Charmaine Querouz, culture lead at Auctus Coaching, shared a simple yet powerful message at The Summit in Cebu: culture is local, but connection is universal. Here are three practical truths she shared for brokers working with Filipino virtual assistants and offshore teams:
- Filipinos welcome feedback and frequent communication; recognition doesn’t need to be financial — a shout-out in a huddle goes a long way.
- Many Virtual Assistants (VAs) are family breadwinners; their work carries real meaning and responsibility.
- Offshoring is more than task management; your decisions affect people’s livelihoods.
The ego tax
Let’s face it, we all have an ego. The key is to keep it in check when you are building a business and leading a team. Accolades, trade press and big commissions can make anyone a little cocky. It’s human. But when that confidence tips into tight control or transactional thinking, you lose more than goodwill. You lose ideas, discretionary effort and the loyalty that makes teams perform above expectations. This is the price of being too big for your boots. This is the ego tax.
Now consider a different approach, starting with what your purpose is as a broker. You help people buy homes and secure financial futures. Your offshore teams help you do that every day. It’s far more useful to view them as an extension of your local team that reaches beyond spreadsheets or a line item on your P&L. Treating offshore teammates like stakeholders in your purpose unlocks value you didn’t know you had.
Selflessness is a practical business too, and no, it doesn’t mean you need to become a saint. It means treating offshore colleagues as teammates rather than back-office widgets. Start with easy habits like daily check-ins that go beyond tasks, public recognition in team meetings, and feedback that builds capability.
The value of humility
Hiring people who know things you don’t is a sign of strength. Letting go of control can feel awkward at first, but it pays off. Encourage honest feedback, act on it, and reward transparency. The result is creativity, momentum and a healthier culture. One
regular shout-out, one weekly learning slot, one meaningful feedback conversation. These micro-shifts compound. The result is better throughput, more ideas, deeper loyalty and clients who feel the difference. If home ownership is a social good, consider how your team’s livelihood fits into that mission.
Each morning before you hit the tools, pause for a moment. Check your personal balance of ego versus empathy. If you’re leaning toward ego, start with three consistent habits: daily feedback, public recognition and a simple growth plan for offshore teammates. Those small changes multiply and create better performance, stronger loyalty and improved outcomes for everyone.
You don’t need to overhaul everything overnight. Start small, stay consistent, and watch connection do the heavy lifting. Treat offshore colleagues as teammates and you’ll build a better business with a bigger purpose.
5 practical ways to stop the ego tax
- Make huddles inclusive: call VAs by name; celebrate small wins.
- Design simple growth paths: new tasks, shadow shifts, and clear milestones.
- Build learning time into schedules and give access to tools.
- Run monthly one-on-ones that focus on career as well as tasks.
- Invite them into problem-solving — ideas often come from outside the ivory tower.
A practical starter plan for the week
- Monday: Quick name-checks and one public recognition in the team huddle.
- Wednesday: 10-minute one-on-one catch-up focused on development.
- Friday: Share one idea from your offshore team in your leadership meeting.
