What is *The Long-Distance Teammate* by Kevin Eikenberry about?

*The Long-Distance Teammate* provides actionable strategies for remote workers to excel in three areas: building productive relationships, developing remote work skills, and communicating effectively. It emphasizes proactive engagement, trust-building, and adapting to technology-driven workflows, positioning itself as a guide for thriving in modern distributed work environments.

Who should read *The Long-Distance Teammate*?

Remote workers, hybrid team members, and managers overseeing distributed teams will benefit most. The book is ideal for professionals seeking to maintain career visibility, improve virtual collaboration, or navigate challenges like isolation and communication gaps in remote settings.

Is *The Long-Distance Teammate* worth reading?

Yes—it combines practical frameworks (like the “3 Pillars of Remote Success”) with real-world tactics for staying engaged. Reviews highlight its actionable advice on ethical self-promotion, mastering digital tools, and rebuilding workplace relationships from afar.

What are the key concepts in *The Long-Distance Teammate*?

- **Remote-first mindset**: Treating remote work as equally impactful as in-office roles. - **Ethical visibility**: Proactively communicating achievements without seeming self-centered. - **Trust acceleration**: Using transparency and reliability to compensate for lack of face-to-face interaction.

How does *The Long-Distance Teammate* address remote communication challenges?

The book recommends tools like “planned spontaneity” (scheduling informal check-ins) and “message layering” (repeating critical info across multiple channels). It also stresses clarity in written communication to prevent misunderstandings common in virtual settings.

What leadership principles does Kevin Eikenberry emphasize for remote teams?

Eikenberry advocates for “leading out loud”—openly sharing decision-making processes—and fostering psychological safety through consistent feedback. He also highlights the importance of recognizing team members’ contributions publicly in digital spaces.

How does *The Long-Distance Teammate* help with career growth in remote roles?

It teaches strategies for maintaining promotability, including creating “virtual presence portfolios” (documenting contributions) and building mentor relationships through intentional outreach. The book warns against “out of sight, out of mind” pitfalls common in remote work.

What criticisms exist about *The Long-Distance Teammate*?

Some users note the book focuses more on employee adaptation than organizational changes needed to support remote work. It could benefit from more case studies about companies successfully implementing its strategies.

Long-Distance Teammate

Kevin Eikenberry and Wayne Turmel

Overview of Long-Distance Teammate

In a world where remote work reigns, "The Long-Distance Teammate" delivers essential strategies for staying engaged while working anywhere. Praised by Remote Work Association's Laurel Farrer as career-transforming, this timely guide has become the virtual worker's bible. What's your remote work blindspot?

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Chapter 1

The Remote Revolution: Becoming More Than Just a Virtual Worker

Have you ever wondered why some remote workers thrive while others merely survive? Picture this: two employees with identical skills start working remotely on the same day. Six months later, one has become an indispensable team member who's constantly in the loop and advancing their career, while the other feels isolated, overlooked, and stuck in a professional rut. What's the difference? In "The Long-Distance Teammate," Kevin Eikenberry and Wayne Turmel reveal it's not about technical skills or even experience-it's about mindset and approach. This book has become a cornerstone text for remote work success, with companies like Microsoft and Google incorporating its principles into their remote work policies. The pandemic may have accelerated remote work adoption, but this book-conceived before COVID-19-offers timeless wisdom that transcends temporary work-from-home arrangements. As Brene Brown noted after featuring it in her podcast, "This isn't just about working from home-it's about showing up as your best self regardless of location."

