Remote Influence Strategies

Developing leadership skills in a remote setting presents unique challenges, but it’s far from impossible. Here’s how I would approach it, blending practical strategies with principles from leadership development: 1. Shift the Mindset: Leadership Skills are Both Taught and Modeled While it’s true that many leadership skills are “caught” through observation, remote environments require us to expand the definition of “proximity.” Leaders can still model behaviors, communicate effectively, and provide guidance through virtual platforms. Acknowledge that leadership can be learned intentionally through structured experiences and deliberate interactions. 2. Leverage Technology to Bridge the Gap Use Video Platforms for Interaction. Make video communication a norm for leadership development activities. Video calls allow the mentees to observe body language, tone, and how leaders navigate difficult conversations. Record and Share Leadership Moments. Share recordings of meetings or interactions where effective leadership is demonstrated. This provides a library of real-life examples for emerging leaders to study. 3. Design Intentional Development Opportunities Use Virtual Shadowing. Pair up emerging leaders with seasoned leaders for virtual “shadowing” during meetings or decision-making sessions. Try role-playing exercises in small virtual groups to practice conflict resolution, giving feedback, and other key leadership skills. Conduct Project-Based Leadership. Assign stretch projects that require remote leaders to lead a team, solve a problem, or manage a deliverable. Provide coaching along the way. 4. Focus on Building Soft Skills Remote environments amplify the need for skills like emotional intelligence, active listening, and clear communication. Leaders should: • Practice empathy during one-on-one or team meetings. • Encourage open dialogue and foster trust in virtual spaces. • Learn to communicate decisions and feedback succinctly and effectively online. 5. Foster Peer Learning and Community Create forums or regular sessions where leaders at all levels share challenges, solutions, and insights. Learning from peers can be as powerful as learning from senior leaders. 6. Feedback and Reflections are Critical Encourage self-reflection and continuous feedback loops. Use tools like anonymous surveys, 360-degree feedback, or regular check-ins with a coach to help emerging leaders assess their progress. 7. Model Leadership Virtually Senior leaders must demonstrate the behaviors they wish to instill in their teams: • Be visible and approachable. • Show vulnerability when appropriate, acknowledging the challenges of remote leadership. • Create a culture of inclusion, collaboration, and accountability. Leveraging these strategies will make leadership development in remote environments not only feasible but become a catalyst for innovation and growth.

The remote work promotion gap is real. 7 ways to turn distance into your advantage: Nearly 50% miss out on advancement while working remotely (Work Remastered 2024 survey) Here's what top performers do differently: 1️⃣ The Proximity Principle ❌ Being just another Slack avatar ✅ Creating deliberate visibility moments ↳ Volunteer to lead the team all-hands ↳ Schedule monthly career discussions ↳ Create content that scales your knowledge ↳ Host virtual lunch & learns on your expertise 2️⃣ The Documentation Game ❌ Letting your wins fade into the background ✅ Building your promotion portfolio daily ↳ Build a showcase of team improvements ↳ Record how you solve complex problems ↳ Track metrics that matter to decision-makers ↳ Screenshot positive feedback when you receive it 3️⃣ The Influence Strategy ❌ Waiting for opportunities ✅ Creating your own stage ↳ Launch an internal newsletter ↳ Build cross-functional alliances ↳ Create processes others can replicate ↳ Become the go-to person for specific challenges 4️⃣ The Innovation Edge ❌ Following old office rules ✅ Setting new remote standards ↳ Create remote-first team rituals ↳ Pioneer better async workflows ↳ Measure and share productivity gains ↳ Develop digital collaboration playbooks 5️⃣ The Trust Framework ❌ Being reliable but invisible ✅ Building public trust signals ↳ Share your expertise generously ↳ Create systems others can follow ↳ Over-communicate project milestones ↳ Make your work searchable & accessible 6️⃣ The Growth Signal ❌ Learning in silence ✅ Broadcasting your evolution ↳ Mentor others publicly ↳ Share your learning journey ↳ Document your skill upgrades ↳ Create growth resources for the team 7️⃣ The Legacy Project ❌ Focusing on daily tasks ✅ Building lasting impact ↳ Create systems that scale ↳ Develop team playbooks ↳ Build automated solutions ↳ Leave things better than you found them 🔥 Hot Take: → Remote work doesn't mean invisible work. → It means being intentional about your impact. Which strategy will you implement first? Share below 👇 --- 💡 Want more career acceleration tips that really work? Join my free newsletter at https://harvey-lee.com/ 🎁 Get all my infographics as hi-res PDFs and my #1 award-winning book for $0 when you sign up.

