Reference: Job #1517

Date Issued: June 25, 2014

Closing Date: July 25, 2014

Summary

Women’s World Banking is seeking an experienced firm to provide remote coaching support to CEOs/Senior Executives in financial inclusion as a key input to the successful delivery of its Leadership and Diversity Program offerings. The consultancy would be for a three-year term, reviewed on an annual basis.

About Women’s World Banking

Women’s World Banking is the global non-profit devoted to giving more low-income women access to the financial tools and resources essential to their security and prosperity. For more than 35 years we have worked with financial institutions to show them the benefit of investing in women as clients, and as leaders. We equip these institutions to meet women’s needs through authoritative market research, leadership training, sustainable financial products, and consumer education. Headquartered in New York, Women’s World Banking works with 34 institutions in 24 countries with a reach of 14 million women to create access to finance on a greater scale than ever before.

About the Project

In 2009, in response to widespread questioning of the strength of leadership and management in the financial inclusion sector, Women’s World Banking launched a leadership development program with a mission to “develop principled and visionary leaders for the future of the industry.” Building upon the success of the initial program, Women’s World Banking restructured its offering to focus more intentionally on driving enhanced leadership and gender diversity at the institutional level. The goal of the Leadership and Diversity Program is to achieve institutional change by equipping leaders of financial institutions with the training and tools for innovation and capacity building that will enable them to better serve the women’s market.

As part of the program, Women’s World Banking will lead the design and delivery of the Leadership Program and will work with strategic partners including a top business school and a leading firm specialized in providing high-impact remote coaching services. Coaching has been identified as a key input to leverage in-classroom leadership development for senior leaders and will be a strong complement to the Leadership Program’s other offerings.

Objectives and Responsibilities

The coaching provider will work with Women’s World Banking to design and deliver a remote coaching program for CEOs/Senior Executives of financial institutions working with low income populations. The coaching provider will also serve as a faculty member of the in-person component(s) of the Leadership Program, serving as a content expert in areas including organizational development and human resources, all with the goal of supporting financial institutions in better serving women clients.

The coaching provider will be responsible for:

  • Collaborating with Women’s World Banking Leadership and Diversity staff to design modules for two in-person trainings targeting senior executives of financial institutions in key areas including organizational development and human resources, ensuring that this curricula is well-integrated with modules taught by other expert partners in the Leadership Program.
  • Design and delivery of a remote coaching program that builds on and reinforces the models and modules of the in-classroom training.
  • Provision of remote coaching support for 60 participants over the course of the three one-year programs.
  • Organize and facilitate a webinar held as a follow-up for participants upon completion of the remote coaching support.
  • Delivery of report evaluating the impacts of coaching support and recommendations for any program modifications at the end of each year of the program.

The objective of the coaching partner’s work as part of the Leadership Program is to enhance the learning of the executives selected to participate in the program.  At the end of three years, 60 influential leaders in financial inclusion will have developed their own coaching and mentoring skills and will use these skills on an on-going basis to develop their own team, thus further widening the impact of their training at the institutional level. Throughout the program, supported by the coaching process, the CEOs/Senior Executives will also have championed and made measurable progress towards a strategic business issue for serving the women’s market.

Coaching support may include, but not be limited to:

Guidance & Support

  • Providing fresh perspectives;
  • Acting as a sounding board;
  • Providing on-going support to change ingrained habits and behaviors, encouragement to stay motivated;
  • Providing encouragement and reinforcement for learning;

Relationship Building & Collaboration

  • Developing a trusting and open relationship;
  • Strategic questioning and attentive listening;
  • Collaborating to set leadership and business goals and steps for reaching them;

Setting Goals & Challenges

  • Challenging the person to move beyond accustomed ways of looking at issues;
  • Challenging the person to achieve more than he/she would ask of him/herself;
  • Encouraging self-discovery and generation of solutions and strategies;

Analysis & Feedback

  • Holding individuals responsible and accountable for achieving their leadership and business goals through coaching sessions.

Deliverables

Preparatory work will commence in August 2014, and the program will launch in 2015. The consultant’s involvement will continue through the three years of the program. Program deliverables include:

Program DevelopmentTimeline for First Year
Participation in Leadership Program planning and curriculum integration meetings with Women’s World Banking and other strategic delivery partners         Q4 2014
Participation in curriculum design for Executive Forum and Leadership Round Table         Q4 2014
Development of evaluation criteria and methodology, with particular emphasis on Coaching program         Q4 2014
Develop program materials for Executive Forum         Q1 2015
Program Delivery and Evaluation 
Serve as faculty, delivering select modules at Executive Forum         Q1 2015
Serve as faculty and provide facilitation support at Leadership Round Table         Q3 2015
Provision of 4 coaching sessions each to 20 senior executives over 9 month period         Q1 – Q4 2015
Participation in/Facilitation of Webinars         Q1 – Q4 2015
Participation in monitoring and evaluation as it relates to coaching support, including, but not limited to, administering surveys, conducting telephone interviews and compiling feedback from participants in order to capture program impact and make suggestions for improvement         Q1 – Q4 2015
Delivery of final report for Year 1         Q4 2015

 

Similar deliverables and timeline will apply to years two and three.

Project Team

The consultant will work with the Leadership and Diversity team from Women’s World Banking and, as needed, will be involved in consultations with other strategic partners in the Leadership Program. The consultant will report directly to the Women’s World Banking Leadership Director.

Women’s World Banking will be working closely with the consultant at all levels of program design, monitoring delivery of the remote coaching support, and participating in the evaluation of the coaching support at the end of each year’s program. Specifically in the area of program and curriculum design, Women’s World Banking will work closely with the coaching provider as well as with other partners in the Leadership Program to ensure that the Leadership Program curriculum is coherent and well integrated.

