Tag: #covid

Strategies to Combat Social Isolation in Remote Teams

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By: Dr. Stephanie Diana Eubank DBA

The modern workplace is experiencing a profound shift in how isolation is understood and experienced. This article is the first in an eight‑part series exploring the eight types of isolation that impact workers today. Prior to 2020, business research largely recognized only three forms of workplace isolation, social isolation, referring to the loss of spontaneous interpersonal interaction common in co‑located environments; professional isolation, characterized by reduced visibility, fewer developmental opportunities, and limited access to mentorship for remote employees; and geographic isolation, stemming from physical distance from organizational hubs, which historically limited access to resources and information. While these three categories shaped into early telework research, the evolution of remote, hybrid, and digitally distributed work has revealed a more complex landscape, necessitating a deeper examination of the expanded forms of isolation affecting today’s workforce.

Social isolation has taken on a new meaning in the modern workplace. No longer limited to physical separation, isolation now includes digital distance, reduced informal dialogue, weakened social bonds, and limited camaraderie despite robust communication technologies. Research shows that this form of isolation significantly affects mental health, engagement, and an employee’s sense of belonging (Montañez, 2024). Remote and hybrid environments, while flexible, can unintentionally create emotional and social gaps that affect both individual well-being and organizational performance.

What Is Modern Social Isolation?
Modern social isolation includes both physical separation from colleagues and digital distance created by technology-mediated communication. The absence of spontaneous interactions, such as office small talk, casual check-ins, and unplanned collaboration, contributes to feelings of disconnection (Figueiredo et al., 2025). Digital communication, though convenient, often lacks the warmth and nuance of face-to-face interaction, making it harder to build trust and maintain social bonds.

The Impact of Digital Social Isolation
Remote workers report higher levels of loneliness and detachment compared to on-site employees (Dyer, 2024). The consequences include:


• Reduced engagement
• Lower productivity
• Increased burnout
• Higher turnover intent
• Emotional fatigue and stress

Psychology research further confirms that digital communication does not fully satisfy the human need for connection, leaving remote workers vulnerable to emotional and social loneliness (Reed, 2025).

How Leaders Can Address Modern Social Isolation
Leaders play a critical role in reducing digital distance. Evidence-based leadership strategies include:


1. Strengthen Team Communication – Leaders should increase meaningful communication and create intentional opportunities for connection (Montañez, 2024)


2. Recognize Employees Fully and Authentically – Meaningful appreciation helps team members feel seen and valued.


3. Support Professional Development – Offering growth opportunities strengthens belonging and engagement.


4. Build Community Rituals– Regular team rituals, digital social spaces, and collaborative activities reduce perceived distance (Randall, 2022).


5. Empower Through Trust and Autonomy – Leadership competencies that reduce operational and social distance—such as digital communication and empowerment—improve performance and connection (Bravo-Duarte et al., 2025)

How Employees Can Protect Themselves from Isolation
Employees also play a vital role in safeguarding their own social well-being. Strategies include:


1. Initiate Social Interaction – Proactively scheduling virtual coffees or chats strengthens interpersonal bonds.


2. Set Healthy Boundaries– Overworking increases isolation and burnout (Dyer, 2024)


3. Engage in Company Activities– Participating in team events or communities fosters belonging.


4. Maintain Non‑Work Connections– Social support outside work buffers emotional strain.


5. Communicate Needs Clearly– Speaking up about workload, communication preferences, and mental health helps reduce misunderstandings and emotional detachment.

Conclusion
Social isolation is more complex today than ever before. As digital and physical worlds blend, employees face unique challenges that require thoughtful leadership, proactive personal strategies, and ongoing organizational support. This article serves as the foundation for a broader exploration of the eight types of isolation affecting workers in the modern world. Future articles in this series will dive deeper into each type and offer research‑backed strategies for addressing them.

References
Bravo-Duarte, F., Tordera, N., & Rodríguez, I. (2025). Overcoming virtual distance: A systematic review of leadership competencies for managing performance in telework. Frontiers in Organizational Psychology. https://www.frontiersin.org/journals/organizational-psychology/articles/10.3389/forgp.2024.1499248/full

Dyer, C. (2024, October 28). How loneliness and remote work are shaping the employee experience. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2024/10/28/how-loneliness-and-remote-work-are-shaping-the-employee-experience/

Figueiredo, E., Margaça, C., & Sánchez-García, J. C. (2025). Loneliness and isolation in the era of telework: A comprehensive review. Healthcare, 13(16), Article 1943. https://www.mdpi.com/2227-9032/13/16/1943

Montañez, R. (2024, March 22). Fighting loneliness on remote teams. Harvard Business Review. https://hbr.org/2024/03/fighting-loneliness-on-remote-teams

Randall, R. (2022). Social isolation in remote work: Strategies to prevent. Eddy HR Encyclopedia. https://eddy.com/hr-encyclopedia/social-isolation-in-remote-work/

