Building Influence in a Remote Environment

Remote networking isn’t a weaker version of in-person. It’s a different game with a much bigger ceiling.   Most founders assume real relationships only happen in person. They wait for conferences or designated networking events.  But that approach is limiting your growth. I’ve built partnerships, clients, and long-term relationships via LinkedIn and Zoom. What changed wasn’t effort. It was understanding that remote networking has its own rules. The founders who win use it strategically to create trust, visibility, and leverage. Here's what actually works if you want remote networking to drive real growth 👇 1️⃣ Lead with async value Before asking for someone's time, show up in their comments and shares. By the time you reach out, you’re already familiar. 2️⃣ Ask for warm intros properly Be clear about why you want the intro, and draft the message for the connector. Move fast once the intro happens. 3️⃣ Use short video messages selectively A 30–60 second Loom is very effective. It shows them your vibe instantly. Always be specific and human. 4️⃣ Host small virtual roundtables Bring 4–6 people together around a clear topic. You facilitate, and they connect through you. 5️⃣ Build relationships in public Reference people’s ideas in your posts, and tag them. Public respect pushes towards private conversations. 6️⃣ Run virtual office hours Set fixed times that anyone can book. This turns followers into real connections. 7️⃣ Join or create small communities Small, curated rooms create trust over time. Contribute and connect with others. 8️⃣ Reactivate dormant connections Most opportunity lies with people you already know. Keep those relationships warm. And be specific when getting in touch. Remote networking removes in-person barriers. No travel, no waiting for events, and no geography deciding who you build with. The founders who understand this grow faster... And create networks that span the entire globe. Do you prefer in-person or remote networking? Let me know in the comments below. If you want to get better at all forms of networking, I break this down every week in Network to Net Worth. 👉 Subscribe here: https://lnkd.in/gFp5bEbt ♻️ Repost this for someone trying to improve their networking game. And follow me, Rohan Sheth, for networking insights that open doors. 

