Yvette Gavin Consulting, consulting firm Atlanta, consulting firm Georgia, Atlanta Coaching, relationship coaching, career coaching, relationship counseling, Yvette Gavin Consulting, Conyers, Georgia

Conyers, Georgia Yvette Gavin Consulting, consulting firm Atlanta, consulting firm Georgia, Atlanta Coaching, relationship coaching, career coaching, relationship counseling,

Conyers, Georgia Yvette Gavin Consulting, consulting firm Atlanta, consulting firm Georgia, Atlanta Coaching, relationship coaching, career coaching, relationship counseling,

Yvette Gavin Consulting provides leadership and personal growth training, speaking, and coaching services. Headquartered in Atlanta, GA, with clients throughout the United States and abroad, our core competency is in transformative interpersonal communications and organizational leadership.


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Coaching

Yvette is passionate about helping others achieve amazing success in their careers, marriages, and personal spiritual growth. With a tired, tested, and proven coaching process, our clients experience accelerated results. From advancing in the market place and obtaining a more meaningful career to a stronger and fulfilling marriage, Yvette can help you achieve your goals.


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Speaking

Yvette has an infectious spirit and a unique way of connecting with audiences. Hire Yvette for an unforgettable experience that will inspire, inform and engage audiences.


“…Yvette is all the mentor you need … great woman, highly competent, with an infectious spirit.”


Jim Geiger, former CEO and founder of Cbeyond


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Training

Impacting the world through leadership, communication, and marriage training, Yvette has traveled around the world and across the United States delivering customized training that facilitates healing in marriages, improves workplace communication, and equips leaders for personal success.


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ReCalibrate!

By Yvette Gavin

Recalibrate is a roadmap with a wealth of information on how to conduct an effective job search or make the most of the job you have. It holds tools Yvette Gavin has used to advance her personal career and the secrets she has successfully taught her clients on how to achieve their dream salaries and desired jobs. Whether you're looking to move up the corporate ladder, starting a new job search due to a layoff, or entering the workforce for the first time, Recalibrate lays a course for you through the recruiting and hiring landscape and assists you in securing your dream job.


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About Yvette Gavin

Yevette Gavin

Yvette Gavin is a successful technology leader and an ordained minister who has an incredible heart for helping others achieve their dreams. Yvette has creatively merged her spiritual gifts with her natural leadership talents and founded Yvette Gavin Consulting, providing business consulting and personal coaching services. Since 1997, Yvette has coached individuals into higher paying jobs, more rewarding careers, and personal spiritual growth. A dynamic organizational leader, Yvette has helped Fortune 100 companies and small businesses to improve the quality of their deliverables and to build stronger and highly productive teams.


A certified coach, Yvette has successfully coached clients into stronger relationships, higher-paying jobs and more rewarding positions by showing them how to communicate effectively, revamp their resumes, how to search for and identify jobs that aren’t easily found, how to connect with decision-makers, and how to boldly share their experience and value during an interview.


