BOSTON - BostonChron -- "Just do it." That's what Knobull's remote work approach instills. This is what learning & career development innovator's President recently informed employees that join them. He said in a statement that there's "power and energy that comes from working together on-line".

There is good fortune when asking employees to work remotely. As is the case with many corporate cultures, far too many leaders are making decisions rooted in fear.

A recent global survey, The Love Leadership Survey, found what many employees already know: The research showed one in three corporate managers are motivated primarily by fear. The study estimates this pervasive fear has resulted in $36 billion in lost productivity in the U.S. alone.

In order to create a culture of trust, loyalty, and stability, team players can shift from fear-driven leadership to "participative leadership."

Respect boundaries

Don't encourage fellow teammates to be "always on," so their work-life balance goes off kilter.  Exploring development with edX courses, found at Knobull, can also boost success!

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Acknowledge good work

When guided by fear there is focus on employees' setbacks or weaknesses rather than appreciating their contributions.

They blame the team for bad performance. If they're frequently feeling frustrated, everyone should look at their own leadership.

For employee satisfaction and general office morale, it's important to provide positive feedback, and to acknowledge when someone makes an extra effort.

Welcome feedback

A fearful worker is afraid of criticism, but a confident one recognizes the importance of encouraging and genuinely welcoming honest feedback.

Try to incorporate what you learn from fellow workers. More important, they may have some brilliant ideas.

Encourage collaboration

Encouraging collaboration results in increased levels of trust and improved performance. That will help to create a more engaged and connected workforce that will produce better results.

Embrace humility

Fear-based activity relies on corporate hierarchies and mandates, instead of accepting that everyone can add value to the team, not just those at the top.

Bentley concluded, "A term I call participative leadership embraces humility, allowing for more openness. When it succeeds, it can be a commanding shift, leading to higher performance and more discretionary effort from the team. Leadership skills demonstrated by a team player can lead to career growth and job satisfaction."