Ever notice how career growth isn't just about technical skills? As you advance, particularly as an individual contributor, your ability to influence becomes crucial - whether it's collaborating with fellow engineers, persuading leadership, or partnering across teams. Here's the thing: influence isn't just for extroverts. I've observed many introverted colleagues make significant impact through their own authentic approaches. One teammate of mine transformed our code review process through thoughtful written proposals rather than vocal meetings. Some effective influence strategies I've seen work well: - Writing thought pieces (like technical blogs or architecture docs) - Starting projects with clear one-pagers - Leading through questions in chat/async channels - Building 1:1 mentoring relationships - Contributing to design docs and technical discussions The beauty is there's no universal playbook for influence. Maybe you thrive writing detailed technical analyses. Perhaps you excel at asking the right questions that spark important discussions. Or you might find your voice through mentoring others. What matters is finding your authentic way to share ideas and shape perspectives. After all, influence isn't about being the loudest voice - it's about making a lasting impact in ways that feel natural to you. What's your preferred way of influencing others? Share your thoughts below 👇 #CareerGrowth #Engineering #Leadership #AuthenticInfluence #TechnicalLeadership

I analyzed 200 remote workers across 3 years. The successful ones treated remote work like a competitive advantage. THE AVERAGE REMOTE WORKER: → Works from home occasionally → Participates in scheduled meetings → Delivers assigned work adequately → Maintains minimum engagement THE STRATEGIC REMOTE WORKER: → Optimizes environment for peak performance → Proactively builds relationships and visibility → Creates value beyond job requirements → Leverages location independence strategically THE REMOTE ADVANTAGE FRAMEWORK: PRODUCTIVITY OPTIMIZATION: → Design ideal work environment → Eliminate commute and office distractions → Create flexible schedule around peak energy → Use technology for efficiency gains GEOGRAPHIC LEVERAGE: → Access opportunities beyond local market → Work with global teams and clients → Attend virtual events worldwide → Build international network and perspective TIME MANAGEMENT: → Block schedule for deep work → Batch similar activities → Use asynchronous communication strategically → Optimize for energy and attention cycles SKILL DEVELOPMENT: → Leverage online learning platforms → Join virtual communities and masterminds → Build digital and technical capabilities → Develop cross-cultural communication skills CAREER ACCELERATION: → Access opportunities in higher-paying markets → Build relationships across time zones → Create thought leadership through content → Develop location-independent income streams WORK-LIFE INTEGRATION: → Design lifestyle around priorities → Eliminate unnecessary office politics → Focus on results over face time → Create boundaries that work for you REMOTE SUCCESS METRICS: → Increased productivity and output quality → Expanded professional network → Higher compensation through market access → Improved work-life satisfaction REMOTE ADVANTAGE EXAMPLES: → Developer in small town accessing Silicon Valley salaries → Consultant building global client base → Manager leading distributed teams across continents → Freelancer optimizing for lifestyle and income THE MINDSET SHIFT: From "I work remotely" to "I leverage remote work strategically" Remote work is a tool. Use it intentionally. How are you turning remote work into competitive advantage? #RemoteWorkAdvantage #LocationIndependence #FutureOfWork