Chapter 2

The 3P Model: Your Framework for Remote Excellence

Remote work presents a curious paradox. The very independence and quiet that make it attractive can lead to isolation and energy depletion over time. Alice's story illustrates this perfectly-initially energized by eliminating her two-hour commute and gaining flexibility to care for her aging parent, she gradually felt her connection to colleagues diminishing, leaving her questioning her value to the team. This experience mirrors that of many professionals who transition to remote work, initially celebrating the freedom but later grappling with unexpected challenges. The solution? The authors' 3P Model provides a comprehensive framework for remote work success through three critical factors: Productivity, Proactivity, and Potential. Each element addresses specific challenges unique to the remote environment while building upon the others to create a robust approach to virtual excellence. Productivity isn't just about staying busy or checking tasks off a list. It's about achieving meaningful outcomes that contribute to team goals. Are you completing assignments that matter? Are you focusing on high-value work rather than just staying occupied? True productivity in a remote setting requires establishing clear metrics for success, creating structured daily routines, and implementing systems to track progress. For instance, using time-blocking techniques to designate focused work periods, setting specific daily objectives, and regularly reviewing accomplishments against team goals can help maintain meaningful productivity. Proactivity-the quality most valued by managers of remote workers-means anticipating needs rather than merely reacting. It involves asking clarifying questions before starting projects, offering solutions instead of just identifying problems, and taking initiative in meetings and collaborative efforts. When your manager doesn't have to wonder what you're doing or constantly check in, you've mastered this element. Successful remote workers demonstrate proactivity by scheduling regular check-ins with teammates, documenting their work progress in shared spaces, and actively participating in virtual team discussions with prepared insights and questions. Potential involves looking beyond immediate tasks to consider long-term implications of your work and choices. How does your communication style affect relationships with colleagues? How does your current role fit into your career vision? Are you developing skills that will serve you and your organization in the future? This includes investing in continuous learning, seeking feedback on your virtual presence, and actively building relationships across the organization. Remote workers who excel in this area regularly participate in virtual networking events, pursue relevant certifications, and volunteer for cross-functional projects to expand their skill sets. By balancing these three elements, you transform from merely a remote worker into a valuable teammate, even when physically distant from your organization. The 3P Model provides both a diagnostic tool when things aren't working well and a roadmap for continuous improvement in your remote work journey. Regular self-assessment using these three dimensions helps identify areas for growth and adjustment, ensuring sustained success in the virtual workplace. Organizations that embrace this model report higher engagement levels among remote employees and better alignment between individual and team objectives.

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Chapter 3

Mindset Matters: Reframing How You View Remote Work

Like Jose, who's transitioning to remote work after a reorganization, many wonder how their approach must change when working outside the office. Before diving into specific tactics, examining your mindset about remote work is essential, as it fundamentally shapes your success. First, recognize that your current work isn't just a job-it's part of your career trajectory. The habits you establish today will become increasingly difficult to change the longer they persist. Even if your remote position feels temporary, your approach builds a professional identity that follows you. Moreover, remote work skills will remain relevant throughout your career, even if your role evolves to working on-site or leading remote teams. Second, understand that while you work for personal reasons like earning income, your employer pays you to help create results for the organization. This perspective becomes especially important when working remotely without daily visual reminders of your organizational connection. Your success must be tied to organizational success, extending beyond merely completing assigned tasks. Third, remember that despite physical isolation, you're part of a larger team. Your job consists of both individual work and team work: Your job = your work + team work. The "your work" box contains your core responsibilities, while the "team work" box involves relationship building, trust development, communication, collaboration, mentoring, and participating in joint activities. To determine what belongs in your "team work" box, ask both your leader and teammates about their expectations and needs. Finally, recognize that engagement is your choice-not something to wait for leadership to provide. Your level of engagement affects your performance, feelings about work, and how others perceive your value. It's not diminished simply because you miss office social activities or work from a different location. When you adopt these mindsets, taking ownership of your remote work experience becomes natural, setting the foundation for all the skills and approaches that follow.

