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How to find your leadership remote control

Remote leadership is a phenomenon that has now become a reality for most leaders. If you find yourself with a completely different set of challenges leading a remote team then now is the time to find your remote control.

The trend of leading a remote team (a team that this not physically present) is likely to continue into 2024. The continued reduction in budget for office space, the widening of the global talent pool and the increase in reliable technology are all contributory factors.

As a leader of a remote team, your ‘Presence in Absence’ is one of the most important factors you need to consider for effective leadership. ‘Presence in Absence’ refers to a leader’s ability to have an impact, influence, or guiding presence even when they are not physically present. It encompasses the idea that a leader's influence extends beyond their immediate physical availability and is felt through their actions, decisions, and the culture they create within an organisation.

For many people working in a remote team comes with various challenges that can affect productivity, communication and overall collaboration:

  • Remote teams rely heavily on digital communication tools. Misinterpretations or lack of clarity can occur due to the absence of non-verbal cues, leading to misunderstandings or delays in tasks.

  • Remote work can lead to feelings of isolation or disconnection from team members. Without in-person interactions, building relationships and a sense of camaraderie can be more difficult.

  • Collaborating on projects might be challenging, especially for tasks that require real-time interaction or brainstorming sessions. Remote tools may not always fully replicate the dynamics of in-person collaboration.

  • Without clear communication and frequent check-ins, team members might not be fully aligned with the team's goals or might have different interpretations of expectations including accountability and trust.

As a remote leader you can demonstrate your presence, even when physically absent, through various strategies:


Articulate a compelling vision and set of values for your team. When team members understand the broader purpose, they can work toward common goals even in your absence. Cultivate a positive work environment based on shared values.


Delegate responsibilities and empower your team members to make decisions within their areas of expertise. Trusting their judgment fosters autonomy and a sense of ownership in achieving shared objectives. Define roles, responsibilities, and expectations clearly. This clarity helps team members understand their contributions and align their efforts accordingly.

Communicate, Communicate, Communicate

Communicate goals, expectations, and updates regularly in whatever medium works best for your team such as WhatsApp, emails or video messages. Clear and consistent communication keeps the team aligned and informed. Create an environment where team members feel comfortable sharing ideas, concerns and feedback. Platforms for open dialogue, like forums or virtual suggestion boxes, can foster a sense of belonging and participation.

Model the way

Model the behaviour and values expected from your team. Demonstrating integrity, accountability, and dedication sets a standard that resonates even when you’re not present.

To find out more about our approach to ALIGNED® leadership, please contact me at so we can continue the conversation.


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