OCBC has announced a new initiative to train 100 of its senior leaders to achieve the International Coaching Federation Associate Certified Coach (ICF-ACC) accreditation by the end of 2027. This effort is part of the bank’s ongoing strategy to promote a skills-first workplace and aligns with Singapore’s broader focus on skills development.
The agreement, signed between OCBC and the International Coaching Federation Singapore Chapter (ICF Singapore), marks the first time a financial institution in Singapore has formed such a partnership with ICF. The signing ceremony was attended by Minister for Manpower Dr Tan See Leng and OCBC Group CEO Helen Wong.
A recent survey by NTUC LearningHub found that coaching skills are considered essential for organizational growth, with nearly 90% of business leaders and employees agreeing that all leaders should have coaching abilities. Over 70% said coaching benefits people at all levels, citing increased productivity and lower turnover as key advantages.
To receive ICF-ACC accreditation, participants must complete 60 hours of coaching education, log 100 hours of coaching experience, and undertake 10 hours of mentor coaching under an accredited coach.
The collaboration also includes joint workshops aimed at advancing professional standards in coaching and promoting knowledge-sharing between OCBC and ICF Singapore.
“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,” said Lee Hwee Boon, Head of Group Human Resources at OCBC.
Lisa Yeoh, President of ICF Singapore, stated: “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 at OCBC have started their training in coaching development. Nearly 300 employees have already participated in sessions led by internal coaches for personal or professional growth.
Lyn Lee, Head of Group Legal at OCBC who was among the first group trained as coaches at the bank said: “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.”
This initiative builds on previous efforts by OCBC aimed at employee development. The bank invested $50 million previously toward these goals; an additional $30 million has been committed for employee development programs between 2023–2025.
In 2024 alone, OCBC introduced several new initiatives including MOBI—an AI-powered tool designed to help staff identify their skills gaps or interests while receiving personalized recommendations on learning opportunities or assignments within the organization. Employees can now participate in short-term assignments outside their regular roles—lasting three to eighteen weeks—to develop new skills across different functions within OCBC Group.
Another program called MentorMe connects employees with mentors throughout the company, facilitating nearly 700 mentee-mentor matches so far.