Chapter 4

Staying Motivated When Nobody's Watching

Remote work offers significant productivity benefits-setting your own pace, working without interruptions, and feeling accomplished at day's end. But motivation naturally fluctuates. Some days you might look at your to-do list thinking "nobody notices anyway" or feel disconnected from the team's energy. This is normal and temporary-even high performers experience motivation dips. Without being "plugged in" to your team, you can fade like an unplugged phone. Demotivation typically stems from deficiencies in four areas: energy, focus, purpose, or feedback. Remote workers often report working longer hours than their office counterparts-not necessarily from greater dedication, but from specific factors: no commute means more time available for work; fewer barriers between personal and professional life lead to earlier starts and later finishes; and constant proximity to work makes it harder to disconnect completely. To maintain energy, establish boundaries by setting realistic start/stop times, turning off notifications during personal time, taking regular breaks (10 minutes for every 40-60 minutes of work), eating healthier, getting physical activity, and talking to positive people. Those working across time zones must be especially mindful of creating protected time for self-care. When struggling with focus, start by asking "What has my attention right now, and is it what I should pay attention to?" Our brains can only maintain peak focus for 30-40 minutes at a time. Eliminate mental distractions by handling quick tasks that are occupying your thoughts. Remove physical distractions by putting your phone away and turning off notifications. Create a work rhythm by alternating high-focus work with administrative tasks, and work during your personal "power hours" when you're naturally most productive. When motivation flags and you find yourself asking "Who cares?", reconnect with your purpose. Remember why your work matters by reviewing project charters or team values. Look for evidence of progress through metrics or dashboards to see the bigger picture. Talk directly with customers (internal or external) to get immediate positive feedback. Without regular feedback, we rely solely on our internal resources, which deplete quickly. Proactively seek input from teammates, especially those who depend on your work. Start with colleagues you trust, asking specific questions about your work rather than expressing general insecurity. Approach your manager for feedback on work quality and priorities, remembering that most leaders know they should provide regular feedback to remote workers but often don't unless prompted.

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Chapter 5

Mastering Productivity: Getting the Right Things Done

While remote workers often report higher productivity, many find themselves working longer hours yet feeling less accomplished than expected. As Kevin notes, effective time management is really choice management-making smart decisions about how to use limited time. When feeling overwhelmed or unproductive, ask yourself four "pivot questions" to change direction: Where is your focus right now? What is the best use of your time? How can you influence others to maximize your productivity? What habits impact your productivity and results? Multitasking is a myth-our brains are single-task processors that switch between activities, working at only 70% capacity when constantly interrupted. To combat distractions: identify and remove them (put your phone out of sight, turn off notification sounds); structure your time for full concentration (check messages at specific intervals); and beware of "shiny objects" that seem more interesting than your current task. When prioritizing, think big picture by considering how each task fits into organizational goals. Be realistic about "important" versus "urgent"-urgent tasks demand immediate attention but important tasks have long-reaching impacts. Break overwhelming projects into manageable chunks rather than avoiding them. When priorities conflict, don't hesitate to check with your manager or teammates about what needs attention first. Remember that we teach others how to work with us. If you always drop everything to answer questions, you signal that your work is less important than solving others' problems. To maintain balance: clarify response time expectations with teammates; read requests carefully to determine true urgency; respond with explanations when deferring ("I'm in the middle of something but can help tomorrow"); use status updates accurately; share and actively manage your calendar; and respect the time you block out for focused work. To break productivity-hindering habits, use proven approaches like replacing problematic behaviors with helpful ones, setting reminders for important activities, rewarding successful changes, starting with small manageable changes, being patient with yourself during setbacks, and finding accountability partners.

Chapter 6

The Power of Establishing Routines

When working remotely, the lack of structure can make it difficult to separate work from personal life. Establishing routines provides significant benefits: increased productivity, reduced stress, better work-life balance, and greater control over your day. Without the natural boundaries of a commute, remote workers like Araceli can feel perpetually "on," leading to burnout. Routines aren't about boring repetition but rather creating beneficial patterns that help you work effectively and maintain balance. Productivity isn't about working longer hours but accomplishing valuable work during your designated work time. Without physical separation between office and home, remote workers risk feeling perpetually "on the clock." The goal should be accomplishment, not endless activity. Without workplace-imposed routines, remote workers face countless daily decisions that consume mental energy better used elsewhere. From deciding when to wake up to prioritizing tasks, these choices add stress. A mindful morning routine reduces stressors by automating certain decisions until they're necessary. How you structure your day impacts your mindset. By incorporating positive, grounding activities before work begins, you'll be mentally prepared for challenges. While remote work offers flexibility, establishing boundaries helps you tackle work more effectively. Starting your day by immediately checking messages while still in pajamas creates a sense of being controlled by your work. Creating structure for both beginning and ending your workday allows you to fully engage with other important aspects of your life. While there's no one-size-fits-all morning routine, best practices include: giving yourself time before checking your phone, being selective about pre-work messages, setting consistent schedules for activities like exercise, eating healthy breakfasts, and creating deliberate end-of-day rituals. Wayne's personal routine includes selectively checking messages, having breakfast while watching news, showering, dressing professionally, and making his bed before officially starting work. At day's end, he checks email once more, changes his status to "away," and physically leaves his workspace. These rituals create the mental boundaries that commuting once provided.

