Empower your remote team to thrive, perform, and conquer—no matter where they are.
Unleash Relentless Excellence—Lead, Motivate, and Drive Performance Beyond the Office Walls
Take command of the remote revolution. This course is your blueprint to building, leading, and empowering high-performance remote teams. You'll discover how to communicate with impact, fuel motivation, and craft seamless workflows—no matter the distance. Through powerful strategies and proven methods, you'll master the skills to create teams that are agile, committed, and results-driven. Designed for leaders who want more than productivity—they want transformation. Make the shift. Lead the future.
Learning Objectives
By the end of this course, you will be able to:
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Define and distinguish key characteristics of a remote workforce and identify the tools and benefits that enhance remote productivity.
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Understand what constitutes a high-performance team and how such teams benefit organizations at multiple levels.
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Recognize the core characteristics that define highly effective remote teams—communication, flexibility, commitment, and goal orientation.
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Learn to assign clear responsibilities, promote trust, and provide constructive feedback to foster strong team collaboration.
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Utilize multiple modes of communication—virtual meetings, emails, and social tools—to maintain clarity and team alignment.
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Explore various training methods suited for remote teams, including peer-to-peer and web-based learning strategies.
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Implement performance tracking systems, conduct effective employee counseling, and maintain continuous development in remote settings.
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Conduct engaging and efficient team meetings with clear agendas, visual aids, and inclusive participation techniques.
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Apply strategies to sustain motivation and detect disengagement in remote teams through proactive feedback and career development.
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Avoid common leadership pitfalls like delayed communication, vague instructions, and autocratic management styles that hinder team performance.
Course curriculum
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How to Navigate Your Course
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Welcome!
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Overview
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Learning Goals
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Overview
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Defining a Remote Workforce
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Activity || Weighing the Pros and Cons
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Different Types of Remote Work Structures
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Advantages of Working Remotely
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Resources for Supporting Remote Work
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Scenario Exploration
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2 || Review Questions
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Overview
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Understanding High-Performance Teams
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Activity || The Trust Challenge
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Key Advantages of High-Performance Teams
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Leading High-Performing Teams
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Insights into Team Dynamics
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Scenario Exploration
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3 || Review Questions
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Overview
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Mastering Effective Communication
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Activity || Communication Solutions
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Driven by Goals
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Activity || Setting Goals
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Being Adaptable
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Commitment to the Team
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Scenario Exploration
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4 || Review Questions
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Overview
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Clarifying Team and Individual Roles
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Empowering Action
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Strengthening Relationships Within the Team
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Activity || Management Wishlist
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Offering Constructive Feedback
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Scenario Exploration
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5 || Review Questions
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About this course
- $25.00
- 85 lessons
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Welcome To Player Snips
Please watch the getting started video below before you begin using your new superpowers
Why did Zoe want to explore remote hiring?
To improve workflows and hire top talent beyond her local area.
What made Abigail a great fit?
She had strong credentials and matched the job requirements exactly.
What personal factor made remote work ideal for Abigail?
She needed a flexible job to care for her child with special needs.
What is a key benefit of hiring remotely?
Access to a larger talent pool with diverse skills and backgrounds.
What helps remote workers succeed?
Clear expectations, the right tech tools, and company support.
What mindset helped Zoe lead change?
Openness to innovation and a people-centered approach to staffing.
PS-036
What surprised Yasmin about the team?
Everyone had a voice and shared ideas openly.
Why was Brenda chosen to lead?
She had the most experience with print ads.
What is the team's main focus?
Achieving the collective goal efficiently and effectively.
How does the team handle feedback?
They give honest, constructive input to improve ideas.
What makes this team a high performer?
Shared leadership, trust, and strong team dynamics.
How does Yasmin feel about joining the team?
She’s excited to contribute and be part of the collaboration.
PS-036
What keeps this team working well together?
Excellent communication and trust during feedback.
