February 24, 2026February 24, 2026 Linky

Distributed Teams Leadership Mistakes Project Managers Make

By Nionila Ivanova

Managing distributed teams brings much valuable experience. As a project manager and CEO leading a remote team, I’ve learnt which mistakes to avoid. In this article, I’ll share some common leadership mistakes project managers make working remotely, and solutions on how to handle them.

#1 Ineffective Communication

Let’s start with the first and most common problem. It’s communication.

As you will know, communication is the most important soft skill for a project manager as a leader. Meanwhile, when managing a distributed team, many PMs surprisingly lose this skill or use it inconsistently. From my experience, this mistake often begins with the absence of clear communication rules.

Remote teams need more structure. When communication channels aren’t clearly defined by a project manager at the start, people get confused. They aren’t sure where to ask questions or where important decisions should be documented.

For example, project managers often don’t explain when the team should use email tracking tools versus other communication channels, finding the source of truth becomes challenging. Instead of working on the tasks, the team members intuitively try to resolve communication problems on their own.

Communication issues also appear in the number of meetings. Both extremes are harmful. When there are too few meetings, many problems are difficult to solve in writing. Complex topics often require live discussion and regular updates help the team stay aligned.

On the other hand, too many calls can be just as damaging. I’ve seen teams become irritated when leaders schedule calls for simple questions that could be resolved with a short message in a few minutes.

I suggest the following tips to avoid communication mistakes in a distributed team:

The first step is to standardize how communication works. Because the team should clearly understand which tools are used and for what purpose.
Being direct and open in communication also matters. Remote teams cannot read body language, so it’s better to say what you need from the team than to assume they will figure it out on their own.
Limit the number of communication channels. Using too many tools creates noise and splits attention. For example, choose one main channel for daily communication and group discussions by topic.
Meetings also require structure. As a project manager, it’s important to explain what topics will be discussed and what input you expect from the team.

#2 Micro-management

In project management, micro-management is also quite common, especially in remote teams. In my view, micro-management is closely connected to a lack of trust. Trust plays a critical role in remote work, yet many leaders struggle with it when they cannot see what the team is doing every day or even an hour.

Overcontrol is a serious leadership mistake. It creates the illusion that you are fully involved and trying to help, but in reality this help is often false. Constant check ins, unexpected calls, or frequent questions about what someone is working on rarely support the team.

To avoid micro-management, PMs should develop a mutual respect based on personal time and boundary consideration. In distributed teams, people often work in different time zones and follow different schedules. Someone may be taking a break or focusing deeply on a task. Messages like “What are you working on right now?” usually create frustration rather than clarity.

A more effective approach is to focus on results instead of constant monitoring. Regular daily or weekly calls already provide enough visibility into the work being done.

#3 Avoiding to provide feedback

If feedback is often missing even in office based teams, it becomes also a more common issue in distributed teams. Regular feedback from a leader helps specialists understand their performance and see their progress on tasks. When ignoring this, the team may feel unsure about their value and direction, even if they are doing a job well.

Project managers need to be more attentive and intentional when working remotely. Feedback doesn’t always have to be formal. It can be shared during regular calls, short messages, or simple progress updates on tasks.

What matters is consistency and clarity. Team members should understand what was done well and what can be improved next time.

#4 Ignoring Time Zone Differences

Distributed teams usually bring together people from different parts of the world. It’s almost impossible for such teams to work within the same time zone. Ignoring time zone differences by a project manager leads to many other problems with communication, meetings, or deadlines.

Speaking of solutions, for project managers it’s important to be especially careful when planning work like scheduling meetings without considering local working hours or setting deadlines that don’t reflect real availability.

Additionally, special time zone management tools can be very helpful in this case. Keeping track of everyone’s availability manually is unrealistic, especially as teams grow. These tools make it easier to coordinate meetings and plan deadlines.

Another important practice is defining overlap hours. Even if the team works across different time zones, having a small shared time window helps maintain alignment. This time can be used for critical discussions or quick syncs, while the rest of the work remains asynchronous.

In Conclusion

In this article, I’ve covered only some of the most common leadership mistakes project managers make when working with distributed teams. These are not the only challenges, but they appear often and have a direct impact on team performance and motivation.

About the Author – Nionila Ivanova

As the CEO of IT Creative Labs and creator of IT Project Management Training for women, Nionila exemplifies the challenges faced by women entrepreneurs in the tech industry. Nionila has 15+ years of experience managing tech teams and leading projects with Agile and Waterfall methodologies. PMP Certified and a Certified Scrum Master. Tech Entrepreneur with an MBA in Computer Information Systems.

February 15, 2026February 15, 2026 Linky

How Introverts Can Become Powerful Leaders at Work

By Bradley Davis

Introverted leaders are often misunderstood in modern workplaces. Introverts—people who gain energy from reflection and focused thought rather than constant social interaction—already possess many traits linked to effective leadership. The challenge isn’t changing who you are; it’s learning how to lead as yourself in environments that often reward noise over nuance. This article aims to show you how introverts can become powerful leaders at work.

The Real Leadership Problem Introverts Face

Many introverts hesitate to step into leadership because they associate it with nonstop meetings, charismatic speeches, or office politics. That image is incomplete. Leadership today is less about commanding attention and more about clarity, trust, and sound judgment—areas where introverts routinely excel.

A Quick Orientation for Quiet Achievers

Introverts tend to lead best when they:

Think before speaking
Listen deeply
Prepare thoroughly
Value substance over performance

These habits create calm, consistent leadership—especially valuable in uncertain or fast-changing work environments.

Where Introverted Leadership Shines

Introverts often outperform louder peers in roles that require steady decision-making, empathy, and long-term thinking.

Common introvert leadership strengths include:

Strategic focus: Fewer impulsive decisions, more intentional planning
Active listening: Team members feel heard, not overridden
Depth over drama: Less reactive management, more thoughtful responses
Psychological safety: Quieter leaders often create calmer, more inclusive teams

These traits don’t just “work”—they scale.

A Practical How-To: Leading Without Losing Yourself

You don’t need to mimic extroverted behaviors to be effective. Instead, refine how your natural tendencies show up at work.

How introverts can strengthen leadership skills:

Prepare your voice. Go into meetings with one or two key points ready. Preparation equals confidence.
Use written communication strategically. Clear emails, agendas, and summaries amplify your influence.
Redefine visibility. Visibility can mean consistent results, not constant talking.
Set boundaries around energy. Protect focus time; leadership requires stamina, not burnout.
Lead one-on-one. Coaching conversations are often more impactful than group presentations.

