making: AI can analyze large datasets quickly, uncovering trends and insights that inform strategic decisions. Predictive analytics help businesses anticipate customer behavior, market shifts, and operational bottlenecks.
  • Improved Accessibility and Inclusion: AI-powered assistive technologies support neurodiverse and disabled employees with tools like real-time transcription, voice commands, and personalized learning aids.
  • 24/7 Support and Responsiveness: Chatbots and virtual assistants provide round-the-clock customer service, improving user experience and reducing wait times.
  • Scalable Solutions: AI systems can grow with your business, adapting to increased workloads without requiring proportional increases in staffing.

Risks of Using AI in Business

  • Data Privacy and Security: AI systems often require access to sensitive data, which can be vulnerable to breaches or misuse if not properly secured.
  • Bias and Discrimination: AI models can unintentionally perpetuate bias if trained on skewed or incomplete datasets, leading to unfair outcomes in hiring, lending, or customer service.
  • Over-Reliance and Skill Degradation: Excessive dependence on AI may erode critical thinking and problem-solving skills among employees.
  • Compliance and Legal Liability: Misuse of AI can lead to violations of data protection laws (like GDPR or CCPA), resulting in fines or reputational damage.
  • Intellectual Property Risks: AI-generated content may raise questions about ownership, copyright, and originality, especially in creative industries.
  • Misinformation and Hallucinations: AI tools can sometimes generate inaccurate or misleading information, which can be costly if used in decision-making without verification.

Now that we’ve explored both the advantages and potential pitfalls of integrating AI into business operations, the next critical question is: how do we protect ourselves and our companies from these risks? AI is a powerful tool, but like any tool, its impact depends on how it’s used. Responsible adoption requires thoughtful planning, ethical oversight, and proactive safeguards. Let’s dive into the practical steps businesses can take to harness AI’s potential while minimizing exposure to legal, ethical, and operational risks.

How to Protect Your Company While Using AI

  • Establish Clear AI Usage Policies: Define what AI tools can be used for, who can access them, and how outputs should be verified before implementation.
  • Train Employees on Responsible AI Use: Educate staff on AI limitations, ethical considerations, and how to critically evaluate AI-generated content.
  • Implement Data Governance Protocols: Use encryption, access controls, and anonymization to protect sensitive data used by AI systems.
  • Audit AI Systems Regularly: Monitor for bias, accuracy, and compliance with legal standards. Use third-party audits when necessary.
  • Use Human-in-the-Loop Systems: Ensure that critical decisions are reviewed and approved by humans, not made solely by AI.
  • Stay Updated on Regulations: Keep abreast of evolving laws and standards around AI use, especially in your industry and jurisdiction.
  • Choose Trusted AI Vendors: Work with reputable providers who prioritize transparency, security, and ethical AI development.

Final Thoughts

AI is not a replacement for human intelligence—it’s a tool to amplify it. When used thoughtfully, AI can empower teams, enhance accessibility, and drive innovation. But businesses must remain vigilant, balancing the benefits with proactive risk management.
Whether you’re a startup founder, a remote team leader, or a neurodiverse entrepreneur, embracing AI with intention and integrity can be a game-changer.

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Millennial Managers and the Workplace Crisis: A Response to Yahoo News

By: Dr. Stephanie Diana Eubank DBA

The Yahoo News article “Meet the Millennial Managers Stuck Between Boomer Bosses and Gen Z Workers” (Lichtenberg, 2025) accurately captures the unique pressures faced by millennial managers. However, the discussion must go deeper. The stress these managers face is symptomatic of broader systemic issues—economic instability, workplace PTSD, burnout, and the mismanagement of remote work—that are harming the workforce and threatening organizational safety.

Burnout is more than fatigue—it is a safety risk. According to the American Psychological Association (2023), burnout results from chronic workplace stress and leads to emotional exhaustion, detachment, and reduced efficacy. It is associated with increased risks of depression, insomnia, heart disease, and cognitive impairments that can compromise workplace safety.

Remote work, while offering flexibility, can also isolate employees and blur boundaries between work and life. This often happens when leadership does not understand that remote work modality is not a translation of in person work but an entirely different form of work. Without proper structure and support, remote environments can intensify disconnection and anxiety. My research at DrStephanieBeardBareRemoteResearch.org highlights how remote mismanagement contributes to burnout and workplace disengagement.

