"Navigating the New Normal: Effective Leadership in the Remote Work Era"

By Mike Sarraille and Ryan Norton

In the wake of recent global changes, the concept of the workplace has been redefined. The remote work era has introduced new challenges and opportunities, necessitating a shift in leadership and management styles. I approach this topic with a critical eye. Yes, I am not a fan – as I believe remote work stunts collaboration, innovation, and the ability to build cohesive, aligned high-performing teams. While I recognize the necessity of remote work in the current business landscape, my experiences in environments where physical presence and unit cohesion were critical leave me skeptical of its effectiveness. Regardless of my initial gut reactions and long-held beliefs, this is the New World and time for me (and us) to adapt. This article explores strategies for effective leadership in the remote work era, emphasizing communication, engagement, and performance management. It also integrates recent remote work statistics that are reshaping the professional world. 

Adapting to Change 

The abrupt shift to remote work was a seismic change for many organizations, including those steeped in traditional work practices. As of 2023, 12.7% of full-time employees work from home, and 28.2% work a hybrid model. This trend has fundamentally altered the dynamics of team interaction and leadership. In Special Operations, where the success of a mission hinges on the tight-knit collaboration of a physically present team, such a dispersion would have been unthinkable. However, in today's corporate world, leaders must adapt their strategies to effectively manage teams that are not only geographically dispersed but also diverse in their working styles and environments. This requires a nuanced understanding of the challenges and opportunities that remote work presents, and a willingness to embrace new methods and technologies to maintain team cohesion and effectiveness. 

Communication: The Cornerstone of Remote Leadership 

Effective communication is paramount in a remote environment. Despite the significant rise in remote work, with the majority (59.1%) still working in-office, the real challenge lies in maintaining a seamless flow of information and engagement across all team members. In my military experience, communication was not just about conveying information; it was about building trust, ensuring clarity of purpose, and fostering a shared understanding of objectives. The "Tyranny of Distance" in Special Operations was overcome through meticulous planning, continual training, and constant, clear communication. This same level of discipline and rigor is essential in remote work settings. Leaders must be proactive in creating communication channels that are robust, inclusive, and capable of bridging the physical and psychological distances that remote work can create. 

Building Trust and Autonomy 

In the realm of remote work, trust between leaders and their teams is critical. In the Special Operations community, trust is the cornerstone of every mission, forged through shared experiences and a deep understanding of each member's skills and reliability. Translating this to a remote work setting means empowering team members with the autonomy to perform their tasks without constant oversight, while ensuring they have the support and resources they need. It involves trusting their professionalism and capability to deliver results, despite the lack of physical supervision. This trust is not automatically granted; it is earned over time through consistent performance, reliability, and open communication. 

Cultivating a Sense of Belonging 

The sense of belonging and camaraderie in the Special Operations community is the glue that binds the team together, enabling them to perform in the most challenging environments. In a remote work setting, replicating this level of team cohesion is challenging but not impossible. Leaders must find innovative ways to foster a sense of community and shared purpose, despite the physical separation. This could involve regular virtual team-building activities, celebrating team and individual achievements, and creating informal spaces for team members to connect on a personal level. These efforts help in building a team culture that transcends physical boundaries and nurtures a sense of belonging among remote team members. 

Ensuring Well-being and Work-life Balance 

The projection that by 2025, about 22% of the workforce will be working remotely signals a significant shift towards remote work arrangements. In the military, we live by the mantra, "Mission First, People Always." This means while the mission is paramount, the well-being of personnel is equally crucial, as it directly impacts mission readiness and effectiveness. In a remote work context, this mantra should be no less relevant. Leaders must vigilantly ensure the well-being of their team members. It's not only about focusing on productivity and outcomes but also being acutely aware of the signs of burnout, isolation, and stress that remote work can exacerbate. 

Leaders in the private sector, even with traditional in-office work policies, often struggle to strike this balance, which is probably an indicator of people refusing to return to the traditional work model. Ensuring well-being in remote settings presents an added layer of complexity. Leaders should advocate for a healthy work-life balance, encouraging team members to establish clear boundaries between their professional and personal lives. This approach requires a deep understanding that the success of any mission or project in the corporate world hinges on the health, happiness, and engagement of the people behind it. By prioritizing both the mission and the people, leaders can cultivate a resilient, productive, and loyal workforce. 

Performance Management in a Remote Setting 

Performance management in a remote environment, is akin to the high-stakes operations of Special Operations, demands precise and continuous monitoring. If you failed to adopt this in an in-office setting, it is going to be exponentially tougher in a remote environment. With most workers favoring some form of remote work, the challenge for leaders is to maintain high performance standards across dispersed teams. This requires a shift from traditional metrics to outcome-based measures. 

