Attachment 1_SOW_Professional_Executive Leadership Coaching Services_June2025 rebid (1).pdf

PRINCETON PLASMA PHYSICS LABORATORY

STATEMENT OF WORK

FOR

PROFESSIONAL & EXECUTIVE LEADERSHIP COACHING SERVICES

Category: A3

DATED: June 2, 2025

REVISION- 00

PREPARED BY:_____________________________

Cognizant Individual / ATI: Christina Liebrich

APPROVED BY:_____________________________

Supervisor / RLM: Michelle Heintz

Princeton Plasma Physics Laboratory

100 Stellarator Road Princeton, NJ 08540

STATEMENT OF WORK

Professional Leadership Coaching Services

1. Background

Princeton Plasma Physics Laboratory (PPPL) aims to solve a grand scientific challenge of the 21st century – harnessing on Earth the fusion energy that drives the sun and stars to produce a safe, clean, and virtually unlimited source of power for generating the world’s electricity. We are simultaneously leading advances in next-generation computing and microelectronics and are forming partnerships with industries that are shaping these fields and accelerating the development of fusion energy.

2.0 Objective:

To provide a comprehensive range of leadership and executive coaching services designed to assist leaders in sharpening their skills and capabilities, thereby facilitating the achievement of their professional objectives and enhancing overall performance. The focus of executive coaching is to improve leadership effectiveness, strategic thinking, communication, and decision-making, which collectively contribute to superior organizational outcomes. In turn, this fosters the development of high-performing teams, strengthens PPPL’s development initiatives, and further empowers PPPL to meet its short and long-term organizational goals.

3.0 Scope of Work:

PPPL seeks the expertise of several executive coaching subcontractors to deliver leadership and executive coaching services. These services shall encompass the identification of stakeholders, assessment of developmental areas, formulation of clear action plans, and establishment of success metrics. In addition, the coaching should focus on specific leadership goals or overall performance enhancement.

PPPL will supply the subcontractor with essential background information for each coaching candidate, including details about the work environment, historical context, job descriptions, and relevant cultural and organizational insights necessary for effective coaching and the development of tailored goals.

Initial coaching will take place over a three (3) to six (6) month period (or other period of time designated by PPPL). This time frame may be extended on a case-by-case basis.

4.0 Task:

The Subcontractor will supply a professional who will provide leadership and/or executive coaching services, develop rapport based on commitment and trust for each client. The subcontractor shall provide Coaching Sessions; Assessments and Feedback; Action Planning and Accountability;

Resource Provision; and Follow-up and Support:

Delivering the following services:

4.1 Executive Coaching

4.1.1 Identify key stakeholders to provide specific input on the client’s leadership skills and the existing challenges faced in that role, through confidential one on one interviews with the coach. Probe to learn how success will be measured and what specifically each of the stakeholders sees as the client’s top priorities.

4.1.2 Define goals, expectations, and outcomes of the coaching engagement with the client.

Build the client’s vision for themselves and their team by assessing the team, identifying the team’s strengths and potential development areas; pinpointing what is working today and what is needed for higher performance and long-term growth.

These goals should be tailored to the clients’ individual needs and organizational priorities, should be specific, measurable, achievable, relevant and time-bound (SMART). The process shall be collaborative between the executive and coach to identify areas for improvement and set achievable objectives.

4.1.3 Prepare and support the dissemination of the client’s development plan to appropriate staff to improve the individual’s leadership impact to more effectively support PPPL’s mission and vision. The executive coach will provide the client with the input and data to identify strengths and developmental opportunities.

4.1.4 Through the coaching process, the executive coach will be expected to develop effective strategies to assure awareness into deliberate practice and performance improvement. This should have focused on the client improving their effectiveness in areas like decision-making, strategic thinking, and influencing others.

4.1.4.1 Creating a space for Strategic Thinking in a structured environment where leaders can step back from immediate demands and assess situations holistically, moving from reacting to every urgent matter to prioritizing to what truly matters.

4.1.4.2 Developing decision-making frameworks to help the leaders create personalized frameworks for making complex decisions under pressure, identifying core values, and strategic priorities to guide decision making.

4.1.4.3 Building trust by assisting the leaders to learn how to foster trust through open communication and empathetic leadership which is essential for building strong relationships with direct reports and other stakeholders.

4.1.4.4 Identifying and addressing challenges the coach will help leaders identify specific challenges or opportunities and develop action plans to address them, guiding them through the implementation phase and providing constructive feedback.

4.1.4.5 Leveraging strengths and addressing weaknesses the coach should focus on the clients’ strengths and how to amply them which can lead to significant improvements in their effectiveness.

4.1.5 Measure and report results to include executive level competency:

4.1.5.1 Improved leadership skills, confidence, and presence

4.1.5.2 Achievement of business results

4.1.5.3 Improved ability to persuade, influence, and negotiate for results

4.1.5.4 Greater voice and visibility

4.1.5.5 Enhanced authority and credibility

4.1.5.6 Enhanced organizational awareness and ease navigating office/Lab politics

4.1.5.7 Completed development plan with close-out assessment report from coach

4.2 New and Mid-Level Coaching

4.2.1 Identify baseline performance by requesting that key stakeholders provide specific input on the client’s leadership skills and the existing challenges faced in that role.

This will be done through confidential one on one interviews where the executive coach will Probe to learn how success will be measured and what specifically each of the stakeholders sees as the client’s top priorities.

4.2.2 Identify areas for skills development.

4.2.3 Build a development plan that will serve as a roadmap for the client to successfully identify business priorities, develop critical thinking skills, increase self-awareness, and build effective, collaborative working relationships with peers, direct reports, stakeholders and executives at PPPL.