Economic stress further compounds these issues. Pinheiro, Ivandic, & Razzouk (2017) found that mental disorders such as depression and anxiety are leading causes of productivity loss in the workplace. Job stress, poor organizational dynamics, and lack of career development opportunities are major contributors to poor mental health and low productivity.

Unresolved trauma and chronic stress can escalate into workplace violence. The CDC (Schulte et al., 2024) reports that workers exposed to high job strain and psychosocial hazards are at increased risk for PTSD, depression, and violent incidents.

To address these challenges, organizations must invest in trauma-informed leadership, mental health resources, and inclusive remote work policies. Practical steps include:
– Conducting regular burnout assessments
– Offering flexible work arrangements
– Providing access to mental health professionals
– Training managers in empathy and psychological safety
– Creating mentorship programs and career development pathways

Millennial managers are not just stuck—they are signaling a deeper organizational crisis. By listening to their experiences and implementing strategic reforms, we can build healthier, safer, and more productive workplaces.

References

American Psychological Association. (2023, May 12). Employers need to focus on workplace burnout: Here’s why. https://www.apa.org/topics/healthy-workplaces/workplace-burnout

Pinheiro, M., Ivandic, I., & Razzouk, D. (2017). The economic impact of mental disorders and mental health problems in the workplace. In D. Razzouk (Ed.), Mental health economics: The costs and benefits of psychiatric care (pp. 415–430). Springer. https://doi.org/10.1007/978-3-319-55266-8_28

Schulte, P., et al. (2024). An urgent call to address work-related psychosocial hazards and improve worker well-being. CDC. https://blogs.cdc.gov/niosh-science-blog/2024/04/10/workplace-psychosocial-hazards/

Lichtenberg, N. (2025, September 20). Meet the millennial managers stuck between a rock and a hard place. Yahoo News. https://uk.news.yahoo.com/meet-millennial-managers-stuck-between-123000199.html

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AI in College Education: A Catalyst for Real-World Skills

By: Dr. Stephanie Diana Eubank DBA

Artificial Intelligence (AI) continues to spark debate in higher education, especially as tools like ChatGPT and Microsoft Copilot become more integrated into academic workflows. In a recent CNN segment, Fareed Zakaria (Linked Here https://www.cnn.com/2025/09/07/politics/video/gps-0907-ai-threat-in-schools)  explored the growing concern among educators that AI might undermine traditional learning, particularly essay writing and critical thinking. However, this concern overlooks the transformative potential AI offers when paired with thoughtful curriculum design and modern communication platforms.

As a seasoned university-level business lecturer, I’ve seen firsthand how integrating technology into the classroom enhances student engagement and learning outcomes. At institutions like CSU Stanislaus and CSU East Bay, I’ve developed and delivered online courses in operations management, supply chain strategy, Lean Operations Management, and organizational leadership using platforms like Microsoft Teams and Zoom. These tools not only support flexible learning but also allow students to practice real-world communication skills through recorded presentations and verbal defenses. My experience in curriculum design, DEI advocacy, and remote leadership training reflects the evolving demands of both academia and industry. Learn more about my work and background on LinkedIn https://www.linkedin.com/in/stephanie-diana-eubank-dba.

Verbal Defenses: A Bridge Between AI and Critical Thinking

One of the key points raised in the CNN discussion was the idea of requiring students to verbally defend their written work. This approach not only mitigates the risk of AI-generated essays but also strengthens students’ ability to articulate and justify their ideas. Integrating this into college curricula is remarkably feasible using tools already widely available—Zoom and Microsoft Teams.

These platforms allow students to record verbal defenses of their essays, presentations, or projects. Faculty can assess not just the content but the clarity, confidence, and coherence of the student’s argument. This method reinforces public speaking, a skill often underdeveloped in traditional academic settings but essential in the professional world.

Public Speaking and Tech Fluency: Real-World Readiness

In today’s workforce, communication is key. Whether in remote meetings, client presentations, or team collaborations, professionals are expected to speak clearly, think critically, and use digital tools effectively. Platforms like Microsoft Teams and Zoom are not just classroom utilities—they are industry standards.

By incorporating AI tools like Microsoft Copilot into assignments, students learn how to leverage automation for productivity while maintaining accountability through verbal presentations. This dual approach—using AI for drafting and human skills for defending—mirrors real-world workflows where AI assists but doesn’t replace human judgment.