This approach builds authority quietly—but unmistakably.

Leadership Styles: Introvert vs. Extrovert (At a Glance)

Aspect	Introverted Leaders	Extroverted Leaders
Decision-making	Deliberate, reflective	Fast, instinctive
Communication	Thoughtful, concise	Verbal, expressive
Team dynamics	Empowering, listening-focused	Energizing, vocal
Strength under pressure	Calm, steady	Motivational, visible

Neither style is better. The most effective organizations benefit from both.

Education as a Confidence Multiplier

Many introverts strengthen their leadership presence by deepening their expertise. Earning an online degree in business or leadership can sharpen decision-making, communication, and strategic thinking—without forcing a personality shift. Programs designed for working adults often emphasize flexibility, structure, and real-world application.

Choosing an institution with strong support for nontraditional students can make a major difference. Academic advising, emotional encouragement, practical planning tools, and accessible faculty help learners manage challenges while staying aligned with long-term goals. For introverts, that combination of structure and support can turn quiet capability into confident leadership.

A Resource Worth Bookmarking

For introverts looking to refine leadership without adopting a performative style, Harvard Business Review regularly publishes research-backed insights on management, communication, and decision-making.

It’s a solid, evidence-driven resource—especially useful for reflective thinkers.

Frequently Asked Questions

Can introverts really succeed in leadership roles?
Yes. Research consistently shows that introverted leaders perform exceptionally well, especially with proactive teams.

Do introverts need to become more outgoing to lead?
No. Effective leadership comes from clarity, consistency, and trust—not volume.

What’s the hardest leadership skill for introverts to develop?
Often, it’s self-advocacy—recognizing and communicating their value without minimizing it.

Are introverted leaders better in certain industries?
They thrive in knowledge-based fields, remote teams, healthcare, tech, education, and anywhere thoughtful decision-making matters.

Leadership doesn’t require a loud personality—it requires presence, judgment, and care for others. Introverts already have the raw materials. By refining communication, protecting energy, and building skills intentionally, quiet professionals can become steady, respected leaders.

About the Author

Bradley Davis is a contributor at DisasterWeb.net, a platform dedicated to helping businesses, organizations, and communities strengthen their disaster preparedness. Through practical guidance on planning and response for both natural and man-made disasters, DisasterWeb.net supports efforts to reduce risk and protect people and critical resources.

January 27, 2026January 27, 2026 Linky

Tips to Make Business Trips Feel Less Like Work and More Productive

By Bradley Davis

Business travelers—professionals who travel for work to attend meetings, conferences, or manage operations—often face the same challenge: how to get real value from trips without burning out. Tight schedules, unfamiliar cities, and constant motion can drain energy if travel isn’t approached with intention – making business trips feel less like work. The good news is that with a few smart habits, business trips can become both productive and genuinely enjoyable.

Setting the Tone Before You Leave

A business trip starts long before boarding the plane. The biggest problem most travelers face isn’t the travel itself—it’s friction caused by poor preparation. The solution is to design your trip around outcomes, not logistics. When you know exactly what success looks like, decisions become easier, stress drops, and your time works harder for you.

At-a-Glance Takeaways for Smarter Business Travel

Plan meetings around your energy, not just availability
Choose accommodations that reduce friction and save time
Build buffers into your schedule to stay flexible
Protect your health as intentionally as your calendar
Leave room for small moments of enjoyment

Keep these principles in mind, and the rest of the details fall into place.

Choosing the Right Base of Operations

Your hotel isn’t just a place to sleep—it’s your temporary headquarters. Location matters more than luxury. Staying close to meeting venues or transit hubs reduces commute stress and gives you back valuable time. Look for hotels with fast Wi-Fi, quiet workspaces, and easy food options so you’re not constantly improvising.

Simple Hotel Comparison Table

Feature That Matters	Why It Helps	When It’s Critical
Proximity to meetings	Cuts commute time	Short trips
Reliable Wi-Fi	Enables real work	Remote-heavy roles
Early breakfast options	Saves morning time	Packed schedules
Fitness facilities	Maintains routine	Multi-day trips

Staying Active and Energized While Traveling

Long days of sitting—in planes, cars, or conference rooms—can take a toll. Movement is one of the easiest ways to improve focus and mood on the road. Staying at a hotel with fitness facilities gives you a reliable option for a quick workout, even if your schedule is unpredictable.

You can also build movement into your day by walking to and from meetings instead of defaulting to rideshares whenever possible. Making these small choices ensures you don’t compromise your well-being, even during demanding travel weeks.

A Practical How-To: Designing a Productive Travel Day

Use this checklist to structure a typical business travel day without overload:

Anchor one priority outcome
Decide the single most important result for the day (e.g., closing a deal, building rapport).
Schedule demanding work early
Mental energy is highest in the morning for most people.
Cluster meetings geographically
Reduce wasted time moving between locations.
Block recovery time
Short breaks prevent decision fatigue.
End with a decompression ritual
A walk, a quiet dinner, or light reading helps reset.

This approach keeps days intentional instead of reactive.

Turning Downtime into an Advantage

One of the most overlooked opportunities in business travel is downtime. Flights get delayed. Meetings end early. Even 30 spare minutes can be useful if you plan for it. Carry a short list of low-effort tasks—email clean-up, note review, or light reading—that don’t require deep focus.

On longer trips, consider exploring a nearby café or neighborhood after work hours. You don’t need to sightsee aggressively; even a short, local experience can make a trip feel more human and less transactional.

FAQ: Business Travel, Simplified

How can I avoid burnout when traveling frequently for work?
Consistency is key. Maintain routines around sleep, meals, and light exercise, even if they’re scaled down.

Is it better to pack meetings back-to-back or spread them out?
Back-to-back meetings save time but increase fatigue. A short buffer between sessions usually improves performance.

How do I stay productive on travel days?
Lower your expectations slightly. Focus on planning, reviewing, or administrative tasks rather than deep creative work.

What’s one mistake business travelers commonly make?
Overcommitting. Saying yes to everything leaves no margin for rest or reflection.

Mastering Time Zones Without Losing Momentum

Crossing time zones can quietly derail even the most organized business traveler. The key is to adjust before you arrive. Shift your sleep schedule slightly a few days ahead of departure, and use light exposure strategically—sunlight in the morning helps reset your internal clock faster.

