Tag: #womeninbusiness

The Paradox of Top Performers in Business

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By: Dr. Stephanie Diana Eubank

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

What Is a Top Performer?

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

What Is Quiet Quitting?

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

Why Top Performers Aren’t Promoted

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

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

Strategies for Top Performers

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

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

Conclusion

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

References

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

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

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

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AI in the Workplace: Powerful Ally or Risky Business?

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By: Dr Stephanie Diana Eubank DBA

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

Benefits of AI in the Workplace

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

Risks of Using AI in Business

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

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

How to Protect Your Company While Using AI

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

Final Thoughts

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

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

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By: Dr. Stephanie Diana Eubank DBA

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

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

Verbal Defenses: A Bridge Between AI and Critical Thinking

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

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

Public Speaking and Tech Fluency: Real-World Readiness

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

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

AI as a Teaching Assistant, Not a Threat

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

Conclusion

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

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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Why Are Leaders Upset About Laundry?

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By Stephanie Diana Eubank

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

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

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

Workplace PTSD,

Burnout,

Workplace Violence, and

Employee turnover.

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

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

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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

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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Remember, The Best Way To Show A Company is Pro Women Is To Encourage Remote Work

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By Stephanie Diana Eubank

With March being Women’s History Month, we have to remember the long-standing fights women have had to endure that have gotten us here today. From suffragettes to women demanding to wear pants in the workplace and moving towards more education and a seat at the boardroom table, women have come a long way. And yet, they have not come far enough.

As women, we still take on a large part of the risks when having children, and this includes workplace discrimination.  There are so many companies under fire for firing women and besmirching them to get them to quit when a woman announces her pregnancy.  Unfortunately, this stems from old-school myths.

The myth is that women are less devoted to their jobs when they have kids.  Numerous studies on this and data from the Bureau of Labor and Statistics have been disproven for decades. With 75% of all care taking in this country that is unpaid being done by women we need to make sure that the business world makes room for women to participate and afford to care for their loved ones.  This makes remote work a great pro-women business culture tool.  When we understand women’s struggles in the workplace, even when working hard to gain advanced degrees and skills, we make a more inclusive and profitable workplace.

Reddit is a great market research tool, but it has also become a mirror for the Business World on toxic leadership and business practices. We need to remember some things women are still dealing with:

  • Less likely to be promoted than their male counterparts.
  • Less likely to find mentors willing to help guide them through their careers.
  • Making less money even with higher degrees.
  • And more likely to be pushed out of a job when announcing a pregnancy or other family changes than their male counterparts.
  • Being socially judged if one works and is a mother.
  • The statistical likeliness to be sexually harassed than male counterparts.

Once we understand these constant issues that are still prevailing in the business world, we will better understand how remote work is an organizational culture tool to increase diversity and inclusion and make an organization pro-women.

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