For many traditional leaders, control is the cornerstone of management—tracking tasks, monitoring hours, enforcing rules. But for Eduard Ortega, a Certified Management Accountant (Australia) and founder of Remotely Philippines, that mindset is outdated.
“Control might give you short-term order,” Ortega says, “but meaning gives you long-term performance.”
Ortega believes that in today’s dynamic workplace—especially with remote and cross-cultural teams—leaders must shift their focus from command to clarity. Instead of just assigning tasks, they need to help people understand why their work matters.
“When a team understands the ‘why,’ you don’t need to constantly check on the ‘how,’” he explains. “They’re more invested. They take ownership. They solve problems before you even know they exist.”
His leadership philosophy centers around purpose, autonomy, and alignment. In his experience managing finance professionals and project teams across different time zones, Ortega has seen that meaning outperforms micromanagement every time.
“Micromanagement might feel safe for the leader, but it signals a lack of trust,” he says. “And when people don’t feel trusted, they do the minimum. When they feel trusted and valued, they go beyond expectations.”
So how does Ortega create meaning at work?
It starts with clear communication of goals, not just KPIs. He makes sure every team member understands how their work contributes to the company’s bigger mission. He encourages autonomy by giving space for decision-making, while staying available for support and guidance. And he fosters connection through regular check-ins that go beyond deadlines—conversations about personal growth, feedback, and fulfillment.
“Leaders don’t need to be in control of everything—they need to be intentional about everything,” Ortega says. “The goal isn’t just output. It’s engagement, alignment, and long-term impact.”
He admits this shift takes humility. “Early in my career, I equated leadership with oversight. But real leadership is about letting go of control and creating a space where others can lead too.”
His advice for other leaders? “Start with meaning. Build trust. Align on purpose. If your team feels like they matter, they’ll do work that matters.”
Because at the end of the day, Ortega believes, great teams don’t need to be controlled—they need to believe in what they’re building.
