How do you lead a team you rarely see? That’s the challenge many supervisors have faced since the remote work shift triggered by the COVID-19 outbreak. It’s a bit like solving a Rubik’s Cube—achievable, but tricky. Leaders are adapting; managers, however, are struggling to make the shift. Let’s explore why.
The Collapse of the Traditional Work Model
For decades, work meant being physically present, often tied to a rigid 40-hour workweek. This model made managing easy—check schedules, monitor productivity, rinse and repeat. But it also fostered micromanagement.
The truth is, employees don’t thrive under constant scrutiny. Managers focus on control, while leaders inspire teams to grow, innovate, and excel. Now, with remote and hybrid work models becoming the norm, leadership—not management—is more critical than ever.
How Leaders Thrive in Remote Work
Results Over Time Clocks
Traditional managers obsess over hours worked. But leaders care about results, not minutes. They know no one operates at 100% capacity for a full 40 hours a week. Whether it takes 6 hours or 8, outcomes matter more than effort. Productivity isn’t about punching a clock; it’s about producing quality work.
Building Genuine Connections—Anywhere
Some managers insist that meaningful relationships require face-to-face interaction, but leaders embrace technology to connect. Zoom and Teams meetings are now regular parts of business life. Leaders don’t just tolerate virtual tools—they use them to foster belonging and build trusting relationships among team members.
I’ve formed deep connections through virtual platforms—relationships just as meaningful (if not more) than in-person interactions. Good leaders know that building trust and camaraderie is possible, regardless of physical distance.
Focusing on Quality, Not Just Quantity
Managers often prioritize quantity—more sales, faster production—at the expense of quality. But leaders know that sustainable success comes from building strong, meaningful relationships. A good sale isn’t just a transaction; it’s the start of a lasting connection. Leaders model this by fostering quality relationships within their teams—through mentoring, recognition, and regular communication.
Adapting to the New Reality
Organizations today must embrace remote and hybrid work. Supervisors who cling to outdated management habits will falter, but those who step up as leaders will thrive. Leadership in this new world means:
Training and trusting employees to work independently.
Building strong foundations through meaningful onboarding and continuous support.
Leveraging technology to maintain relationships and promote collaboration.
Leaders understand that workplace problems often stem from poor relationships. They make it their mission to invest in people—aligning individual passions with work goals, building trust, and empowering teams to succeed.
Conclusion
The workplace has changed, and leadership must evolve with it. In a remote world, relationships matter more than ever, and success depends on shifting from control to trust, from micromanagement to meaningful connection.
Be the leader who embraces technology, values outcomes over hours, and focuses on quality over quantity. Build relationships with your team that inspire results—and you’ll thrive in the new era of work.
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