Author: Dr. Stephanie Eubank (AKA Dr. Bear)

Hi there! My name is Stephanie Diana Eubank and I am a doctoral student at Concordia University Chicago in their online program for Doctorate of Business Administration. My Masters' degree was completed also online at Southern New Hampshire University in Operations Management with an emphasis in Project Management. Prior to my dissertation completion, I will be getting married and once completing my DBA program I will become Dr. Mrs. Stephanie Diana Eubank (Dr. Bear). All the while working full time as one of the country’s experts in Condo Mortgage Underwriting Compliance. The focus broad topic of my dissertation is remote employment which has never been timelier with the recent lockdowns of quarantine during the COVID-19 crisis.

ADHD Leadership Tips: Spoon Theory, AKA F’s I Have To Give

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By Stephanie Diana Eubank

There is a concept called “Spoon theory,” and there is an excellent TED talk by Larner (2019) that discusses what spoon theory is (you can find the link in the work cited).  As a layman and Wicked B, I refer to my spoon management as F’s I have to give on any topic. Spoon Theory or F Theory is where one has a select number of spoons or F’s to give to a person or subject.  Those like me who are neurodivergent have fewer spoons or F’s to give per day than neurotypical people. So, it is easier to mismanage our F’s.

The concept is a good rule of thumb as a business leadership and followership principle related to burn-out prevention and stress reduction in the workplace.  Administration operating with fewer spoons, like neurodivergent ones, will allow more delegation of issues and better long-term time management planning.  This also helps to support the better mental health of the workforce.

I refer to my spoons as F’s because there are items that, in life and work, I just have no emotional bandwidth for.  Like office gossip and office politics, that doesn’t directly affect me.  That just makes the vibe for me. I have no F’s to give about the topic.  Also, sweating small details that are not compliance concepts or incredibly detrimental to a project is not worth my Fs.   It’s kind of like when you are planning a fancy Thanksgiving dinner and forget the napkin rings.  You just fold the napkins instead.  If people talk about it negatively, I have no F’s to give to that or into being upset with myself about forgetting napkin rings.  It won’t make or break my event, and I have no control over other’s thoughts.  This frees up my emotional energy to focus on bigger things like the hard work I put into my turkey and doing the turkey injections or Turkey Botox, as I call it.  I care more that my friends and family are happy and healthy after eating my cooking during events like Thanksgiving/ Indigenous People’s Day to play to the metaphor.

Decreasing stress in leadership and the followership members of your workforce is key to keeping productivity high.  Better-managed workplace stress reduces turnover and lowers workplace PTSD and workplace violence probability. 

If you enjoyed 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

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/

Work Cited

Larner, O. (2019, February). Confronting the invisible. Olivia Larner: Confronting the Invisible | TED Talk. https://www.ted.com/talks/olivia_larner_confronting_the_invisible?autoplay=true&muted=true

ADHD Motivation Tricks To Help Enhance Inclusivity & Productivity In Remote Work: Body Doubling

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By Stephaie Diana Eubank

After working for eleven years in a remote modality (which means I have been remote before; remote was cool), I get a lot of questions from friends, colleagues, faculty members, students, and online followers asking how do I stay productive?  These questions grow when people learn of my Dyslexia and ADHD diagnosis.  To be fair, it has been a long journey to get a diagnosis of ADHD, like many women in our 30’s, as we do not present the same way as men or boys.  (Women and girls must emotionally mask symptoms to fit in as a natural defense mechanism).   There are also helpful tools that I have gained from my work within the disabled community, nonprofit sectors, and the college educational sector.  One of those tricks to helping to increase my motivation and productivity remotely is body doubling. 

Body doubling, in a nutshell, is being able to double where you choose to work with one or more people in the room.  This is further explained as a motivation tool (Washington, 2023) and how it helps workers and students function more effectively.  For many ADHD people, it is the feeling of accountability as there are others in the room to give that vibe of people counting on you or people watching you. 

For me, I do what is called audio processing (Gomez & Condon, 1999); in essence, I talk it out even when there is only me listening.  I find it funny when working from home, and my husband hears me talking and goes, “Huh?” thinking I am talking to him.  Although he is used to my symptoms and my imaginative responses of, “staff meeting, sorry.”  Thinking out loud is a normal part of ADHD and Dyslexic adaptations to address complex information I am working with, especially in data analysis and qualitative results.

