Leading from Behind a Screen: The New Rules of Remote Leadership

What started as a crisis response in 2020 has become the new normal for many organisations. We’ve all felt the shift, remote and hybrid working is now deeply embedded in how we operate. But while the logistical challenges of remote work have mostly been solved (thanks Teams and Zoom!), the real test lies in how we lead. Keeping people engaged, motivated, and connected when they’re spread across geographies and often time zones isn’t only a management problem but a leadership one.

And here’s the twist… remote leadership, when done well, is proving to be more effective than many expected. But doing it well requires a conscious shift in mindset, in skills, and in style.

Remote Leadership Is Working: The Data Says So

There’s a growing body of research that paints a clear picture: remote teams are thriving.

Studies show that 78% of leaders report their teams are achieving or exceeding goals. Two-thirds have seen productivity rise. And only 2% are noticing a dip.

Beyond the numbers, remote workers are feeling more connected to their organisations. 

One study found that employees working remotely are actually 15% more aligned with company values and their managers than their office-bound counterparts. 

That’s no small feat. It tells us that leadership has the potential to be even more impactful in a virtual setting if approached with intention.

So What’s Changed?

Quite a bit, actually. The biggest shift has been moving from leadership based on presence to leadership based on trust. Without the ability to ‘walk the floor’, successful leaders are building confidence through communication, not control. They’re focusing less on how work gets done and more on what gets delivered.

This transition has given rise to more flexible and empowering leadership styles. Transformational leaders, those who inspire, coach and adapt, are finding their stride. Likewise, situational leadership has become essential, as team members require different types of support based on their circumstances. In tech and digital-heavy sectors, agile leadership is also becoming the norm where quick feedback, iteration, and adaptability are prized more than ever.

The Challenges Haven’t Gone Away

Of course, it’s not all smooth sailing. Remote leadership brings its own set of challenges. Communication is harder, there’s less body language to pick up on, more room for misinterpretation, and fewer spontaneous moments of connection.

Burnout is a real threat, with work-life boundaries blurred and the pressure to be always available. And building culture, that intangible magic that keeps teams energised and aligned, requires far more intentionality when you’re not all in the same room.

These challenges don’t mean remote leadership is flawed. They just mean we need to equip ourselves differently and that’s where coaching can be transformative.

Why Executive Coaching Is a Game-Changer for Remote Leaders

Many of us weren’t trained for this kind of leadership. Most of the models we grew up with were built around in-person dynamics. Coaching helps bridge that gap.

An experienced executive coach won’t just help you manage better, they'll help you lead better. That means developing emotional intelligence, strengthening your virtual presence, and understanding how to build trust and motivation without proximity.

Coaching creates the space to reflect, to test ideas, and to grow into a new kind of leadership one that’s grounded in clarity, empathy, and resilience.

Practical Moves to Level Up Your Remote Leadership

Let’s ground this in some simple, proven tactics. 

For starters, rethink how you run meetings. Make them shorter and more purposeful. Begin with a quick check-in not just on tasks, but on people. Rotate the chair role to keep energy fresh, and always close with clarity on who’s doing what.

When it comes to performance, shift the focus from activity to outcomes. Let go of the urge to micromanage (even unintentionally), and instead set clear expectations, give timely feedback, and trust your team to deliver. It’s about building a results-driven culture that thrives on autonomy.

And perhaps most crucially, be deliberate about culture. Recognition matters more in remote settings so celebrate wins publicly. Create regular moments for informal connection, whether through virtual coffees, team challenges, or simply a shared space for non-work chat. Culture isn’t dead in remote work it just doesn’t happen by accident through those corridor / kitchen meets.

This Is a Leadership Moment

Here’s the good news. Remote leadership isn’t a watered-down version of the real thing. Done well, it’s sharper, more human, and often more impactful. But it takes effort. You can’t rely on old habits. You need to be present, even when you’re not in the room.

If you're leading a remote or hybrid team and you’re feeling the stretch, or wondering if you're really getting the best from your people, it might be time to get curious about what coaching can unlock for you.

Because your team deserves more than just management. They deserve leadership. And you deserve the support to deliver it.

Dr Stephen McCormac 

Executive Coach & Vistage Chair

stephen.mccormac@vistagechair.co.uk

+44 7796 313938