Avoid heavy meals late at night, and hydrate more than you think you need to. When possible, schedule lower-stakes meetings on your first day so your brain can recalibrate. Managing time zones well preserves focus, improves communication, and keeps decision-making sharp throughout the trip.

Final Thoughts

Business travel doesn’t have to feel like a grind. With thoughtful planning, realistic pacing, and attention to well-being, trips can deliver strong results without draining you. Treat travel as part of your work system—not an interruption—and it becomes something you manage confidently rather than endure. Over time, those small adjustments add up to better outcomes and a better experience on the road.

About the author:

September 20, 2025September 20, 2025 Linky

How to have a fulfilling career abroad: Four tips for managers working remotely

By Thomas Wright

Working abroad is an incredible experience for many people, and it can help you develop new ideas and a different appreciation for both work and life in general. Find great guidance to make your career abroad more fulfilling.

For managers, adapting to a new environment while guiding a team that may be scattered across different countries and time zones, can be intense. It’s understandable if it sometimes feels like a lonely balancing act, but if done well, it could be one of the most rewarding career moves you can make.

Often, intention and mindset are the key to ensuring your career abroad is as fulfilling as possible. Thriving in this environment isn’t down to chasing productivity hacks, you need to research and plan carefully, and build a rhythm that lets you lead effectively while also taking advantage of the personal and professional growth that comes from living abroad.

Here, we explore four practical ways to make your career abroad deeply enjoyable.

https://unsplash.com/photos/man-on-sun-lounger-using-laptop-vvLBPW3uS4Q

1. Redefine success

Across the world, career milestones vary – you can’t always expect them to look, or feel, the same as they did back home. The promotion timelines you’re used to may not apply, and professional recognition may be harder to gain. That doesn’t mean growth isn’t happening, it just might look different.

Instead of focusing solely on titles or pay rises, focus on what new skills you’re developing. Having a diverse pool of life experience often makes someone a stronger leader. It might be mastering communication across multiple time zones, becoming adept at cross-cultural negotiation, or learning how to build trust without the visibility of being in the same office. These are abilities that will outlast any job description and make you stand out – wherever your career takes you next.

When you reframe success in this way, the frustrations of remote leadership become easier to bear. Instead of seeing time zone juggling or cultural misunderstandings as obstacles, you can treat them as live training grounds for the kind of adaptable leadership that’s in demand everywhere.

https://unsplash.com/photos/macbook-pro-displaying-group-of-people-smgTvepind4

2. Build on your work/life balance

Living abroad can blur boundaries – mornings might start with calls at odd hours, and evenings may tempt you with incredible beach sunsets. Without implementing a clear structure, you risk short-changing both your team and yourself.

Managers who want to thrive abroad must create a deliberate schedule that allows them to be focused and available when their team needs them, while also allowing themselves time and space to enjoy the benefits of their new lifestyle. Setting clear office hours in your new time zone and communicating openly, carving out focus blocks where you’re offline, and protecting your downtime is essential.

It’s not about being rigid, you just need enough consistency to ensure your team knows when you’re accessible, and so that you know when you can fully step away to switch off from work.

3. Lead with presence, not micromanagement

Without a physical office, it can feel like you need to compensate with extra meetings or constant check-ins. The danger here, of course, is slipping into the realms of micromanagement.

Instead, think about presence differently. Your team doesn’t need you watching over their every task, or checking in every hour. They just need clarity, reliability, and the confidence that you’ll be there when it matters. Whether that means documenting decisions, being transparent about priorities, or setting up channels where concerns can be raised without delay, putting protocols in place will allow everyone to settle into your new schedule more easily.

So long as you remain steady, visible, and trusted, your team should feel your stability no matter where they are in their workflow.

4. Keep stretching yourself beyond the job

Aside from the common risks of remote working abroad, like financial issues and homesickness, you could also risk drifting into a comfort zone that feels impossible to escape. You find your routine, you tick the boxes, and before long your experience feels less like an adventure and more like “the same job, just with better weather.” That’s fine for a short while, but if you’re driven, it’s unlikely to feel fulfilling long-term.

To avoid this trap, keep your personal growth on the agenda. That could mean joining local professional communities or co-working spaces, learning the local language, seeking out new projects at work that force you to test new skills, or exploring cross-border collaborations that would have been impossible if you’d stayed home.

Keep pushing

Fulfilment is usually found when we push ourselves to achieve something outside of our comfort zone, so once your new destination feels like home, you need to remember to keep pushing. Try to avoid replicating your old routines in a new place – instead, lean into the discomfort, the cultural surprises, and the constant learning.

If you can redefine success, lead with presence, use your environment as an asset, and keep stretching yourself, you’ll find that working remotely overseas can be a deeply fulfilling chapter of your life.

About the Author: Thomas Wright is someone who took the leap to move overseas himself. He understands the trials and tribulations of such a momentous decision. He enjoys sharing his lessons learnt, advice, and tips with others who are looking to expand their careers while also shifting borders.

November 7, 2024November 7, 2024 Linky

Beat the pinch with great Performance-based Bonuses for Remote Workers

By Kate North

Remote working has become a staple for many organizations and professionals across the world, allowing for a better work/life balance, higher productivity and greater efficiency. However, with the increasing cost of living, remote workers are facing many financial challenges. One report in 2023 found that 48% of companies have lowered pay since the pandemic. Even if their pay has remained the same, professionals feel like it isn’t stretching as far due to the increases in the price of food, fuel and energy.

As individuals and businesses alike feel the pinch, one solution to help offset the burden is to offer great performance-based bonuses. In this short guide, we explore how performance-based bonuses can be a lifeline for remote workers.

Benefits of performance-based bonuses

There are multiple benefits to receiving a bonus as a remote worker, which also extend to benefiting the business itself. These include:

Financial relief for low-income households

The most obvious benefit to receiving a bonus is immediate financial relief. This can help employees offset the rising costs of inflation, and provide an extra financial buffer to allow them to manage their daily expenses. Though remote workers often don’t have to worry about commuting costs, the strain of affording to survive is a constant worry – especially for junior members of staff or those on lower wages.

In April 2024, only 27% of Americans on low-income salaries said they were able to live comfortably on their current income. And while some lower-paid employees working in-person roles – such as those in the hospitality industry – can rely on tips to supplement their income, remote workers are unlikely to receive any compensation above their standard salary.

