Our monthly Lunch and Learns are informal, one-hour sessions designed for team leaders and managers who want practical ideas they can apply straight away. Held on the last Tuesday of each month, they bring together people from different organisations to share challenges, compare approaches, and learn from each other’s experiences in a relaxed, open conversation.
In May, our Lunch and Learn focused on “Remote working and the challenge of managing people you can’t see.”
This session explored a shift many managers have experienced. Not just moving to remote or hybrid working, but learning how to lead people effectively without relying on physical presence.
The conversation centred on a simple idea:
Managing remotely is not about tools or tracking activity. It is about leading people well.
We focused on the leadership skills that matter in any setting, such as:
and why these can often feel harder when you are not in the same space.
From there, the discussion moved into what actually helps teams feel connected, supported, and able to thrive, wherever they are working.
One of the biggest challenges shared was building connection and trust.
It is easy to assume connection comes from more meetings or more messages. But what people described was something deeper:
Connection is the feeling of being part of a team.
Without that feeling, it becomes much harder to:
In remote settings, that sense of belonging does not happen naturally. It has to be created with intention.
Even in flexible and remote environments, there was strong agreement on one point:
Bringing people together in person still plays an important role.
Not constantly, and not at high cost. But in ways that feel worthwhile.
Some ideas shared included:
The detail matters less than the outcome.
These moments help build:
And that foundation makes remote working work better.
A key question came up during the session:
As a manager, how quickly do you trust someone you cannot see?
Many reflected that there can be a tendency to hold back trust until it is earned.
But in remote environments, that approach can create distance from the start.
Instead, the discussion reframed this:
Start with trust, and then allow people to demonstrate it.
In practice, this means:
Letting go of visibility requires a shift in mindset. But without early trust, it is difficult for people to step up fully.
Another useful reflection was that “remote” is broader than we often think.
It is not just working from home. It can include:
Some of the same challenges exist even when people are physically close.
Which means this is not just a remote working issue. It is a modern leadership challenge.
The session highlighted an important shift.
Managing remotely is not about trying to replicate the office through screens and systems.
It is about:
Good leadership is not about seeing people work.
Our free monthly sessions are open to anyone and focus on practical topics for team leaders and managers.
Next session:
AI for Managers and Team Leaders: Lead with Confidence
Online
Tuesday 30 June, 5 to 6pm
