Remote work didn’t fail. It just exposed leadership gaps. If trust is low, accountability is fuzzy, and feedback is rare… no tool stack on earth is saving you.
Most remote strategies over-index on tools:
Slack, Notion, Jira, Zoom etc etc.
But it’s not tools or timezones that fail teams. It’s actually trust and poor leadership.
Remote work is emotional infrastructure, not logistics.
So the real reasons distributed teams struggle are *human*:
-> Lack of trust
-> Vague accountability
-> Infrequent feedback
-> Leaders who only know how to manage in person
LATAM teams are different. We’ve observed that they often excel in remote environments because:
-> Ownership is culturally reinforced
-> Communication is relational, not transactional
-> Accountability is personal, not performative
-> Resilience is learned early, not taught in onboarding
Remote work is not a logistical challenge.
It’s an emotional operating model.
When leaders get that right, geography becomes an advantage rather than a constraint.
This is why LATAM talent isn’t just “nearshore.”
It’s increasingly the most adaptable layer of global teams.
Drop me a DM to chat more about adding LATAM talent to your organization with my experiences at ONE FIIT, Zacal and Nexus.