More motivation and higher productivity

Knowing that exceptional performance can lead to financial rewards also encourages remote workers to stay engaged and maintain high productivity levels. This will help to push the top line and grow the business as a whole. Plus, bonuses serve as a wonderful way to recognise and appreciate employees with tangible rewards for the hard work and dedication they put into their roles.

Boosted morale and job satisfaction

Feeling appreciated by receiving financial incentives can significantly boost morale and job satisfaction among all employees, remote or on-site. Of course, there are other ways to show value to employees, but such a tangible reward as money is never going to be ill-received.

Higher skilled workers and a thriving business

Offering performance-based bonuses drives employees to improve their skills and take on more challenges, fostering professional growth and ultimately raising the performance of the business as a whole. When team members are driven to do their best, business owners reap the benefits tenfold, boosting their output and results which in turn help the business grow and thrive.

Increased retention rates

By tailoring performance criteria to fit individual roles and contributions, remote workers can focus on areas where they excel, and companies can benefit from higher employee retention rates. The Consumer Technology Association found that 88% of companies view incentive compensation and bonuses as key to retaining employees. The cost of recruiting new employees often outweighs the cost of rewarding existing workers, so it’s definitely something worth considering to help cut costs in the long run.

Ambitious employees need to feel like their careers are progressing, and offering performance incentives acts as a reassuring way to pay them back for their loyalty. Feeling valued in this way comes back full circle and further boosts motivation and productivity. As a result the business itself will grow from the top level through to the bottom.

How to offer effective performance-based bonuses

It’s clear that implementing a performance-based bonus system can not only enhance employee satisfaction but also improve overall business outcomes – so, how could you implement them?

Transparent criteria: It’s crucial to have transparent criteria for any bonus targets. The criteria need to clearly outline the performance metrics used to determine any financial rewards, to ensure fairness and avoid any misunderstandings or conflict in your teams.

Feedback: Providing continuous feedback and support to remote workers is key in helping them reach their goals. Leads and managers should understand their employees’ progress and which areas they need to improve in order to receive any bonuses.

Regular reviews: While performance-based incentives can go a long way to keeping the top talent satisfied in their roles, it’s important to regularly review employee feedback and results individually. This will ensure that top performers are also recognized and rewarded with promotions, where appropriate.

Win-win

Performance-based bonuses present a win-win situation for both remote workers and employers, offering financial relief, boosting morale, and fostering a culture of achievement. For businesses of any size, these bonuses can also be an effective tool in talent management and organizational growth.

About the Author

Kate North has worked in the corporate landscape for many years, so understands the trials and toils of balancing the tasks of keeping employees happy whilst also growing a business. She also enjoys water colouring and cold-water swimming when she isn’t supporting ambitious professionals and entrepreneurs.

October 14, 2024October 14, 2024 Linky

How to minimise screen time impact on employee’s emotional wellbeing

By Harrison Moore

In many modern professions, using a screen is integral to completing our daily tasks. Whether it’s a laptop, smartphone or any other digital device, screens are essential not only in facilitating our work, but also connecting us with colleagues, clients and the wider world. This element of device use has become increasingly important since the pandemic gave rise to remote working. This is because screen is now the primary medium through which many of us interact with colleagues.

As important as they are, screens can also have significant repercussions on employees’ emotional and physical wellbeing. Physical symptoms of excessive screen use may be easier to diagnose: eye strain, headaches and neck pain are all common signs you may be spending too much time at a screen.

When it comes to the emotional impact, symptoms may more easily go under the radar or be attributed to another cause entirely. By understanding these impacts and implementing strategies to manage screen time, you can make a substantial difference in fostering a healthier work environment.

The emotional toll of excessive screen time

Spending too much time in front of a screen has been linked to a number of mental health problems, including anxiety, depression, stress and burnout. The constant influx of emails, notifications, and requests can create the sensation of never being able to fully disconnect. Employees feel like they’re always on or available, and it can contribute to a persistent state of stress as employees feel continuously tethered to their work, even beyond office hours.

It can be particularly difficult to make the distinction between personal and work life when working from home when you have easy access to your office supplies and tasks. Continuous exposure to digital devices also means that employees might feel increased pressure to respond quickly, leading to heightened stress and anxiety levels. When clear boundaries aren’t set and adhered to, workers are at greater risk of burnout.

Impact on sleep patterns

Another critical area affected by excessive screen time is sleep. In recent years, scientific studies have countered the long-standing belief that blue light emitted by screens can interfere with the body’s internal clock. Previously, it was thought that exposure to blue light close to bedtime inhibited the production of melatonin – the hormone responsible for regulating sleep – which in turn severely affected sleep quality, but its impact may be less important than we thought.

While we’re still largely unsure how influential the blue light from our digital devices is in disrupting our sleep patterns, what we do know is using a phone or laptop late at night can make it harder for our brains to switch off. It’s recommended to put your phone away at least an hour before bed to signal to your brain it’s time to unwind. For work devices, you should have switched off much earlier than this.

Sleep deprivation can exacerbate stress and anxiety, creating a vicious cycle that affects both personal and professional life. Employees who struggle with sleep might find it harder to focus, make decisions, and manage their emotions effectively, impacting their overall performance and wellbeing.

Diminished social interactions

While digital connectivity has its advantages, it also poses challenges to face-to-face social interactions. Employees who spend excessive time using screens may find themselves disengaging from real-world relationships. The preference for digital communication over personal interactions can lead to feelings of isolation and loneliness, further impacting emotional health.

Social connections are vital for emotional support and stress management. When these connections are weakened, employees may feel less supported and more isolated. This can negatively affect their morale and job satisfaction.

Find 5 practical tips for managing screen time

Both employers and employees can take proactive steps to mitigate the negative effects of excessive screen time. Here are some practical tips:

Set boundaries. Encourage employees to establish clear boundaries between work and personal time. This might involve setting specific work hours and sticking to them, as well as creating screen-free zones at home to foster relaxation and downtime. If they have the space at home, it’s always a good idea to set up a work desk in a different room to the one you sleep in.

Encourage regular breaks. Implement policies that promote taking regular breaks away from screens. The Pomodoro Technique, for example, encourages working in focused sprints of around 25 minutes followed by a five-minute break, although you can tweak to suit your working habits. This can help refresh the mind and reduce fatigue.

