Yvette specialises in leadership, personal effectiveness, change and innovation.
Before joining =mc, she worked in HR for several years in both the private and charity sector as an HR Manager. In these roles, Yvette provided advice and guidance to managers, staff and trade union representatives. She also delivered several change projects and worked closely with senior leaders.
I have recently been supporting leaders and managers with their development, with a particular focus on holding coaching conversations. Leadership can be tough, especially when we are still getting used to leading hybrid and remote teams. Coaching is a really empowering way to enable people to perform at their best – without you being physically present. Having practical skills to hold the conversations that help people to solve their own challenges, and learn from their own experiences a real confidence booster: both for the coach and the coachee.
We’ve also been exploring forms of leadership that will continue to be important in 2022, where leaders increasingly need to focus on being authentic and inclusive. These skills now regularly featured on modular management programmes as well as our Transformational Leadership course. I was delighted to be able to support aspiring leaders with these skills recently at the National Deaf Children’s Society through a tailor-made Foundation Leadership course.
I have also been sharing ideas around being personally effective with charities like the Advance HE, and United Bible Societies through our online learning programmes. Managers and staff alike have gained the skills they need through shorter, bite-sized sessions and are able to share ideas through experiential learning. For example, being more strategic, being more influential, and handling ever increasing workloads.
I am now supporting organisation’s with recruitment workshops exploring bias and how to overcome unconscious bias in interview processes. I have also been supporting individuals and groups in preparing for job hunting and interviewing as part of our outplacement service. Giving participants a structured process for interview preparation has been really beneficial, and you can see their confidence growing.
I’ve been really excited to start a project with the Calico Group. We’ve started a pilot programme, exploring business skills for managers in charity settings. Calico is a large and diverse organisation, and managers need to deliver their services in a way that is both sustainable and effective. The programme is all about being business minded, but with a social heart. Our first group are absolutely brilliant. I had the pleasure of meeting them all in person in Burnley for our launch, and we’ve been working online since then. Another element that makes this programme exciting is that we are working in partnership with another provider – who are supporting managers with their financial skills. We’re working together to ensure the cohort experience is joined up and swapping lots of ideas! Currently, we are exploring innovation and how to make new ideas take off.
Finally, I have completed a bespoke online leadership programme for 4 cohorts of managers at Wealden District Council. The Leading Wealden Forward programme began in November 2020, with six modules, all online, and culminates with a session on shared learning, and ideas to take forward. This has been a very powerful online learning experience for managers, going through a tough time. Participants have particularly enjoyed working with each other, and sharing experiences. Cohorts continue to meet and share ideas which is fabulous. You can see the full report here.
Before joining =mc, I worked in HR for several years in both the private and charity sectors. I started out at a major City Law firm, where I provided a support role to staff, managers and senior management on all kinds on employment issues. Whilst there, I really enjoyed developing and facilitating training for staff and HR colleagues alike. I was also involved in large change projects, working with management to lead change and providing support to staff.
Most recently, I was the HR Manager at ODI. In this role, I managed a team to deliver lots of different HR activities. I particularly focused on designing and implementing the Learning and Development strategy. I also enjoyed providing support, advice and coaching for line managers. Throughout my time at ODI, I lead the performance management procedure. This meant working closely with the senior management team and CEO to ensure the process was strategically aligned, fair and met organisational goals. I also had a key role in providing training to staff and managers, and ensuring staff had development opportunities.
Through our work at =mc I am constantly inspired by the work the people on our programmes are doing and how our customers handle the tough challenges that they face. I’m really enjoying seeing people develop as leaders as they go through their own learning journey on our courses. This means honing their skills so that they are confident to lead others, to make tough decisions, to improve their own performance and develop their teams. I’m always delighted when I can see participants applying the tools they’ve learned on the course, and getting tangible results. When I hear from them several months after the course, I’m thrilled to hear how they are making techniques work for them.
Follow me on Twitter for more information: @yvettegylesmc