The key to effective performance management in remote settings is setting clear, specific objectives and key performance indicators for each role. Ambiguous roles and unclear outcomes can lead to confusion and underperformance, much like a ship without a rudder. It's crucial for leaders to clearly define what success looks like for each team member, providing a target or 'bullseye' for them to aim at. This clarity in expectations and responsibilities not only guides employees but also establishes a framework for accountability. 

Leaders must then engage in regular feedback sessions, focusing on progress towards these well-defined goals. The use of performance management tools that track and measure outcomes, rather than just activities, is essential in this process. These tools should facilitate not only the monitoring of progress but also provide opportunities for ongoing feedback and development. By prioritizing clear objectives, consistent feedback, and outcome-based performance assessment, leaders can effectively manage and enhance team performance, even in a remote work context. 

Inclusive Leadership 

The principle of inclusivity in the Special Operations community is about harnessing diverse skills and perspectives towards a common goal. In remote work settings, inclusive leadership means ensuring all team members, regardless of their location, have equal access to opportunities, resources, and support. The fact that 93% of employers plan to continue conducting job interviews remotely indicates a growing acceptance of remote work as a norm. Leaders in remote work environments must be intentional in creating an inclusive culture that acknowledges and accommodates the varied needs and circumstances of their team members. 

Leveraging Technology for Effective Leadership 

In both military operations and remote work, technology is a critical enabler. It facilitates coordination, communication, and productivity. In my military career, technology played a pivotal role in bridging the physical distances between teams and command structures. Similarly, in remote work, leaders must leverage technology not just for task management but also for fostering collaboration, building connections, and enhancing team dynamics. The fact that about 16% of companies operate fully remotely without a physical office underscores the potential of technology to support effective remote work practices. 

Continuous Learning and Development 

The remote work era, mirroring the dynamic and ever-evolving landscape of Special Operations, necessitates continuous adaptation and learning. We are now in a race for who can develop the best distance-based leadership development and mentorship program. Companies that achieve this will become talent magnets with a culture known for investing in their people. This can be achieved through various methods: 

- Utilizing Digital Learning Platforms: Implementing e-learning platforms that offer a range of courses and training materials allows team members to enhance their skills at their own pace. These platforms can host a variety of content, from technical skills to leadership development. 

- Regular Virtual Workshops and Webinars: Conducting online workshops and webinars on relevant topics enables team members to gain new insights and stay updated with industry trends. These sessions can be made interactive with Q&A segments, polls, and breakout discussions. 

- Mentorship and Coaching Programs: Establishing mentorship programs where more experienced employees guide newer or less experienced team members can facilitate knowledge transfer and professional growth. 

- Collaborative Learning Projects: Encouraging team members to work on collaborative projects, even remotely, can foster teamwork and practical learning. These projects can be aligned with ongoing work or explore new, innovative ideas. 

- Encouraging Self-Directed Learning: Promoting a culture where employees are encouraged to pursue their own learning interests, possibly with a dedicated time allocation or learning stipends, can lead to more engaged and motivated team members. 

- Feedback and Reflection Sessions: Regular feedback sessions, commonly referred to as the After-Action Review (AAR) in the military, both at the individual and team levels, allow for reflection on learning experiences and identification of areas for further development. 

Leading in the remote work era requires a blend of the disciplined, mission-focused approach of the Special Operations community and the adaptability and empathy of modern corporate leadership. It's about balancing the need for team cohesion and operational effectiveness with the flexibility and autonomy that remote work offers. Leaders must evolve, embracing the nuances of remote work to build resilient, high-performing teams. The growing trend of remote work across various industries presents both challenges and opportunities. Leaders who adapt quickly and effectively to these changes will not only ensure business continuity but also position their organizations to attract and retain top talent in an increasingly competitive landscape.

Author:

Mike Sarraille, a retired Navy SEAL Officer and former Recon Marine, is the founder and CEO of Talent War Group and founder of Legacy Expeditions. He is a Global Gurus Top 30 Leadership Speaker,  author of two Amazon best-selling books, "The Talent War" and "The Everyday Warrior," and leads Men’s Journal largest initiative the Men’s Journal Everyday Warrior.

Ryan Norton , a veteran in Talent Acquisition, who is currently the Vice President of Executive Search for Talent War Group - An Overwatch Company . Ryan is known for his experience building talent acquisition strategies and pipelines for several companies, especially companies focused on hiring veterans and transitioning service members. In his current role, Ryan works directly with clients to pinpoint what success looks like for each role and then flawlessly execute a strategy to identify the right candidate. Ryan, along with Talent War Group - An Overwatch Company aid hundreds of veterans every year in their military transition planning and continued career navigation in the civilian sector.