There are numerous day-to-day challenges members of remote teams are asked to face. Here are just a few.

• Calculating multiple time zone differences
• Lousy phone connections
• Internet SNAFUs
• Language and accent barriers
• Bonding w/o face-to-face time
• Developing trust

All difficult situations, especially for anyone accustomed to working in a co-located environment.   So, as more and more organizations take the remote plunge, it’s inevitable that a new set of leadership rules are almost daily being developed.  One of which is: Not everyone is geared to work well when working remotely.

Translation: Your star in-house player, the person you depend upon to save the day when things get chaotic…despite that Hundred Percenter quality; he or she may fail if asked to work remotely.   What’s more, you may be surprised when you start to dig into the reasons why.  It takes a certain kind of personality to be an MVP in the remote work world.  But as many leaders have already discovered, the factors that govern success are not always what intuitively comes to mind.

For instance, it’s a commonly held belief that the quiet types (the folks who keep to themselves) are the high performers in remote work situations.  But think about it. If you’ve ever worked remotely, even for a day or two, you know how isolating it can be.  And that’s true even for those people who absolutely love their solitude.

The fact is, it’s the outgoing personalities; people who are connected and who show a natural knack for building bonds, that make the most successful remote employees.   Technology can do a lot, and we’re continually provided with amazing new tools.  But no gadget or program can ‘fix’ someone who is reluctant to reach out and interact—or ‘plug in’ in a person who feels compelled to withdraw at the first signs of stress or trouble.