This ToR document frames a training support aiming to strengthen capacities among the National Directors of SOS Children´s Villages in the Region Eastern and Southern Africa (ESAF) to enhance their competence in the areas of leading transformation of the organizations they lead in line with the global transformation processes of SOS Children´s Villages international (SOS CVI).
The consultant is called to design and offer a leadership capacity-building programme based on this ToR document.
The Context
Introduction to SOS Children´s Villages
SOS Children’s Villages is a non-profit, non-denominational, social development organisation with the vision that every child belongs to a family and grows with love, respect, and security. The organisation’s mission is to build families for children in need, help them shape their own future and share in the development of their communities. SOS Children’s Villages is organised as a federation of autonomous and inter-independent Member Associations (MAs), which support each other in a spirit of solidarity.
The General Secretariat (GSC) is the federation´s operating arm and it is represented by the International Office (IO) based in Austria, and 5 Regional Offices (IORs) located in Vienna (Austria—IOR EUCM), Addis Ababa (Ethiopia—IOR ESAF), Dakar (Senegal—IOR WCNA), New Delhi (India—IOR ASIA) and La Paz (Bolivia—IOR LAAM).
The organisation is present in 137 countries and territories worldwide through its MAs, who offer the various care programmes and services to the children and young people in our target group (children and young people without adequate parental care or those who are at risk of losing parental care).
Organizational transformation in SOS CVI
SOS CVI is currently undergoing organizational transformation process at programme level, organizational design, governance, as various organizational culture, systems, and policies. These federation wide transformation processes will undoubtedly have culminated effect on the member associations, requiring them to also go through their own transformation agendas and processes. National directors are therefore expected to effectively lead these transformation processes, which requires them to have the skills and competence of leading transformation processes.
Objectives of the NDs Training on leading organizational transformation:
- NDs and other leaders develop their understanding, confidence and capacity in leading their team and organization in transformation processes including cultural transformation processes, and building their team, personal and organizational resilience in transformative processes.
- NDs have an expanded understanding of key approaches and tools in leading organizational and cultural transformation and building resilience towards effective management of transformation processes
- NDs have the opportunity to share experiences and learnings on leading organizational transformation and tools and processes for building personal, team and organizational resilience in such processes.
- Regional Management Team representatives participate in the training to approach the same learning content from their role as support and sparring partners to the MAs.
Participants
- 25 NDs from ESAF, who are the executive leaders for their respective Member Associations and who are expected to drive transformative agendas and processes together with their management teams in their respective MAs.
- 15 members of the Regional Management Team in ESAF (Regional Director, CVI Representatives, and Directors of the Functions HROD, ICT, Programme & Strategy, Fund Development & Communications, and Finance) including further Regional Advisors. This team supports and consults with the MAs to ensure effective and aligned organizational change management and transformation processes.
Below is a drafted agenda for a leadership training for NDs and other target groups that may start with a virtual preparatory session and proceed with a 2-days training in Nairobi Kenya, Karen from September 30 – Oct 01 2024.
The Training content guide which shall be refined based on initial pre-workshop session with participants engagement with internal programme lead.
1. Understanding the Process of Organizational Transformation:
- Understanding change drivers and barriers. Success criteria for organizational transformations.
- Measuring and building organizational readiness for transformation, tools for assessing organizational readiness for change, adaptability, and innovation.
- Setting transformation agendas and drive, transformation implementation strategy.
- Seeking opportunities in disruptions.
2. Leading Your Team and engaging stakeholders during organizational transformation:
- Addressing Resistance and Fostering Collaboration:
- Being a transformative leader – Motivating and influencing for transformation – vision setting, coaching/mentoring, building trust.
- Identifying and address Sources of Resistance:
- e.g., recognizing signs of resistance at individual and group levels, understanding and tacking underlying causes of resistance.
- e.g., techniques for engaging with resistant individuals and groups, conflict resolution and negotiation skills, implementing feedback mechanisms to address concerns.
- Stakeholder analysis and engagement
- Planning, monitoring, and evaluating (the impact of) change initiatives on team and stakeholders, Strategies for maintaining co-workers’ engagement and motivation.
- Sustaining transformation changes, measuring for sustained adaptability.
- Communication Strategies for Transformation: Effective and transparent communication plans for different stages of transformation
3. Leading transformation of culture
- Value-based thinking during leading organizational transformation.
- Assessment of current culture and aligning culture with transformation direction
4. Building Emotional Intelligence and Resilience during transformation
- Self-Awareness and Self-Leadership
- Building the essential skills, behaviours, and habits that foster resilience, adaptability, and emotional and social intelligence for leaders and their teams
- .e.g., strategies for managing stress and building resilience, techniques for empathy, active listening, and effective communication, managing personal and professional boundaries.
Participant support activities occurring around the official training:
- Pre-training virtual meeting: Participants share their current experience with organizational transformation and change leadership and their personal goals for the training.
- For Day 2: Participants prepare in advance a developed sample Transformation journey for their MAs and future vision to share in marketplace format at day 2.
- Post-training virtual meeting: During the training, participants will work on a task that should be finalized after the training. The consultant will organize a follow up meeting to exchange feedback about this task. Furthermore, they will debrief the overall training experience (incl. learnings and feedback for future trainings).
