In the five years since the start of the Covid pandemic, the conversation about remote work versus return-to-office has centered largely on employees. But organizations also benefit when leaders are remote—when they live and work primarily in a different place than their teams—because they are able to hire from a broader pool of candidates and bring in stars who would be unlikely to move to the company’s headquarters. While there are still concerns around overseeing employees, building team culture, and maintaining visibility, there are ways to overcome them, including: conscious planning and use of time and travel; monitoring performance through technology and structure; and listening and creating connections.
Source: The Pandemic Proved That Remote Leadership Works | Harvard Business Review
