Most remote teams don’t fail because people are lazy.
They’re failing because the leadership is reactive, constantly chasing problems instead of designing solutions.
I know because I used to be that kind of leader.
Back in 2005, when I was offered my first remote role, I laughed. I’m a people person. The idea of working alone in a home office felt like career exile. But once I leaned in — once I got the systems right — I realized remote work wasn’t the problem. Leadership was.
Fast forward to today: I’m the CEO of BELAY, a fully remote, 9‑figure company with no corporate offices and a high-performing team spread across the country. We didn’t land here by accident. We chose remote work not to chase flexibility, but to build a business that actually works.
In this video, I walk through the seven core tenets that have shaped how we lead — and win — remotely. And I’m not talking theory.
These are the same principles that have scaled our team without burning people out or micromanaging them into mediocrity.
It starts with who you hire.
Remote teams fail when you hire for proximity instead of autonomy. We don’t look for availability. We look for ownership.
People who can think clearly, take initiative, and move without being told every next step. Because when you’re not in the same room, handholding turns you into a bottleneck.
Next, success isn’t measured in hours. It’s measured in outcomes.
I don’t care if someone logs 40 hours a week if nothing meaningful gets done. We define what ‘done’ looks like and trust people to figure out the how.
That’s leadership — not hovering.
And structure? It matters.
Systems create clarity. Communication builds trust. Boundaries protect performance. And your habits, as the leader, become the culture your team follows.
The 7 Tenants I Break Down in This Video:
- Hire for autonomy, not proximity
- Define success by outcomes, not hours
- Set intentional limits, not vague boundaries
- Design systems that reinforce accountability
- Build trust through communication, not control
- Create a culture that honors performance and well-being
- Lead by example — always
If your team is remote (or hybrid) and not firing on all cylinders, it’s not a talent problem. It’s a leadership opportunity.
Watch the video. I’ll walk you through exactly how we do this at BELAY.
And if you're ready to stop micromanaging and start scaling with freedom, download my free Delegate to Elevate guide below.
It’ll show you how to build the kind of team that thrives, no matter where they work.
Because a business that can’t run without you isn’t a business. It’s a job with extra stress.