I am 43, an HR trainer working with a consultancy firm in Ahmedabad, Gujarat. I will be reviewing a young team's performance this week. What according to you are some of the strategies for giving and receiving constructive feedback?

Ans: Dear Kamaldeep,
Thank you for asking and being curious.
Coaching is predominantly about a Coach
- guiding his/her Client to navigate through their challenge areas in their lives
- helping them navigate through unresourceful emotions to realize their true potential
- fueling a better state of mind to live a better and wholesome life

Coaching is through one on one and group training sessions with my core knowledge of NLP (Neurolinguistic Programming) besides Cognitive Behaviour Therapy (CBT), Transactional Analysis (TA) and many more.
I work on relationships, career, health and overall wellness of clients as a coach, consultant and mentor.

Predominant challenges that my coaching deals with are anxiety and panic disorders, couples dealing with marriage issues, separation and divorce, fears and phobias, stress management at various stages of life, career stagnation and more...
It has been truly humbling for me to receive opportunities to help and guide people. A learning curve indeed!

All the best!

Ans: Hello Sir

Leadership is about inspiring people to be their best. People don't work as per our expectations but we can inspire them to be their best.

Suggest following

1. Understand strength and weakness of each of your staff.

2. Sit one on one with them and ask them how you can help them given their strength

3. Be patient with them, change doesn't happen in one go...it's not like a on - off switch...it takes time.

4. Be sincerely and genuinely interested in the growth of your team, keep that as your focus and I am sure your team will reciprocate with positive changes.

All the best.

Ans: It’s really commendable that you're seeking ways to improve communication with your daughters, especially when it comes to handling mistakes or weaknesses. The goal you're aiming for—creating a supportive environment where they feel safe to share their challenges—is a key part of nurturing a healthy and open relationship.

When addressing their mistakes, it’s important to remember that how they interpret your feedback can shape how they see themselves and their ability to handle difficulties. You want them to feel like they’re not being judged or criticized but instead being guided towards growth. One way to start is by focusing on empathy in your conversations. When they make a mistake, it’s natural to want to correct it quickly, but it can be more productive to begin by acknowledging how they might feel. This lets them know that you understand their experience, and that mistakes are part of life and learning. It shifts the focus from the mistake itself to their emotions, which builds trust.

Another aspect is how you frame the conversation. Instead of honing in on what went wrong, it’s helpful to highlight the effort they put in and the process they went through, even if the outcome wasn’t perfect. Letting them know that their effort is noticed and appreciated can boost their confidence. When they feel that their hard work is valued, they’re more likely to discuss their challenges openly, rather than feeling like they failed. If they feel supported during these moments, they will be more inclined to seek your guidance in the future without fearing a negative response.

Listening is another vital tool. When they make a mistake, resist the urge to immediately jump in with advice or corrections. Instead, ask them how they feel about what happened or what they think they could do differently next time. This not only gives them ownership of their problem-solving but also empowers them to reflect and learn from their experiences. Sometimes, when children are given the space to voice their thoughts, they can surprise you with their insights. And even if they don’t have an answer right away, they’ll appreciate being part of the conversation rather than being lectured.

It’s also important to be patient with progress. Instead of expecting a big shift in behavior or attitude overnight, focus on the small steps they take. Recognizing these smaller victories can go a long way in motivating them to keep improving, even when they stumble. They need to see that progress is more important than perfection, and your role is to guide them through the ups and downs without focusing too much on the final result.

Finally, your own approach to challenges and mistakes plays a big role in shaping how they will handle their own. When they see you approach difficulties with a positive mindset—whether it's a work challenge or a personal frustration—they’re learning that setbacks don’t define them. Modeling this kind of attitude will encourage them to talk about their own struggles more openly and with less fear of judgment.

In essence, the goal is to build trust and maintain a positive tone, even when discussing difficult topics. With this approach, your daughters will not only feel comfortable coming to you but will also develop a stronger sense of resilience in facing their own challenges. You’ll find that as they feel more supported, their confidence in addressing their weaknesses will naturally grow.

Ans: Freshers entering the workforce often feel vulnerable, and recent layoffs only amplify their anxiety. While official reassurances help, they need real support from senior colleagues like you who understand their fears firsthand. The best way to help them is by creating a sense of stability and mentorship.
Start by acknowledging their concerns rather than dismissing them. Let them know that feeling anxious in uncertain times is normal but that their focus should be on skill-building rather than fear. Encourage them to upskill, take on challenging projects, and develop a strong professional network within the company. Sharing your own experiences—how you navigated uncertainty and built your career—can give them a sense of direction.
If possible, organize informal mentorship sessions where freshers can openly discuss their worries and seek guidance. The more they feel supported, the more confident they will be in their roles. Remind them that every company goes through fluctuations, and their best defense is becoming valuable employees who can adapt and grow despite external challenges.

Ans: Dear Sir/ Madam,

As humans we bound to overthink and question back and self-doubt. It's important to process the emotions then accumulating.

Try this the next time you feel negative-

Firstly, negativity or any feeling is just an emotion and every emotion is giving you feedback so that you can take can action. So, it works like a feedback mechanism.
Now, in the above situation where your manager said the presentation was all over the place or lacked clarity- it meant you should present the same from his perspective or from the audience’s perspective. As the person who is going to see the presentation should be able to understand and be in the same alignment as you are.

Have a discussion with your manager and ask where all did, he/she feels the presentation lacked clarity, ask what else you should have looked at to make it more valuable etc.

Once you get the feedback go back to the presentation and relook from his/ her perspective now then possibly that would make sense to you.

Idea is to process the information and see how you can make it better. Self-doubt is ok to have as it will help you relook but if you are sulking in that emotion, it will spiral down which is what happens most often. So, the next time when you get negative feedback look at from a perspective of working on yourself to be even better.

If you were not good then you wouldn't be in that job in first place. Remember that.

Thanks
Ashwini
Maverick Minds
www.ashwinidasgupta.com