Early-career workers in remote roles pay a price. It’s a visibility problem, not a talent one. Many young professionals want remote work, but remote roles come with hidden challenges. Yet, too few are taught how to navigate them. A client recently learned that she hadn't made the list to be considered for a promotion. When she asked why, she was told, "The team needs someone local, who can work hybrid. We didn't think you'd consider a move." She would have been excited to move. I’m seeing the same patterns across the young remote workers I coach: ❌ Minimal support ➙ No quick questions, no informal coaching ❌ Less grace for mistakes ➙ It's assumed "remote" is the problem ❌ Delayed information ➙ Blindsided by decisions made in closed rooms ❌ Career stagnation ➙ No clear path to advancement The good news? You can address these challenges with smart, intentional strategies. I led a team of remote 20-somethings years before remote work was mainstream. They went on to build amazing careers. Here are 6 strategies I shared with them that still hold true today: 1️⃣ Make Informal Connections ➙ Reach out with “check-ins” that aren’t tied to a task ➙ Join optional chats, virtual coffees & interest groups ➙ Share wins & insights to stay top of mind 2️⃣ Identify "Go-to" People ➙ Map who owns knowledge and decisions across teams ➙ Build rapport with 1–2 people in your key work functions ➙ Notice who others consult when problems arise 3️⃣ Find a Mentor ➙ Look for someone whose path/role you aspire to ➙ Ask for a recurring 20-30 minute chat every 6-8 weeks ➙ Share your goals so they can advocate for you 4️⃣ Learn Where You Sit ➙ Understand your team’s goals, priorities, and stressors ➙ Identify adjacent teams you impact (or depend on) ➙ Watch how decisions move through your organization 5️⃣ Ask for Timely Feedback ➙ Solicit what you should keep doing and what to stop ➙ Get expectations on your work to avoid surprises ➙ Share wins/misses monthly to show growth & initiative 6️⃣ Build Political Savvy ➙ Learn formal and informal power structures ➙ Ask questions to understand decision-making ➙ Volunteer for cross-functional opportunities Bottom line: If you are remote and want to get ahead: ✅Make yourself and your work visible ✅Build meaningful relationships and advocates ✅Be sure your commitment and goals are clear 🎉You've got this and I've got you!🎉 🔖 Save this so you'll have it when you need it ♻️ Share to help people navigating remote work early in their career 🔔 Follow Sarah Baker Andrus for more career 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 'Out of Sight, Out of Mind' Trap: How to Conquer the Distance Google is a global company with offices all over the world, and while this diversity is a strength, it also presents unique challenges for communication and collaboration. Especially when your key stakeholders and decision-makers are continents away! Those hallway conversations, spontaneous coffee chats, and quick desk drop-bys that teams at HQ take for granted? Yeah, those aren't happening when you're separated by oceans and time zones. And that can lead to a disconnect. Your team's amazing work might get overlooked, your challenges might go unnoticed, and your stakeholders might feel out of the loop. But fear not, fellow remote leads! Here are a few strategies I've learned along the way: ‣ Tailor your communication approach: Every leader has their preferred communication style. Some love detailed reports, others prefer concise bullet points, and some just want the TL;DR. It's your job to adapt and deliver information in the way they'll best receive it. ‣ Embrace Radical Transparency: The worst thing that can happen is your leadership feeling blindsided by a problem or a missed deadline. Over-communicate! Share updates regularly, highlight both wins and challenges, and don't be afraid to ask for help when needed. ‣ Educate Your Leads: Help them understand the unique challenges of leading a remote team in a different location. Explain why you might need more proactive communication or different approaches to stay connected and aligned. ‣ Build Relationships Beyond Email: Travel when possible. Occasional visits to the main office can be invaluable for building relationships and understanding the nuances of the company culture. ‣ Celebrate Wins: Make sure your stakeholders are aware of your team's accomplishments, both big and small. This reinforces the value of your team and keeps them top-of-mind. ‣ Iterate and Improve: What works for one lead might not work for another. Experiment with different communication styles, ask for feedback, and continuously refine your approach. Leading a local team in a remote site requires extra effort and intention. By mastering the art of communication and building strong relationships with your stakeholders, you can ensure your team's success, no matter where you are in the world! What are your favorite tips for leading remote teams across continents? Share your insights in the comments! 👇 #RemoteLeadership #Communication #TechLeadership #lifeAtGoogle

Trust isn’t built with policies; it’s built with connection — even from a distance. Managing a remote team comes with its unique challenges. You don’t have the luxury of quick chats by the water cooler or those spontaneous moments that build camaraderie. Instead, trust becomes the foundation of everything. Because without it, nothing else can truly work. At Omni Digital, we’ve applied the same principles we use for our clients’ campaigns internally - building processes, systems, and culture that allow a distributed team to work seamlessly and achieve real results. In fact, the same focus on communication and trust that we use internally has helped us scale ad campaigns for clients, optimize creative strategies, and generate measurable growth across multiple industries. For us, building trust didn’t just mean setting clear goals and checking in regularly. It meant creating a space where team members felt seen, heard, and valued, even when we were all working from different parts of the world. One of the ways we do this is through something that’s been crucial to our success: team bonding. Months ago, we decided to invest in a self-funded team-building trip to Malaysia. No one was forced to go; everyone volunteered because they understood the power of coming together as a team outside of Zoom calls. It was one of the best decisions we’ve made. Here’s a picture from that trip. In a way, it’s a reminder of how far we’ve come — not just as colleagues, but as a team that has built trust over time, through shared experiences and mutual respect. When your team isn’t physically together every day, you can’t take trust for granted. It’s something that requires intentional effort. Here’s how we build it: 1.Open Communication: We make time for honest conversations, not just about work, but about how we’re feeling, what challenges we’re facing, and what drives us. 2.Empathy and Support: When you’re remote, empathy goes a long way. It’s about understanding personal lives and showing up for each other. 3.Shared Experiences: Whether it's a trip to Malaysia or a virtual coffee chat, creating moments where people can connect on a personal level strengthens the bond. Ultimately, building trust in a remote team comes down to one thing: intentionality. The more effort you put into connecting on a human level, the stronger the trust becomes. 👉 What’s worked for you in building trust with your team? How do you ensure everyone feels connected? At Omni Digital, trust is our backbone — and we’re proud to have a team that believes in each other, no matter the distance.