AI as a Teaching Assistant, Not a Threat

Rather than viewing AI as a threat, educators should embrace it as a teaching assistant. It can help students brainstorm, organize ideas, and even simulate feedback. When paired with structured verbal assessments and collaborative tools, AI becomes a catalyst for deeper learning and skill development.

Conclusion

The future of education isn’t about resisting AI—it’s about integrating it responsibly. By using platforms like Zoom and Microsoft Teams to facilitate verbal defenses and public speaking, colleges can ensure students not only learn but also communicate, collaborate, and compete in a tech-driven world. AI, when used wisely, is not a shortcut—it’s a stepping stone to a more dynamic and inclusive educational experience.

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Thriving with ADHD in Remote Work: Time, Morale & Authentic Living

By Dr. Stephanie Diana Eubank




Remote work can be a game-changer for those of us with ADHD. It offers flexibility, comfort, and—perhaps most importantly—a break from the emotional labor of masking. If you’ve ever felt drained just trying to ‘act normal’ in a traditional office, you’re not alone. Working from home allows us to show up as our authentic selves, and that’s a beautiful thing.

What is Emotional Masking?

Emotional masking is the effort neurodivergent individuals often make to hide or suppress their natural behaviors, emotions, or reactions to fit into neurotypical expectations. For people with ADHD, this might mean pretending to be calm when they’re excited, forcing eye contact, or suppressing the need to fidget. It’s exhausting—and remote work helps reduce this burden.

Time Management That Feels Good

1. Start with a Morning Ritual

Ease into your day with something that brings joy—coffee, stretching, journaling, or even dancing. This sets a positive tone and helps your brain transition into work mode.

2. Time Block with Flexibility

Structure your day with blocks of focused work and breaks. Try 45 minutes of work followed by 15 minutes of rest. Use tools like Google Calendar or Microsoft Outlook to schedule these blocks.

3. Pomodoro with Personality

Use the Pomodoro technique (25 minutes work, 5 minutes break) but make it yours. Add music, use a fun timer, or reward yourself with a treat after each cycle.

4. Breaks That Reset Your Brain

Take intentional breaks to reset mentally. Step outside, stretch, play with a pet, or use a fidget toy. These moments help regulate energy and improve focus.

Boosting Morale While Working Remote

5. Body Doubling with Microsoft Teams

Invite a friend or coworker to a Teams call and work together silently. Just having someone there can increase focus and reduce procrastination.

6. Fidget Toys Are Your Friends

Keep a fidget toy nearby—putty, cubes, rings, or even a textured pen. They help channel energy and keep your hands busy while your brain focuses.

7. Celebrate Every Win

Finished a task? Celebrate it! ADHD brains thrive on dopamine, so give yourself credit—even for the small stuff.

8. Create a Joyful Workspace

Make your space feel good. Add colors, lights, plants, or anything that makes you smile. Your environment matters.

Living Authentically with ADHD

Remote work isn’t just about convenience—it’s about liberation. It allows us to work in ways that honor our brains, our energy, and our emotions. With the right tools and mindset, ADHD can be a superpower in the remote world. So here’s to working joyfully, managing time with kindness, and showing up as your true self.

If you like this content like and subscribe and as always remember remote work it is here to stay.

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The Six Ways to use Business Communication and AI In Business Infrastructure Development.

By Dr. Stephanie Diana Eubank

Welcome everyone!  I know I have had radio silence for a few months.  However, it has been time for completing the behind-the-scenes work on getting my dissertation published and end of the school year work for my students at Stan State.  Along with other projects I am working on.

You can find the graduation announcement from Concordia University Chicago citing my completion of my doctoral program

Also, here is the citation to find the publication of my dissertation if you would like to read it:

Eubank, S. D. (2025). The double-edged sword: A study in remote work from the perspectives of leadership and followership on the topics of communication, team design, and productivity (Order No. 32002662). Available from ProQuest Dissertations & Theses Global. (3212449344). Retrieved from http://cucproxy.cuchicago.edu/login?url=https://www.proquest.com/dissertations-theses/double-edged-sword-study-remote-work-perspectives/docview/3212449344/se-2

I am also working on my Operations Management Textbook title, “Operational Management in The Remote Era”.  The first six chapters are being run through a trial in my courses in fall 2025 with the full book set to be published in fall 2026. Special thanks to Cognella for working with me to develop and publish this textbook.  All proceeds I earn from this book is being put to develop a scholarship fund to help disabled students afford their college education.  

