Executive Coaching Services

RFQ/OBP514/2024/25

1. OBP requires reputable institutions/company with vast knowledge, and relevant experience in conducting executive coaching. The programme should focus on the following high-level aspects: i. Drive transformational change and provides critical challenge and support to an individual executive. ii. Provide business and corporate coaching. iii. Equip executives with the knowledge and opportunities they need to develop themselves and become more effective in their roles by assisting them to gain self-awareness, clarify goals, achieve their development objectives, and unlock their potential in order to build and lead effective teams. iv. Individualized, confidential partnership with skilled leadership coach. 2. DELIVERABLES The service provider is required to clearly state the approach they will follow in offering effective coaching services to OBP. The service provider will be expected to deliver on the following: i. Introduction of the service provider and executive coaches to the nominated Executives. ii. The service provider will be required to project manage the introduction of the company and its service delivery approach as well as the available executive coaches to the nominated individuals. iii. At these engagements it would be recommended that initial sessions are set up between coaches and individuals to further the establishment of a formal coaching relationship between the parties concerned. Assessment, including pre-coaching needs analysis, data gathering and planning: i. It is expected that the coach gets to know the individual – their personal and professional background, role, goals and targets, experience in the organisation, preferred way of learning, any previous assessment and development that the individual previously participated in e.g. 360-degree or other assessments, and their current challenges. ii. Where previous 360-degree assessment reports or similar information is available, the individual would be encouraged to share the outcomes with the service provider to guide the executive coaching programme. iii. Although the coaching is aimed at business or professional performance, it is important for the coach to understand a little about the individuals’ personal or life experiences because these may affect the way they behave at work.Goal setting, development of a coaching plan and contracting with the individual (and line manager) Executive coaching must be focused and purposeful, so we anticipate that coaching goals would need to be negotiated. These goals relate to the individual’s performance at work and will assist both parties to be clear about the parameters of the coaching sessions. i. The executive coach will be expected to assist the individual in formulating these goals, along with ways of measuring progress, which are realistic for the individual’s working context. Furthermore, the coach and individual must agree specific objectives of each session and agree topics for discussion. ii. Goals would need to be agreed upon by the second coaching session, though as the coaching progresses, they may be reviewed and amended. iii. Interaction with direct line managers may be facilitated both at the needs analysis and contracting stages. Implementation of the coaching plan i. Following goal setting and contracting the coaching sessions must focus on working towards the agreed goals. ii. Session’s content can vary, and it is expected of the service provider to ensure relevant methods are explored throughout the coaching sessions. This could include discussions on a particular issue, the executive coach can talk through a useful model or framework, or the coach could request the individual to work through certain exercises, like rehearsing a presentation, role-playing a difficult conversation, or preparing for a meeting or workshop. iii. One-on-one interactions must provide time to reflect, consider new perspectives, discover insight and clarity, and optimise skills. iv. Coaches will also be required to give the individual feedback during sessions and create a platform for open and honest communication. v. Measuring and reporting on the results against the plan. vi. After several coaching sessions a review of the achievement against the initial goals as set out initially as well as the effectiveness of the coaching will need to be reviewed. vii. At this stage, the individual and / or the coach, in consultation with the line manager and OBP, may decide to extend the coaching contract for more sessions to continue working on the original goals or to work on different goals. Transitioning to long-term development i. Once the goals have been achieved the executive coach will be required to wrap up the coaching process by summarizing insights and assisting the individual in determining future development actions.

Request for Quote

2025/03/16 15:00:00

No

RFQ/OBP514/2024/25