Miscellaneous business-related services

Tender description

This section provides you with background information for suppliers on the tender for the provision of a leadership foundation coaching and mentoring framework which is being led by the authority. The lots will consist of the following: — Lot 1: Individual and Group Coaching and Mentoring, — Lot 2: Building in-house Coaching and Mentoring Capability. TfL requires a contract to be put in place for 3 years; TfL is conducting a competitive tender for this contract for duration of 3 years with an option to extend for up to a further 1 year. The framework will have 1 supplier per lot. The contract for Lot 1 is for the delivery of coaching and mentoring services to identified leaders and managers in the organisation, particularly those identified as part of the authority’s talent programme and includes the provision of: — tailored leadership coaching services on a one-to-one basis, — tailored leadership coaching services on a group/team basis, — general leadership coaching services and support, — ad hoc coaching services, — individual GAP analysis and feedback reports and sessions, — development activities that improve leaders’ coaching competency within their current roles, — expertise in supporting the authority’s ambition to change the manager’s approach performance and career conversations, — tailored coaching services in line with the prescribed TfL Leadership Framework (see Appendix 2), — tailored mentoring services in line with the prescribed TfL Leadership Framework (Appendix 2), — adoption of coaching tools and techniques (e.g. psychometrics) to optimise development, — insight to current tools, techniques and thinking to ensure new developments and trends are adopted where appropriate to ensure that coaching considers current best practices, — coaching services are to be provided in agreed locations, typically Central London based, — accurate service performance and financial reporting. The contract is for the delivery of coach training and qualification programme to identified leaders and managers in the organisation, particularly those identified as part of the authority’s talent programme and includes the provision of: — development of an in-house coaching/mentoring service, including the identification and development of qualified internal coaches and mentors, — support the development of an in-house coaching and mentoring community, including supervision and requirements for continuous professional development, — services should be aligned to the authority’s prescribed leadership framework (Appendix 2), — expertise in supporting the authority’s ambition to change the manager’s approach to the conversations they have with their people, — insight to current tools, techniques and thinking to ensure new developments and trends are adopted where appropriate to ensure that coaching and mentoring considers current best practices, — training and delivery are to be provided in agreed locations, typically Central London based, — accurate service performance and financial reporting.