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Seven Career-Killing Myths

(08/07/2018) Recalibrating your mindset to prepare to go after your dream career requires you to take an honest look at the beliefs you hold. Our culture is inundated with false beliefs about how successful careers are made. These are the myths that keep people day after day dragging off to jobs they hate. These are the lies that keep you from landing your dream job or earning enough money to have the lifestyle you want.As you read through these myths, and the truths that contradict them, reflect on what you actually believe about your ability to design the life and career you desire. Consider why you think that way and what that kind of thinking may have cost you.It's time to fulfill your potential. Decide today to change your way of looking at your career. Start by assessing whether you have fallen prey to any of these myths and working to adjust your mindset to one that's always looking for opportunities and expecting to find them.Myth #1: You have to be ruthless to survive in corporate America.You see it in the movies all the time. The high-powered female executive wields her tongue like a sword. There's a slight chance she might be nice at home, but at the office, she talks down to colleagues, demeans the people who work for her, and more or less alienates everyone around her. She is, to put it bluntly, a diva, and she usually ends up wealthy but lonely. Sitting in the theater audience, we're supposed to be convinced that her nastiness is both a blessing and a curse, at the same time the key to her success and the reason her employees fantasize about poisoning her coffee.The kernel of truth in this myth is that taking charge of your career does require a certain amount of courage and even some toughness. However, the reality in most companies is that you'll have more influence when you win allies than when you create enemies. Being ruthless is not only unnecessary; it's counterproductive. Fully satisfying careers are built on a foundation of positive relationships, and you can't create those when coworkers resent you.Myth #2: You have to compromise your values to succeed in corporate America.My client, Barbara, was particularly concerned about this. In some of her self-assessment work, she explained very clearly why she wanted to increase her income. She was determined to raise the standard of living for her two children, a goal to which most parents can relate. However, being a Christian, Barbara worried that she'd have to compromise her faith in order to succeed in the world of business. She felt torn between the desire to increase her income and the fear that it would require her to sell out to greed, backstabbing, or a willingness to lie and cheat.Perhaps some people do get ahead by taking shortcuts or throwing co-workers under the bus. Sometimes the bad guys do seem to finish first, but the chickens always come home to roost, and whether we see it or not, those bad guys pay a price. Just think of the white-collar criminals carted off in handcuffs while their prized possessions are auctioned off to the highest bidder. For every one of them, there are thousands of people who have quietly achieved their success with their integrity intact. You can too.Myth #3: To get ahead in business you have to be political.Have you ever worked with an office kiss-up? Maybe she spent a little too much time in the boss's office. Maybe his disposition was too flawlessly positive or he went out of his way to socialize with his superiors outside of work. What about the annoying coworker who seemed to know just a little too much about what was going on behind the scenes? Any of those people could be accused of playing into office politics. And maybe they were. It's hard to know what anyone's real motives are.Use your power and influence for good; being political can be one of your greatest strengths.Office politics are real, but the problem is that politics has gotten such a bad reputation we forget there's nothing inherently bad in being political. In its simplest form, it just means you seek and exercise power. Anytime a diverse body of human beings comes together to reach common goals there will always be conflicting priorities and differences of opinion.Alliances will form, and you may have to choose a side. This only becomes a problem when the differences become toxic and people take on a "win at all costs" attitude. If it's happening where you work you can either rise above it, strive to improve the situation or look for somewhere else to work. Use your power and your influence for good, and being political can be one of your greatest strengths.Myth #4: You need 100% competency for a job before you apply for it.This is a dangerous belief because you may never be able to check off every detail of the requirements for the job you really want. As a hiring manager and as a career coach, I've noticed that men tend not to care as much as women about having all the qualifications for a job. They'll happily apply for a position they're sort of qualified to do and come into the interview full of swagger and ready to go. Women, on the other hand, tend to shy away from applying for a job until they get a little more experience,Obviously, I'm generalizing along gender lines, and there are plenty of exceptions to contradict those observations, but by and large, my experience bears them out. The good news is that it doesn't have to be that way. No, you shouldn't apply to be an emergency room doctor if you haven't gone to medical school, but the competencies you'll use in most environments tend to be more fluid and obtainable. If you're 80% qualified for your dream job, it's time you apply for it. You have the talent and intelligence to learn the other 20% on the job.Myth #5: Full-time positions offer real security in a company.For most of us, the days of joining a company at a young age and working there until we get the gold watch are over. However, many people still believe the greatest security can be found in holding a full-time position with a "solid" company. The recent recession reminded us of how quickly a seemingly stable job can disappear when employers are forced to go through layoffs. The kicker: in that climate, some companies choose to keep contractors while letting go of full-timers.The wise professional knows the only real job security comes from making yourself incredibly valuable and distinguishing yourself from your peers. It doesn't matter how long you've worked for a company or in what capacity. You should position yourself so that you're the last one they want to let go, and even if you fall victim to a layoff, you're such an attractive candidate that other employers are clamoring to hire you. In other words, security with any one company, in a permanent, full-time position or otherwise, is a myth.Myth #6: If you're really good at your job your career will grow on its own.You show up to work on time every day, put your head down, and do everything that's expected of you. You even go above and beyond your job description because you believe a job worth doing is worth doing well. If that means staying late, you're willing to eat dinner at your desk. Of course, your boss will notice that you do more than your counterpart two cubicles over, and you'll be rewarded accordingly. Right?Not likely. When you don't ask for more you rarely get more, and I'm not talking about the yearly 3% increase most people can expect to see in good economic times. Think about it. Does that tiny increase make a material difference in your life? The way to reap your reward isn't just to work harder. You have to make sure people recognize your efforts and accomplishments. You have to document them, talk about them, and use them to ask for more money on your current job or the next one.Myth #7: You should accept whatever offer you receive for a new job.Anyone looking for a new job could consider themselves to be in a position of weakness. You're the one in need. They're the ones with all the power. You're hungry, and they have the bread. So, you go in, and you do your best, and you hope they choose you, and when they do, you're so grateful to be at the table, that yes, you're happy to take whatever salary they offer.No, ma'am. Whether you've been laid off or fired, haven't worked in a decade, or still have a job to go to every day, you have value. Once you identify what makes you a unique candidate and understand how to make the most of that value in the job market you'll see that you absolutely do not have to settle. When you know your worth and demonstrate it to others, you can command the salary you deserve.i.sub-title {display: block; font-size: 0.5em; text-transform: none;} .ygc-article p {margin: 1em 0;} .ygc-article h2 {font-weight: bold; font-size: 1.25em; margin-top: 1.5em !important;} .ygc-article .hl-text {display: inline-block; float: left; width: 33.33%; border-top: 1px solid; border-bottom: 1px solid; padding: 0.75em; margin: 0.5em 1em; margin-left: 0; text-align: center; font-weight: bold;}$(document).ready(function(){$('#mps-ftitle h1').append('And what you can do to overcome them');});