However, when working from home and it’s just me and the fur babies, especially post-COVID, I use the same method we use for the fur babies when no humans are home.  I turn on the TV or leave an Amazon music station on.  I am a wicked B of the West. I own that I need background sounds, so I trick myself into not being alone so that I have a faux body doubling.

Although it is a warning to people wanting to implement this trick for themselves.  Please be sure to be in meetings to mute yourself.  Sometimes, your musical stylings are not welcome.  One of my mentors who recently passed had forgotten to mute himself using this skill and was singing Snoop Dog’s “Gin and Juice” and only realized everyone heard him because they all sang together the song’s hook.  I have been caught belting Lin Manuel Miranda’s masterpiece “Hamilton” songs.  Or, when singing with my kids while working, we sing Eminem and Dr Dre’s song, “Forgot About Dre,” as it has been a good tool with my son’s speech delay to help with the E sounds they used to get stuck on.  The moral of the story if body doubling in whatever method works for you. Be sure your audience is suitable to your plans of audio processing and your ability to carry a tune.

I have had participants in my dissertation research detail getting into joint Microsoft Teams Meetings to help give a remote feeling of being back in the office to help spark more creative problem-solving.  When they feel like they need to body double, they all get into a Teams meeting and chat together while they work.  I find it a creative method for addressing social isolation that often affects remote workers.

These ADHD tools can be helpful for business leadership managing a remote and hybrid workforce but require more understanding and an evolution in organizational culture that welcomes new ways of thinking, along with a culture of inclusivity.  We can’t afford as business leaders to not grow and change, which means tossing to the side old methods that don’t serve us anymore and embracing new ways to enhance the work experience.

If you enjoyed 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

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/

Work Cited

Washington, N. (2023, August 24). Body doubling for ADHD: Definition, how it works, and more. Medical News Today. https://www.medicalnewstoday.com/articles/body-doubling-adhd

Gomez, R., & Condon, M. (1999). Central auditory processing ability in children with ADHD with and without learning disabilities. Journal of Learning Disabilities, 32(2), 150–158. https://doi.org/10.1177/002221949903200205

Toxic Leadership is making #workplaceptsd & #workculture strained in-person & in #remotework

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It is not a secret that toxic leadership has been linked to workplace PTSD and has been shown to inflame other mental health issues.  This is evident when a workplace culture has over-explained employees who feel every decision they make must be presented to the Supreme Court.

These feelings of needing to document to the point of malicious compliance can increase symptoms of workplace PTSD & can have additional emotional health effects.  Not to mention how this can affect your organizational culture in the long term.  Organizational culture and the workforce sociologically have been studied and found to be like an evolving organism prone to grow and change as the outside world grows and changes.  As the culture changes, we forget in a company to train our leadership so that they grow and evolve with the changing culture.

We see this in both remote work and in-person work. Leaders do not work to develop trust with their teams and thus refuse to give autonomy, which is part of what seasoned professionals enjoy about remote work.  In my dissertation research, remote leaders who were only remote during COVID either enjoyed and embraced remote work or could not wait for in-person or hybrid to happen as they missed being able to use in-person management skills that, in truth, are displaying serious control issues as the root reason. 

Letting go and developing trust with one’s team can transform leadership.  This transformation can also have the added benefit of remote work, allowing more room for leadership to develop a work-life balance and lower stress that can inflame mental health concerns for leadership and followership. In the end, it really is about trust and communication.

If you enjoyed 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

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/

Halloween Is A Great Time To Talk About How Companies Are Violating the Warn Act

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By: Stephanie Diana Eubank

Many of us know companies pushing Return to Office or #RTO, forcing #remoteworkers to quit and find new remote opportunities. However, this tactic is not yet illegal in the strictest of guidelines. Still, it is a way that major companies are trying to skirt their responsibilities and requirements to follow the WARN Act. 

The WARN Act stands for the Worker Adjustment and Retraining Notification Act, which was installed into US Federal Labor Law in 1988.  This law requires employers with 100 or more employees to report if they plan a layoff within the next 60 days.  You can find out more information at https://www.dol.gov/agencies/eta/layoffs/warn.