Organize in-person interactions. Whenever possible, encourage face-to-face meetings and social events with your team. These days can go a long way toward helping to strengthen bonds and provide that social interaction that is so beneficial to our mental wellbeing.

Use techniques to limit internet use. 68% of adult internet users actively use strategies to manage their online time. These include using the ‘do not disturb’ function, deleting apps, taking intentional breaks from social media and choosing not to take phones and tablets to bed. Experiment with different options to find strategies that work for you.

Lead by example. Employers and managers should model healthy screen habits themselves; by demonstrating a balanced approach to technology use, they can hopefully inspire employees to do the same.

Use tech mindfully

While screens are an essential component of the modern workplace, it’s crucial to recognize and address the potential impact of excessive screen time on employees’ emotional wellbeing. By doing so, employers can put the right steps in place to cultivate a more supportive, healthy and productive work environment. Mindful use of technology and a commitment to work-life balance makes sure both employers and employees can thrive in the digital age.

About the author: Harrison Moore

Harrison is a digital content creator who specializes in the field of technology. As a freelancer, Harrison knows how important it is to maintain real-world relationships away from the screen, and he’s a big advocate for promoting mental health strategies in the workplace.

August 31, 2023September 18, 2023 Linky

Team Wellness: How Leaders Can Encourage Employees to Stay Fit and Healthy

By Grace Clark

Today, team wellness is so important and more employees want to live a healthier lifestyle. One study on health perceptions of workers found that many now aim to prioritize better eating habits to reach goals like weight loss and improved overall wellness. However, doing so can be difficult due to time constraints, a lack of access to nutritious meals, and prioritizing work over well-being.

However, it’s one’s set point weight that can make shedding those pounds even more challenging. This happens when a person has retained a certain weight for a long period of time. Their body then struggles to lose that weight. Many factors play a role in establishing set point weight. Among them are unhealthy eating habits, medications, and genetics. These are also issues that can lead to poor employee wellness, affecting both their personal lives and how they perform at work. As a leader, it’s therefore important to ensure that your employees are fit and healthy.

There are a few things you can do to promote health and wellness.

Promote a healthy lifestyle

The best way to lead is to do so by example. Your employees should see you working towards healthy lifestyle habits. You can do this by bringing in home-cooked meals at lunch or going for more nutritious choices when buying food. You can also start working out by walking after work or going to the gym.

When your workers take notice, motivate them to do the same. One study found that encouragement from colleagues can be a driving factor for people to be healthier. Offer to work out with them when you can. You should also enforce boundaries between work and personal life. This will give them more free time to be active while also maintaining team morale. By promoting a healthy lifestyle, your employees will take after your lead and soon be losing a healthy amount of weight in no time.

Offer weight loss resources

There are people who want to lose weight but don’t know where to start. As a leader, it is important for you to guide them in the right direction. You can do this by offering resources they need for their journey. Have articles on hand on weight loss you can send to employees who ask. Hire a licensed dietitian to come up with viable meal plans. If you have health-conscious employees who qualify as overweight or obese, you can even refer them to medical weight loss programs. Through FDA-approved medications like Ozempic and Wegovy, these regimens help address genetically-driven factors that may make weight loss more difficult for some individuals than others.

Becoming their go-to person for weight loss advice by following any of the above suggestions will help you show empathy for your employees. It can also lead to better workplace rapport as a whole. You will come off as someone who truly cares for their well-being. Just remember not to overstep their boundaries. Only offer resources when asked, and make sure you aren’t making people uncomfortable. Speaking to them as a friend—rather than just their boss—can give them just the push they need to lose weight.

Make it a team effort

team wellness - make it a group activity — *Image Credit:* *Unsplash*

Weight loss journeys can be much easier to stick to when done as part of a group. Making it a team effort can even promote employee bonding. Try it out for yourself by scheduling voluntary workout classes after work. This doesn’t need to be done in person. Online fitness training has been found to be quite effective for weight loss. It also makes exercise more accessible and fun for many people. Teams can also make use of this as a time to get together without the stress of work.

By making healthy lifestyle habits a team effort, you can ensure that your team will be healthy, keep weight off, and feel motivated to continue their journey.

Being a healthy weight is important for employee health. Find a method that works for you and your team. Just remember that you are doing this for their sake, not for your own.

About the Author:
Grace Clark is a fitness enthusiast and writer. She believes that holistic wellness can lead to great benefits in the office. When she isn’t working, you will often find her hiking her favorite trail with her three dogs not far behind.

Organisational leadership and project management

May 30, 2023May 30, 2023 Linky

What does Organisational Leadership have in common with Project Management?

By Jessica Pearman

Project Managers often engage with Organisational Leaders at their organisation, since organisational managers are usually sponsoring the strategic projects that they are working on. As part of their governance function on Steering Committees they need feedback about the projects that project managers are responsible for.

The question is: “What does organizational leadership have in common with project management?”

First, you need to know what the term, organizational leadership, really means.

Organizational leadership is both a description of a position and a requirement in business, in government, in academia, and in non-profits. OL serves to create a unifying source of vision, coordination, and support in achieving an organization’s mission

OrganizationalLeadershipEDU.org offers a more in-depth definition of what exactly organizational leadership (OL) is and how it’s used. And it offers an important set of resources for understanding how OL is viewed and taught today, and how project management is both part of it and a unique domain that benefits from it.

Project management itself is a sort of leadership position. But the values and education in the field borrow from the toolbox of leadership skills and project managers use the very same types of skills that are taught in organizational leadership training:

Communications
Creativity
Analysis
Problem solving
Motivation and management

At the same time, project management is itself a critical skill that is taught in every organizational leadership program. The essential ability to make the trains run on time, to delegate and communicate, to plan and adjust, is critical to accomplishing anything of importance today.

This intersection with leadership functions becomes even more important when you get into the realm of project management.

Devolving decision making and empowering teams to rapidly iterate toward larger organizational goals absolutely requires strong mentoring and interpersonal leadership skills. It’s melding together the fields of project management and organizational leadership more closely than ever. And that means that project management professionals and organizational leaders each benefit from more familiarity with the details of both roles.

Reasons for Project Managers to consider Organizational Leadership training

The shift in many industries to online, or virtual, project management consulting has put a new emphasis on leadership skills for project managers. It’s one thing to organize and manage a team all working under one roof. As many PMs have learned, however, it’s quite another to forge the same connections, keep accurate tabs, and coordinate between a team scattered across a dozen locations or even different time zones.

