Hi, I am a 42 year old professional employed with a MNC in a mid-management role. I work closely with the senior leadership, however, am unable to think strategically and create my own brand. Whilst things are good for now, I fear the future, essentially, when crossing mid 40’s into late and early 50’s. I feel a bit left behind when engaging with senior folks, a lot of them think ahead, something I struggle with. What advice can you offer me, please. I am in the field of consulting. Thank you in advance.

Ans: I understand that navigating tax implications can be tricky. Since you acquired HDFC Bank shares on a rights basis in 1995 and have experienced stock splits in 2011 and 2019, the merger with HDFC Ltd adds another layer of complexity.

To determine the tax you'll need to pay upon selling your shares, you'll need to consider the following:

Cost Basis: Calculate the original cost basis of your shares, including any additional shares received from the stock splits.

Current Market Value: Determine the current market value of your shares at the time of sale.

Capital Gains: Subtract the cost basis from the current market value to find the capital gains.

Holding Period: Since you've held the shares for over 20 years, they qualify as long-term investments, which typically have a lower tax rate compared to short-term investments.

Tax Rate: The long-term capital gains tax rate for equities in India is 10% if the gain exceeds ?1 lakh in a financial year.

Ans: in long run even your existing mutual fund is better, why are you switching so fast???

Ans: Dear Ganesh,
She may not have feelings for you like the way you have for her. The only way is to find out by telling her how you feel and see how she responds.

All the best!
Anu Krishna
Mind Coach|NLP Trainer|Author
Drop in: www.unfear.io
Reach me: Facebook: anukrish07/ AND LinkedIn: anukrishna-joyofserving/

Ans: Dear Anonymous,
You are a grown man and need not be advised on how to deal with physical urges when you are not in a relationship. Do just that...
Now, as far as being in a relationship is concerned, move into social circles where you find like-minded people NOT just to hang out and indulge in physical acts, but also developing a relationship over time. But if casual relationships are your thing, well that's up to you...

All the best!
Anu Krishna
Mind Coach|NLP Trainer|Author
Drop in: www.unfear.io
Reach me: Facebook: anukrish07/ AND LinkedIn: anukrishna-joyofserving/

Ans: Dear Anonymous,
As concerned you are for your son, to be with his wife or not must be his decision and not yours.
And as far her behavior is concerned, kindly request your son to take this up with his wife. It is his job to ensure that she is comfortable at home and also adding value to a new family system. So, let his do his job as well...

All the best!
Anu Krishna
Mind Coach|NLP Trainer|Author
Drop in: www.unfear.io
Reach me: Facebook: anukrish07/ AND LinkedIn: anukrishna-joyofserving/

Ans: Dear Anonymous,
Simple! You don't tell her anything as you don't mess around within the family...

All the best!
Anu Krishna
Mind Coach|NLP Trainer|Author
Drop in: www.unfear.io
Reach me: Facebook: anukrish07/ AND LinkedIn: anukrishna-joyofserving/

Ans: Dear Anonymous,
Why should your husband live with his mother when he is unwell? Why can't you and he manage this situation yourselves?
When a husband and a wife work through a challenge together, it can make their marriage stronger.

All the best!
Anu Krishna
Mind Coach|NLP Trainer|Author
Drop in: www.unfear.io
Reach me: Facebook: anukrish07/ AND LinkedIn: anukrishna-joyofserving/

Ans: Dear Nibedita,
What is important to you and what helps you grow professionally and personally must be looked at? Constraints are always going to play a role BUT working around it may help you make a decision. If professionally you are going to grow into the role and for this you need to work around things for the time being, then you must do just that. But in all this, do factor that you have a daughter who is still young and will need your presence a lot; physically and emotionally.
Now, how you work this with your BF is something that is between the two of you; but it's not power or money BUT how you grow in your new role.
Also, talk to your family and come to an arrangement whereby they also become your pillar of strength and support. You will then be able to come to a viable decision.

All the best!
Anu Krishna
Mind Coach|NLP Trainer|Author
Drop in: www.unfear.io
Reach me: Facebook: anukrish07/ AND LinkedIn: anukrishna-joyofserving/

Ans: Hello
I assume you would already have some supervisory experience since you have been working in a managerial position. But yes the dynamics of handling a larger work force may be bit different. Each person will have a different leadership style suited to his/her personality & work needs. Since I am unaware of your exact job, deliverables, span of control, hierarchy etc. I am giving a general template to be an effective team lead:- 1) Know your team well - the importance of this one element cannot be over-emphasized enough, while simple it may look, most people fail to get this piece right & hence struggle. Knowing doesn't just mean names but in depth understanding of each team members' background, family, education, strengths/weaknesses so on so forth. This is the building block for effective leadership. 2) List out clear & unique deliverables for each member - A person cannot act clearly if the goals are ambiguous in the first place. Put ample effort to clearly enunciate the job roles. 3) Avoid micro management - This one element keeps most people from becoming an effective leader. As you go up in span, you need to be liberal in giving up the manual controls & instead put robust systems to take care such as reviews, reports etc. 4) Regular & quality feedback sessions - Feedback sessions should be regular, objective & should focus on real improvement inputs rather nit picking mistakes/making personal comments. 5) Reward/Recognition - Instant reward/acknowledgement of good work/performance (something as simple as weekly recognition in a group meet goes a long way in building performance culture). 6) Managing Poor Performance - Equally important is to effectively manage poor performers by having a structured performance improvement plans (PIPs) & exit process for laggards . Transparency & objectivity are the keys here.

As true for most skills, team management skills also evolve with time & a person continues to get better at it with experience with regular and honest retrospection/introspection of situations/actions/outcomes.

All the Best !