4.2.4 Explore experiences that may challenge the client’s comfort level, as well as analyzing potential internal or external obstacles to promote a high degree of growth. Provide support to the client to overcome obstacles and discomfort inherent to the development process while opening the clients’ awareness.

4.2.5 Measure and report results shall have metrics related to behavioral changes, goal achievement, and business impact. The capabilities to provide feedback collection, tracking key performance indicators, and analyzing the return on investment of the coaching program. This should include:

4.2.5.1 Improved leadership skills

4.2.5.2 Confidence and presence

4.2.5.3 Achievement of “stretch” goals, and business results

4.2.5.4 Improved ability to persuade, influence, and negotiate for results

4.2.5.5 Greater voice and visibility

4.2.5.6 Enhanced authority and credibility

4.2.5.7 Enhanced organizational awareness and ease with navigating politics.

4.2.5.8 Completed development plan with close-out assessment report from coach.

4.3. Other Services

4.3.1 The subcontractor/coach should understand and have experience successfully using commonly utilized best practices for collecting feedback and performance methods, building, and executing development plans.

4.4 One-on-one Coaching Progress

4.4.1 The proposed coaching services should continuously measure progress against the coaching goals, roadmap, and from data gathered from sessions.

4.4.2 The proposed coaching services shall be conducted as follows:

4.4.2.1 Coaching will be conducted using any existing assessments, performance reviews, and other relevant documentation.

4.4.2.2 The executive coach will conduct 30–60-minute confidential interviews with at least four (4) key stakeholders. Depending on the individual, there may be more stakeholders interviewed.

4.4.2.3 Coaching will be conducted via in-person interviews or other forms of telecommunication (such as remote or phone call) as requested.

4.4.2.4 Calls will be scheduled for one hour or longer around milestone events such as feedback sessions, business planning, team reviews.

4.4.2.5 Email communication and ad-hoc calls will be unlimited.

4.5 Other Services Process

4.5.1 The determination of other personal growth and leadership services will be defined at the time of request. However, the basic elements of assessment, in-person or remote interactions, and reporting results will be expected.

4.6 PPPL Process

4.6.1 PPPL will conduct an assessment with the clients to solicit feedback on the client experience at the beginning of the coaching session and quarterly thereafter.

Evaluation by PPPL HR Timing Format (paper, electronic, verbal)

Comple ted (√ )

1 Client & Coach Introduction (goals, expectations defined)

After initial meeting with Coach

2 Client Survey (status of coaching program)

Quarterly Assessment (90, 180 270, etc.

days)

5.0 Subcontractor Qualifications

5.1 Subcontractor qualifications shall include a blend of education, experience and where required certification. The Subcontractor shall have a strong foundation in business management, coaching principles, and relevant certifications. Experience in providing coaching or consulting, or mentoring and developing others along with providing personnel with strong communication, active listening, empathy, and ability to help clients identify and address their own needs are essential.

5.2 Subcontractor personnel shall have the following:

5.2.1 Minimum requirements:

5.2.1.1 A minimum of five (5) to seven (7) years of experience providing executive, new, or mid-level manager coaching services.

5.2.1.2 A degree in human relations, human resources, or other related business field.

5.2.1.3 Experience performing assessments, evaluating skills, and using objective measures of cognitive ability, personality traits, and motivations/value.

5.2.1.4 Experience developing and implementing specific, measurable, and practical leadership development plans.

5.2.1.5 Strong interpersonal skills including listening, confronting, challenging, offering constructive feedback, warmth, rapport, and straightforward communication

5.2.1.6 Professional certification in personal and leadership assessment tools is highly desired.

5.2.1.7 Three (3) to five (5) referrals and/or testimonials from past clients proving successful impact and outcomes.

5.2.2 Expectations:

5.2.2.1 In-depth training and practical understanding of the complexities of human behavior, modeling leadership behavior, experience with emotional intelligence, and ability to establish trust.

5.2.2.2 Focus on delivering results which tightly align with the organization’s desired business strategies and objectives. The executive coach might need to have a training session to learn about PPPL as an organization if they are not familiar with PPPL or the DOE environment.

5.2.2.3 Knowledge of learning theories, change management principles, and the operating dynamics present within higher education organizations and/or State or Federal government entities to include National Laboratories.

5.2.2.4 Adherence to a professional ethics/integrity code of conduct that governs their coaching and organizational consulting practice.

6.0 Environmental, Safety and Health

All Subcontractor(s) working on the PPPL site for more than 40 hours each year shall be required to complete and pass PPPL General Employee Training (GET) as well as any additional safety-related training required to perform their job.

7.0 Deliverables:

The Princeton Technical Representative (PTR) will review all work/deliverables to ensure all requirements of the Statement of Work (SOW) are met. The Subcontractor shall deliver the following:

7.1 Submit a response to PPPL’s Request for Proposal (RFP) for new and mid-level leadership coaching services which include a description of skill categories identified in the RFP.

7.2 Proposed direct labor rates.

7.3 The offeror will provide documented deliverables as clarified in the contract when required as stated below:

# Document Deliverable

Required

When Deliverable Is

Required

Deliverable format (paper, electronic, etc.)

Deliverable

Received

1 Individual Action Plan As stated in the individual job order

2 Status Report Quarterly

Assessment (60,90,120, etc.)

days)

3 Final Evaluation Report Upon Completion of individual job orders

Exceptions (Add justification for any missing document deliverables that will not be received).