This has all been done while working on finishing my doctorate degree. And teaching at Stan State. 

With all the news out of the way let’s get to the nitty gritty of the topic of this post. There is so much talk about the use of AI in business and fear of potential negative impacts of AI.  However, I think evolution, especially how AI can be a tool for starting foundations of new businesses and helping refine business are key ideas to remember.  Speaking from experience creating and managing not one but two non-profit businesses, the ground up the resourcefulness skills of finding easy, affordable ways to have a skeleton crew of work and tool is essential for creating a foundation.  This is also a skill to buy time for planning and implementing changes and up scaling an organization.

So, for this article we are going to focus on the six ways AI enhances business communication. Rather than paying $200 a month for premium Chat GBT I use the version of Copilot for Microsoft 365 provided to me through Stan State and my yearly subscription to Microsoft Office.  For specific examples can be done in both Chat GBT and Copilot I want to disclose I am using Copilot for my research on this article and in the examples of how it can be used to create foundational communications infrastructure for business communications development.

First and foremost, although you can prompt Copilot to just write what you need such as pasting a link to an open job you are wanting to apply for asking for it to write a cover letter, attach your current resume and watch it create a custom cover letter.  However, Copilot can also be a search engine to help you research what you want to know about any topic. 

  1. Writing and Editing Emails
    1. I personally find this tool helpful, especially working in the finance sector. Where I have to communicate with sales a lot.  Salespeople lead with passion for the customer and for the success of the deal.  Working in Operational Compliance we tend to follow the evidence like a financial Sherlock Holmes. So, finding ways to simply my answers and take out any personal bias or emotion without sounding like a robot can be difficult for me. Not just with my personality type but with my ADHD and communication with those who are not neurodivergent.

So, using Copilot to help with writing and editing emails doesn’t just help me translate my communication style to better understand my audience it can also be used to:

  • Draft professional emails quickly.
  • Adjust tone (formal, friendly, persuasive, etc.).
  • Summarize long email threads.
  • Translate emails into different languages.
  • Creating Business Documents
    • The same can be said about writing business documents in Copilot.  Although it helps me translate and better understand my audience this function can also help protect myself and my business.  How business documents are written can help or destroy a company.  And when I say business documents, I refer to multiple types of documents.  Such as:
      • Proposals
      • Reports
      • Meeting agendas and minutes
      • Executive summaries
  • Copilot allows you to prompt it to create any of these items with limited information.  Again, creating a starting point to further enhance business writing. Although keep in mind that you will need to read through anything created to make sure there is nothing conflicting with what you want or need written.  Forgetting to check your work can lead to a bad first impression and often in business you only get one shot at a good first impression.
  • Real- Time Communication supports
    • This ties into the issue of how to simply responses without causing miscommunications.  Which can be a challenge in remote work or just overall in communications. Using Copilot allows me to better understand my audience.  Some of the ways Copilot does this is the fact that I can prompt copilot to:
      • Suggest responses during live chats or meetings.
      • Rephrase messages for clarity or tone.
      • Translate messages in multilingual teams.
      • Presentation and Slide Content
  • Data Interpretation and Visualization
    • So, this has been interesting for me in learning how to use Copilot in the fact I can upload notes or an excel spreadsheet and prompt copilot to format in a more professional manner.  Or if it is a more relaxed audience making my PowerPoint tailored to the correct audience.  Other wise Copilot can also:
  • Analyze spreadsheets or reports.
  • Summarize key insights.
  • Create charts and graphs.
  • Although Copilot cannot run SPSS it can do tasks to generate syntax which is the code to run an analysis in SPSS.
  • Create visual summaries of data.
  • Cand Language Development
    • When developing a team within an organization developing a single voice is crucial to controlling communication and staying in line with guidelines.  In essence Copilot can create templets to help develop a single voice in replies.  To further define the term Canned language, it refers to pre-written, reusable text blocks/ templates used in recurring communication scenarios. These can include:
    • Email templates
    • Chat responses
    • Policy explanations
    • Onboarding messages
    • Apology or escalation messages

Much of this can be placed into automatic emails and further help companies do more with less while keeping things professional.  