Most remote workers fail at personal branding because they think it’s about what they do.   But that’s not true.   Personal branding is about “what people remember.”   And when you’re remote, what people remember about you lives almost entirely online.    That’s where I come in.    As a ghostwriter and personal branding expert, I’ve helped hundreds of professionals and executives build brands that get them noticed...   On LinkedIn, in their industries, and even on Google searches.    Here’s what I’ve learned after years of doing this for others:    → Your LinkedIn profile should read like a story, not a static bio.   The summary section isn’t about listing your skills—it’s about telling a clear, engaging narrative.   Answer these questions:   - Who are you? - What do you care about? - Why does your work matter?    When people scroll your profile, they need to feel like they know you in 10 seconds.    → Your posts should showcase your thinking—not just your wins.   Most professionals share a project result and leave it there.    Here’s what actually works:   - Share why the project mattered, - The challenges you overcame, and - What others can learn from your experience.     If someone can learn something new just by reading your post, they’ll remember you.    → The ‘invisible work’ you’re doing is worth showing.   Remote workers often assume they only need to share big, finished projects.   But the small things:   - your research process, - your approach to problem-solving, - your ability to ask the right questions   —are what make you unique.    The work you think isn’t worth mentioning is exactly what helps people understand your value.    → The secret to networking on LinkedIn is in the comments.   Most people think personal branding is about posting.   But if you’re remote, the fastest way to build connections is in the comments section of posts in your niche.    A thoughtful comment on the right post can introduce you to hundreds (even thousands) of people in your industry—without sending a single DM.    Remote work is here to stay.    And so is online visibility.    If you’re not showing up intentionally, you’re letting someone else’s brand speak louder than yours.    You don’t need to post every day or brag about your wins.    You just need to show up where it matters, share your ideas, and create a personal brand that does the talking for you.    And if you don’t know where to start? That’s where I can help.    ------------------------- I am Sheza Yazdani I help Solopreneurs with: ➡ Personal branding ➡ Profile optimization (including graphic design) and brand identity. ➡ 1:1 mentoring on how to gain clarity in getting clients through a clear content strategy that brings you inbound leads. 📩 DM or book a discovery call (link in the Featured section) #socialemediamarketing #personalbranding #socialsheza

Remote work only works when people feel connected. That’s the hardest and most important part of being a remote manager. I was hired during the pandemic and have now spent four years managing a fully remote technical team. Last year, I brought my team to Muir Woods. We stepped away from screens, walked under redwoods that have stood for centuries, and just… talked. No slide decks. No Slack notifications. Just people, connecting. That day reminded me: 👉 Remote work only works when leaders build connection with intention. Here’s what I’ve learned managing remotely for four years: 🌲 Clarity or chaos. Without crystal-clear OKRs, people drift. 🌲 Hire adults. A senior team that can self-manage is non-negotiable. 🌲 Respect human rhythms. Some work at 6 AM, others at midnight. Flexibility builds trust. 🌲 Norms > assumptions. Define core hours and Slack expectations—or miscommunication will do it for you. 🌲 Meet IRL. Even once or twice a year. No Google Meet call replaces breaking bread or walking trails together. 🌲 1:1s are lifelines. Weekly conversations (and sometimes same-day check-ins) stop issues from festering. 🌲 Recognition matters. A quick shout-out in a virtual call or Slack message makes people feel seen, valued, and motivated. 🌲 Make progress visible. Jira epics, Kanban, monthly reviews. visibility = accountability. And right now, as remote jobs are being cut faster than in-office ones, two things matter more than ever: 💡 Show value. Invisible work too often looks like no work. 💡 Work loud. Share updates. Celebrate wins. Make your contributions known. Remote leadership isn’t easy. But when it’s done right, you don’t just manage a team—you build a resilient, independent group of people who can thrive anywhere.