Reed, P. (2025, December 17). Remote working and loneliness. Psychology Today. https://www.psychologytoday.com/us/blog/digital-world-real-world/202512/remote-working-and-loneliness

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Transforming Training with AI: Engagement and Comprehension

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By: Dr. Stephanie Diana Eubank DBA

Post-COVID, businesses and business schools face growing concerns about reading comprehension and engagement in training programs. Many organizations report that employees struggle with dense text and traditional learning formats, especially in remote settings (Johnson, 2024; Deloitte, 2023). Artificial Intelligence (AI) offers solutions by creating multimodal content—visual videos, audio narration, closed captioning, and visual art—that caters to diverse learning styles and enhances retention.

Why AI Matters for Training

AI-driven tools can transform static training materials into dynamic, interactive experiences. Research shows that multimodal learning—combining text, audio, and visuals—improves comprehension and memory retention across cognitive profiles (Brown, 2023). For neurodivergent employees and remote workers, these adaptations reduce cognitive load and increase accessibility (Hamdani et al., 2023).

Post-COVID Reading Comprehension Challenges

Companies have blogged extensively about declining reading comprehension and engagement since the pandemic. Remote work environments often lack the structure and collaborative cues that support deep reading and critical thinking (Smith, 2025). AI-enhanced training addresses these gaps by integrating interactive elements and personalized pacing, making learning more engaging and effective.

AI Solutions for Inclusive Learning

Businesses and business schools can implement the following AI-powered strategies:

  • Create visual explainer videos from text-based content to simplify complex concepts.
  • Add audio narration and closed captioning to accommodate auditory and visual learners.
  • Use AI to generate infographics and visual art that reinforce key ideas.
  • Provide adaptive learning paths with AI-driven personalization for varied comprehension levels.
  • Integrate interactive quizzes and discussion prompts to boost engagement and retention.
  • Offer multimodal content (text, audio, video) for remote workers to reduce isolation and improve accessibility.

Business-Level Benefits

AI-enhanced training does more than improve comprehension—it strengthens collaboration, morale, and inclusivity. By investing in multimodal learning, businesses create cultures of continuous development that value diverse cognitive styles. These programs foster psychological safety, innovation, and adaptability—critical for thriving in a hybrid workforce (Deloitte, 2023; Westover, 2024).

Conclusion

The future of business communication training lies in leveraging AI to deliver inclusive, engaging, and effective learning experiences. By combining visual, auditory, and interactive elements, organizations can address post-COVID comprehension challenges, support remote workers, and empower all employees to succeed.

References

Brown, T. (2023). Multimodal learning and retention in business education. Journal of Business Pedagogy, 14(2), 55-68.

Deloitte Center for Integrated Research. (2023). Building the neuroinclusive workplace.

Hamdani, M., Hamdani, N., & Das, M. (2023). How to help employees with ADHD address the challenges of remote work. MIT Sloan Management Review.

Johnson, L. (2024). Post-pandemic literacy challenges in corporate training. Corporate Learning Quarterly, 16(1), 22-34.

Smith, J. (2025). Remote work and reading comprehension: Emerging trends. Business Communication Review, 18(3), 44-59.

Westover, J. H. (2024, November 3). Neurodivergent leadership: An underutilized resource. Innovative Human Capital.

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Overcoming Meeting Fatigue in Remote Teams

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By: Dr. Stephanie Diana Eubank

Meetings are often intended to foster collaboration and alignment, but when overused, they can drain productivity and morale. According to Deeb (2022), excessive meetings not only waste time but also signal a lack of respect for employees’ autonomy. For remote workers, this problem is amplified: meetings can feel like surveillance rather than support, especially when leaders only reach out during crises or for formal check-ins.

The Hidden Cost of Meeting Overload

Every meeting consumes time that could be spent on focused work. When leaders default to meetings for every decision, employees experience ‘calendar fatigue,’ which erodes engagement and creativity (Deeb, 2022). For remote teams, this fatigue can lead to feelings of isolation and alienation, as meetings often prioritize transactional updates over genuine human connection. Research suggests that employees who spend more than half their day in meetings report lower job satisfaction and higher burnout rates. This is not just a logistical issue—it is a cultural one. Leaders who equate meetings with productivity overlook the nuanced needs of remote workers who crave flexibility and autonomy.

Humanizing Leadership Beyond Meetings

Remote workers thrive when leaders show they care about their well-being—not just their output. A quick, informal check-in can go a long way toward building trust and rapport. Leaders who only appear when something goes wrong risk creating a culture of fear rather than support. Instead, proactive outreach signals empathy and inclusion. For example, sending a short message to ask how someone’s day is going or acknowledging personal milestones can humanize leadership. These gestures remind employees that they are valued as individuals, not just as contributors to organizational goals.

