Remote Leadership

Remote and Distributed Leadership

Revolution is asking when the answers are already given. The Hedge. Delibes

Picture David Spinks CC-BY-SA


A remote working routine to be productive and happy in 4 steps.

A working routine to be productive and happy in remote work that leaves time for self-care and awareness and structures your working day.

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How to promote participation in your team P2: Be less present!

If team lead is less present in conversations it creates a space for others to participate and foster participation. An experiment explained.

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Asynchronous work, Communication, Openness… cigarettes

Better late than never. Let’s share the presentation I made for a talk with People R-evolution. It was on July 20th from 17.00 to 19.00 CEST (This is the link to the talk) and was about communication, openness, and asynchronous work and how it relates to happiness at work. So two hours! Yeah, my first reaction was the same but…

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Automattic. Trust, horizontality, openness for happier and more productive people

I’ll be talking about distributed work and how we implement it in Automattic with some nice folks in People R-evolution. It’ll be on July 20th from 17.00 to 19.00 CEST and you can sign up for this talk here

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Spreading happiness with delegation vs micromanagement.

Delegate what to who. Allow your team to find the how, sharing freedom and enjoyment. You’ll get extra time not checking the process but just the outcome.

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Teal Organizations and Knowledge Generation. Notes.

To overlap knowledge generation and use you need no central point where knowledge is managed (Think management as validation and distribution control)

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Sharing previous work stories as a tool to bond the team.

Knowing more about your team mates helps to bond the team and feel better at work. So we shared our previous work stories with awesome results.

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How to get remote teams to share their knowledge.

Recap of my talks at commit-conf and EdunovaTIC19. How could we use peer reviews in an open horizontal environment to convert them into a learning process.

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4 clear rules to give Kudos

4 simple rules to give kudos: be specific, explain the impact, make it personal, state your appreciation… and never say Kudos to you if you don’t sent kudos

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Building Team Culture. A tool: Great Working Environment Poll.

The Great Working Environment tool is a team culture building technique allowing team members to define their dreamt of environment and work to get it.

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Recognition and leadership.

It’s just about saying thank you and the impact is really powerful: recognition and leadership should be always together. But how to recognize? Some hints.

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