  • Policy and Compliance Communication
    • Bringing the whole communications concept together is the reasoning for using Copilot to standardize communication and have a mindful openness for understanding one’s audience is the fact that compliance plays a huge role in communication.  Using Copilot, you can:
  • Draft internal memos.
  • Translate legal or compliance language into plain English.
  • Ensure tone and clarity in sensitive communications.
  • Develop Policy and Procedures.
  • Enhance systems and process training.

These six tips can help us better understand how to use Copilot and AI in general for business.  Especially in developing your own business by working more with less.  If you would like to schedule consultations on remote work and ways to enhance operations management in a remote and hybrid workplace, please reach out to me through my company Wicked B of The West.

If you enjoy this content like and subscribe.  Also, if you are interested in consulting services please reach out through my social media.  Remember remote is here to stay.

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

Website: wickedbofthewestremoteconsulting.com

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Blog: drstephaniebeardbaremoteresearch.org

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TikTok: @stephaniedianaeubank

Today I am Officially Dr Eubank!

It has finally happened. I have finally finished my dissertation, and the dissertation committee accepted my final defense. I officially hold a Doctorate in Business Administration from Concordia University Chicago. I would have posted earlier, but I needed to recollect myself. It was truly emotional for me.

Based on my research, remote work has been viable since the 1980s. Still, it has never been put into widespread action due to the researchers looking primarily at the leadership perspective and feeling it would hurt productivity. However, the findings from the current research on COVID lockdowns and the Bureau of Labor and Statistics show no remote effect on productivity. This means hard-working parents like my mother and grandmother could have had a better work-life balance to make more time for the families they worked so hard to provide for, which is bittersweet. My children and I have been blessed with my ability to work remotely for the past 12 years, so my sons are always a priority. This is something more parents are starting to gain, but there is still a long way to go.

I am hopeful that my research will help further the fact that remote work is indeed here to stay.

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

Website: wickedbofthewestremoteconsulting.com

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

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Twitter: @SDEubank

Blog: drstephaniebeardbaremoteresearch.org

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TikTok: @stephaniedianaeubank

Why Are Leaders Upset About Laundry?

By Stephanie Diana Eubank

I know I have been away for a while. I have been using the time to work on my doctorate and my teaching, as well as building my consulting company. My final defense has been scheduled for 1/6/25 so wish me luck. While doing this several articles have come out of leaders freaking out about remote workers doing house hold tasks.

What is meant by this is leaders are getting up in arms about remote workers taking their breaks and doing a bit of laundry, or house work. Tis the season and many remote workers with kids are having to juggle child care while kids are out of school. The holiday season also particularly stressful and creates an additional task for working parents to create holiday magic. This means remote workers have the unique ability to do something easy that helps them as an employee protect their sanity.

Burn out is a real thing and remote workers who can take their breaks to do a load of laundry, or throw some food in a crockpot, or do some online Christmas shopping. (Spoiler for parents doing online shopping remember Amazon will wrap your presents. ) Work/life balance is an important step in maintaining mental health as a prevention of:

Workplace PTSD,

Burnout,

Workplace Violence, and

Employee turnover.

When employees are happy and able to lower their stress, they are more productive. COVID proved that all the research since 1980 that remote work would hurt productivity was wrong. What the cry out from leadership is really a cry is because the change in the leadership style is being demanded by the workforce. As we talk more in this blog I will be sharing more results of my research on the demand for y-theory leadership as we move into a brighter remote work future. As always remember remote work, it is here to stay.

Happy Labor Day & lets talk about #remotework & #Remoteleadership & the #apolloeffect

By Stephanie Diana Eubank

My dissertation research has revealed an interesting finding regarding the #apolloeffect, which occurs when too many subject matter experts are on a team, and how this ruins the team. However, in #remotework, this isn’t happening because followers do not understand that they are subject matter experts, and leaders do not know that this needs to be told to their teams. Leadership’s perception of their teams is essential in helping to develop how teams see themselves, especially in a remote setting. This is also a sign that remote workers need to take credit for their experience and understand how this makes them a specialist in their arenas especially after being in their fields so long.

If you enjoyed this content, like and subscribe. Also, if you are interested in consulting services, please contact me through my social media. Remember, remote is here to stay. 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/ TikTok: @stephaniedianaeubank