1. Background Information on Plan International
Plan International is an independent development and humanitarian organisation that
advances children’s rights and equality for girls.
We believe in the power and potential of every child but know this is often suppressed by
poverty, violence, exclusion and discrimination. And it is girls who are most affected.
Working together with children, young people, supporters and partners, we strive for a just
world, tackling the root causes of the challenges girls and vulnerable children face.
We support children’s rights from birth until they reach adulthood and we enable children to
prepare for and respond to crises and adversity. We drive changes in practice and
policy at local, national and global levels using our reach, experience and knowledge.
For over 85 years, we have rallied other determined optimists to transform the lives of all
children in more than 80 countries.
We won’t stop until we are all equal.
Read more about Plan International’s Global Strategy: Girls Standing Strong at:
https://plan-international.org/strategy
2. Project Background and Summary of the Requirement
Currently Plan International uses Executive Coaches as part of our internal Talent
Management personal development offering to:
Provide external Executive Coaching in the first 6-12 months to support our internal leaders
transitioning into new leadership roles and teams, that will have increasing responsibilities
that demand new skills, more complex thinking and highly effective managerial and
interpersonal competencies; for example, Global C-suite leaders, senior Regional and
Country Directors and functional Directors.
We may occasionally support performance improvement.~
Our current approach is as follows:
Leader (Coachee) participates in chemistry sessions with different coaches (normal practice
1-2) to determine the right coach. A coaching profile and/or profiles are shared by the provider
organisation based on the coachee coaching objectives shared by the organisation and the
expectation is that there is no charge for this service. The coachee is entitled to 12-14 hours
of Executive Coaching sessions and the coach and coachee determine how these hours are
used. In some cases, coaching hours may be increased but this is reviewed on an individual
basis.
The first meeting requires the coach and coachee to discuss coaching partnership and
discuss coaching objectives in preparation for three-way meeting with line manager.
The second meeting requires a three-way meeting with coachee, coach and line manager to
agree:
-coaching objectives, any relevant background to the objectives and what success will
look like
-what communication, feedback – if any will occur between the line-manager, coach
and coachee
-if any further three-way meetings required/needed
-relevant profiling tools that may be used as appropriate
-how the coaching partnership will be managed.
• The coaching partnership / meetings will start – this will be managed by coachee and they
will be responsible for contacting the coach to arrange meetings.
• Coaching conversations are confidential between coach and coachee, unless the coachee
grants permission.
In-between session support is provided i.e. coach is available from session to session by
email or online communication tools (e.g. Teams) as part of the agreement. Coachee can call,
as scheduled between coach, to share successful insights, situations, or answer questions
without additional charge.
Demand for Executive Coaching to support leaders transitioning into new roles varies
throughout the year and there is no set timetable (on average 5-10 coaches).
The selected Coaching provider(s) must provide Plan International annual:
• Summary of current situation/coaching status
• Feedback from coachees regarding coaching programme
95% of Executive Coaching is provided online – via Teams or Zoom.
Anticipated Outcome:
• Leaders report increased effectiveness, confidence, and clarity in their roles as a result of
achieving their individual coaching objectives.
• Executive coaching contributes to improved performance at both the individual and
organisational level, supporting strategic priorities and leadership capacity.
• Observable shifts in mindset, behaviour, and decision-making contribute to a more
adaptive, values-driven leadership culture across the organisation.
The success of the coaching engagement is grounded in the strength of the relationship
between the coach and the leader, built on trust, psychological safety, and mutual
accountability.
Team Coaching
In addition, our C-suite leaders may benefit from team coaching to maximise the potential of
new or existing teams – particularly following the appointment of a new leader or after a
recent restructuring. This approach is intended to complement other individual coaching
arrangements and support personal development goals, reinforcing our broader
commitment to strengthening leadership capability across the organisation. We recognise
the critical importance of high-performing teams that are aligned on shared goals, able to
innovate, and agile in responding to both internal and external changes.
Terms of reference will be provided when there is a specific need for this service.
ITT FY25 – 0202 Executive Coaching
ANNEX A – Supplier Questionnaire
ANNEX B – Non-staff Code of Conduct