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Hi fishes, can you please tell me why do ppl say join EY GDS and not EY India. I am into Java Fullstack, yoe-4, location -Pune recently cleared online test and given interview and later get to know it's EY India not GDS. Now m worried should I join or not. I have 2 other offers from WITCH companies. EY EY India
Any actually good prime day deals to grab?
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You have to really invest time to teach your team how to develop presentations.
You should have a meeting to discuss what’s the purpose of the deck, what’s it trying to achieve, the overall story, how it should flow etc.
Then you should either create an outline of the deck or possible have them contribute to crafting the outline.
Then either you or have them on each slide lay out what’s the purpose of the slide, the insight and the takeaways.
You cannot just tell them to go make some slides and then just provide feedback, they will never get the whole story and picture.
You have to lead them to water and hold their hands.
This is like parenting or training someone in a sport, you have to show, teach guide, provide context etc.
Not everyone is able to develop presentations as quickly as you might have, everyone learns differently.
Lots of team managers struggle with their teams on how to create decks, I know I did but once I really invested in the time and basically started from scratch with a lot of hand holding did they learn and get better.
You might have to do 90% of the deck the first few times but with each time they will learn and do more of it, until one day they will be able to craft the deck with very little hand holding and only you providing feedback with minimal changes.
It’s a step by step approach that takes time and investment.
People are intimidated when it comes to presentations and it can be very daunting and freeze them up
Welcome!
Doing the presentations with you is not the same as actually sitting down with them to see their thought process on building out the slides.
I think you have to sit down with them individually and have them verbalize their thought process for the slides.
Ask them why they are thinking this way and that. Guide them on if you see it another way and give context why.
You have to dig in and really find out what they are thinking.
It also could be that they just freeze up and wait to have you bail them out. And/or they get so intimidated by it and just frankly give up bc you know you are going to bail them out.
If so then it’s a performance conversation where they are not meeting expectations.
I am sure you can find resources like on YouTube or some other learning materials that they can use.
The idea is to not give them any excuses.
Also when it’s time to build out slides, I would maybe ensure they have enough time, meaning find a way to clear their bandwidth so they can focus on it and not gibe them any excuses of saying they don’t have enough time.
Writing strong decks is as much about story as it is about design. What’s worked for me is creating a simple “narrative framework” everyone can follow (problem → insight → solution → proof → next steps) and pairing it with a visual checklist (clarity of headlines, one message per slide, visuals over text).
I’ve also found that running live workshops—where the team takes a messy draft and rewrites it together—builds confidence much faster than feedback after the fact. It turns the process into shared learning rather than correction.
As a manager you have to realize how you were managed, trained and taught may not be the most effective for the team/people you manage.
Everyone is different and learns differently.
You have this responsibility to teach, train and grow your team with an evolution to how you were managed and trained.
Especially since this industry is rapidly evolving and each situation is different.