REMOTE Leadership Practice Guides
Use your REMOTE Leadership Assessment results to identify the pillar you want to strengthen first.
Select the corresponding Practice Guide below.
R: Relationships
A lower score in Relationships often indicates that trust and connection are being assumed rather than actively built. Leaders may believe they are maintaining strong connections, while team members experience interactions as transactional, infrequent, or uneven. Over time, this creates distance that is not visible in calendars but is felt in communication, trust, and collaboration.
E: Empowerment
A lower score in Empowerment often reflects unclear decision rights rather than a lack of trust. Leaders may believe they are empowering their teams, while team members remain unsure about where authority begins and ends. This frequently results in hesitation, bottlenecks, or leaders unintentionally reclaiming decisions under pressure.
M: Mindset
A lower score in Mindset often indicates that uncertainty is triggering a search for answers when the situation actually requires learning. Under pressure, leaders may rely more heavily on expertise, move too quickly toward solutions, hold tightly to familiar approaches, or interpret incomplete information before seeking additional context.
O: Objectives
A lower score in Objectives often shows up as constant activity without clear direction. Team members are working hard, but priorities compete rather than reinforce one another. Leaders find themselves revisiting the same decisions, clarifying expectations repeatedly, and fielding questions about what should come first. Progress is visible, but its impact is unclear.
T: Technology
A lower score in Technology often reflects fragmentation rather than lack of tools. Teams may have access to multiple platforms, but without clear structure, usage becomes inconsistent and inefficient. Technology should reduce friction, not create it.
E: Engagement
A lower score in Engagement often reflects misalignment rather than lack of effort. Team members may be productive but disconnected from purpose, priorities, or recognition. Strong Engagement is about alignment between effort and meaning.