When Self-Doubt Creeps In: Supporting Filipino EAs Through Impostor Syndrome
Maria had been working as an Executive Assistant for a Fortune 500 company for nearly two years. Her performance reviews were stellar, her manager praised her work constantly, and she'd successfully managed countless high-stakes projects. Yet every morning, she'd wake up with the same gnawing feeling: What if today's the day they realize I don't actually know what I'm doing?
This is impostor syndrome, and it's more common among Filipino Executive Assistants than many managers realize.
The Hidden Struggle
Filipino EAs are often celebrated for their strong work ethic, attention to detail, and natural ability to anticipate needs. The Philippines has become a global hub for executive support talent, with professionals who bring exceptional English proficiency, cultural adaptability, and a service-oriented mindset to their roles.
But beneath that polished exterior, many are wrestling with a quiet battle.
Impostor syndrome doesn't discriminate by skill level. In fact, high achievers are often the most susceptible. For Filipino EAs working with international clients or executives, several factors can intensify these feelings:
Cultural humility – Filipino culture emphasizes humility and pakikisama (getting along with others), which can sometimes translate into downplaying one's achievements or capabilities.
The remote work gap – When you're thousands of miles away from your executive, it's harder to read the room, gauge satisfaction, or feel like a true part of the team.
Accent anxiety – Despite excellent English skills, some EAs worry their accent might affect how they're perceived professionally.
The pressure to represent – Being one of the few (or only) Filipino team members can create pressure to be perfect, fearing that any mistake reflects poorly on an entire demographic.
Why This Matters to Your Business
When your EA is battling impostor syndrome, it doesn't just affect their mental health—it impacts your bottom line.
EAs experiencing impostor syndrome may:
Hesitate to share innovative ideas or suggestions
Over-prepare to the point of burnout
Avoid taking on stretch assignments that could develop their skills
Second-guess decisions, leading to delays
Leave the organization despite being high performers
One study found that impostor syndrome can reduce job satisfaction by up to 40% and significantly increase turnover intentions. When you consider the cost of replacing a skilled EA—both in recruitment expenses and lost productivity—the business case for addressing this issue becomes clear.
The Power of On-Site Support
While remote work offers flexibility, there's something uniquely powerful about face-to-face interaction when it comes to building confidence and trust. On-site support from managers can be transformative for EAs struggling with impostor syndrome.
Here's why it works:
Immediate Feedback and Recognition
Remote communication can feel transactional. A quick "thanks" on Slack doesn't carry the same weight as looking someone in the eye and saying, "That presentation you prepared was exactly what I needed. You really understand this business."
Action step: When your EA excels, don't just acknowledge it—explain specifically what they did well and why it mattered. This helps them internalize their competence rather than attributing success to luck.
Informal Mentorship Moments
Some of the most valuable learning happens in hallway conversations, over coffee, or in those five minutes before a meeting starts. These organic moments are nearly impossible to replicate on Zoom.
During on-site time, managers can:
Share stories of their own early-career mistakes and growth
Introduce their EA to other leaders, validating their professional credibility
Provide context about company culture and politics that's hard to convey remotely
Action step: Schedule regular "coffee chats" during on-site visits—no agenda, just connection and conversation.
Observational Learning
Watching a confident manager handle a difficult situation, negotiate with stakeholders, or gracefully recover from a mistake provides a powerful model. Your EA learns not just what to do, but how to carry themselves professionally.
Action step: When appropriate, bring your EA into meetings or discussions where they can observe and learn, even if they're not directly participating.
Building Psychological Safety
Impostor syndrome thrives in environments where people fear judgment. On-site time allows managers to build deeper trust and demonstrate that mistakes are learning opportunities, not career-enders.
Action step: Share a genuine mistake you've made recently and what you learned from it. This models vulnerability and normalizes imperfection.
Practical Strategies That Work
Beyond on-site visits, here are concrete ways managers can support Filipino EAs struggling with impostor syndrome:
Create a "wins" document – Ask your EA to keep a running list of accomplishments, positive feedback, and problems they've solved. Review it together quarterly.
Reframe "not knowing" as learning – When your EA says, "I don't know how to do that," respond with, "Great—what would help you learn?" rather than expressing surprise or disappointment.
Connect them with peers – Facilitate relationships with other EAs in the organization. Knowing others face similar challenges reduces isolation.
Be specific with praise – Instead of "good job," try "Your ability to coordinate across time zones and keep everyone informed showed real project management skill."
Normalize asking for help – Regularly say things like, "I need your input on this" or "I'm not sure about this—what do you think?" to model that seeking help is a strength, not a weakness.
Provide growth opportunities – Impostor syndrome often stems from feeling stuck. Offer training, new responsibilities, or chances to develop skills.
The Long-Term Investment
Addressing impostor syndrome isn't just about being a good person (though that matters too). It's about maximizing the potential of talented professionals you've already invested in.
When Filipino EAs feel confident and valued, they bring their full capabilities to the role. They innovate, take initiative, and become true strategic partners rather than just task executors. They stay with your organization longer and become advocates who attract other top talent.
The next time you notice your EA consistently deflecting praise, apologizing unnecessarily, or seeming hesitant despite their track record of success, don't dismiss it. These might be signs of impostor syndrome.
And if you have the opportunity for on-site support—whether it's flying your EA to headquarters, visiting their location, or arranging regular in-person connection—take it. The return on that investment goes far beyond any spreadsheet calculation.
Because at the end of the day, your EA's success is your success. When they thrive, everyone wins.