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 crucial (and difficult) conversations. Leadership can be tough, especially during times of change and ambiguity. Having practical skills to hold the conversations that matter the most can be a real confidence booster. These skills now regularly feature on modular management programmes.
I have also been sharing similar ideas with charities like UNICEF UK, the National Deaf Children’s Society, and Plan UK 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, I was delighted in April 2021 to support C40 Cities Women for Climate initiative with a bespoke, online Creative Leadership course. This explored issues around creativity and feminist leadership. We have also provided a self-directed learning video, for participants not able to make the live learning event.
I am also an experienced speaker at conferences and events. I am very proud to have convened a panel discussion at the IOF Fundraising Convention 2018 on Women in Fundraising, where we debated the challenges and barriers that women can face. In July 2019, alongside British Red Cross’ / Bloody Good Period’s Ruby Bayley-Pratt, I was delighted to be asked to provide a follow up session. We focused the session on being assertive and taking individual practical action. Read the write up and interview with Ruby on the here: The assertive fundraiser – an interview with Ruby Bayley-Pratt
I have also in the last few months been working with senior leaders in charities on a one-to-one basis. I have been coaching individuals from charities, helping them to evaluate and improve the way they engage and build relationships with others. These structured coaching sessions help people to take an in-depth look at their workplace challenges and find practical solutions that will work for them. I really enjoy these sessions, and seeing lightbulbs flashing!
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.
Finally, I am delighted (and a little bit sad) to have recently held the Graduation session for two cohorts on a bespoke online leadership programme for managers at Wealden District Council. The Leading Wealden Forward programme has been taken place over 8 months, with six modules, all online, and culminated in April 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. I’m sorry to see them go, and at the same time can’t wait to hear how they get on!
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