How does the team handle changing tasks?
They switch duties based on team or project needs.
What shows the team’s commitment?
They support each other and stay loyal to the mission.
Why is flexibility important to this team?
It helps them adapt roles and solve problems efficiently.
What drives their motivation?
A shared goal and pride in their company’s success.
What is a sign of team closeness?
They spend time together even outside of work.
PS-036
Why does Walter feel uncertain?
He lacks feedback and communication from Donald.
What does Walter need from Donald?
Clear expectations and recognition for his role.
How can Donald improve team dynamics?
Build trust and relationships with open communication.
What’s missing in Donald’s leadership style?
Regular, constructive feedback and team engagement.
Why is role clarity important?
It helps team members own their tasks confidently.
How can Donald empower his team?
Give permission to act and solve problems independently.
PS-036
Why did Erica avoid the team meeting?
She wanted to address the issue privately.
What benefit does email offer here?
It allows time to reflect and ensures privacy.
What’s a risk of using email?
Tone may be misinterpreted if not worded carefully.
How can Erica improve email tone?
Read the message aloud before sending it.
When should Erica consider a call instead?
If clarity or tone might be misunderstood via email.
What’s one alternative to email?
Schedule a brief phone or video call for clarity.
PS-036
Why can’t Frank train Ursula in person?
She lives far away, and travel isn’t in the budget.
What training methods does Frank use?
Videos, print material, simulations, and telecommute calls.
How does telecommuting support Ursula?
Allows real-time questions and interactive guidance.
What learning styles does Frank accommodate?
Visual, auditory, and kinesthetic learners.
Why is retraining not always a negative?
It supports different learning styles and ensures success.
What makes peer training effective here?
Peers understand tasks firsthand and reduce pressure.
PS-036
Who handles performance tracking in the case study?
Grace tracks performance through detailed reports.
What is Teresa’s primary responsibility?
She interacts with the team and offers support.
Why is positive recognition important?
It boosts engagement and motivates team members.
How do Grace and Teresa address training?
They support ongoing learning and skill development.
What makes their team well known?
They are recognized for high-quality remote work.
How can counseling improve team performance?
It helps address issues with solutions, not blame.
PS-036
Why did Howard seek help before his meeting?
He had never led a virtual team meeting before.
What advice did Steven give Howard?
Keep the meeting short and condense similar topics.
How did Howard ensure his meeting was effective?
He revised his agenda and limited the meeting length.
Why are visual aids useful in meetings?
They engage visual learners and maintain attention.
How can managers create a safe meeting space?
Encourage questions and set a respectful tone.
What’s one meeting mistake to avoid?
Talking too long or covering the same topic repeatedly.
PS-036
What change did Robert notice in Lilianna?
Her tone in emails became less enthusiastic.
How can you spot signs of remote employee unhappiness?
Changes in email tone, length, emoticons, or communication patterns.
Why is employee feedback important?
It allows employees to share concerns before they become serious.
What opportunity did Robert offer to help Lilianna?
A new role testing software, using her skills in a different way.
How does offering education or career growth help a team?
It keeps employees engaged, motivated, and loyal to the company.
What does Gallup say about lack of career growth?
32% of employees leave their jobs due to limited advancement opportunities.
PS-036
What did Kelly forget to do that impacted team morale?
She forgot to regularly share and celebrate the team’s successes.
What was the result of Kelly’s delayed communication?
Team members felt unimportant and unsupported, leading to disengagement.
Why was the team confused about their roles?
Kelly assigned vague responsibilities without clear instructions or follow-up.
What leadership mistake did Kelly make?
She led like a dictator, giving orders without collaboration or input from the team.
How did Peter find out about the team's dissatisfaction?
He spoke directly to the team to gather feedback on Kelly’s management style.
What can Kelly do to improve her leadership?
Acknowledge team achievements, provide clear instructions, respond promptly, and involve the team in decision-making.