SATPC0042801 Tab 04 SOW Rev.pdf

Statement of Work for Lead Forward Program

Background NASA Glenn Research Center seeks to provide a leadership development program to support a cohort of new and acting supervisors through the implementation of the Lead Forward Leadership Development Program. Due to workforce transitions and organizational changes, the Center has experienced a significant increase in acting supervisors and emerging leaders requiring accelerated leadership readiness and supervisory capability development.

The Lead Forward Program is a new program designed to equip supervisors with practical leadership skills focused on emotional intelligence, effective communication, collaboration, performance management, resilience, adaptability, and leading teams through change. The program will provide participants with research-based leadership strategies tailored to NASA’s mission-driven environment and workforce priorities.

Scope of Work The Contractor shall provide all labor, facilitation, curriculum development, program management, materials, evaluation, and coordination necessary to deliver the NASA Lead Forward Leadership Development Program.

The program shall consist of:

• Six (6) full-day (7-8 hour with lunch break) in-person leadership development sessions;

• One (1) half-day (4-6 hour) capstone/wrap-up session during which participants can report out on growth and what their takeaways are;

• Two (2) coaching sessions per participant during the six month duration;

• Leadership skills and/or workplace personality assessments and developmental activities;

• Participant communications and resource management;

• Check in opportunity for participants, during the team between sessions;

• Evaluation and feedback collection; and

• Customization of content to align with NASA leadership expectations and workforce initiatives.

Module Focus:

Module 1: Leadership Launch – Understanding Self as a Leader

• Focus: Building self-awareness and establishing a foundation for effective leadership.

• The Contractor shall facilitate an interactive leadership development experience designed to help participants identify their individual strengths, leadership characteristics, values, and opportunities for growth. The Contractor shall administer and interpret a validated strengths-based assessment, such as the VIA Character Strengths Assessment, to support self-reflection and enhance participants' understanding of how their personal attributes influence leadership behaviors, decision-making, and interactions with others. Participants shall use assessment results to identify leadership development goals and establish an individualized learning plan to guide their growth throughout the program.

Module 2: Leading with Emotional Competence and Resilience

• Focus: Strengthening emotional intelligence, interpersonal effectiveness, and leadership resilience.

• The Contractor shall provide instruction and experiential learning activities focused on developing emotional and social competencies essential for effective supervision. The module shall incorporate a multi-rater assessment, such as the Emotional and Social Competency Inventory (ESCI), to provide participants with feedback on their leadership behaviors and interpersonal effectiveness. Instruction shall emphasize self-awareness, self-management, empathy, relationship management, adaptability, and resilience. Participants shall learn practical techniques for managing emotions, navigating difficult conversations, responding to workplace challenges, and maintaining effectiveness under pressure.

Module 3: Building Successful Teams

• Focus: Developing high-performing, collaborative, and accountable teams.

• The Contractor shall provide supervisors with practical strategies and techniques for building, developing, and sustaining successful teams. Instruction shall address establishing trust, fostering psychological safety, clarifying roles and expectations, leveraging individual strengths, managing conflict, and encouraging collaboration. Participants shall explore approaches for strengthening team engagement, accountability, and effectiveness while creating an environment where employees feel valued, supported, and empowered to contribute to organizational goals.

Module 4: Getting Results – Leading for Performance and Accountability

• Focus: Achieving organizational outcomes through collaboration, effective communication, and delegation.

• The Contractor shall equip participants with strategies for translating organizational priorities into measurable results through effective leadership practices. Instruction shall emphasize goal alignment, clear communication, delegation, decision-making, prioritization, and accountability. Participants shall explore techniques for empowering employees, assigning responsibilities based on individual capabilities, monitoring progress, addressing performance barriers, and fostering shared ownership of outcomes. The module shall reinforce the supervisor's role in achieving results through others while balancing mission requirements and workforce capabilities.

Module 5: Building a Culture of Learning and Performance

• Focus: Creating an environment that promotes continuous learning, employee development, and sustained performance improvement.

• The Contractor shall provide participants with strategies for establishing and sustaining a culture that values learning, development, feedback, and performance excellence. Instruction shall explore the characteristics of a learning-oriented organization and the supervisor's role in promoting knowledge sharing, coaching, mentoring, and continuous improvement. Participants shall examine practical approaches for integrating learning into daily operations, providing meaningful performance feedback, supporting employee development, and encouraging innovation. The module shall emphasize the connection between workforce development, employee engagement, individual accountability, and organizational performance.

Module 6: Leading and Adapting to Change

• Focus: Building leadership agility and preparing teams to navigate organizational change.

• The Contractor shall provide supervisors with tools, mindsets, and strategies for effectively leading themselves and their teams through change, uncertainty, and evolving organizational priorities. Instruction shall address change leadership principles, adaptability, resilience, effective communication during transitions, and strategies for managing resistance. Participants shall explore approaches for maintaining employee engagement, building trust, supporting workforce transitions, and sustaining productivity during periods of change. The module shall emphasize the supervisor's role in fostering a change-ready workforce capable of responding to emerging challenges and mission requirements.

Module 7: Leadership Learning Presentations – Reflection and Application

• Focus: Demonstrating leadership growth, synthesizing key learning, and committing to continued development.

• The Contractor shall facilitate a culminating learning experience that provides participants with an opportunity to reflect on their leadership development journey and demonstrate the application of concepts introduced throughout the program. Each participant shall prepare and deliver a Pecha Kucha-style presentation consisting of 20 slides, with 20 seconds allocated per slide, highlighting key insights, leadership growth, practical applications, and lessons learned. The Contractor shall provide presentation guidance, establish evaluation criteria, and facilitate peer learning and feedback. The module shall conclude with participants identifying specific actions and commitments to sustain their leadership development and apply acquired competencies in their supervisory roles.

Objectives The objective of this effort is to design, customize, facilitate, and evaluate a leadership development program for approximately 30 NASA supervisors that:

• Accelerates leadership capability development;

• Strengthens supervisory effectiveness;

• Enhances communication and collaboration skills;

• Supports workforce resilience and adaptability;

• Aligns leadership practices with NASA workforce directives and organizational priorities; and

• Builds a sustainable leadership culture across the Center.

Deliverables The vendor shall: Deliverable Due Date Kickoff Meeting Within 2 weeks of award Participant Survey & Discovery Activities Within 30 days of award Final Program Schedule Prior to Session 1 Six Monthly Training Sessions Monthly Monthly Participant Evaluations After each session Half-Day Capstone Session Final month Final Evaluation Report Within 30 days of program completion

NASA shall:

• Provide participant roster and primary points of contact;

• Coordinate training facilities, room setup, and audiovisual support;

• Provide access to NASA systems and facilities as required;

• Coordinate participant attendance and scheduling; and

• Review and approve program schedules and deliverables.

Performance Period The anticipated period of performance shall be seven (7) months from contract award date, with training sessions occurring monthly.

Target Audience The anticipated participant cohort shall consist of approximately 20–30 NASA supervisors and acting supervisors.

Place of Performance The training will take place at Glenn Research Center, 21000 Brookpark Road, Cleveland, OH 44135. The training will occur once per month for 7 months, during the work week, and shall be scheduled between the hours of 8:00am and 5:30pm.