I am seeking participants for my dissertation research paper to finish my doctorate on #remotework. I need participants that are 18+ years of age and have #workfromhome either before, during, or since #covid19. If interested, please click the link https://cuchicago.qualtrics.com/jfe/form/SV_cGaONOpiCB6du86 to follow the survey and consent.
My specialty is in Operational and Organizational management with a focused research on Workforce and Leadership Development in remote work and remote leadership. It sounds like a mouth full, I agree. But it is very timely as we move forward into the future of work. Which is Remote. However, there is one concept that I hear a lot from colleagues and companies I consult for. And that is a concern that remote leadership requires leaders to be meeker and milder instead of touch leaders.
This is another false narrative perpetuated by toxic leaders. Toxic leadership chooses to lead with fear as they mistake it for respect. The problem is most toxic leaders don’t know that they are toxic. As such, these leaders hear authentic leadership and interpret this as the right to talk without a filter. Which is not authentic leadership.
Authentic leadership is leading with your most human self. This allows leaders to have the bandwidth to listen to their teams and show appreciation by looking to more creative ways to meet goals, and load balancing as needed instead of pushing till people break. If we keep up this toxic pace, we will continue to see these high levels of burnout and stress in the workforce as a whole ruin the economy.
This is why remote leadership has to evolve into more of a teacher and support role, which requires listening and truly hearing our teams. It truly is a call back to traditional purist leadership concepts like the business concept of your team being your greatest asset. Also, it calls to Kaizen’s business philosophy of bottom-up methodology of everyone having a voice and showing that they, too, are important to the company’s growth.
Toxic leaders don’t enjoy change as it means looking within and seeing how each person effectively contributes to the problem and how to become the solution. Remote work also shines an uncomfortable light on toxic leaders. This is fine because it leaves room for new types of leaders to take charge and fall into the future of work. As always, the future of work is remote. And Remote is here to stay.
I am seeking participants for my dissertation research paper to finish my doctorate on #remotework. I need participants that are 18+ years of age and have #workfromhome either before, during, or since #covid19. If interested, please click the link https://cuchicago.qualtrics.com/jfe/form/SV_cGaONOpiCB6du86 to follow the survey and consent.
Remember sharing is caring, and if you are interested in my consulting services, please see my social media below. YouTube: https://www.youtube.com/@Wickedbofthewest
I am seeking participants for my dissertation research. You must be over 18 years old and have worked remotely before, during, or after COVID. You can access the survey at https://cuchicago.qualtrics.com/jfe/form/SV_cGaONOpiCB6du86. I am seeking participants for one on one interviews and a focus group. You can also access the survey using the QR code in my video. Thanks, and remember, remote, it is here to stay.
There is a common trope of “looking busy” at work, also known as “workplace theater.” The new false narrative is that #remotework employees must engage in that. This is a false narrative because, well, in person, people do it too, and this behavior is, in fact, productive.
This sounds counterintuitive, but let me explain. We all often forget that business is a social science. And the social component of looking busy once all work is done and water cooler talk in person is productive. It helps encourage morale and cross-functional collaboration. Breaks and socialization in the workplace are also skill-building and, in fact, productive in it reduce stress and contribute to creative problem-solving.
Also, in-person workers per the Bureau of Labor and Statistics (BLA) found that in-person workers are only productive for about 3 hours in an 8-hour workday. Work-from-home employees were found to be productive on average about 4-5 hours in an 8-hour day. So, where workplace theater is standard, remote workers do not embrace or need it. As leaders, we need to rethink productivity and how we measure it. Specifically using both a qualitative and quantitative methodology. This will let the work speak for itself with a louder voice.
Remember sharing is caring, and if you liked this or want additional consulting, check out my social media and consulting firm. Like and subscribe, and remember that Remote is Here To Stay.
A company’s organizational culture is delicate and complex, especially in remote work modalities, because of shifts in leadership and communication skills. With business leadership screaming the false narrative that “people don’t want to work anymore,” they are lying to themselves and the workforce and killing their company culture.
The workforce intelligence and research communities have been studied psychologically and sociologically since the beginning of the industrial era. One unchanged concept is that the workplace culture is like a living organism. One bad apple ruins the bunch for everyone and can have drastic consequences for the whole economy. The modality of #remoteworking has brought a shift back to traditional leadership values of cultivating culture and valuing our teams as a business is symbiotic. When employees feel secure, their safety and time are valued, and their personal life is given space to not be overtaken by work, employees thrive, and so does business.
What do we do to change this tune? More leadership development needs to be done to help cultivate a work-life balance culture to help ensure the quality of our workforce. The first thing that needs to be adapted in leadership is the understanding that there are no more middle managers that just manage in remote work. There are producing managers who take on more of a teacher/ coordinator role. Leadership is less about the spotlight and more about highlighting their teams. Also, doing away with the toxic leadership tricks of getting free labor. Asking workers to work for free belittles their contributions to the company they make during their work day and shows that they are not valued. Studies also show that forced or pushed overtime hinders productivity and lowers quality.
Please visit my other social media links if you want to engage my consulting services on remote and hybrid work and leadership development. And remember Remote is Here to Stay.
