Before COVID-19, leadership in business often meant showing up in person, shaking hands, and spending valuable face time with people. For me, it was a deeply fulfilling way to work. In 2017, I drove over 50,000 miles to manage an average of 15 appointments per week. I loved the connections I built during these in-person meetings, but there was a cost: inefficiency. Those hours spent behind the wheel, driving across the Southeast, meant less time for family, self-care, and other aspects of my life.

Then the pandemic changed everything. Suddenly, we all had to rethink how we worked and connected. Today, my team and I manage over 100 appointments per week, jumping from California to Texas to Massachusetts in mere minutes—all without leaving our homes. This newfound efficiency has transformed my professional and personal life. I can take a coffee break with my kids mid-morning and be fully present for a meeting shortly after.

But while remote work has brought tremendous benefits, it also presented one of the greatest leadership challenges I’ve ever faced: How do you lead effectively in a world where the human element of physical presence is removed? Leadership is about more than skills and determination; it’s about connection. If your team doesn’t feel connected to you as a person, your skills will only take you so far.

Through trial and error, we’ve found several strategies that have allowed us to maintain trust, build culture, and lead with impact in this remote-first world. Here’s how we’ve done it.

Create a Digital Office Space with the Right Tools

One of the first challenges we faced when transitioning to remote work was finding a way to replicate the organic collaboration and camaraderie of a physical office. We explored several tools and platforms, eventually crafting a digital environment that felt intuitive and supportive of our work style.

We set up virtual spaces where team members could collaborate, hold discussions, or work quietly. Each department has its own dedicated space, with areas for public conversations, private brainstorming, and ongoing projects. These virtual “rooms” are accessible throughout the day, enabling team members to pop in and out as needed without the rigidity of a traditional office.

The key is creating a space where people feel connected and available without strict attendance rules. We don’t require cameras to be on at all times or insist that everyone logs in at a specific hour. Instead, the culture we’ve built naturally encourages presence because team members value the environment and the opportunity to collaborate.

This setup has eliminated the stress of long commutes and rigid schedules. People are free to focus on their families and personal lives, which makes them more engaged and excited to show up for their work. The result? A team that’s thriving professionally and personally.

Be Intentional About Meetings

In the early days of remote work, like many organizations, we fell into the trap of over-scheduling meetings to compensate for the lack of physical presence. It didn’t take long to realize that this approach was counterproductive. Meetings that were meant to foster connection or alignment often became time sinks, dragging on without purpose or measurable outcomes.

Now, we take a more intentional approach. Standing meetings are limited to essential updates, big-ticket items, or ongoing projects that require real-time discussion. For everything else, we rely on project management tools and asynchronous communication. Instead of constant back-and-forth conversations about tasks, our team works on shared platforms where progress is updated in real time without the need for prolonged meetings.

This shift has been transformative. By focusing on tasks rather than conversations, we’ve eliminated unnecessary meetings and freed up time for deep work. Internal check-ins, strategically scheduled throughout the week, ensure that everyone stays aligned without disrupting their flow.

The key takeaway? Meetings should be the exception, not the rule. When they do happen, they should be focused, purposeful, and limited to the people who truly need to be there. This not only improves efficiency but also respects everyone’s time—an essential component of remote leadership.

Gather In-Person When It Matters

One of the biggest misconceptions about remote work is that it eliminates the need for in-person interaction altogether. While we’ve built a highly effective remote-first culture, we also recognize the value of face-to-face connection. That’s why we prioritize in-person gatherings when it truly matters.

However, these aren’t your typical “mandatory fun” team-building events. We don’t force people to participate in awkward icebreakers or spend hours in meetings that could’ve been emails. Instead, our in-person gatherings are organic and meaningful. They’re opportunities to connect, collaborate, and celebrate as a team—not obligations.

The freedom we give our team to choose how they engage fosters authentic relationships. When we do come together, it feels less like a requirement and more like a reunion. People are genuinely excited to see each other, and that energy translates into stronger collaboration even when we return to our remote setups.

This approach also respects the diversity of our team. Everyone brings unique skills, backgrounds, and perspectives to the table. By creating an environment where relationships develop naturally, we’ve built a team culture that’s inclusive, supportive, and genuinely connected.

Build a Culture of Support and Empowerment

One of the most significant risks of remote work is the potential for isolation. Without the casual interactions and watercooler conversations of a traditional office, it’s easy for team members to feel disconnected. That’s why fostering a culture of support and empowerment is a cornerstone of our leadership strategy.

This starts with recognition. Celebrating wins—big or small—helps team members feel valued and appreciated. Whether it’s a shoutout during a team meeting, a handwritten note, or a quick message acknowledging a job well done, these gestures go a long way in building morale and connection.

Support also means being available and approachable. Remote work doesn’t mean leadership should be distant. We make it a point to check in with team members regularly, not just about work but about how they’re doing personally. These conversations help build trust and show that we care about them as individuals, not just employees.

Finally, we’ve fostered a culture where team members uplift each other. By encouraging collaboration, mentorship, and peer recognition, we’ve created an environment where everyone feels supported—not just by leadership but by their colleagues as well.

Leadership in a Remote World

Leading remotely isn’t just about maintaining productivity; it’s about fostering connection, trust, and culture in a way that transcends physical distance. By leveraging the right tools, being intentional about communication, and creating opportunities for organic connection, we’ve built a team that thrives both professionally and personally.

For me, this journey has been transformative. I’ve learned that leadership isn’t about proximity—it’s about presence. By showing up for your team, creating space for connection, and leading with intention, you can build a thriving, engaged team no matter where they’re located.

Remote work has not only transformed my business but also my life. I can now lead effectively, maintain meaningful relationships, and still prioritize what matters most—my family. That’s the power of redefining leadership in a remote-first world.

Schedule a no-obligation introductory meeting with our team to learn how Vita can help you determine the best way to approach achieving your financial goals and future.