Nikita Mercado

There’s a kind of leadership people don’t talk about enough: The leadership it takes to walk away. Not from responsibility. Not from the work. But from environments that drain you, people who don’t value you, or expectations that require you to shrink yourself. Walking away isn’t quitting. It’s choosing alignment. It’s choosing your peace over chaos. It’s choosing your standards over approval. Sometimes the bravest thing you can do as a leader is step back, reset the boundary, and let silence say what words no longer need to.

  I often hear this feedback from founders and team leads: “Our offshore team isn’t proactive.” But when I ask a few more questions — about structure, inclusion, and leadership — I usually discover something deeper: Their offshore team isn’t set up to succeed. They’re expected to take initiative without being given ownership. The Truth About Offshore “Proactivity” Let’s be honest — most offshore teams aren’t brought into the full picture. They’re assigned tasks, not outcomes. They’re trained on tools, but not context. They’re expected to support, but not lead. And when proactivity doesn’t show up, leadership assumes it’s a limitation. It’s not. Proactivity is not a personality trait. It’s a product of environment. It grows when people feel trusted, included, and safe to speak up. If your offshore team seems reactive, ask yourself: • Have they been trained with the same level of clarity as your local team? • Do they understand the why behind the work — or just the checklist? • Have ...

  The sun never sets on our team—and that’s by design. Leading a remote team spread across continents is both an art and a system. It challenges you to rethink traditional collaboration, redefine productivity, and deepen trust without ever sitting across a conference table. Here’s what I’ve learned through experience:  1.  Overlap ≠ Productivity Chasing overlapping hours across time zones can quickly become a scheduling nightmare. The truth is: you don’t need eight shared hours to do great work. What matters more is the  quality of handoffs  and the  clarity of ownership . A few golden hours of overlap—used wisely—can go a long way when paired with strong async documentation and a culture of proactive communication. 2.  Async Doesn’t Mean Disconnected Working asynchronously can feel transactional if you’re not intentional. That’s why emotional connection must be built into the system. We’ve made async feel human by: Sharing short video updates instead ...

If you’re a founder, recruiter, or anyone managing people and projects — you already know this: not every day feels “productive.” Some days are full of clarity and wins. Other days feel like chaos management. But whether or not it feels like progress, the truth is simple: You’re still building. The hiring emails. The follow-up messages. The internal notes, the rework, the tech hiccups. That’s the quiet work that holds companies together. We talk a lot about strategy and vision — but not enough about the unseen labor it takes to sustain both. This is a reminder to you (and to me): The quiet work still counts. Keep going.

  When we talk about AI, the conversation often centers on productivity, automation, and cost savings. But what if the real opportunity is something deeper? ✨  What if AI could take over the repetitive, reactive parts of our workday… …so we can focus on the things that only humans do best: listening, coaching, creating, and connecting? Imagine this: HR professionals  finally  free from admin overwhelm — walking the floor, checking in, and driving real culture change. Managers spending less time in dashboards — and more time mentoring and supporting their teams. Employees not drowning in busywork — but energized by meaningful, creative work. BPO agents with AI copilots — streamlining workflows so they can offer  real  care and connection to customers. This isn’t science fiction. It’s already happening — when we design AI with  intention , not just efficiency. This is what  human-first transformation  looks like: Not replacing people. But freei...

  When we built our people-first systems at ForceMultiply, one thing was absolutely non-negotiable:   providing HMO health benefits   to every single offshore team member. Recently, one of our team members in the Philippines sent me a message that stopped me in my tracks. His mother had fallen critically ill, and thanks to the HMO coverage we provided, he was able to rush her to a good hospital, get the care she needed, and be by her side without worrying about how he would afford it. His gratitude was overwhelming. But to me, this wasn’t an “extra.” It was the bare minimum. In many offshore staffing models, especially in traditional BPOs, health insurance is often considered “optional.” It’s left for employees to figure out themselves, or only offered after a long probation period. I believe that’s not just wrong — it’s inhumane. Health care is not a luxury. It’s a basic human need. This is even more crucial when your team is working the  graveyard shift  to ma...