My name is Stephanie Diana Eubank, and I am a Doctoral Candidate for the Concordia University Chicago Doctor of Business Administration completing my dissertation research. The project is titled “Remote Team Followership” (IRB ID 2023951-2). The purpose of this email is to invite all eligible students to participate in the research study.
Participation in this survey is by no means mandatory. However, I would very much appreciate all those individuals who completed it. To be eligible to participate in this survey, you must:
Be at least 18 years old.
Work or have worked as a leader or a non-management role remotely before, during, or after COVID.
Be able to participate in individual Microsoft Teams meetings remotely for 30-60 minutes with the camera and closed captioning that is recorded.
Be willing to participate in a focus group with no cameras on that is recorded and closed captioned.
Participation in this study involves completing an electronic survey through Qualtrics. Should you have any questions about this study, feel free to contact me, the researcher, through email at: crf_eubanksd@cuchicago.edu
Although you will not be compensated for participating in the survey, your participation will further our understanding of remote work and remote leadership as it relates to followership, communications, team design, and any effects COVID had on these concepts in remote work.
If you are interested in participating in this study, please click the link below:
Elon Musk is in the news from @msnbc saying that workers are wrong and selfish for embracing remote work. These comments scream that they are from someone disconnected from what the workforce really wants and needs. It also shows that he needs some leadership development training. It also shows in living color a man who is screaming facilities while living in a glass house.
The future of business is in remote work, and embracing it is far from immoral. Those who truly understand the psychology and history of business leadership understand that remote work is here to stay, and we need to evolve with the change, not work to go back in time. The work-from-home modality helps enhance women’s ability to be in the workplace with less discrimination and address the pay gaps caused by unconscious bias. Specifically in the mom penalties, and how many companies view mothers as less reliable because they have a family and thus are less likely to be hired or promoted. Even though the data shows women bring major organizational talents to the workplace and there is no evidence that they are, as a group, less loyal talent in the workplace. Working parents who can use the work-from-home modality can also better have a work-life balance and bond with their families more. Having more cohesive family dynamics statistically is also a big benefit to the overall economy and workforce as well.
Remote work also enhances diversity and inclusion in the workplace. Those who are disabled do not have to emotionally mask as much and thus are able to lead authentically. Which increases the creative problem-solving in an organization. Also, overall enhancement and expansion of diversity in the workplace have also been shown to statistically encourage increased productivity and creativity in the workplace. Where Elon Musk has a long history of his companies having racial discrimination cases. As an example his most recent case that he lost this year as seen in the link below from Reuters.
Attitudes reflect leadership or the lack there of. Remote work is a call back to traditional work concepts such as workers happiness and the research showing it benefits productivity. Remote work also makes more effective leaders have to be in the trenches with them doing the work by leading by example. Thus correcting disconnections with the workforce shown in Musk’s remarks. Remote work is also a return to understanding that employees are a company’s greatest assets and should be treated as such. Business is a symbiotic relationship and we have to respect each other in it again. We must embrace that remote work is here to stay and instead ask the real questions on remote work instead of living in the past.
If you like this information, please like and subscribe. You can also check me out on my other social media platforms. I also do business consulting on remote work and remote leadership development. Just remember two things Sharing is Caring, and that Remote is here to stay.
With a growing number of moms struggling to provide for their families and being the ones who are doing a primary amount of caregiving, we need to stop putting up roadblocks. Instead, this Mother’s Day let’s support these hard-working people who have raised us by encouraging remote work. Share this video with #remoteworkformom to show your support for increasing remote work opportunities.
Remember sharing, is caring and, remote is here to stay. If you are interested in additional content on remote work and remote leadership and how it helps our economy like and subscribe. You can also follow me on my other social media sites:
I am a mom to two beautiful boys who are sweet and a little wild, and I wouldn’t change a thing. Working from home has provided me with a luxury for over ten years that many moms have not been as fortunate to have. I have often spoken about how hard it was for me as a new mom being away from my son going into the office in person post my first child’s birth. It was genuinely breaking my heart. I am forever grateful to my mentor, who gave me a job remotely so that I had the bandwidth to be a better mom to my boys. I honestly don’t think I would be the active mom I am if I did not have the opportunity to work remotely all these years.
Where we all can advocate for more remote work to support working parents everywhere and support more inclusion in the workplace, there is an easy thing we can all do to help working parents. We can encourage parents, especially moms, to engage in more self-care. This can take the form of encouragement to:
Go to the spa,
Go get a pedicure or a manicure,
Go out to lunch or dinner with friends or family,
Do some retail therapy,
Enjoy a hobby,
Go to see a movie,
Make your regular health care appointments (and keep them).
These self-care tips are a great way to support your local mother figure no matter what form that takes. Moms come to us in all shapes and sizes and are not always blood. We need to show appreciation.
If you are like me and having a hard time finding a good gift that encourages self-care for your local remote working mom, here are some ideas:
Remember, sharing is caring, and remote is here to stay. If you are interested in additional content on remote work and remote leadership and how it helps our economy, subscribe. You can also follow me on my other social media sites:
Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 