OCBC is the first bank to partner International Coaching Federation Singapore to deepen coaching capabilities

(From left) Ms Helen Wong, OCBC Group CEO; Ms Lee Hwee Boon, Head of Group Human Resources, OCBC; Dr Tan See Leng, Minister for Manpower; Ms Lisa Yeoh, President, ICF Singapore; Ms Ramya Eva, Director of Strategic Partnerships, ICF Singapore

Singapore, 22 August 2025 – OCBC today announced that it aims to train 100 senior leaders to attain the International Coaching Federation Associate Certified Coach (ICF-ACC) accreditation by the end of 2027. This goal represents the latest milestone in the Bank’s commitment to cultivating a skills-first workplace – an integral part of its HR strategy – and aligns with the Singapore government’s push towards a skills-first approach.

The commitment was sealed today between OCBC and the International Coaching Federation, Singapore Chapter (ICF Singapore), and it marks the first strategic partnership between the coaching body and a financial institution in Singapore. Minister for Manpower Dr Tan See Leng and OCBC Group CEO Ms Helen Wong witnessed the signing of the strategic partnership agreement at OCBC Campus.

The partnership comes at a pivotal moment for workforce development. A recent NTUC LearningHub survey, which examined the essential skills and competencies that leaders must develop, revealed that coaching skills have emerged as a top priority for organisational growth. Notably, nearly nine in ten business leaders and employees agreed that all leaders should possess coaching capabilities. Over 70% of the respondents said coaching benefits individuals across all levels and job roles. Some of the advantages cited were higher organisational productivity and reduced turnover by fostering a more engaged workforce.

To attain the ICF-ACC accreditation, the aspiring coaches will have to complete 60 hours of coaching education, 100 hours of coaching experience and 10 hours of mentor coaching by a credentialed coach.

The partnership also seeks to advance coaching excellence and foster thought leadership within the professional community by co-creating joint workshops. By deepening engagement and promoting knowledge-sharing between the two organisations, it aims to cultivate a vibrant ecosystem that supports continuous professional growth and development.

Ms Lee Hwee Boon, Head of Group Human Resources, OCBC, said: “As organisations continue to navigate transformation and disruption, coaching has emerged as a vital driver of growth through the offering of personalised support that helps individuals and teams adapt with agility. It empowers our employees to manage transitions confidently and take ownership of change. At the same time, senior leaders are inspired to lead with purpose, deepen engagement, and give back through coaching, and in doing so foster a culture of support and shared growth that strengthens OCBC from within.”

Ms Lisa Yeoh, President, ICF Singapore, said: “At ICF Singapore, we are proud to partner with a progressive organisation like OCBC that champions coaching as a powerful lever for leadership and culture. Through the globally recognised ICF credentialing journey, coaches gain not only rigorous training in professional standards, ethics, and competencies, but also the credibility and confidence to create a lasting impact. This collaboration signals a strong commitment to embedding coaching into the fabric of the organisation, and fostering a culture of leadership that is agile, resilient and people-centred. By advancing coaching excellence together, we hope this inspires more organisations in Singapore to embrace the power of coaching and be future-ready.”

Since September 2023, 52 senior leaders have commenced their coaching development. Close to 300 employees have already benefitted from the coaching sessions facilitated by OCBC’S internal coaches to support their personal and professional growth.

Ms Lyn Lee, Head of Group Legal at OCBC and one of the bank’s first leaders to be trained, shared: “While coaching requires a significant time commitment, I wanted to pay forward the support and guidance I’ve received throughout my career. It was also a good opportunity for me to strengthen my ability to lead with greater purpose and connection. Coaching has helped me become more intentional in how I listen, ask guiding questions, and empower others to take action. I believe the most meaningful impact doesn’t come from providing answers, but from creating space for individuals to uncover their own insights and career pathways.”

OCBC’s Commitment to a Skills-First Workplace

This partnership builds on OCBC’s longstanding efforts to build a future-ready, resilient and skills-first workplace. Building on the Bank’s previous investment of $50 million, an additional $30 million was committed towards employee development and mobility over the period of 2023 to 2025.

One of the initiatives rolled out for all employees in 2024 was an artificial intelligence (AI)-powered career growth companion called MOBI. Employees can upload their resume, identify their skills, indicate career interests and receive personalised recommendations for learning, coaching and assignments.

In the same year, OCBC also rolled out a new programme to help its employees gain new skills. They can participate in internal gigs – short-term assignments outside of their usual roles – that range from three to 18 weeks. These assignments bring about multi-fold benefits: employees acquire new skills, broaden their networks, and have the opportunity to gain diverse experiences across a wide variety of functions within OCBC Group.

Meanwhile, the Bank’s MentorMe programme aims to empower employees by helping them build relationships with leaders in an organic learning community. Through the mentoring journey, mentors offer different perspectives, share insights, and help employees build confidence as they navigate their careers. To date, the programme has facilitated close to 700 mentee-mentor matches.