So, companies are taking a page out of the 2013 Yahoo CEO’s book to force remote workers back to the office to, in theory, improve communication, creativity, and synergy.  However, that theory was wrong, and the data now shows that in-person workers have fewer hours of productivity than their remote counterparts, as detailed by the Bureau of Labor and Statistics (BLS).  Also, remote work leaves room for neurodivergent workers like me who are comfortable in remote work to have more space to not emotionally mask and be more creative problem solvers.

With Halloween being the first holiday of the layoff season, we need to be mindful of how companies are using this #RTO method to skirt the law so as not to pay unemployment, not disclose to the WARN Act or investors about the need for layoffs, and change the narrative of the future of work. The law hasn’t caught up to this trend yet, but it could be interesting to see how companies adjust when it does. But this is additionally making it so companies are having a hard time attracting talent because so many want remote work and are not willing to #RTO or do #hybrid.

If you enjoyed this content, like and subscribe.  Also, if you are interested in consulting services, please reach out through my social media.  Remember, that remote work 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/

Representation Matters Especially in Remote Work

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By: Stephanie Diana Eubank

As many may be aware, Sheryl Sandberg’s book “Lean In” detailed a lot of statistical data on how the lack of representation of women in leadership hurts the workforce.  This is also true in the case of if you are a minority in your field. Being mixed race, I have not always seen a leadership representation of my Latin American heritage.  Often, I was one of the few minorities in the workplace and often the only woman.  This made the trail of my career hard to blaze because it’s hard to visualize yourself moving up when you don’t see examples in your workplace that resemble you. 

Representation is essential in onsite and remote work, and encouraging diversity and inclusion increases productivity and morale.  It also has been shown to help develop mentorship in the workplace.

Which are key to having a thriving workplace culture, especially in the remote workplace. Where remote work has had a lot of research and practical literature regarding the effects of remote work on culture, the peer-reviewed research shows that work culture, like any organizational culture, is meant to evolve and change. As such, remote work is here to stay, so the culture in the workplace has to change with it.  Let’s make the changes to enhance diversity and inclusion this Hispanic/ Latin American Heritage Month.

If you enjoyed this content, like and subscribe.  Also, if you are interested in consulting services, please reach out through my social media.  Remember, the 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/

Why I Teach

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By Stephanie Diana Eubank

For those of you who are regular readers and social media followers of my content, you know that I teach at Stan State, AKA California State University Stanislaus. I teach Operations Management there as a part-time lecturer while finishing my dissertation research on remote work. I never thought I would enjoy teaching as much as I do.  My students teach me as much as I do them.  I also go out of my way to help and engage with them so that they work on the networking with faculty part that is so important for students at a state college. I also pride myself on being an example for my disabled community members of color to keep working hard because we all belong in academia if that’s where we want to be.

Since there is so much bad news in the world, I thought I would share some good news. I had a student who went back to school due to health issues that made it so that they could not work in their career field anymore.  This student has a wedded partner, and they informed me that while applying for jobs, they wanted to know if I would write a letter of recommendation.  This email also included that his health has significantly improved and that their partner expects a little bundle of joy this spring.  Which is great because this student graduates at the end of the term.

I am so happy and proud of this student.  As teachers, we don’t always get to keep in touch with our past students.  So, getting an email like this to hear that things are coming together for a past student is amazing and one of many reasons that I work so hard to teach.

So, I am posing a challenge to other teachers worldwide.  Like and comment here or on my social media and share a moment or a student encounter that made you glad you are a teacher.   Happy memories.  Teaching is tough, and we have all had to adapt a lot as teachers, so let’s all reflect on the happy memories of our students that make it all worth it.

Like and subscribe.  Remember, Remote, it’s here to stay.

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

Website: wickedbofthewestremoteconsulting.com

Company Email: stephanie.Eubank@wickedbofthewestconsulting.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/

Why Is IT We Only Reward Management and Not Our Teams?

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By Stephanie Diana Eubank

For anyone who has gotten the tap on the shoulder for a promotion knows that promotions are generally in management roles. Most companies have few promotions and pay raises for those who are just happy doing their job and do not want to or don’t have comfort within leadership roles.  This has the unintended consequence of those who want the promotion and added pay that often follow but are not skilled leaders taking roles they shouldn’t be in and creating a hostile work environment.  As I have pointed out, many toxic leaders don’t know that they are toxic either because they never wanted a leadership role or were never trained to lead.