When everyone on the team is just a job title and a picture in a Zoom or Teams window, communications and motivational skills need extra depth.

It can be acknowledged that project leaders already exercise many OL skills and take on key leadership traits. And organizational leaders lean heavily on the kind of practical tools and techniques that were pioneered in project management.

Differences

In most cases, the difference between them is simply one of scope. Organizational leaders need a broad vision of their industry and the environment it operates within. They come up with big plans that account for all the pieces on the board, and they have the communication and team-building skills to get an entire company behind them to execute those plans.

Project managers tend to focus more on the details of execution, reporting progress, updating Gantt charts, or calculating burndown and running stand-ups if practicing Scrum. They report into senior leadership, but may not spend time worrying about larger concerns of markets or budget.

Organizational leaders have to keep the big picture in mind. They have to understand not just how projects in their own organization are progressing, but how those projects fit into the larger scope of market, the economy, and technical and social evolution. They make the hard calls on killing and cancelling projects, initiating new ones, and distributing resources to their best effect.

Yet project managers are business leaders in their own right. The position is rarely the last stop on their career path. With a demonstrated ability to pull a team together, to plan and achieve goals in the face of adversity, project leaders are already training for top jobs, even if they don’t realize it.

So the formal education that can come along with a degree in organizational management can be the perfect next step for a project manager moving up in the world.

Find answers to all your Organizational Leadership questions

OrganizationalLeadershipEDU.com revolves around understanding the skillsets that effective modern leadership takes, and how to cultivate them. It offers:

Write-ups that outline the career paths for organizational leaders in dozens of different industries and specializations
Specific degree and skill development tracks useful for any leadership role
A deep dive into the skills that build organization leaders themselves
Ways to fine-tune your own continuing education in leadership theory and practice

There’s even a resources page for degrees specific to project management leadership roles.

It offers resources that build your understanding of the science of leadership itself. It’s a critical first stop on your leadership degree planning. It guides you through the many choices on offer. Frequently asked questions cover topics as diverse as the 7 common leadership styles, change management, corporate social responsibility, extrinsic motivation, and strategic communications. Regular blog posts on OrganizationalLeadershipEDU.com keep readers up to date with the latest developments and newest areas of interest in leadership education.

Making Planning for your own leadership education easy

Beyond giving you a clear picture of the best and most affordable schools in the country offering organizational leadership degrees, the site also breaks down the different degree and certificate options that are open to you. It’s important because organizational leadership has become highly specialized to different industries.

A nurse manager aspiring to higher qualifications and more senior leadership roles is looking at a far different degree track than an education administrator—your educational plans have to match your career goals.

You will find a breakdown on how each different concentration or degree type is used in the field. It includes critical pieces of information like:

The type of coursework you can expect
Common internship or practicum options
Information about capstone project or thesis expectation
Different degree levels and their uses in each field or industry
Accreditation considerations to look out for
Cost data for each degree
Jobs that you will qualify to fill and typical salary levels you may achieve

It also delivers carefully curated lists of schools and programs offering those degrees. You can find options not just in every category of concentration or major, but also those that fit different budgets and career stages. You’ll find degrees that can be completed fully online, through traditional on-campus classes, or those with a hybrid option that combines both formats.

You’ll also find that not only have the editors at OrganizationalLeadershipEDU.org identified and classified the very best bachelor’s and master’s degree programs in OL in the country, but that they have also put together a list of the most affordable options. So no matter what your budget, your project management specialty, or your industry, you will find the best options to fit your needs.

If you aren’t already incorporating an understanding of organizational leadership, and some of the techniques developed for the field, in your own Project Management work, it’s time to start. If you are thinking about aspiring to senior management levels in your organization, or raising the profile in your consulting business, a degree or certificate in higher education may be just what you need.

May 8, 2023May 8, 2023 Linky

How to make your employees feel heard and why it’s so important

By Johanne Harris

One of the biggest challenges that organisations face, is building a talented and committed workforce. The most successful companies have passionate, engaged and innovative teams that support constant progression and growth. But building this type of team doesn’t stop at hiring the top talent, it’s vital to retain talented employees too.

To ensure your employees stick around, they have to feel valued and supported. When people feel like they’re not heard, they can begin to seek out new job opportunities rather than staying loyal to one employer.

Let’s take a look at why employees want to be listened to and explore how to make them feel heard.

Why is it so important to make your employees feel heard?

It’s a common complaint for employees to feel their voice is ignored by their employer, and it’s not unusual for many employees to feel that their manager doesn’t care about them as an individual. When workers don’t feel listened to, they don’t feel valued. This leads to disempowerment and a reduction in their ability to influence positive change within the company. Workers are less likely to be loyal to an employer who doesn’t make them feel valuable. Plus, productivity tends to be lower amongst teams who don’t feel valued.

If you don’t listen to your employees, you’re likely to have higher rates of staff turnover which impacts your bottom line and inhibits business growth. Plus, you could well miss out on strong ideas that could help take your business to new levels of success. Failing to listen to your employees means that you’re wasting their talent, and this is detrimental to both employee wellbeing and the progress of your organisation.

How can you make your employees feel heard?

Here are three tactics to help your employees feel heard and valued.

1. Accept feedback anonymously

Sometimes employees worry that they’ll be penalised or ostracised for giving feedback, particularly if they have criticisms to share. When it comes to sharing ideas, employees may fear that they’re overstepping their rank, or that their reputation will be negatively impacted if their idea isn’t received well. To combat this, reassure your employees that their feedback is anonymous. One study found that 74% of workers feel more inclined to voice their opinions anonymously, so doing this may ensure you receive completely honest and unfiltered feedback, which is going to be the most valuable to your organisation. When employees feel they have nothing to lose, they’ll tell you exactly where the problems are so that you can resolve them.

2. Give remote workers opportunities to share their ideas

Remote working is fast becoming the new normal, with rising numbers of companies across the world becoming fully remote. The biggest challenge that comes with remote work is communication. When employees aren’t in the office, it can be more difficult for them to build strong relationships with colleagues and managers. They may struggle to voice their ideas or problems when they don’t have in-person interactions. It’s also common for remote workers to feel overlooked compared to their in-office colleagues.

