There’s no doubt that working from home offers plenty of perks. The flexibility, the time saved by cutting out the commute, and the freedom to structure your day are all hard to argue against. It’s opened up a world of convenience for a lot of people, including me. For a while, I was completely seduced by the model—waking up, checking in from home, avoiding the office grind. It felt like I had hit the jackpot. But what I didn’t see at the time was that my influence was slowly slipping away in the areas that mattered most. I was having my cake and eating it too—getting lazy, thinking I could lead effectively from behind a screen.

Now, let me be clear: there’s a lot of good that comes with remote work. Many studies back up the claims that people are more productive, have better work-life balance, and are generally happier working from home. There’s no commute, fewer distractions, and more control over your environment. It makes a lot of sense for individual productivity. And I get it—many organizations have embraced this model for all the right reasons.

But if we shift the conversation away from individual productivity and focus instead on leadership, things start to look a little different.

The Hidden Cost of Remote Leadership

I realized, after some time, that my attempts to lead from home weren’t working. I was still present in meetings, still getting tasks done, but the deeper influence I once had with my team wasn’t there anymore. I wasn’t as connected. The small, everyday conversations—the ones that build relationships and foster trust—were missing.

Leadership isn’t just about completing tasks or hitting deadlines. It’s about shaping culture, guiding your team through challenges, and building trust. And frankly, I was losing that. I’d become the leader who was always on a Zoom call but never in the room. It became easy to retreat behind the screen, thinking I could manage everything from afar. But here’s the thing: leadership doesn’t work like that.

It’s like being a parent who’s always away on business trips. Sure, you’re providing for the family, but the emotional connection, the trust, the influence—they’re all fading. Just because you can work remotely doesn’t mean it’s the best choice if your goal is to lead effectively.

Having Your Cake and Eating It Too

There’s an unspoken desire many of us have to have our cake and eat it too when it comes to remote work. We want the autonomy, the flexibility, the comfort of being at home, but we also expect to have the same level of influence, authority, and connection we had when we were physically present. The reality, though, is that influence requires proximity. You can’t build strong leadership relationships solely through virtual platforms.

I’ve seen this play out with executives I coach. The leaders who complain about their diminishing influence are often the same ones who rarely step foot in the office. There’s a strong correlation—possibly even causation—between the amount of time a leader spends away from their team and their declining impact. It’s easy to defend remote work by pointing to policies that allow it, and yes, those policies are in place for a reason. But just because you can work remotely doesn’t mean you should—particularly if your goal is to be an influential leader.

Influence Happens In-Person

Leadership is about influence, and influence is built through presence. Think about the interactions that happen in person—the subtle cues, the body language, the small conversations before and after meetings. Those moments are where relationships are strengthened, and where trust is built. Zoom can’t replicate that. Being present sends a message to your team. It says, “I’m invested in this.” When you’re physically there, you see things others might miss—the subtle shifts in morale, the tension between team members, the opportunities to step in and make a difference. These are the intangibles that influence a team’s culture and cohesion. You can’t lead effectively if you’re always watching from a distance.

The Danger of Becoming the Absent Leader

Leaders who work from home risk becoming like that absent parent. They might be meeting expectations on paper, but the real connection with their team is fading. Influence diminishes when you’re not physically present, and it’s hard to rebuild that once it’s lost. I’m not saying remote work should be abandoned—it absolutely has its place, and for some roles, it works beautifully. But if your goal is to lead with influence, to shape a team’s culture, and to build deep trust, then being present matters more than ever. There’s no substitute for showing up.

Conclusion

The world has changed, and remote work is here to stay in some form. But for leaders, the question isn’t just about productivity or convenience—it’s about influence. If you want to lead with impact, you can’t do it from behind a screen alone. You need to be present, to be involved, and to connect with your team on a deeper level.

You can’t have your cake and eat it too.