The Remote Work Revolution: Sophie Musumeci of Real Entrepr On Building Strong Cultures in a Digital World
An Interview With Chad Silverstein
Adaptability — The digital world moves fast. We’re constantly testing new tools, tweaking our communication, and staying ahead of trends to keep our remote culture strong and effective.
The remote work revolution has transformed how we think about work, but it has also raised important questions about maintaining culture and connection in a virtual world. To explore this important topic, we are interviewing Sophie Musumeci.
Sophie Musumeci is an award-winning entrepreneur, leadership and change management expert, and speaker. She is the founder of Real Entrepreneur Women, a multimillion-dollar organization that helped over 1,000 women find their purpose, and turn their calling into a profitable business. The Australian National Parliament mentioned Sophie several times, recognizing her work with entrepreneur women.
Thank you so much for joining us in this interview series. Before we dive into our discussion, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
Absolutely! My journey into entrepreneurship and leadership started out of necessity. I left school in year 11, took on three jobs to support myself, and built my career from there. I worked in corporate leadership roles, leading teams through major global projects, but deep down, I knew I was meant to do something bigger. When I became a mum, I wanted more freedom and impact, so I took a leap and started my own business. I built Real Entrepreneur Women to support female coaches and consultants in turning their skills into thriving businesses. What started with zero revenue has grown into a multimillion-dollar company, proving that success is possible with the right mindset, strategy, and support.
Can you share the most interesting story that happened to you since you began working with remote or hybrid teams?
One of the most memorable moments was when we ran a live training from three different countries simultaneously. My team was spread across Australia, the U.S., and Europe, and despite the time zone chaos, we pulled off an incredible event that connected hundreds of women worldwide. It reinforced for me that remote work isn’t about location — it’s about connection, trust, and having the right systems in place.
You are a successful leader in the remote work space. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
- Resilience — In April 2021, I had a $0 month. Instead of giving up, I committed to making my business the best comeback story. That resilience helped me scale to six-figure months and build a team that thrives remotely.
- Trust — Remote work only functions when you trust your team. I learned early on that micromanaging doesn’t work. I hired incredible women, gave them ownership, and now we have a team that runs like a well-oiled machine.
- Adaptability — The digital world moves fast. We’re constantly testing new tools, tweaking our communication, and staying ahead of trends to keep our remote culture strong and effective.
When the shift to remote work became widespread, what was the biggest challenge you faced in maintaining a strong workplace culture? How did you address it?
The biggest challenge was maintaining connection and energy. When you’re not in the same office, those spontaneous chats and moments of collaboration don’t happen naturally. We tackled this by scheduling regular team check-ins, using video calls for deeper discussions, and making space for personal connection, not just work tasks.
What are some of the unique challenges that remote or hybrid teams face when it comes to creating a sense of connection and belonging?
The biggest challenge is the lack of organic, in-person interactions. Remote teams miss out on office culture, spontaneous brainstorming, and the small talk that builds relationships. To counter this, we create intentional spaces for connection — whether that’s Slack channels for personal wins, virtual coffee chats, or team retreats when possible.
What tools or technologies have you found most effective in fostering communication, collaboration, and team alignment in a remote setting?
- Slack for daily communication and quick check-ins.
- Zoom for team meetings and deep-dive discussions.
- Asana for project management and accountability.
What role does leadership play in building and sustaining a strong company culture in a remote or hybrid work environment?
Everything. Culture starts at the top. Leaders set the tone, ensure clarity, and create a space where people feel valued and connected. For me, that means showing up consistently, recognizing wins, and making sure my team feels supported — not just as employees, but as people.
What advice would you give to leaders who are struggling to maintain employee engagement and motivation in a fully remote workforce?
Prioritize communication and recognition. Celebrate small wins, be intentional with check-ins, and ensure your team knows their contributions matter. People don’t just want to work; they want to be part of something meaningful.
Based on your experience, can you share “5 Strategies to Build a Strong Workplace Culture in a Remote Work Environment”?
- Over-communicate, but keep it meaningful — Remote teams can’t afford miscommunication. Set clear expectations and keep communication structured.
- Create virtual spaces for connection — Whether it’s a Slack watercooler or weekly casual catch-ups, team bonding is essential.
- Recognize and celebrate wins — A simple shout-out in a meeting or a bonus for a job well done keeps morale high.
- Trust your team and empower them — Give autonomy and avoid micromanaging. People thrive when they feel ownership over their work.
- Invest in team development — Provide training, mentorship, and opportunities for growth. A strong culture is built on continuous learning.
How do you address potential feelings of isolation or disconnection that employees may experience in a remote work environment?
We encourage open conversations about mental well-being, create spaces for team connection, and ensure every team member has someone they can turn to. Isolation is real, but fostering a strong community helps mitigate it.
Can you share an example of a remote work initiative, policy, or program that you implemented which had a significant positive impact on your team?
We introduced ‘CEO Days’ — one day per quarter where team members take a full day to work on their personal growth, vision, or passion projects. It keeps creativity high and prevents burnout.
How do you strike the balance between flexibility and ensuring accountability and productivity?
We focus on outcomes, not hours worked. If the work is getting done and the results are there, it doesn’t matter when or where it happens. Clear expectations and accountability frameworks ensure alignment.
What trends or innovations in remote work are you most excited about, and how do you see them shaping the future of workplace culture?
AI-driven automation is changing the game. From automating admin tasks to AI-driven coaching, businesses that leverage these tools will free up more time for meaningful work and human connection.
In your opinion, how does building a strong culture in a remote work environment impact not just employees, but also customers, clients, and the company’s overall performance?
Culture isn’t just internal — it reflects in how we serve clients. A happy, engaged team delivers better results, which leads to happier customers and stronger business performance.
If you could start a movement that would bring the most amount of good to the most amount of people through better remote work cultures, what would that be?
I’d start a movement where every remote company has a ‘Give Back’ initiative. Whether that’s mentorship for aspiring entrepreneurs, pro bono work, or supporting charitable causes, businesses have the power to create massive impact beyond just profit.
How can our readers further follow you online?
They can connect with me via my Facebook page here: https://www.facebook.com/sophie.musumeci or join my Facebook community for female coaches and consultants here: https://www.facebook.com/groups/RealEWomen
This was great. Thank you so much for the time you spent sharing with us.
About the Interviewer: Chad Silverstein is a seasoned entrepreneur with 25+ years of experience as a Founder and CEO. While attending Ohio State University, he launched his first company, Choice Recovery, Inc., a nationally recognized healthcare collection agency — twice ranked the #1 workplace in Ohio. In 2013, he founded [re]start, helping thousands of people find meaningful career opportunities. After selling both companies, Chad shifted his focus to his true passion — leadership. Today, he coaches founders and CEOs at Built to Lead, advises Authority Magazine’s Thought Leader Incubator.
The Remote Work Revolution: Sophie Musumeci of Real Entrepr On Building Strong Cultures in a… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.