OCBC Champions Coaching as Cornerstone of Future Workplace
OCBC has become the first bank in Singapore to partner with the International Coaching Federation to embed coaching skills across its leadership ranks, marking a bold step in its commitment to a skills-first workplace.
The bank announced on Friday that it will train 100 senior leaders to achieve the International Coaching Federation Associate Certified Coach (ICF-ACC) accreditation by 2027. This milestone underscores OCBC’s commitment to cultivating a skills-first workforce – a strategy that also aligns with Singapore’s national push towards skills-first growth.
The partnership with ICF Singapore is the first strategic collaboration between the global coaching body and a financial institution in the country. The agreement was signed at OCBC Campus in the presence of Minister for Manpower Tan See Leng and OCBC Group CEO Helen Wong.
A recent NTUC LearningHub survey found coaching skills to be the top priority for organisational growth, with nearly nine in ten respondents believing all leaders should have coaching capabilities. Over 70 percent cited benefits such as improved productivity, stronger engagement and lower turnover.
Rigorous Standards for Accreditation
To obtain ICF-ACC certification, OCBC leaders will undergo 60 hours of formal education, complete 100 hours of coaching practice, and engage in 10 hours of mentorship from credentialed coaches. The process ensures leaders not only gain technical skills but also the confidence to apply them meaningfully in the workplace.
The collaboration also aims to extend beyond certification by co-developing workshops and fostering thought leadership. Through deeper engagement and knowledge-sharing, OCBC and ICF Singapore hope to nurture a professional ecosystem where coaching culture thrives.
Leaders Speak Out
«Coaching empowers our employees to manage transitions with agility and take ownership of change,» said Lee Hwee Boon, Head of Group Human Resources, OCBC. «It inspires leaders to lead with purpose and fosters a culture of shared growth that strengthens OCBC from within.»
Since September 2023, 52 senior leaders have begun their coaching journey, while nearly 300 employees have already benefited from coaching sessions with OCBC’s internal coaches. Lyn Lee, Head of Group Legal, noted that coaching has made her «more intentional in how I listen, ask guiding questions, and empower others to take action.»
$30 Million for Skills-First Growth
The coaching programme is part of OCBC’s broader push to create a future-ready workplace. Following an earlier $50 million investment, the bank has committed another $30 million towards employee development and mobility from 2023 to 2025.
In 2024, OCBC launched MOBI, an artificial intelligence-powered career growth companion. Employees can upload resumes, identify skills, set career goals, and receive tailored recommendations for learning, coaching, and assignments – bringing career planning into the digital age.
Expanding Through Internal Gigs
The bank also rolled out a gig programme allowing employees to take on short-term projects of three to 18 weeks outside their usual roles. These assignments help employees gain new skills, broaden networks, and experience different functions across OCBC Group.
Meanwhile, the MentorMe initiative has connected nearly 700 pairs of mentors and mentees, offering employees fresh perspectives and guidance as they build their careers. This mentoring culture is designed to strengthen confidence and accelerate professional growth.
Future-Ready and People-Centred
Lisa Yeoh, President of ICF Singapore, described the partnership as a signal of OCBC’s «strong commitment to embedding coaching into the fabric of the organisation, and fostering a culture of leadership that is agile, resilient and people-centred.»
