Team Coaching services to Facilitate Organizational Culture Change in OCHA's HFRMD

Result of Service The objective of this consultancy is to propose a new methodology and technique to move HFRMD toward a culture shift that would lead to improved communication as well as a more empowered, engaged, motivated but also accountable work force. The impact of the proposed work would significantly benefit the overall execution of the HFRMD programmes by improving the well-being and duty of care of its staff.

One way the envisaged cultural shift can be initiated is by introducing a 360 degree open feedback approach. The consultancy will be leading a first cohort of 4-6 personnel, including but not limited to managers, in undergoing a 360 degree open feedback that they can then replicate across all teams in the division. The 360 will provide opportunities for more personnel engagement, and practical skills training in both giving and receiving feedback. By celebrating achievements and communicating growth areas more openly and through structured follow up, the 360 will reinforce trust and accountability across the division.

Work Location New York

Expected duration 6 months

Duties and Responsibilities The consultant will be required to lead four pillars of work: 1. Ensure open communication and team buy-in: a. Craft the messaging of this initiative to inspire and motivate the first cohort and following the entire Division’s staff to engage in this new feedback mechanism. b. Frame the messaging and expectations for this open feedback approach to division staff, peers and to senior leadership (USG, ASG, D2s). 2. Prepare for the conversation: a. Coach the 360 feedback recipients in identifying their own growth areas related to operational effectiveness, professional growth and relationship building. b. Coach the feedback givers confidentially in the preparation and delivery of substantiated high quality feedback 3. Facilitate the conversation: a. Lead the discussion, summarize the feedback points, and facilitate an exchange on the experience of the process. b. Run a follow-up session 12 weeks later to evaluate the ways in which feedback has been applied. 4. Ensure accountability: a. Support the recipients of the 360-feedback session in developing an action plan to apply the feedback over the following 12-16 weeks. b. Provide confidential, individual coaching sessions to support the recipient in implementing the feedback. c. Reconvene all 360-feedback participants within 12-16 weeks to assess how the feedback has been implemented and what the impact of these efforts has been

Qualifications/special skills Master’s degree or equivalent in business administration, social sciences, or a related field. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. At least fifteen (15) years of relevant professional experience in organizational change management, programme management, or related area, within an international development context is required. Training and proven experience in coaching is required. Demonstrated strength in written and oral communications is desirable Knowledge and experience with international organizations is required

Languages English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required.

No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.