Building Strong Leadership Skills While Working Remotely
Whether you’re leading projects from home or preparing to step into a management role, remote work presents a unique set of challenges — and opportunities. Here’s how contractors can develop strong, credible leadership skills even when working from a distance.
Communicate Clearly and Often
Clear communication becomes even more important when you’re not sharing a physical workspace. As a remote leader, you need to set up reliable communication channels and make sure everyone knows how and when to use them.
Combine tools such as video calls, Slack or Teams, and scheduled update emails so your team always knows where to find the right information. Make expectations clear from the start: what deserves a quick message, what should go through email, and where deadlines and updates should be logged. Structure reduces confusion and builds trust.
Pro tip: Don’t rely solely on written messages. A short video call can save time and prevent misunderstandings.
Master Time Management (and Help Your Team Do the Same)
Remote work gives you flexibility, but it requires discipline — especially when you’re leading others. Using tools like Asana, Trello, Notion or Monday.com helps keep work visible and organised. Time-tracking tools such as Toggl or Clockify can support accountability, which is especially useful for contractors on billable hours.
Encourage your team to set routines, choose daily priorities and check progress regularly. When you model good time management, others naturally follow.
Pro tip: If you’re balancing leadership with client delivery, block out “deep work” time to avoid constant switching between tasks.
Practice Active Listening
Strong leaders listen just as much as they speak. In remote settings, this becomes even more important because you miss out on the typical in-person cues.
During one-to-ones and team calls, stay present. Ask clarifying questions, reflect back what you’ve heard and follow up on anything important. This builds trust and reassures people that their input matters.
Pro tip: Turn your camera on for discussions that involve feedback, challenges or support — it adds warmth and connection.
Use Tech to Build Team Culture
Remote teams don’t have natural spaces for casual conversation, so creating a sense of culture requires intention. Schedule informal check-ins, use tools like shared whiteboards for brainstorming and arrange virtual team activities such as quizzes, coffee breaks or collaborative workshops.
These moments help people feel part of a team rather than isolated contributors.
Pro tip: Blend work conversations with lighter, human moments. A little humour goes a long way.
Give Feedback That Builds, Not Breaks
In a remote environment, feedback doesn’t happen as naturally as it does in an office. That’s why good leaders make it a routine. Use video calls to offer timely, constructive feedback and create space for your team to share feedback with you too.
Clear, compassionate communication helps everyone grow and strengthens working relationships.
Pro tip: Avoid giving anything sensitive or substantial via email or instant message — tone is easily misunderstood without visual cues.
Balance Autonomy with Support
One of the advantages of remote work is independence, but leadership requires a balance between giving space and providing support. Be available for questions, offer clarity where needed and check in regularly — but avoid micromanaging.
Your role is to guide, not to hover. When people feel trusted, they take more ownership of their work.
Pro tip: In your one-to-ones, ask, “Where can I support you better?” It shifts the dynamic from manager to mentor and invites honest conversation.