"Your Influence Strategy Is Backwards," My Mentor Said. I was 27, running The Art of Charm, convinced I had influence figured out. More connections. Bigger network. Higher-profile meetings. Then my mentor watched me work a conference for 20 minutes and pulled me aside. "You're doing it completely backwards. Stop trying to be known by everyone. Start being unforgettable to someone." That stung. I'd just collected 50 business cards. "How many will remember you next week?" he asked. The honest answer? Maybe three. He shared something that rewired my entire approach: "Real influence isn't about reach. It's about depth. You're spreading yourself so thin, you're invisible even when you're everywhere." I tested his theory the next day. Instead of working the entire room, I had three conversations. Real ones. I asked about their biggest challenge. I listened for what wasn't being said. I offered specific help without being asked. One of those conversations turned into a $2M partnership six months later. The other 47 business cards from the previous day? They went nowhere. Here's what backwards influence strategy looks like: • Chasing quantity over quality connections • Being everywhere but memorable nowhere • Collecting contacts instead of creating advocates • Focusing on who you know vs who truly knows you The right way forward: Go deep with a select few. Create moments that matter. Build relationships that compound. Your influence isn't measured by your LinkedIn connections. It's measured by how many people would drop everything to take your call. That's the strategy that actually scales.

Applied to countless remote roles and no call backs? It takes more than just the application. Candidates who get hired fastest aren't always the ones with the most applications, but the ones who understand the power of strategic outreach. Here's what I mean: In crowded applicant pools, everyone’s fighting for attention. If you’re smart, you will focus on building relationships.  Connect with hiring managers, team leads and other employees at companies you’re seeking, before the jobs even posted. The advantage? • You skip the ATS filters and get in front of people making hiring decisions. • You learn about roles early. Many remote positions are filled through referrals before they even hit the boards. •Thoughtful outreach shows that you're proactive, not just reactive. Here are my top 5 outreach strategies that actually work: 1. Research and personalize 2. Don't just send generic messages. Your "Hi" "Hello" isn't going to cut it. Reference specific projects, recent wins, or challenges they're facing.  3. Lead with value 4. Share an insight, ask a thoughtful question, or offer to help with something you noticed. 5. Build relationships, not just connections. Engage with their content meaningfully, and nurture the relationship over time. This way when you show up in their DMs, you’re a familiar name. Don’t give up after the first “no response”. Follow up and space them 1-2 weeks apart with value each time. Remote work is relationship work. Companies with strong remote cultures value people who can build authentic connections. Have you landed opportunities through connections rather than applications? Let me know in the comments! 

67% of first-time managers feel powerless in virtual environments- I laughed when I read this stat. After coaching 1,000+ leaders at companies Google, Meta, and Amazon, Here's the $1M insight no one talks about: Remote leadership isn't failing because of technology. It's failing because we're using an outdated operating system. I've seen this story play out countless times. Let me share what I learned and taught in my 10,000+ hours of executive coaching: The Virtual Authority Matrix™ (that transformed my $50K clients): 1. Power Presence Architecture - Morning "Virtual Coffee Roulettes" (15 min, random team pairings) - Weekly "Spotlight Sessions" (Each team member leads a segment) - Monthly "Impact Narratives" (Story-driven achievement sharing) Result: 87% increase in team innovation rates 2. Digital Trust Acceleration - "3-2-1 Deep Connection" Framework - Vulnerability First" leadership approach - Achievement Amplification" system Result: 92% improvement in team retention 3. Remote Influence Mastery - "Micro-Moment Management" technique - "Digital Body Language" mastery - "Async Authority" protocols Result: 73% faster project execution The Most EXPENSIVE MISTAKE I see them making: Most managers obsess over tools. But tools don't build trust. Systems do. ⚡ BONUS TIP: Create "Visibility Vaults" - dedicated Slack channels where wins are archived and searchable. Makes performance reviews 5x easier and motivation 3x stronger. The truth? Remote leadership isn't about being seen more. It's about being felt deeper. 👉 Share this with a manager who needs this. Could save them years of trial and error. #ExecutiveLeadership #RemoteWork #Leadership #FutureOfWork #Management #HighPerformanceTeams #LeadershipDevelopment