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Chapter 7

Getting Clear Expectations: The Foundation of Remote Success

Lin's frustrating experience reveals a common problem for remote workers: unclear expectations lead to failure. Without knowing what's truly expected, it's nearly impossible to succeed. Clear expectations go beyond job descriptions to include specific benchmarks and unwritten rules that define success. When expectations are mutually understood, you gain greater confidence, achieve better results, build trust, and reduce workplace conflict. Clear job expectations transcend basic job descriptions. While HR documents provide a high-level picture, success requires understanding the details, specific benchmarks, and unwritten rules of your team. Your expectations must be "crystal clear" and mutually understood between you and your leader. While your leader's expectations are critical, you must also understand what teammates, project team members, and customers expect. Equally important are your own expectations-what resources you need, what you don't understand, and how others use your work. Creating clear mutual understanding requires balancing everyone's needs without being a pushover or a bully. Clear expectations must cover the work itself, quality standards, the purpose behind tasks, deadlines, communication preferences, and cultural norms. Understanding the "why" and "how" aspects is particularly challenging for remote workers who miss the unspoken cultural cues of "how we do things around here" that on-site employees absorb naturally. While leaders should provide clear expectations, proactive remote workers must take responsibility when clarity is lacking. Rather than waiting or complaining, initiate conversations to establish mutual understanding. Following Brene Brown's principle that "Clear is kind. Unclear is unkind," schedule specific time for expectation-setting discussions, prepare questions, identify your needs, maintain open conversation, document agreements, and commit to the outcome. Establishing clear expectations isn't a one-time activity but requires ongoing recalibration when circumstances change. When Wayne moved from Chicago to Las Vegas, his time zone shift necessitated adjusting expectations with Kevin and other East Coast teammates about meeting availability. The rule of thumb: if something changes, recheck expectations.

Chapter 8

Creating Great Remote Communication

Sandra, an introvert, thought working remotely would mean less social interaction and more focus on work. Sam, an extrovert, worried about missing the energy of being around people. Both need to navigate communication tools and understand that how they communicate remotely is even more important than when working in an office. Communication is inherently harder at a distance yet vital for organizational success. Great communication equals great results. It's the "stuff" of work-everything requires it. Poor communication creates rework, causes stress, triggers conflict, and reduces productivity. Creating better remote communication starts with you. Communication boils down to three essential elements: message sent, message received, and message understood. While most focus on sending (the only part we directly control), true communication requires all three components. Working remotely eliminates face-to-face conversations, which offer the best odds for messages being received and understood. People receive messages in three ways: what we say (the actual words or content), how we say it (tone, pitch, pace, volume, emphasis), and how we look (visual elements including facial expressions, gestures, and even formatting in written communication). While senders focus heavily on word choice, words are actually a relatively small part of how people receive messages. Remote work relies heavily on technology to connect teammates. Essential tool categories include: telephony (landlines, cell phones, VoIP); asynchronous written communication (Word, email, texting); synchronous unified communication (Teams, Slack); videoconferencing (Zoom, FaceTime); web meeting tools with additional features like whiteboards and polling; project management tools (Basecamp, Monday); cloud file sharing services (SharePoint, Google Drive); and cloud-based enterprise platforms. Just because you're comfortable with one tool doesn't mean it's the best choice for every situation. When deciding which communication tool to use, ask yourself four questions: What's the purpose? What's the timing? What am I communicating? Who is my audience? The Richness versus Scope Model helps balance communication depth against reach-face-to-face communication offers the richest exchange but limited scope, while email provides broad reach but less richness. Since email is so frequently used and misused in remote work, it deserves special attention. To improve email effectiveness: clearly state what you need and when you need it; use the subject line strategically (adding [Response Required] or [FYI]); be selective about who you include; pause before hitting "reply all"; avoid using email for conversations (switch to phone or video after three exchanges); and consider using emoticons to add context that would otherwise be missing in text-only communication.