Making Communication Digestible and Morale-Boosting

To make meetings more effective and less burdensome, leaders should adopt strategies that respect time and enhance morale. First, set clear agendas and time limits. Respect participants’ time by focusing on essentials and avoiding unnecessary tangents. Second, use asynchronous tools. Not every update requires a live meeting; leveraging chat platforms or project boards can reduce meeting load while keeping everyone informed. Third, prioritize connection. Begin meetings with a brief personal check-in to humanize the interaction and foster team cohesion. Finally, solicit feedback. Ask remote employees what communication style works best for them and adapt accordingly. These practices not only improve efficiency but also create a culture of trust and psychological safety. Leaders should also remember the classic truth: some meetings really should have been an email. Avoid scheduling unnecessary meetings when a concise email or an asynchronous update would suffice. This not only saves time but also respects the autonomy of remote workers.

Ultimately, the goal is not to eliminate meetings entirely but to make them purposeful and inclusive. Leaders who balance synchronous and asynchronous communication, while maintaining genuine human connection, will see higher engagement and stronger team morale. In a remote-first world, this balance is not optional—it is essential for organizational success.

Conclusion

Excessive meetings can suffocate productivity and alienate remote workers. By shifting from meeting-heavy practices to intentional, human-centered communication, leaders can boost morale, foster inclusion, and respect the time of every team member. The future of work demands empathy, flexibility, and creativity in how we connect. Leaders who embrace these principles will not only improve operational efficiency but also cultivate a thriving, engaged workforce.

References

Deeb, G. (2022, August 3). Too many meetings suffocate morale & productivity. Forbes. https://www.forbes.com/sites/georgedeeb/2022/08/03/too-many-meetings-suffocate-morale–productivity/

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

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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

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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Society Needs To Show More Respect To Remote Working Parents and Stay-At-Home-Parents.

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By Stephanie Diana Eubank

I want to start out by saying there is no shame or blame negativity towards those who are stay-at-home parents or Stay-at-home moms, also known as SAHM or SAHP.  The fact is that for many families the ability to have a stay-at-home parent that does not work remotely is a luxury not all can afford.  Remote work is a way for a working parent to have some work-life balance, have more time with family, and have the benefits of throwing a load of laundry in the wash during breaks or throwing some food in the crockpot so dinner is ready after work.  Although I have been a mother with an infant while working from home there is a difference between the two.

Speaking from previous experiences and the current experiences relayed to me by friends, colleagues, and in my research, many remote workers with a partner who worked in person or hybrid, especially before COVID, were regarded as being SAHP and viewing their work and finances as less than.  Which is the root of my post today.  This being the last week of Women’s History Month in the US, it is customary (unfortunately) to deem household and childcare responsibilities squarely on a woman’s shoulders and to devalue these contributions.  The fact that SAHM/ SAHP are disregarded for the hard work they do for their family is unfair and inappropriate.  However, so is devaluing working parents who work remotely to attempt to have a work-life balance to provide for and support their family.    

Speaking from my personal experience when I was first working from home, and my sons were infants and toddlers in my first marriage, the verbalized opinion from family and my ex-partner was that as a remote worker, I should also be able to care for my children, have a spotless home, and dress up like a 1950’s housewife and serve drinks for those working in person.  All while keeping my business productivity high and being happy about my extra-earned responsibilities as a mother and primary breadwinner. But that is not sustainable!  Even for SAHM/ SAHP, that view is not sustainable.  Parenthood comes with ups and downs, and the acceptance that nothing will ever be perfect is a full-time job as well. Remote workers forced into this social view are expected to work three plus jobs at once. 

I am truly blessed my current husband has no such expectations of me and instead works with me to help coordinate help in our home so that I can relax, work, study, research, and be a wonderful mom.  I am really lucky my children and my husband all support my work and value the importance of my research to help other working parents have the opportunity to keep showing their love for their family through the hard work to provide for them and still being able to be present and at the moment with their families.

As Women’s History Month comes to a close, let us all work together to support both working parents and stay-at-home parents as they show love to their families through hard work and dedication.

Seeing how society views remote working parents and devaluing stay-at-home parents, I am seeking volunteers who are either remote working parents or stay-at-home parents to participate in a survey to look at this devaluation of work.  My theory is that once we understand the hard work both sides put into raising a family and talk about it publicly the sooner, we can see the truth of remote work being a great tool for helping with mental health in the workplace by creating a work-life balance and not an excuse to shame people for having children.

If you are interested in participating in this research, please send an email with your name, contact information and a link to one of your social media sites preferably LinkedIn to stephanie.eubank@wickedbofthewestremoteconsulting.com With the subject Remote v SAHP. 

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 work is here to stay.

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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.

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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

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.

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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.

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Blog: drstephaniebeardbaremoteresearch.org

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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/