OCBC Broadens Internal Coaching Initiative Across Asia
OCBC Bank has taken a significant step in leadership development by expanding its internal leadership coaching programme to Malaysia and Hong Kong. This strategic move, implemented in April, aims to embed coaching as a core leadership capability across the OCBC Group, reinforcing the bank’s commitment to nurturing talent and fostering cross-border career growth.
Empowering Leaders With International Coaching Accreditation
The expansion builds on OCBC’s ongoing partnership with the International Coaching Federation (ICF) Singapore Chapter, which began in 2025. OCBC has set an ambitious goal: to train and accredit 100 senior leaders as Associate Certified Coaches (ICF-ACC) by the end of 2027. Achieving this accreditation requires leaders to complete 60 hours of coaching education, accrue 100 hours of practical coaching experience, and undergo 10 hours of mentor coaching. This rigorous approach ensures that OCBC’s leadership coaching programme meets globally recognized standards.
Currently, 25 senior leaders from Malaysia and Hong Kong have begun the ICF-ACC accreditation process. They join 62 leaders already undergoing training in Singapore, bringing OCBC’s internal pool to over 85 senior leader-coaches across these three strategic markets. By 2027, the bank aims to further enlarge this pool, providing employees with greater access to professional coaching support.
Cross-Border Coaching for Career Mobility
A standout feature of the leadership coaching programme is the opportunity for employees to be matched with coaches from different markets. This cross-border pairing is designed to broaden perspectives, encourage knowledge sharing, and support employees who are considering international career moves within the organization. Employees opting for one-to-one coaching will participate in at least three confidential sessions, each lasting around an hour, focused on career reflection, resilience building, and personal development.
Since the original launch in Singapore, nearly 300 employees have benefited from the programme. With the latest expansion, OCBC expects participation to grow, further strengthening its culture of continuous learning and development.
Leadership Development Evolving With Coaching
Lee Hwee Boon, Head of Group Human Resources at OCBC, emphasizes the importance of this shift: “Leadership has evolved from a focus on task management to one centred on people development and resource orchestration. It is hence important that we embed coaching as a core leadership capability.” This approach reflects OCBC’s understanding that effective leaders are those who prioritize developing others, not just managing workstreams.
Personal Growth for Both Coaches and Employees
The leadership coaching initiative is not only beneficial for employees but also for the senior leaders who serve as coaches. Ainu Yakin Binti Azizi, Executive Director, Global Markets – Investment Solutions at OCBC Malaysia, shared her experience: “Becoming a coach is a two-way journey that allows leaders to grow beyond their own roles. By walking alongside colleagues as they explore their potential and career possibilities, I am also strengthening my own leadership, sense of purpose, and self-awareness.”
Similarly, Alfred Ho, Head of Internal Audit at OCBC Hong Kong, highlighted the transformative nature of the programme: “Good leadership isn’t just about what you deliver – it’s about who you help grow along the way. This programme has given me a structured path to develop practical coaching skills, and I’m committed to putting in the hours to earn the accreditation.”
Driving a Culture of Continuous Learning
With its expanded leadership coaching programme, OCBC is positioning itself as a forward-thinking employer that invests in people development. By equipping leaders with professional coaching skills and providing employees access to accredited coaches, the bank is nurturing a culture of growth, resilience, and mobility.
The Future of Leadership at OCBC
As the workplace evolves, initiatives like OCBC’s coaching programme are becoming essential for organizations seeking to retain top talent and foster agile leadership. By 2027, with 100 accredited leader-coaches supporting regional staff, OCBC expects to see positive impacts on employee engagement, cross-border mobility, and organizational performance. The programme serves as a model for how large organizations can make leadership coaching a strategic differentiator, not just a development perk.
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