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Chapter 9

Creating Ethical Visibility: Being Seen Without Showing Off

When working remotely, you risk becoming "out of sight and out of mind" to your manager and teammates. While this can mean fewer interruptions and less micromanagement, it often leaves you feeling ignored or overlooked for opportunities. Sara's experience of being left off a congratulatory email exemplifies this problem-despite doing good work, she feels invisible and is considering looking elsewhere for employment. Ethical visibility isn't about bragging or claiming undeserved credit-it's about ensuring your work is recognized within the team's context. Your work won't speak for itself when you're remote. Ethical visibility means: focusing on team goals rather than personal recognition; communicating in ways appropriate to team culture; maintaining a supportive, positive approach; and understanding that your behavior matters more than your intentions. Building visibility with your manager requires understanding two key points: your boss isn't thinking about you as much as you think about them, and the relationship is at least half your responsibility to maintain. To stay ethically visible: actively participate in meetings; volunteer for assignments and projects; offer to share your expertise; take ownership of your professional development; and prepare questions before coaching sessions. To maintain visibility with teammates, actively participate in meetings and projects rather than remaining silent. Contribute through asynchronous tools like forums and message channels when you can't attend live meetings. Send specific, genuine congratulatory notes when colleagues do good work. Complete your profiles on collaboration tools with photos and information. Use your webcam during meetings even when others don't-putting a face to your name helps people connect with you on a more personal level and increases the respect they give your messages.

Chapter 10

Building Relationships Across Distance

Lucy enjoyed the camaraderie with her teammates in the office but struggles to maintain connections now that everyone is telecommuting. Working with difficult colleagues hasn't improved, and she can barely keep track of new team members from other regions. Though you may work physically alone, you're still part of a team that requires human interaction. Strong workplace relationships provide numerous benefits: improved work effectiveness through understanding colleagues' strengths and weaknesses; enhanced communication when you know how people will respond; increased trust; reduced stress and conflict; faster and easier work processes; greater job satisfaction; and ultimately, better organizational results. When people know, like, and trust each other, they respond quicker and put more effort into communication. The relationships discussed aren't necessarily friendships, though research shows most people do develop friendships at work-82 percent say they have a work friend, the average person has five work friends, and 29 percent describe a coworker as a best friend. Work friendships can be just as strong as social ones but more complicated. Research shows that while work friendships may be emotionally taxing, they make us more productive. Working relationships depend on two key dynamics: level of relatedness (commonalities) and level of interaction (communication frequency and methods). These can be plotted on a matrix with four zones. When working remotely, finding relatedness requires more effort and interaction frequency often drops-but neither needs to be true. By increasing interaction, relationships can improve regardless of relatedness level. To build remote relationships, make them a priority rather than assuming they'll happen naturally. Use multiple communication channels beyond email to create richer connections. Deliberately schedule time for conversations, practice better listening, and ask more questions-for exploration, understanding, and connection. Know what colleagues are working on so you can offer support. Focus on creating interactions rather than mere transactions, share appropriately about your world, assume positive intent from others, and take the initiative to strengthen relationships rather than waiting for others to start.

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Chapter 11

Managing Your Career Path in a Remote Environment

Jim loves being part of a virtual team but since working from home, hasn't received the career-advancing assignments he used to get in the office. Unless you're near retirement, your career path matters. When working remotely, you may fall off the radar of those who do hiring and promoting-some organizations assume remote workers prioritize work-life balance over career advancement. Your career goals likely change over time, making it important to regularly assess your trajectory. Consider both short and long-term objectives-you won't become VP of Sales tomorrow, but you can take on smaller tasks that build toward that goal. Find out what your manager or organization has planned for you through performance plans or succession programs, but remember their vision may differ from yours. As a remote worker, determine whether working from home will impact your promotion opportunities-some companies assume remote workers have chosen lifestyle over career advancement, or you simply aren't visible to decision-makers. Career advancement means more than just waiting for your manager's position to open. Large organizations often have opportunities in other departments that could use your skills, and many corporations require cross-division experience for advancement. While working remotely shields you from office gossip, you might also miss important organizational news. Stay informed by creating an email folder for company announcements and reviewing it weekly. Build relationships with people outside your team-over half of job postings are filled through internal referrals. Understanding industry trends beyond your organization makes you more valuable and helps clarify your career direction. You can contribute outside perspective to team discussions and identify skills you'll need to remain employable. Network outside your organization through LinkedIn-join relevant groups, read interesting articles, and connect with people sharing your interests. Subscribe selectively to trade journals and newsletters that provide valuable insights without overwhelming you. Consider joining one of the thousands of industry associations available-your manager may even have budget for membership dues. Nobody cares about your professional development as much as you do, so take charge of your future rather than leaving it to others.