The consultancy will be reviewed at the end of each year to assess the consultant’s deliverables, review renewal of the consultancy for the following year, and to confirm the subsequent year’s work plan.

Duration and Location of Consultancy

The project will last approximately three years, and the consultant will be required to travel to the workshop sites periodically during the project. The consultant may be based in New York or overseas. The consultant must be able to travel globally.

Preferred Qualifications

›       Firm specialized in providing high-impact remote coaching services, especially for senior leaders in financial services

›       Leading player in organization development, leadership and career development

›       Proven track record of designing and delivering leadership development workshops for senior executives

›       Understanding of success factors for remote coaching relationships

›       Knowledge of financial institutions working with low-income populations, with particular expertise in sector-specific leadership development needs

›       Experience working with global participants, particularly those in emerging markets

›       History of working as part of collaborative, multi-disciplinary/multi-stakeholder projects

›       15+ years professional experience in the fields of leadership and management development, strategic organizational change and/or strategic human resource development in financial services

›       Fluency in English required, ability to offer coaching services in Spanish and/or French preferred

To Apply

Please note that the project is contingent upon funding. This RFP does not guarantee or commit Women’s World Banking to proceeding with the above described work.

  • Please submit a short proposal detailing qualifications, proposed approach, samples of relevant past projects, resume(s) of consultant or proposed team, availability, and daily rate or fee structure.
  • Proposals should be sent electronically to submit@womensworldbanking.org with “RFP: Coaching Provider” as the subject line.
  • Applications must be received no later than 7/25/2014 at 5:00pm EST.
  • Shortlisted candidates will be contacted for a telephone interview.

Applicants may submit their question(s) in writing to questions@womensworldbanking.org. Please include in the e-mail subject line “Questions: RFP: Coaching Provider.”

Due to the overwhelming number of responses, not all candidates will be contacted.

Women’s World Banking is an equal employment opportunity for all regardless of race, color, citizenship, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, veteran or reservist status or any other category protected by federal, state or local law.

FAQ

Q: Has the business school partner for this project already been identified? If so, which institution is it and through which program will services be provided?

A: The academic institution has been identified. Details will be shared upon selection.

Q: Are there other expert partners selected to provide additional services for the Leadership and Diversity Program?

A: No.

Q: Will a total of 60 participants be coached and mentored through the program over the course of three years, or will there be 60 new participants in each of the three years?

A: A total of 20 participants will be coached per year.

Q: Are the Executive Forum and Leadership Round Table to-be-developed offerings?

A: These offerings are to be developed based on past Women’s World Banking leadership offerings.

Q: Is there an anticipated minimum or maximum number of webinars to be offered to participants?

A: Three to five webinars.

Q: The RFP notes that the “…projectis contingentuponfunding.This RFP does notguarantee orcommitWomen’sWorldBanking to proceeding with the above described work.” Can a status be provided for the anticipation of funding for the project?

A: A principal funder has been identified and funding is anticipated to be confirmed prior to the start date provided in the RFP.

Q: How many coaching sessions will be provided?

A: Four per CEO/Senior Executive participant.

Q: Do the women have anything beyond the one in-person touch point?

A: Webinars.

Q: What is the focus of the coaching sessions for the CEO/Senior Executive?

A: The coaching sessions will have a dual focus on supporting the development of leadership skills of the CEO/Senior Executive and supporting her/him to make measurable progress towards a strategic business issue for serving the women’s market.

Q: Would all of the coaches need to travel to the in-person workshop sites?

A: No.

Q: Do you have a particular number of coaches in mind?

A: Four to six coaches.

Q: Any group coaching?

A: No.

Q: For the proposals are you looking for the emphasis to be on the approach to the engagement from a big-picture perspective?

A: Proposals should include information about the approach to the engagement from a big picture perspective as well as profiles of the individual coaches. Where possible, CVs of the coaches may be included in the proposal.

Q: What is the anticipated length of the Executive Forum as well as the Leadership Round Table?

A: The Executive Forum is a 3-day event and the Leadership Round Table is a 2-day event.

Q: Are these full-day events?

A: Yes.

Q: Is there any synopsis you can provide on what is envisioned in these experiences?

A: Not at this time.

Q: Will the consultancy or Women’s World Banking take primary responsibility for producing the webinar, and if Women’s World Banking takes the lead, what platform will you use, e.g., GoTo Meeting, WebX, etc?

A: Women’s World Banking will take primary responsibility for producing the webinar. The platform used is TBD but could be GoToMeeting or similar.

Q: Do you have a length in mind for the webinars, e.g., 1 hour, 20 minutes, etc.?

A: Approximately 1 hour.

Q: How many other partners are there and what will be their roles?

A: There is one other primary partner, an academic institution to serve as co-faculty for the programs.

Q: What are the high level objectives of the Executive Forum and Leadership Round Table?

A: To develop participants as leaders equipped to meet the demands of the organizational-level change that they have identified, the Senior Executive track addresses two important success factors for any enterprise. First, enhancing critical management and leadership skills required to sustain institutional performance, such as:

  • Planning, priority setting and delegation
  • Empowering teams
  • Clear communication and listening skills
  • Sharing knowledge and skills
  • Focus on the ‘big picture’

Second, providing the tools to promote and sustain institutional-level innovation for serving women as internal and external clients:

  • Coaching to develop talent
  • Succession planning
  • The business case for gender diversity
  • Key technical skills oriented toward understanding and serving the women’s market, e.g., customer research, customer segmentation, marketing, etc.

Q: Will the target audience be the same for both?

A: The group of 20 senior executives will participate in the Executive Forum and, 6 months later, come back together for the Leadership Round Table