Do you work remotely some or all of the time? Then you're probably not doing this well enough 👇 ✨ Being visible ✨ Learning how to be visible is one of the most valuable skills for people working in distributed teams, whether that's fully remotely or hybrid. I'm not talking about being physically visible. I mean making your work and your ability visible no matter where you're working from. It matters because: 🤝 Trust is built on evidence, not assumptions. In an office, effort is visible through presence. Online, absence of visibility can be mistaken for absence of effort. 🏆 Opportunities flow to the visible. Research shows people who are top-of-mind are more likely to be tapped for exciting projects, mentorship, and promotions. In a distributed team, surfacing your work isn’t showing off, it’s levelling the playing field. 👻 Invisibility can lead to isolation. Checking in, contributing in Slack, or speaking up in virtual meetings reminds others (and yourself) that you’re part of a shared endeavour, and want to progress. 🔍 Distributed teams need transparency across the board: narrating progress, celebrating wins, and acknowledging effort, so that no one’s work gets lost in the digital noise. So, how can you do this? Here are a few suggestions I have based on leading a remote-first team for the past five years: 🎯 Hit target? Share it when you have and as you're working towards it. 🙌 Someone senior asked you to do something? Jump on it and share widely. 🙋♀️ A volunteer needed for something small? Offer, it'll be remembered. 📣 Working on a big project? Update as you go and don't let it disappear. 😞 Something didn't go as planned? Share why, and what needs to change. 🥇 Manage a team? Update on their wins too. Managers can make their teams visible too. For many distributed teams, Slack and instant messaging services are offices, and we need to learn how to adapt to these new ways of working. It's not about creating a new sense of presenteeism, it's about creating a working environment that is efficient, effective, and fairer for all. What do you think about the concept of being visible online? #DistributedTeams #Culture

Leading a remote team? Here’s how to bridge the distance.   Remote work is here to stay, but managing a team spread across locations can feel like navigating uncharted waters.   Without the daily interactions of an office, the challenges of maintaining communication, cohesion, and trust can start to pile up.   Here’s what I’ve learned about leading a remote team effectively:   1. Over-Communicate, But Don’t Overwhelm When you’re managing remotely, the absence of casual conversations makes intentional communication critical. Regular check-ins, clear agendas, and team updates help ensure everyone stays aligned. Be careful not to take that time without discussion as a need to fill the gap with new priorities. Reinforce the core goals and allow the team autonomy to accomplish them.   2. Use Technology Wisely There are endless tools for remote collaboration, but technology should simplify, not complicate. This may be limited by your company, but there are always ways to collaborate across the void. I personally use Skype for business and Webex as my main tools.   3. Create Connection Beyond Work A remote team is still a team. Dedicate time for personal connections—virtual coffee chats, fun icebreakers, or celebrating wins together. Building relationships remotely requires extra effort, but it’s worth every second to create trust and camaraderie. My previous leader used to have "virtual happy hours". You can also use fun backgrounds, do ugly sweater parties, costumes for Halloween, etc.   4. Lead with Clarity and Empathy Uncertainty can be magnified when your team is remote. Be clear about expectations, deadlines, and goals, but also show empathy. Ask how they’re doing, acknowledge the challenges of remote work, and offer flexibility when needed. This is also where you can trust your intuition when you feel someone is disengaged. Remote work can be liberating, but also lonely.   5. Recognize and Celebrate Contributions Out of sight shouldn’t mean out of mind. Make recognition a habit. Whether it’s calling out a win during a team call or sending a quick message of appreciation, your acknowledgment builds motivation and keeps morale high. Want to ramp up that recognition even more? Send them a personalized physical letter in the mail. Imagine getting a thank you note from your boss halfway around the world. That's impact!   The Bottom Line Managing a remote team is about bridging the gaps—physical, emotional, and professional. With intentional communication, smart tools, and a people-first mindset, distance doesn’t have to mean disconnection. I found that done right, it's hard to rival the production that comes with being remote, but production without personality is riddles with culture challenges. Be mindful of a well-rounded approach.   Your Turn: What’s the biggest challenge you’ve faced managing remotely, or being remotely managed, and how did you overcome it? Let me know below👇

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.