“As a leader, you must come to the office to show an example.” What in the world should I think about this comment? However you feel about this, for me it’s yet another ecco to knowledge work from the factors of Taylorism. Is that the most crucial example leaders should show in the 2020s, in the middle of digitalization and the fourth industrial revolution?
While there have been pullbacks to the office due to rules of taxation benefits, investment purposes, and other factors, these reasons alone don’t fully explain why organizations are pushing for a return to the office. Especially when we have ways and competencies to lead remote teams and results in improved productivity of individuals, it’s crucial to delve deeper into the reasons, which are often tied to company culture, collaboration, and control. Embracing remote leadership not only allows for improved productivity but also fosters a more inclusive and flexible work environment, enlightening us about the possibilities beyond the traditional office setting.
So, are you setting the wrong example by mastering remote leadership?
How about other examples a leader could present? What about those who excel in leading remote or hybrid teams? Indeed, there’s something incredibly valuable that others could learn from them. I have never seen any company highlight that we’re investing in developing excellent remote or hybrid leaders or ensuring we have the right leaders in the right roles and positions to maximize team performance. Not once! But what I have heard, until exhaustion, has been how to build a team to optimize performance. And I’m not saying we need intensive training programs for leaders, but let’s be honest—leading an onsite team is a different skill set than leading a remote one, and it’s not all about the team; a non-suitable leader can ruin a lot. And let’s face it: in knowledge work, any company aiming to scale will inevitably have organizational or virtual teams that must be led remotely. So, both skills are essential, and treating everyone as if they fit the same mold is a mistake. You risk losing your best leaders with remote leadership skills, and I’d wager that single-location teams won’t be the norm much longer, if they even are now.
We are customizing our services but not our leadership approach!
F2F meetings are nice, and the importance of a leader’s presence in the office should not be dismissed. Still, it is crucial to recognize that situational leadership and remote flexibility can be equally effective. You must trust your team to identify which option suits each situation and then take action. If you don’t, well, then it’s a different story and a different blog post 😉 Leaders can inspire their teams by embracing adaptability, empowering team members, enhancing communication, and focusing on results without needing a constant physical presence.
In a remote setup, employees often have varying experience levels, work styles, and autonomy. Situational leadership allows leaders to adjust their approach based on each team member’s needs and challenges while working remotely.
For instance, new employees may require more guidance and regular check-ins, while seasoned team members might benefit from greater autonomy and minimal supervision. This approach ensures that leaders can provide personalized support to foster productivity, regardless of physical location. More importantly, situational leadership promotes open communication and trust, which are not just important but absolutely essential in a remote setting. This emphasis on trust and communication reassures the effectiveness of remote leadership.
What’s your legacy as a leader?
In today’s work environment, where remote work has become prevalent, leaders can effectively set an example without being physically present in the office. Technology enables them to stay connected with their teams through virtual meetings and collaborative tools, demonstrating their commitment regardless of location. Embracing remote work also allows leaders to show trust in their team’s ability to work independently, fostering a sense of ownership and accountability that can boost motivation and productivity. Effective leadership focuses on achieving results rather than simply being in a specific place, encouraging teams to prioritize performance over attendance. Furthermore, remote leadership promotes inclusivity and life balance, as leaders prioritizing flexibility demonstrate their commitment to employee well-being. By modeling a healthy life balance, leaders inspire their teams to prioritize their own wellness, contributing to a more positive work environment.
In the knowledge work environment, the best leaders can navigate different situations and lead their teams with empathy, trust, and a results-oriented mindset. By challenging traditional notions of leadership, we can create a more inclusive and effective workplace that fosters growth and innovation. Ultimately, leadership is about influencing, connecting, and inspiring others to reach their full potential—whether in the office or from afar.