There is also the unintended after-effect that when there is no room for those who are happy with what they are doing to gain promotion or added pay, this raises turnover.  It raises turnover because it becomes more financially advantageous for employees to strategically job-hop instead of developing company loyalty.

We must ask why companies are doing this.  Many companies make a budget to address turnover by constantly hiring.  And pre-COVID, that was semi-reasonable.  However, leaders are screaming, “talent shortage,” “No one wants to work anymore”, and my personal favorite, “workforce shortage.”  However, the Bureau of Labor and Statistics shows this isn’t true.

Now, some industries are seeing a talent need shift towards those who are skilled in engineering and automation.  The job reports show that a growing number of people are over-employed.  Business is seeing an organizational trend among the labor force of no longer willing to put up with uncomfortable work environments with toxic leaders and leaving jobs the minute anyone starts demanding in-person or hybrid over remote work.  The workforce prioritizes lowering stress and no longer making their life all about their job.

At first glance, one would want to argue that these workforce shifts are not good things.  However, a lower-stress workforce is more productive.  Remote workers are also statistically shown to have more productive hours in an 8-hour workday than an in-person worker on average as well.

Studies also find that remote work also tends to displace middle managers by enhancing shared leadership.  And as remote work becomes more popular as a work modality, we need to start thinking about our teams and what they need, which includes higher pay.  Recognition of their work through non-management promotions and regular pay raises for those who just like their job and do not seek to lead will help enhance your workforce and lower costs associated with turnover.

If you enjoyed this article, like and subscribe.  And remember, remote is here to stay.

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

Website: wickedbofthewestremoteconsulting.com

Company Email: stephanie.Eubank@wickedbofthewestconsulting.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/

Do You Want to Help College Students Work Remotely?

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By: Stephanie Diana Eubank

While I have had time off from posting on this blog, I have been bouncing in between working on my dissertation, doing consulting work on remote work and remote leadership development, and developing a postdoc fellowship at Stan State University, which is targeted at helping students find, obtain, and maintain remote work positions. This fellowship is in partnership with the California Department of Rehabilitation, Stan State University School of Business, and The Stan State Student Disability Center to create this year-long program.

The goal of the program is to help students define what modality they are most productive in and work with the lifestyle they want while helping them gain remote employment as an effort to gain experience in remote work.  Many companies are hesitant to provide remote work when someone is at an entry-level phase, but developing remote work experience is helpful to these students.  This way, they have more experience and education at graduation.

This fellowship comes at a time when employees, according to an article published in Forbes.com, are screaming for remote and hybrid modalities, and students are also joining in the chorus.  According to the Forbes article, 65% of workers prefer a 100% modality, with 32% preferring a hybrid.  Inside Higher Ed did a recent survey in 2021 of 400 students and found over 27% preferred remote education.  While a 2023 survey published by Edscoop.com showed that 69% of students prefer fully remote and hybrid/ blended learning options.

I personally this term has a remote synchronous class, an in-person class, and a hybrid/ hyflex class that I am teaching at Stan State, and honestly, I enjoy my hybrid class most.  It allows my students to select the modality that works best for them.  I value my students, and as the Dean of the Stan State School of Business often says, “You have to go and meet the students where they are” really rings true. My students have less stress in my hybrid class and seem to have more room to express themselves.  However, I will wait for them to give more of their qualitative feedback.

If you would like to participate as a remote employer for this fellowship or as a remote leadership specialist, please email me at seubank@csustan.edu. You can also reach me on my other social media platforms.  Remember, Remote Is Here To Stay.

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

Website: wickedbofthewestremoteconsulting.com

Company Email: stephanie.Eubank@wickedbofthewestconsulting.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/

Work Cited

Weissman, S. (2023, July 7). Online learning still in high demand at Community Colleges. Inside Higher Ed | Higher Education News, Events and Jobs. https://www.insidehighered.com/news/institutions/community-colleges/2023/07/07/online-learning-still-high-demand-community#:~:text=A%202021%20system%20survey%20of,from%20the%20system%20chancellor’s%20office.

