How are you going to be at your best when leading from a distance. You need to set boundaries for you and yourself. Today we discuss what that can look like.

Building trust online can be difficult. Trust is often built in-person through physical and verbal actions. When we're not interacting and everyone is just a head and shoulders version of themselves, trust needs to be built with intentionality when you're leading from a distance.

There are three action steps you should take as a long-distance leader. There's been lots of change as we move into a virtual leadership position. How has it impacted you?

As a leader, your job is to get results and inspire other people. The long-distance leader needs to be intentional about focusing on others while we're leading from a distance.

This week we're looking at long-distance leadership. While your colleagues and reports might be around the corner or down the street, there is still a keyboard, mouse and monitor between you. Today we look at how coaching can be accomplished when you are meeting in a virtual workplace.

Today we complete out look at the model Patrick Lencioni presented in his book The Five Dysfunctions of a Team. Today's issue we tackle is inattention to results. If you're this far along the process in a dysfunctional team and you don't deal with all the other issues they you probably aren't paying attention to the results.

As we work through Patrick Lencioni's Five Dysfunctions of a Team we arrive at the fourth level: Avoidance of Accountability. When we're not keeping each other accountable, we miss so many opportunities for big and meaningful wins. Today we discuss what it looks like when we aren't holding each other accountable.

On today's episode we're talking about the third level of dysfunction: lack of commitment. Lack of commitment keeps us from seeing what really matters through to the end. Today we discuss what that looks like and the implications of not being attentive to commitment.

In yesterday's episode, we discussed the first layer teams need to address on their way to being a highly effective team - trust. Today we turn to the ability to have conflict.

Teams can have accomplishments, but are they working at a level of effectiveness where they are truly inspiring others, building loyalty and getting results as best they can? Often teams are dysfunctional at some level. This week we're talking about the model Patrick Lencioni presented in his book, The Five Dysfunctions of a Team.