TOR Consultant – Building Coaching Capability & Coaching Leaders

Description

Building Coaching Capability & Deliver Culture Sensitivity Training to enable Inverted Organogram Culture in Heifer Africa (Panel of Coaches to Coach line managers, Coaching Capability building, Develop Workplace Coaching Operationalization Framework, and Unconscious Bias Training of Trainers)

Type of Appointment: Service Contract

Duration of the Assignment: TBC

Eligible Service Providers: Consultant

Location:

Consultant will be based in any of our countries of operation and serve in the country of location except on an exceptional basis, where the consultant will serve across a number of countries.

I. INTRODUCTION

Heifer International is an international development organization dedicated to improving food security and income opportunities for rural families while promoting sound stewardship of natural resources. As a private, non-governmental organization based in Little Rock, Arkansas, Heifer has created lasting change for farming households in over 125 countries across Latin America, Africa, Asia, and Eastern Europe for over 70 years.

Since 1944, Heifer International has helped more than 36 million families lift themselves out of hunger and poverty. Our goal is to help families achieve living incomes, which will allow them to feed their families daily, educate all their children; and have proper housing, water, hygiene, and other essential resources. When many families gain this new sustainable income, it brings new opportunities for building schools, creating agricultural cooperatives, forming community savings, and funding small businesses.

Heifer Global has a target to help 10 million households achieve sustainable living income by 2030 for which Heifer Africa’s contribution is 6.745 million households.

PURPOSE OF THE ASSIGNMENT

The purpose of the assignment is to facilitate continued workplace coaching, develop coaching capability within Heifer Africa to facilitate and enable embedding of the Inverted Organogram Culture, heighten awareness of unconscious bias work, and provide Train the Trainer (ToT) sessions to Heifer Africa as per a detailed work plan to be agreed upon after the successful selection of the vendor.

The Consultant will plan and facilitate unconscious bias training and assessments, set up coaching panels, build coaching as a capability in leaders, and train internal coaches at Heifer Africa. This consultancy aims to continue Heifer Africa’s Values in Action self-care and work on Diversity, Equity, Inclusion, and Belonging (DEIB) while building leaders' and supervisors' capacity to embed accountability in the inverted organogram culture across all levels to the frontline and creating a conducive and productive environment. Below are the expected outcomes:

II. CONSULTANT’S OBLIGATIONS

The Consultant shall, for the duration of this agreement, provide the following services:

1. Coaching

a) Coaching Capability/Capacity Development:

• Propose a solution for coaching skills development training.
• Describe how delegates will be prepared for coaching skills development to ensure learner readiness.
• Describe how employees within the organization will be prepared to be coached.
• Describe how the implementation process for the proposed solution will be implemented.
• Describe how the proposed solutions will be sustained within the organization.
• Describe any post-training interventions to be implemented to support participants of the programme.

b) Coaching Operationalization Framework at Heifer Africa

Describe an end-to-end workplace coaching solution to be applied, including the following:

• Building an internal faculty of coaches.
• An individual staff coaching solution to address gaps identified through the assessments, e.g., self-awareness for senior leaders and managers/supervisors as coaches.
• The process for workplace coaching operationalization.
• Method for selecting workplace coaches.
• Method for ensuring quality standards are maintained during the coaching programme.
• How Heifer Africa Shared Leadership will be updated on the progress of the workplace coaching programme.
• A description of how the impact of coaching at Heifer Africa workplace will be measured.
• Experience providing similar coaching solutions at various organizations similar to Heifer Africa and at all levels, including supervisors/line managers and frontline staff.

c) Coaches

• Demonstrate availability and share profiles of individual coaches in your coaching panel for use by our select staff as relevant to their needs. These coaches will be engaged on a need basis to join our ongoing pool of coaches available for one-on-one or group coaching.

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2. Unconscious Bias Capacity Building as a Lever for Cultural Sensitivity

a) Building Self-awareness on Unconscious Bias

Provide solutions to aid programme participants in understanding:

• Their unconscious biases and how these impact their work.
• How they manage stress, interact with others, approach work tasks, and solve problems.
• Behaviours that emerge during times of stress, damaging relationships and derailing careers.
• Their core values, goals, and interests that determine satisfaction and drive careers.
• How their characteristics affect the team’s performance.
• Feedback mechanisms and processes to be applied after assessments.
• How to develop a Personal Development Plan with activities aimed specifically at reinforcing strengths, mitigating derailers, and addressing unconscious bias.

b) Train the Trainer (ToT) for Champions Working to Reduce Unconscious Bias

Provide solutions to aid the Programme participants in understanding:

• Diversity, Equity, Inclusiveness, and Belonging (DEIB) as a core transformation lever and behavioral indicators.
• The role of Champions in reducing unconscious bias and delivering on Heifer Africa’s DEIB agenda.
• How to engage on the topic of unconscious bias within Heifer Africa.
• How to monitor activities to reduce unconscious bias.
• How to maintain ongoing engagement and periodic reporting on unconscious bias.

III. REQUIRED QUALIFICATIONS AND EXPERIENCE

Evaluation Criteria

• Minimum of 7 years’ experience in provision of leadership/line manager coaching capability development solutions.
• Evidence of at least 7 years of experience in workplace coaching solutions for various levels.
• Accreditation and certification status of proposed coaching solutions.
• Submit at least seven reference letters.
• Submit a case study.

IV. REPORTING

The consultant will report to the Africa People Senior Director.

V. TERMS OF PAYMENT

• Period of Performance: Expected start date is 1st October or 1st November 2024.
• Payment Terms: Payment will be made quarterly upon submission and approval of invoices.
• Vendor Selection: Different vendors may be awarded different parts of the Scope of Work based on competence and fit.
• Logistical Support: The vendor to budget for training materials, transport, meals, and incidental costs.

Deadline for Application: 17th February 2025

Keywords

coaching capabilityunconscious biascultural sensitivityleadership developmentworkplace coachingDEIBself-awarenesspersonal developmentcoaching solutionsstress managementfeedback mechanismsdiversity equityunconscious bias training