McKenzie, L. (2023, June 21). Students prefer online learning, survey finds. EdScoop. https://edscoop.com/students-prefer-online-learning-survey-finds/#:~:text=The%20Time%20for%20Class%202023,hybrid%2C%20or%20blended%20learning%20options.

Haan, K. (2023, July 18). Remote work statistics and trends in 2023. Forbes. https://www.forbes.com/advisor/business/remote-work-statistics/#:~:text=Sixty%2Dfive%20percent%20of%20workers,opportunities%20from%20in%2Doffice%20work.

Leaders Can’t Motivate the Same Way in Remote Work

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By: Stephanie Diana Eubank

The movement towards the future of work being remote is still going strong and is still fraught with controversy.  However, transitioning to remote work becoming part of the business norm has some added benefits.  Today we will explore the fact that remote work has been increasing diversity in the workplace.  Specifically, remote work has increased the number of neurodivergent people in the workplace.

First let’s work on our vocabulary.  The dictionary defines neurodivergent as “differing in mental or neurological function from what is considered typical or normal (frequently used with reference to autistic spectrum disorders); not neurotypical.”  Although, it should be noted that this term also includes those who are diagnosed with ADHD. 

Now that we have the term clarified let’s focus on the fact that diversity in the workplace has been researched to be a massive benefit to an organization’s creative problem-solving and production. When you have a diverse population coming at a problem from different angles, you get an inspired answer.  The disabled community since COVID, according to the Bureau of Labor and Statistics (BLS), has entered the workforce from 9% of the workforce in 2019 to over 20% of the workforce as of 2023, which in large part has been because of the growing use of remote work as a modality.  According to the article by Gonzales (2023), the BLS federal statistics show disabled workers are becoming a growing population in the workforce and the fact that traditionally disabled workers suffer a higher rate of unemployment compared to their neurotypical counterparts.  In the article Gonzales (2023) also went on to detail that in the disabled community, over half of that population are 65+ and traditionally have a higher rate of unemployment and workplace discrimination than their counterparts. Further to the article, Gonzales (2023) comments on how the disabled community is also one of the fastest-growing demographics of entrepreneurs.  The BLS notes that neurodivergent workers of the disabled community are the most likely to start their own businesses.  Especially those with ADHD.

Many of you may have seen Connor De Wolfe’s YouTube videos on ADHD neurodivergent content, where he speaks about social and scientific differences neurodivergent people have as part of their lived experiences.  As he has displayed on his channel, ADHD people learn skills quickly, are very creative, and have unique problem-solving abilities.  However, managing workers that are neurodivergent is not the same as managing a neurotypical worker.  Their motivations are also vastly different.  Ok, money is a common motivator for both groups; there is nothing wrong with that.  However, motivation styles must change on the part of leadership.  Remote work is also an excellent tool when leading remote teams in a diverse workplace that includes neurodivergent team members.  It allows room for the neurodivergent person to not be overwhelmed as easily and to engage in ways that give freedom to not have to emotionally mask their symptoms.

There are also YouTube influencers on the topic of ADHD and neurodivergence that have great ways to help your teams stay focused and successful.  Influencers like @olivialutfallah, Olivia Lutfallah, and Ludovico Saint Amour Di Chanaz, a Ph.D. who studies ADHD as a researcher. My personal ADHD motivational and memory tool is to use music.  Such as, when I run 5k’s or go hiking with my kids, I play a specific playlist, so I memorize where I am based on the timing of the song, and over time the location makes the song play in my head, and I remember where I am.  As I get better at remembering, I set a playlist that is faster to set a pace to help me speed up production. I do the same work in my workplace, and the benefit is when I start singing along with the music in remote work, only my seven-year-old is bothered. (Although a word to the wise, always make sure you are on mute before you belt out songs cause that can turn into an awkward moment).  This is yet again another opportunity afforded by remote work so that I don’t have to emotionally mask and I can be my authentic self as a business leader. 

If you would like to learn more about how you can train your teams to better balance the changes to leadership that the remote work revolution is creating for the future of work, please check out my social media and my consulting practice for ways to help develop more comfort levels for remote work.  Remember sharing is caring, so like and subscribe.  As always, remember, that 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/

Work Cited

Gonzales, M. (2023, March 9). Employment rate rising for people with disabilities. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/employment-rate-rising-for-people-with-disabilities.aspx