It’s important that remote workers are made to feel as valuable as they would if they worked in the office. Make sure to provide regular one-to-one meetings, where they have an opportunity to give feedback and ask for support. Having clear policies and protocols in place so that employees know how to give feedback when they have an idea to share or a suggestion for improvement is a great way to foster a supportive remote relationship with your employees.

3. Create a culture of transparency

Communication goes both ways. When you’re open with your employees about your company’s goals and the challenges you face, you encourage them to be open with you about their experiences. Plus, you give them valuable information that can help them generate useful ideas. Transparency builds trust, and when you trust your employees with sensitive information about your organisation, they’re more likely to trust you with their honest feedback and ideas.

A simple way to increase transparency is to share periodic business performance updates in the form of company-wide meetings, presentations or newsletters. Another important tactic is to share changes in company policies, strategies or hierarchies as soon as they happen so that employees don’t feel like they’ve been kept in the dark.

Heard employees are empowered employees

When employees have plenty of opportunities to speak, they’re more likely to feel heard. By creating a culture of open communication with the above tactics, you can empower your workers to speak up and make them truly valued.

November 1, 2022November 1, 2022 Linky

How to Advance Your Soft Skills as a Business Leader

By Ryan Ayers

Most business leaders understand that soft skills play an essential role in effectively leading others. Without having a strong command of key soft skills, you may experience difficulty in getting others to follow your advice and trust your intentions. The question begs then how to advance your soft skills so that you can become more intentional, a passionate and respected leader who others will want to follow.

When setting out to improve your soft skills you want to have a clear understanding of what those soft skills are, identify ways to improve them and then practice them.

What Are Soft Skills?

Soft skills include attributes and personality traits that help employees interact with others and succeed in the workplace. Soft skills determine how effectively you’re able to interact with others and how you approach your work.

Some examples of soft skills include communication, teamwork, and problem-solving. Believe it or not, these are some of the key MBA skills that employers look for when hiring recent graduates.

Soft skills don’t only make important business skills, they’re incredibly powerful in other fields as well. Whether one is looking to develop advanced nursing skills, more effectiveness as a teacher, or excellence in any other field, soft skills are essential. By cultivating these types of skills, you’ll be able to develop into a better and more capable leader in any field or industry.

Ways to Improve Your Soft Skills

While you may be convinced that it’s time to start advancing your soft skills, you might feel like you don’t know where to start. Luckily, there are some key practices you can engage in to start developing these skills immediately. Here are some effective ways to start developing your soft skills as a business leader.

#1 Study Others and Practice Empathy

One of the best ways to improve the way you communicate and interact with others is by gaining a deeper understanding of them. In order to understand others, it can help to study how they act and practice putting yourself in their shoes. If you gain a clearer understanding of what motivates others, you’ll be able to better see things from their perspectives.

Being able to see things from the perspectives of others will help you in a myriad of impactful ways. It will allow you to understand what you need to show them to gain their trust along with how you need to explain things to get them to follow your lead.

Accordingly, any leader — no matter what field they’re in — can improve their soft skills and improve their ability to lead by studying others and practicing empathy.

#2 Change How You Communicate with Each Individual

Different individuals have different styles of communication. Similarly, different individuals will respond differently to varying styles of communication. By being aware of this fact, you have the ability to determine how you can most effectively communicate with those around you. When it comes to leading a team or organization, being able to communicate effectively with each individual you interact with will help you gain the trust and respect of your colleagues.

While it’s important to have your own distinct communication style as a leader, changing the nuances of how you communicate with specific individuals can make you more effective as a communicator.

For example, you may have an employee who is nervous by nature and is made uncomfortable by small talk. Understanding this and making it a point to skip the small talk and be direct can make interactions more effective for both parties. Accordingly, becoming mindful of how you communicate with different individuals can help you improve your management skills and improve as a business leader.

#3 Practice Solving Problems

Problem-solving is an incredibly powerful skill — especially in business. Having highly developed problem-solving abilities is typically a hallmark amongst the most renowned and effective leaders. Though solving problems and overcoming problems may not seem fun, it’s the most effective way to develop as a problem solver.

As such, you can benefit from taking time every day to think about solutions to organizational problems — whether they are your responsibility or not.

One beneficial effect that results from habitually practicing problem-solving is less stress associated with challenges. Rather than feeling overwhelmed by complex problems, you’ll feel capable and prepared to solve them. This will help you stay calm while under pressure and more capable of ideating effectively and developing salient solutions to problems.

Given the many benefits that come from being an adroit problem-solver, practicing your ability to solve problems is one of the most effective ways you can advance your soft skills as a leader.

Soft skills are an essential part of any effective business leader’s toolbox. Without a strong command of soft skills, leaders face the threat of being ineffective communicators that are unequipped to overcome serious challenges.

Thankfully, no matter who you are, you have the ability to grow as a business leader by advancing your soft skills. By engaging in a few key practices, you’ll be able to hone your soft skills, gain confidence in your abilities, and lead with excellence.

About the Author

Ryan Ayers has consulted a number of Fortune 500 companies within multiple industries including information technology, business, and project management. After earning his MBA in 2010, Ayers also began working with start-up companies and aspiring entrepreneurs, with a keen focus on project management and business development.

3 areas leaders can set examples at work

August 25, 2022August 25, 2022 Linky

3 Areas that a leader can set examples at work

By Chris North

As a business leader, it is crucial that you set the right example at work. Doing so will offer so many benefits to individuals, and to the company as a whole. It will improve productivity and overall team performance. Failing to set the right standards as a leader can have many negative outcomes, from decreased motivation and low morale to a higher rate of staff turnover.

But setting the correct example isn’t just about performance. There are many different facets of effective leadership that if done correctly, will be mirrored by the rest of the workforce. In this post, we’ll highlight three different areas where leadership teams can set good examples, and explore the potential benefits these could bring to your business.

#1 Communication

Effective communication is essential at all levels of any organization, but leaders in particular have to set an example for others to follow. How a leader interacts with both their colleagues and their customers will go a long way to setting the tone for the way the entire business operates and how employees interact.

There is no hard and fast rule in regards to how best to communicate as a business leader. You may want to check out this excellent Communications Guide about the ‘Always on workplace culture’. Furthermore, there are a few aspects of effective communication that all leaders should bear in mind.