The Truth Your BOSS is Afraid to Tell You

(06/15/2018) A boss once told me, "Yvette, life is not fair." This was the immediate reply from my boss in 1990 when I expressed my dismay with an average merit increase and another year of being overlooked for directorship. After pleading my case of why I felt my work performance merited more money and a title change, I ended with 'It isn't fair,' and my boss agreed. Her agreement led me to tears. Why? Because I felt I had been mistreated, undervalued, and taken for granted and her comment confirmed it. Even worst, she made no excuse or apology for it. Instead, three weeks later I got a significant merit increase and later a promotion. This victorious win, I wouldn't realize until years later, wasn't a win at all. It's true that I got the money and the new position, but I failed to understand or even ask why I wasn't initially promoted. Honest feedback would have served me better than a "life is not fair."Unfortunately, years later at a different company I found myself in the same position—feeling undervalued and overlooked for advanced opportunities. According to research sponsored by American Express, Bloomberg, Deutsche Bank, Ernst & Young, Goldman Sachs, Interpublic Group, Marie Claire, Credit Suisse, and Moody's Foundations, leaders are often reluctant to give feedback relating to executive presence (EP) to women and minorities. The truth here is that oftentimes, resources who shine in their specific craft are not promoted into higher position because they lack executive presence and senior leaders are reluctant to tell them the truth. I have coached clients who were told that higher positions were out of their reach because they did not have a college degree only to learn after gaining a degree that higher positions were still out of reach. Without feedback, I realized that I had to make changes if I were to achieve my goals of higher leadership roles, increased income, and a greater level of corporate contribution. Although I wasn't familiar with the term "executive presence" at that time, I began to employ the behaviors of EP. I achieved my career goals in 2007 before completing my college degree when I became the first Black IT Director at Cbeyond! Looking back, I realize my career trajectory changed because I learned how to lead with what is referred to as executive presence. Depending on the corporate culture, a resource may need to have a strong handle on all three components of executive presence to even get a promotion to manager which for many companies is the first level of leadership. Research done by the Center for Talent Innovation (CTI) shows that how you look, how you speak and how you act are three critical factors to your success at every step in your career journey. Back in 1990, I had a lot to learn about my own behavior. I was younger and needed to improve how I managed myself emotionally. Crying in the office under stress and disappointment doesn't bode well for one's career. Potential leaders must display the ability to manage and lead themselves before they are capable of managing and leading other people. Trust me on this one: emotionally-led decisions rarely lead to productive actions. According to the CTI research, "Top jobs often elude women and professionals of color because they lack "executive presence" or underestimate its importance. And they're simply not getting the guidance they need to acquire it." I know the truth of this research because I experienced it in my personal life and in my professional life. As an IT Director, I found myself saying to one of my managers who wanted a promotion these words, "you're not ready." The hurt in his eyes gave me flashbacks to my own painful journey of understanding that it takes more than being good at what you do to advance into higher positions. The difference is I was willing to tell the resource the truth of why I wasn't putting him forth for a promotion and then I shared with him specific behaviors he needed to improve. Noteworthily, the CTI findings also unveiled that EP is elusive for men as well as women because it changes depending on the culture you find yourself in (Google is very different from IBM). Even for entrepreneurs, the lack of executive presence could prevent potential investors from sealing the deal. Before completing my college degree, I advanced my career to the executive level by leading with executive presence. I am passionate about teaching others how to elevate their careers and achieve their personal goals. I invite you to join me on June 27 for a FREE webinar on the BrightTALK Women in Business channel for a talk on leading with executive presence. Both Men and Women are Welcome! To register, click here. YVETTE GAVIN is a leader and personal development speaker, trainer and coach with Yvette Gavin Consulting.

Leadership that Blooms

(04/02/2018) Leadership that Blooms"Leaders develop the ability to manage and lead themselves before they're able to manage and lead others."It's spring! Barring the necessary pollen, it's a welcome season for me because this is the time where I begin to re-calibrate; i.e., assess, adjust, and align. As I'm cleaning out the closet of old, worn out, or too small winter clothes and begin to fill my yard with blooming perennials, I go through a mental and emotional process that ultimately yield blooms in my personal and professional life. Here's how I do it:Assess – Evaluate how I'm doing with the goals I set in January. When I identify an area that lacks progress, I first ask: 'Is this something I really want to accomplish?" If the answer is no, then I remove it from my current goal list. When it is something that I do want to achieve, I recommit myself to accomplishing the goal and move to the next step of adjusting.Adjust – This is the step where I plan behavioral changes that will allow me to make progress. Whether I am on track or off with any specific goal, I make adjustments. For instance, spring brings longer days, so even when I'm on track with a goal I often will increase efforts due to the fact that I have a little more daylight. When I'm off, I look for support; i.e., training, a book, or an accountability partner.Align – This is the step where action is required. I strongly believe in dreams but I know they don't turn into reality without action. My alignment step is where I align my mind and body and apply the plan I created during the adjustment step.I am on a mission to help others achieve their personal and professional vision. I hope you'll make the time this spring to assess, adjust and align. To help you in the process, we're offering two webinars, The 15 Laws of Growth and Executive Presence for Women. These April courses will surely have you blossoming this year!

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