Management training services

Tender description

The RSA wishes to establish a single party Framework Agreement for the provision of leadership development services to aid its “Growing Our Leaders” programme. The framework will be established on foot of an initial contract for the provision of diagnostic interventions with the RSA’s CEO and her senior leadership team (a total of 8 individuals). Additional services under the framework may include, but are not limited to: (i) high performing assessments: 360 assessments, personality profiling, cultural assessments, etc.; (ii) feedback sessions in relation to the results of the above; (iii) design and delivery of blended leadership development solutions; (iv) diagnosis work with middle and front line managers; (v) management coaching; (vi) one-off workshop design, delivery and evaluation; (vii) action learning set facilitation. The specification of requirements and other information relating to this competition are provided in the RFT documentation attached to this notice. The RSA wishes to establish a single party Framework Agreement for the provision of leadership development services to aid its “Growing Our Leaders” programme. The framework will be established on foot of an initial contract for the provision of diagnostic interventions with the RSA’s CEO and her senior leadership team (a total of 8 individuals) aimed at delivering the following outputs: 1) At an organisational level: (a) the identification of the “As is” and “Should Be” states in relation to the culture of the RSA against a recognised best practice cultural framework (e.g. Cameron and Quinn, Goffee and Jones, etc.); (b) a clear definition of ”The RSA Way” in relation to the ”Growth Mind-set” and required leadership competencies and behaviours that will then underpin the recruitment, development and performance management of RSA managers at all levels (see Civil Service Competencies at Appendix 11; ”Kouznes and Posner”, etc.); (c) a draft set of explicit RSA values that can be then taken to all levels of staff within the organisation for consultation, refinement and buy-in. 2) At a team level: (a) a clear assessment of team strengths and gaps against a recognised best practice high performing team model (e.g. The Rocket Model, Lencioni, etc.); (b) the creation of a strategic narrative as a team and an action plan for building on strengths and becoming a high performing team; (c) building capability and understanding in the space of organisational design as this will be crucial to success; (d) the creation of a team development plan with clear actions, milestones and measures of success plus recommendations on the ongoing design and delivery of a blended learning intervention for the SLT including modules, action learning, coaching, project work as required. 3) At an individual level: (a) an assessment of SLT members’ individual strengths and development needs using both a recognised personality tool (e.g. MBTI, MVPI Hogan, EQi, etc.) and a robust 360-degree assessment process; (b) the development of individual learning plans. Additional services under the framework may include, but are not limited to: (i) high performing assessments: 360 assessments, personality profiling, cultural assessments, etc.; (ii) feedback sessions in relation to the results of the above; (iii) design and delivery of blended leadership development solutions; (iv) diagnosis work with middle and front line managers; (v) management coaching; (vi) one-off workshop design, delivery and evaluation; (vii) action learning set facilitation. The specification of requirements and other information relating to this competition are provided in the RFT documentation attached to this notice.