- Post-training support network: As an optional offer, CVI Reps could organize regular peer-exchanges and establish small groups or paring of partner NDs for mutual support and sparring during transformation journey.
Expected Outcomes:
- Enhanced understanding of organizational change and transformation drivers, barriers and processes and strategies.
- Enhanced competence in leading and managing transformation processes.
- Increased capacity in aligning organization culture to transformation direction.
- Improved self-awareness and emotional intelligence among leaders.
- Strengthened resilience of leaders in managing turbulence transformation.
- Strengthened capability to lead, inspire and support teams during transformation processes.
- Strengthened capacity in leveraging and influencing partners and stakeholders for transformation direction.
- Increased readiness and adaptability to organizational transformation.
- Established networks and resources for continuous leadership development.
- Exchange of views and experience amongst peer groups.
Requirements for our Consultant
Role of external consultant
The consultant has the role of providing capacity building training on agreed topics, e.g. organizational transformation processes, tools and approaches (see above drafted agenda and points proposed for an external consultant). The consultant
- triggers and facilitates a structured discussion around the current transformation process challenges encountered and possible responses.
- asks probing questions to encourage a deeper analysis of the status quo.
- creates a positive and effective learning environment free of power imbalances.
The consultant is expected to:
- Deliver a preparatory virtual session
- Prepare, deliver and facilitate face-to-face trainings in Kenya (according to the agreed drafted agenda topics and proposed assignments for a 2-day training designed based on the TOR – within in the week of Sept 30 – 4th October.
- Understand the context of transformation in the organization and input from participant leaders through the pre- workshop session.
Consultant/Trainer Responsibilities:
- Design and deliver the overall structure and content of the training sessions based on the TOR above using:
- Interactive workshops to develop personalized action plans.
- Breakout sessions for peer learning and sharing best practices.
- Compile a training guide and running sheet, incorporating existing state of the art and cutting-edge training resources and best practices.
- Facilitate interactive discussions, group activities, and presentations.
- Identify internal speakers to contribute to specific sessions
- Understand the organization’s current transformation agendas and processes and milestones.
- Delivers a protocol or minutes of the meeting, summarizing key lessons, impressions and topics to follow-up.
- Conducts evaluation at the end and in between and provide summarized input and development area topics for future development of the National Directors other executives.
Required skills and experiences:
- Experience in designing and facilitating capacity building workshops and trainings on leading organization transformation processes, transformational leadership, leadership resilience building programmes using a variety of approaches and tools with an emphasis on employing a collaborative thinking approach.
- Experience working with multi-stakeholder, multi-sector groups forging collaboration and collective agreement across differences of opinion and perspectives.
- Multiple experiences of working in different political and cultural contexts.
- An excellent collaborative work style, with an openness to change and ability to receive/integrate feedback.
- Experience in coaching for the executive level.
- An excellent ability to plan/manage projects, organize, implement and report on work.
- Excellent presentation and facilitation skills.
- Proven experience in leading organizational transformations.
- Expertise in leadership development and change management.
- Strong facilitation and communication skills.
- Ability to engage and motivate diverse groups of top-level leaders.
- Provision of practical tools and actionable insights.
General Provisions
- SOS Children’s Villages International Eastern and Southern Regional Office Reserves the right to:
- Undertake reference, credit and other checks, and by responding to this request for quotation, the service provider hereby gives SOS Children’s Villages International consent/authority to conduct such checks.
- Withdraw this request for quotation and/or amend the terms of reference by notice in writing (email or posting on the website) to only shortlisted bidders who responded to this call prior to the closing date.
- At its sole discretion, award of the contract based on the best value for money, experience and qualification of consultant, the number of proposed days, daily rate, environmental, and social benefits (if applicable), in addition to other requirements.
- To negotiate prices or rates based on available budget as part of the contracting processes.
- Selected consultant will be required to sign a service contract in adherence with the organizations policies ad regulations.
Training Venue, duration and schedule
- The selected consultant/s should be willing and able to provide the required training in Nairobi Kenya. Training will be for 2 days during the week of sept 30 2024, preferably on Sept 30 – Oct 1.
here is the bid link for Annex1, Annex 2, and Annex 3: Annex 1 to 3 for consultancy service.docx
How to apply
Eligibility to apply
- Experienced firms/companies in leadership development programmes are eligible to apply for this consultancy service.
Application Information
General Information
Applicants must submit all the required documents below:
- Application package – technical proposal including training methodology and content based on content outlined in the TOR including proposing changes if required, facilitators cvs and profile, organizational profile, business license and tax certificate.
- Price quotations must be submitted in English in Ms Excel Document with password encryption
- The password for the financial proposal will be submitted separately after technical analysis is completed and up on request from the organization contact person.
- Price quotations and costs must be quoted in US Dollars
- Taxes and payments: As per the regulation of the country where payment will be made.
- The consultant is responsible for paying all relevant taxes
- Payment should be presented in scheduled formats.
- All Application and any requests for information regarding this Terms of Reference shall be sent jointly to ESAF.HROD@sos-kd.org and stephen.muthui@sos-kd.org.
- Selection and communication to bid winners will be communicated by 28 August 2024.
Deadline for application
- The proposal has to be received at the latest by August 21, 2024, 5:00PM EAT.
- Submissions after the deadline will not be considered.