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Key Themes in Long-Distance Teammate

virtual collaboration
remote work mindset
proactive communication
professional visibility
digital team dynamics

Quotes from Long-Distance Teammate

This isn't just about working from home-it's about showing up as your best self regardless of location.
When your manager doesn't have to wonder what you're doing or constantly check in, you've mastered this element.
The habits you establish today will become increasingly difficult to change the longer they persist.
Your success must be tied to organizational success, extending beyond merely completing assigned tasks.

Characters in Long-Distance Teammate

Kevin EikenberryCo-author and expert on remote work leadership
Wayne TurmelCo-author and specialist in virtual communication
JoseCase study of a worker transitioning to remote

About the Author

Kevin Eikenberry and Wayne Turmel, bestselling authors and remote leadership experts, co-wrote The Long-Distance Teammate to address the challenges of modern remote and hybrid work environments.

Eikenberry, recognized by Inc.com as one of the top 100 leadership experts globally, brings over three decades of experience in leadership development through his consultancy, The Kevin Eikenberry Group.

Turmel, hailed by Marshall Goldsmith as a "unique voice in leadership," specializes in virtual communication and remote collaboration, co-founding the Remote Leadership Institute. Their book combines practical strategies for team engagement and culture design, reflecting their expertise in guiding organizations like Chevron and NAES Corporation.

Together, they co-authored the influential The Long-Distance Leader: Rules for Remarkable Remote Leadership and host the Long-Distance Worklife podcast. Eikenberry’s leadership blog has garnered over 4 million visits, while Turmel’s Meet Like You Mean It redefined virtual meeting practices. Their 3C Model for team design has been adopted by Fortune 500 companies and academic programs worldwide.

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"Reading used to feel like a chore. Now it’s just part of my lifestyle."

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@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

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"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

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"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"

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"Reading used to feel like a chore. Now it’s just part of my lifestyle."

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@djmikemoore

"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

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"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

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201

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"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."

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483

"Makes me feel smarter every time before going to work"

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Chapter 2

Long-Distance Teammate

OverviewOverview of Long-Distance Teammate

One book. Many ways to hear it.

The Remote Revolution: Becoming More Than Just a Virtual Worker

The 3P Model: Your Framework for Remote Excellence

See every word as you hear it

Mindset Matters: Reframing How You View Remote Work

Staying Motivated When Nobody's Watching

Get more out of Long-Distance Teammate

Mastering Productivity: Getting the Right Things Done

The Power of Establishing Routines

See every word as you hear it

Getting Clear Expectations: The Foundation of Remote Success

Creating Great Remote Communication

Get more out of Long-Distance Teammate

Creating Ethical Visibility: Being Seen Without Showing Off

Building Relationships Across Distance

See every word as you hear it

Managing Your Career Path in a Remote Environment

You made it to the end of Long-Distance Teammate

Key Themes in Long-Distance Teammate

Quotes from Long-Distance Teammate

Characters in Long-Distance Teammate

About the Author

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1,000,000+ curious minds.

1,000,000+ curious minds.

One book. Many ways to hear it.

The Remote Revolution: Becoming More Than Just a Virtual Worker

The 3P Model: Your Framework for Remote Excellence

See every word as you hear it

Mindset Matters: Reframing How You View Remote Work

Staying Motivated When Nobody's Watching

Get more out of Long-Distance Teammate

Mastering Productivity: Getting the Right Things Done

The Power of Establishing Routines

See every word as you hear it

Getting Clear Expectations: The Foundation of Remote Success

Creating Great Remote Communication

Get more out of Long-Distance Teammate

Creating Ethical Visibility: Being Seen Without Showing Off

Building Relationships Across Distance

See every word as you hear it

Managing Your Career Path in a Remote Environment

You made it to the end of Long-Distance Teammate

Users also liked

Discover more

Overview of Long-Distance Teammate