Transparency and clarity. One major part of effective communication is transparency. Especially if your team is remote first or even in a hybrid arrangement, having the ability to keep everyone involved in business updates and activities is crucial. This will help to cut out any feelings of alienation, and could even serve as a great motivational tool, with employees feeling a closer connection to the business and to one another.
Ability to listen. Communication isn’t a one-way street. To be an effective leader means to take your peers’ opinions into account, and accept that their voices are just as important. You need to make time to be present, for active listening, with the intent to understand better.
Ask and take feedback. Business leaders often need to ask for feedback from their employees, customers, or shareholders. However, asking for feedback can be tricky. If you come across as too demanding, people may be reluctant to give honest feedback. On the other hand, if you seem too easygoing, people may take advantage of your kindness. The key is to strike the right balance. Be clear about what type of feedback you’re looking for, and make it clear that you’re open to hearing both positive and negative views. At the same time, let people know that you value their opinions and will take their feedback seriously.
Body language. The importance of body language in any social situation is no secret – it can often say more than our words. Even if you are a remote-first company, and won’t be interacting face-to-face with employees every day, it’s important to pay attention to your body language on calls and during any in-person meet-ups. This includes being aware of your posture, tone of voice, facial expressions, and eye contact. Adopting the correct body language will send out the right message to other workers. It can help to motivate as well as instill a sense of confidence and trust in what you’re saying.

#2 Advocating a healthy work-life balance

Since the pandemic brought about a shift in many people’s working styles, there has been a spotlight shone on how we’re managing our time away from the office. For some people, working from home provides the chance to fit life commitments more comfortably around work. But for others, the transition to a remote-first setup has left them struggling to effectively balance their work and personal life.

In this way, it’s so important for employees to see senior members of staff adopting a healthy work-life balance themselves since this will hopefully make it easier for other employees to make better decisions around their time. For instance, booking regular annual leave, partaking in social events, and setting boundaries outside of working hours will all help to establish a healthier work-life balance for both leaders and employees.

#3 Promoting diversity

Employing a diverse workforce is beneficial in so many ways. When different people from different backgrounds with different outlooks on life come together, you’ll invariably find everyone has a different way of approaching vocational situations. Bringing this added creativity and problem-solving skills into the workplace can not only improve efficiency, but you may also find team morale is increased in the process.

Promoting diversity in any organization has to start during the recruitment process and with the leaders. Making advertisements more accessible and avoiding unconscious bias at every stage of the process will help to attract more people from a wider pool of talent to the company. If business leaders position themselves as advocates for diversity within their team, this will likely encourage employees to potentially address their own unconscious biases, and create a more harmonious and productive workplace for all.

About the Author: Chris North

As a digital consultant, Chris has gained vast experience having written about different topics concerning the modern world of work, and he has created content for several international companies. He is based in London but have benefitted from the opportunity for remote work, having traveled extensively to expand his views and immerse himself in different cultures.

May 17, 2022May 17, 2022 Linky

Three Ways to Prepare for Remote Job Interviews

By Joe Higgins

The COVID-19 pandemic has forced businesses across the globe to reassess how they operate. One area that has seen significant changes, is the way in which companies conduct interviews. In the past, most interviews took place in person, with both the interviewer and interviewee meeting in a shared space. However, with the rise of video conferencing platforms and remote working becoming a new norm, more and more businesses are opting for remote job interviews.

With more companies being open to recruiting the best candidates, even remotely, the trend of doing remote interviews, will continue. A candidate who has secured such an interview, need to prepare well and the purpose of this article, is to help you do that.

Trend for remote interviews

There are at least three good reasons for this trend.

Remote interviews allow businesses to reach a wider pool of candidates, as candidates are no longer restricted by geography.
Remote interviews can also save time and money, as there is no need to travel to meet with candidates.
Finally, remote interviews allow businesses to get a good sense of a candidate’s personality and communication skills, as the interviewer can see how the candidate interacts with technology.

Challenges with remote interviews

Although remote interviews have become more commonplace as the world continues to adapt to the new normal, they can still be a bit daunting for job seekers. Since you’re not meeting face-to-face with your potential employer, it can be difficult to create a good impression.

However, here are three steps you can take to set yourself up for success. By following these recommendations, you can ace your remote interview and improve your chance to securing your dream job.

#1 Make sure you have a solid internet connection

It’s always important to make sure you have a strong internet connection before you start any kind of online meeting or interview. A weak connection can cause your audio to cut in and out, or your video to freeze, making it difficult for both you and the person you are speaking with to communicate effectively. In a remote interview situation, this can be even more damaging, as it can make you appear unprofessional or unprepared.

That’s why it’s essential to take a few minutes before your interview to test your connection and make sure everything is working properly. Once you’re confident that your audio and video are of good quality, you can proceed with your interview without worrying about technical issues getting in the way.

Also make sure you have a quiet, well-lit space to work in. You don’t want any distractions or background noise during the call, and you want to be sure the interviewer can see you clearly.

#2 Dress professionally

3 ways to prepare for remote job interviews

Dressing professionally for a remote interview is just as important as dressing professionally for an in-person interview. First impressions are everything, and you want to make sure that you give off the best possible impression when meeting with potential employers. Additionally, dressing professionally helps to create a sense of professionalism and respect. It shows that you are taking the interview seriously and that you are willing to put in the effort to present yourself in a positive light.

Dressing professionally can also help to boost your confidence levels, which is essential when meeting with employers. By dressing appropriately, you will be more successful, not only with having good interviews, but also during your ongoing career.

#3 Be prepared

There are many ways to prepare yourself adequately for remote interviews.

It is important to prepare answers to common interview questions. Stay calm and positive during the interview, even if things do not go as planned.

Remote interviews can be a bit more challenging than in-person interviews, but it’s still possible to make a good impression by being professional and prepared.

Make sure you have a quiet, uninterrupted space to conduct the interview, being aware of your body language and cues, and speaking clearly and concisely.

It’s also helpful to have a list of questions prepared in advance, in case there are any awkward pauses during the interview.

Overall, remember that the interviewer is just trying to get to know you better and assess whether you’re a good fit for the position, so stay calm and be your best self.

If you’re feeling nervous or flustered, try to take a few deep breaths and relax and be yourself. The more comfortable you are, the better able you will be to sell yourself and to land the job.

Author bio Joe Higgins is a career advisor who has been focusing his attention on the remote working trend. He has seen first-hand how this way of working can benefit both employees and employers, and he is passionate about helping people find the right career for them. Joe has also worked as a manager in several different industries, so he understands what it takes to be successful in the workplace.