Protect our Land, Ascend with Us!

Ascension is seeking an accomplished Executive Coach holding an active International Coaching Federation Professional Certified Coach (PCC) or Master Certified Coach (MCC) credential to support senior Federal executives and leadership teams under a prospective U.S. Department of Transportation Executive Coaching Program.

The ideal candidate is a highly credible leadership development professional who has successfully coached senior executives operating in complex, highly visible, mission-driven organizations. Federal Government experience—and particularly direct experience coaching members of the Senior Executive Service (SES), senior Federal leaders, or equivalent C-suite executives—is strongly preferred.

This position is intended for a coach who combines exceptional interpersonal and executive-level communication skills with disciplined coaching methodologies, strong ethical judgment, discretion, emotional intelligence, and the ability to establish credibility quickly with accomplished senior leaders.

The Executive Coach will help leaders strengthen areas including strategic thinking, executive presence, communication, decision-making, collaboration, change leadership, employee engagement, accountability, conflict management, and stakeholder engagement. The role is important to DOT’s objective of establishing a consistent and scalable coaching capability across its 11 Operating Administrations and strengthening the effectiveness of its senior leadership community.

Candidates should be comfortable working independently, managing confidential coaching relationships, adapting their approach to individual executive needs, using assessment information to inform development planning, and translating coaching insights into practical actions that improve leadership and organizational performance.

2. Contractor Role Summary

The Executive Coach will deliver confidential, individualized executive coaching and, where qualified and assigned, team coaching services to Senior Executive Service members and other designated DOT leaders.

The coach will establish productive coaching relationships beginning with intake and goal definition; review relevant assessment and leadership-development information; establish coaching objectives; conduct structured 60-minute individual coaching sessions; support development planning; help executives translate insights into workplace behaviors and actions; and reinforce sustained leadership improvement throughout the engagement.

The coach must be capable of working with senior leaders facing complex organizational challenges where there may not be a single prescribed solution. Successful candidates will demonstrate the ability to listen critically, ask insightful and appropriately challenging questions, identify patterns and leadership barriers, help clients evaluate alternatives, and guide executives toward practical actions while maintaining the independence and confidentiality expected of a professional coaching relationship.

The Executive Coach must maintain clear professional boundaries and comply with International Coaching Federation ethical standards. Coaching is advisory and developmental in nature; the coach does not direct Federal employees, establish Government policy, or exercise supervisory authority over Government personnel.

Because individual coaching engagements will be established through BPA Calls/Orders, workload may vary depending upon DOT demand, participant enrollment, coach-client matching, coach availability, and available funding.

3. Position Responsibilities and Anticipated Activities

The Executive Coach will:

• CONDUCT initial coaching intake discussions with participating executives to establish rapport, explain the coaching process, clarify expectations, identify developmental priorities, and establish client-defined goals.
• ESTABLISH measurable coaching objectives and individualized coaching strategies aligned with the executive’s developmental needs and organizational environment.
• EXECUTE required coaching agreements with participating executives prior to the first formal coaching session.
• DELIVER confidential, one-on-one executive coaching sessions, generally structured as 60-minute sessions at frequencies established by individual BPA Calls/Orders.
• COACH executives on leadership effectiveness, strategic thinking, executive presence, communication, interpersonal effectiveness, decision-making, problem-solving, emotional intelligence, adaptability, and organizational change.
• SUPPORT leaders in strengthening team leadership, collaboration, employee engagement, accountability, conflict resolution, difficult conversations, and performance-management capabilities.
• REVIEW available leadership assessments, Executive Development Plans, prior developmental information, and other authorized materials to identify relevant coaching priorities.
• ADMINISTER, when appropriately qualified or certified, approved leadership assessments and 360-degree feedback instruments.
• DEBRIEF assessment results with participants and translate findings into practical leadership-development objectives and coaching priorities.
• DEVELOP individualized action plans that identify leadership behaviors, developmental objectives, success measures, and accountability strategies.
• FACILITATE progress discussions that enable executives to evaluate actions taken, outcomes achieved, challenges encountered, and adjustments needed.
• PROVIDE leadership-development resources, articles, tools, exercises, and other appropriate materials supporting the participant’s developmental objectives.
• SUPPORT executives between scheduled sessions, when appropriate and authorized, to reinforce learning and respond to emerging leadership challenges.
• COACH executive leadership teams or designated groups when the coach possesses appropriate team-coaching qualifications and is assigned to a team engagement.
• FACILITATE team-development discussions involving leadership alignment, communication, collaboration, decision-making, shared goals, accountability, team effectiveness, and conflict resolution.
• HELP executives and teams translate coaching insights into sustainable workplace behaviors and practical action plans.
• MONITOR progress toward coaching objectives while preserving the confidentiality of individual coaching discussions.
• MAINTAIN accurate records of scheduled appointments and authorized coaching hours delivered.
• COORDINATE scheduling directly with assigned clients while complying with Ascension’s and DOT’s program administration procedures.
• COMMUNICATE appropriate non-confidential engagement status information needed to support program-level administration and reporting.
• IDENTIFY engagement risks or barriers such as extended participant inactivity, scheduling challenges, or circumstances that may affect successful completion without disclosing confidential coaching content.
• MAINTAIN strict confidentiality of coaching discussions, assessment information, participant information, and other sensitive information.
• ADHERE to International Coaching Federation ethical standards and applicable DOT confidentiality, information-security, and program requirements.
• PARTICIPATE in program orientation, coach coordination meetings, quality reviews, and other activities necessary to ensure consistent coaching quality across the DOT program.
• MAINTAIN current professional credentials, assessment qualifications, and continuing education required to remain in good standing with the International Coaching Federation and applicable assessment providers.