Meet Remote Leader Tia Nichole McMillen
Thank you, Tia, for sharing your remote leadership story with us today!
What is your "going remote" story? What was the impetus and how did it happen?
My journey into remote work began with an unexpected twist in 2019 when I deployed in a Navy Reserve capacity. Little did I know that this experience would set the stage for a significant shift in my career. When I returned home, the world was grappling with the onset of the COVID-19 pandemic, and my job became fully remote. Adapting to this new work paradigm, I successfully led a remote worldwide healthcare communications team throughout the challenging year of 2020 and 2021, demonstrating the potential of remote work in even the most traditionally structured environments.
However, in October 2021, life threw another curveball when my mom was diagnosed with stage IV lung cancer. As my position was initially coded for telework, I faced limitations in supporting her from her home in South Carolina without taking formal leave. Determined to be there for my family during this critical time, I advocated for a change in my work arrangement, proposing a shift to remote work. Regrettably, my command expressed discomfort with this transition, which led to a difficult decision.
I want to be clear: I am grateful that my command was honest with me about their comfort level with remote work—it allowed us both to make the best decision for our paths moving forward and I am grateful for the dialogue and care they put into the decision.
Tia Nichole's family smiling outside of their Pennsylvania home.
I chose to depart from my existing role to prioritize time with my mom. Yet, my story takes a positive turn, as I was dual-hatted with another government agency that recognized my dedication and experience with remote work. Encouraged by their openness to flexible work arrangements, especially given my proven track record of remote effectiveness, I decided to apply for an open position within this agency.
The result was beyond my expectations. Not only did I secure a fully remote position, but I also earned a promotion.
This experience underscores the importance of perseverance and staying open to new opportunities that resonate with our personal and professional goals. It serves as a reminder of the potential that remote work offers, especially when approached with determination and a forward-thinking mindset.
What are your philosophies & values as a remote manager?
I could use this space to talk about open and transparent communication, results-oriented focus, continuous learning, work-life balance, DEI initiatives, recognition and appreciation, flexibility with accountability, leading by example, and feedback-driven growth — all of which are VERY important to me.
But I’ll take this space to focus on three more nuanced values:
Moving at the speed of trust encapsulates the essence of effective leadership in the world of remote work
It signifies that the pace of progress in a team is inherently tied to the level of trust established within it. When trust is the driving force, decisions are made swiftly, collaboration is seamless, and innovation thrives. It's a reminder that in the dynamic landscape of remote teams, building and maintaining trust is the catalyst for achieving goals efficiently, forging strong connections, and ensuring that every team member can perform at their best.
As a “disagreeable giver” I drive innovation and progress.
I challenge the status quo, even when it might not be the popular choice, all while remaining genuinely committed to the team's success. I offer constructive criticism and push for necessary changes, not for personal gain, but because it's in the best interest of the organization and its members. In essence, I combine the courage to voice dissenting opinions with a sincere dedication to the collective well-being, fostering an environment where candid discussions lead to better decisions and ultimately, greater success.
EQ trumps IQ every time.
As a leader, it's essential to meet colleagues where they are in their unique work journeys, recognizing their individual growth paths and appreciating their distinct talents. Seeing colleagues for who they are, beyond their roles, fosters an environment of genuine understanding and respect. By acknowledging their strengths, challenges, and aspirations, you create a space where individuals can thrive authentically. This empathetic approach not only strengthens bonds but also cultivates an atmosphere of trust, where each team member feels valued and understood, ultimately contributing to a more cohesive and empowered collective.
What are your favorite resources for improving company culture and remote teams?
Improving company culture and nurturing remote teams is a dynamic process that I'm deeply committed to. In the world of remote work within the DoD, a few favorite resources have truly been game-changers.
Virtual Team Building Platforms: Platforms like Microsoft Teams have become our digital watercoolers. They're not just for meetings; they facilitate casual conversations, quick check-ins, and even virtual team-building activities. These tools bridge the gap between team members and foster a sense of belonging.
Learning and Development Programs: Encouraging continuous growth and skill-building is essential. We've tapped into online courses and resources, like LinkedIn Learning and Coursera, to ensure that our remote teams have access to top-notch training, keeping everyone engaged and motivated. We offer a monthly training program that keeps our entire enterprise of communicators engaged, active, and supported.
Regular Video Conferences: Face-to-face interactions are irreplaceable, even in a virtual setting. Video conferences are our lifelines, allowing us to read non-verbal cues, share personal updates, and maintain that human connection that's so vital for company culture. We ask that folks turn on their videos when they are briefing, but allow them to turn off their videos when they are not briefing.
Collaborative Document Management Systems: Document management systems like SharePoint allow remote teams to collaborate on documents, ensuring version control and document security.
Mentorship and Networking Programs: The DoD fosters mentorship and networking opportunities for remote employees through platforms like MilSuite and LinkedIn groups. These programs support career development and create a sense of community.
Resource Libraries: The DoD maintains extensive resource libraries and knowledge repositories, accessible to remote teams. These repositories contain essential documents, best practices, and guidelines to ensure consistency and compliance across the organization.
Virtual Town Halls and Webinars: To maintain transparency and connect remote teams with leadership, the DoD regularly hosts virtual town halls and webinars. These events provide updates, address concerns, and foster a sense of unity across the organization.
Virtual Social Gatherings: Don't underestimate the power of socializing! We organize virtual mocktail hours and “office hours” to create opportunities for bonding beyond work-related tasks.
In a remote setting, these resources have been invaluable in not only maintaining but also strengthening our company culture. They help us adapt to the evolving landscape of work, ensuring that our remote teams remain connected, engaged, and aligned with our mission within the DoD.
Learn more about Tia at Heaps of Help and Connect with her on LinkedIn.
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