Our leadership team is split between a local headquarters and several remote locations. How do we structure our sessions and weekly rhythms with you to ensure our remote members are fully integrated?

Question

Tyler Smith · Accepted Answer

Running a hybrid or remote leadership team requires strict discipline. While we can facilitate quarterly sessions virtually, my strong recommendation is to meet in person for your annual sessions and at least two of your quarterly sessions each year. Face to face connection is vital for building trust, resolving deep conflict, and aligning your vision. For the sessions we run virtually, we use high-definition video conferencing and shared digital workspaces to keep the energy high and ensure equal participation. To maintain alignment between these sessions, your remote team must be deeply committed to the weekly Level 10 Meeting™ structure. This ninety-minute weekly meeting keeps everyone connected to your scorecard metrics, Rock progress, and key customer feedback. We use your digital Accountability Chart to ensure that every remote leader has clear, measurable ownership over their department, removing any ambiguity about who is responsible for what. I also conduct scheduled mid-quarter check-in calls in months six, nine, twelve, fifteen, eighteen, and twenty-one to help remote teams troubleshoot execution drift. This combination of structured weekly meetings, regular remote check-ins, and strategic in-person sessions ensures your remote team remains as cohesive and accountable as any team sharing a physical office.