Tag: #Authenticleadership

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

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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

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.

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

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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.

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.

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Today I am Officially Dr Eubank!

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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.

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

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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

Remote Work and Mixed Modalities Reveals Easier Way To Bond With Your Team

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By Stephanie Eubank

Remote work has helped organizational culture evolve and change to fit the natural changes to the business world, such as making remote work more accessible and dynamic. However, there is a small change that has been growing since the early 2000s in business culture, and it actually has helped business leadership bond with their teams. Ironically, this change is the change to business fashion.

In remote and hybrid work, many dress to be zoom-ready.  This means wearing a top-up dress that is presentable and comfortable clothing from the waist down.  This allows employees and leadership to focus on comfort and getting the job done.  This is yet another example of how remote work helps make the actual work stand out.  This also allows more inclusivity to those like me who have physical disabilities along with those also like me who are neurodivergent and certain fabrics and cuts are distracting and uncomfortable.  This is yet another opportunity for my work and expertise to shine when I can focus on the work instead of the beauty pageant of the office.

Also, having a Zoom-ready/ business casual dress code helps low-income workers feel less obligated to try and spend every penny to follow all the most expensive business wardrobe trends.  This practice particularly hurts young women entering the workforce and working single moms. Remote work allows these demographics to stand out for their work and creativity instead of standing out while trying to fit into corporate culture.

This also allows an interesting benefit for those in leadership roles. Traditionally, business leaders will dress up to distinguish themselves from their followers/ employees. However, this practice also creates boundaries within an organization, which helps when using harsher leadership practices linked with Toxic Leadership. 

However, dressing business casual psychologically makes a leader more approachable to their employees and the community serving clients.  It shows leadership on the same level as the workers as another worker in the trench.  This also helps facilitate communication and transparency among teams.  Reliability and comfort are great ways to help bond with teams, encouraging better morale and lowering turnover. 

Now, dressing down isn’t going to make a toxic leader less toxic, but it is a step in the right direction toward a new normal definition of leadership. It’s about meeting people where they are and learning how to be truly human.

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.

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Remote Work Requires More Networking

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By: Stephanie Diana Eubank

For those who are new to my channel, I teach Business Administration and Operations Management at Stan State.  However, for the past 20 years, I have worked in the mortgage compliance arena, specializing in Condo Mortgage Underwriting.  Which is a whole TED talk of its own.  I was lucky that one of my mentors took a shot at me when she was developing a department from scratch and was doing so remotely.  She had disabilities, and remote work helped her make her work the focus instead of her disabilities. This is one of the wonders of remote work that I champion working from home, allowing the disabled community room to focus on their work and how remote work increases diversity and inclusion.  Although this opportunity stems from the adage, “It is not what you know or who you know.  It is about who knows you”. 

I have been fortunate enough to be a millennial in the financial industry, which means I have been experiencing Myspace, LinkedIn, and Facebook in my formative years. This helped me learn an important lesson I try to teach my students.  That lesson is the importance of networking.

In my doctoral research, I learned about the types of isolation common in remote work.  Specifically, professional isolation is prevalent.  I got to see firsthand how companies, especially during the reconstruction era after the financial crisis of 2008 how contractors were unceremoniously laid off with no notice.  However, my research found that remote workers also have experienced the feeling of being treated as a number and being treated as expendable. This is because remote workers tend to be isolated from leadership it was easier for leadership to not become attached and lay off remote workers indiscriminately. 

Fast forward to 2024, we see the onslaught of forced Return to Office, also called RTO.  Which has an added insidious business practice. The practice of RTO attempts to force remote workers back to the office or to quit so that companies can have a layoff without following the WARN Act and steal workers’ insurance, like unemployment rights, from their workforce.

This is where networking becomes necessary for our remote workforce’s career health and growth.

Networking is a great way to help the workforce regardless of modality gain:

  • Better mental health,
  • Skills in self-advocacy and connecting with leadership to stave off professional isolation,
  • Develop community,
  • Help find jobs, cultivate references, and
  • Stay up to date with changes in the industry.

I have been lucky to have so many friends and mentors (they all know who they are) in my field with whom I have stayed in touch remotely for over two decades. A couple I have not even met face to face outside of Zoom, Microsoft Teams, or Skype.  Having my circle of friends in my field to talk about issues and successes has not only been good for my and their mental health but also helped us survive the now two economic downturns and changes that welcomed remote workers into the norm of the workforce.  We have worked remotely for between five and twelve years each.  We have all gotten to experience the benefits of remote work creating a work-life- balance. This has made many of us more connected to our families and friends and lowered stress.  Not to mention that we have all helped each other with our job hunts and references.  Community is an important part of developing work culture. Unfortunately, while business trends and laws adjust to this new norm in remote work, the workforce must learn to develop their community. 

.    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

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Why Do The Amount of Remote Work Meetings Feel Like an Oprah Giveaway?

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By Stephanie Diana Eubank

So, it is common in both remote and in-person modalities that there are a lot of meetings that are just unnecessary.  We have all dealt with this issue at one point or another.  You may be dealing with this now.  However, this need for constant needless meetings is a carry-on from in in-person-only-only modality. 

Constant meetings that could or should be meetings are bygone concepts often used within in-person work to help people who have no quantifiable way to justify their employment to be seen.  However, in the age of remote and hybrid work, there are easier ways to quantify your necessity in an organization. Such as:

  • Organizing Zoom meetings with leadership on quick status updates on your projects.
  • Make time with your manager to discuss contributions and where you can develop skills or find additional challenges to help you stand out.
  • Make time with team members to have a group Zoom lunch to socialize and see where there are opportunities for collaboration.
  • Keep logs of your work and projects and share them regularly with leadership to show your work, as some software systems that track work only track how many files you open per day instead of how many times you must open them per day.  In project management, this sort of quantified tracking is important for CYOB (COVER YOUR OWN BUM) but can help show your skills.

This brings us back to the constant meetings that, in all honesty, could just be a well-detailed email.  Or shorter meetings were broken up into multiple days just to show support on projects. The old-school methods of morning stand-up meetings can be broken down a bit more, so people have more room to get actual work done. That way, employees don’t feel like it’s Oprah giving away.  These tips are as follows:

  • Make a clear agenda and allow people who are not pivotal to miss the meeting if they must.
  • Limit how many are held in a month and how long for all-hands meetings.  These boundaries give more room to get actual work done.
  • Make pre-recorded videos of detailed emails to help those who learn auditorily and not visually.  But be sure to make room for questions.
  • Give meetings with leadership so that if a company is keeping a ladder method of leadership instead of a flat one, this helps give leaders room to lead. If you are doing flat leadership or shared leadership meetings with each team, it is better so items that don’t apply to one group are not slowing down another.

These are great ways leaders and followers can address communication and meetings to keep flowing productively without stressing from meetings.  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

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Remote Leadership Needs To Learn To Stop Only Looking For The Faults In Their Teams.

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By Stephanie Diana Eubank

So, one of the questions that came up in my dissertation focus groups and comes up a lot in consulting on leadership is the home life distractions.  A lot of Bossware and leaders in remote work spend a lot of time trying to catch employees who have already completed their work trying to take their government 20-minute break and do a load of laundry or put food into a crock pot or air fryer, read a book, do some yoga, etc., during business hours.
Now I understand when leadership is upset about poor performance, that is a cause for concern when a team member is seeming distracted with other household things.  But in most cases, it is more common to see team members and leaders take a couple minutes to rotate the laundry, order some groceries, and throw some food together.  These little home chores are a form of self-care and have been studied to lower stress levels in the workplace and declutter the mind. This tactic for stress relief is especially good for employees who work in a high emotional labor capacity and those who work in leadership.  Especially those in leadership.  We have all had a manager who was mad in front of us and not at us.  This can become toxic in a remote workplace as remote workers deal with a totally different atmosphere and can become turned off to leadership if they must manage their managers’ emotions. This concept becomes a toxic leadership trait when leaders are in “I am gonna get ya” mode.  This is where a leader is more concerned with catching employees doing something they shouldn’t instead of being more concerned about the productivity and quality of the work being done. When, as leaders, we seek faults in our team members, we ignore the achievements of our team.  This neglect can bring morale down and ruin the organizational culture in remote work. When we learn to nurture and help our teams grow as staff members, we grow as leaders.  If all we look for is weeds in the garden, we ignore the flowers.  This is a typical concept when studying x and y theory leadership. So, the lesson today is for leaders and followers to take breaks. Remember self-care and break up the monotony with quick tasks in your home while remote to help decrease stress. 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/

 

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

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Twitter: @SDEubank

Blog: drstephaniebeardbaremoteresearch.org

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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

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