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Answers

Questions we get before the first conversation

What organizations ask while they're doing due diligence on us. If yours isn't here, ask it directly.

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Budget & investment

How much does a Westwood engagement cost?
There's no catalog price. Every engagement is scoped against three things: how many leaders are involved, how long the work runs, and what has to be documented as changed. A three-to-twelve month organizational program and a series of executive intensives are different orders of investment. Tell us the challenge and we'll come back with a scoped number.
Do you have a minimum engagement size?
No fixed floor, but the work only pays off with a group and a timeframe long enough for behavior to change. In practice: a defined cohort and at least a few months. If your situation is smaller than that, we'll say so — and usually point you toward the resilience and presence work, which is built for one leader or a small group rather than a cohort.
Is the investment structured as one payment or broken into phases?
Phased. Engagements are billed against milestones — design, delivery, measurement — so the investment tracks the work. For multi-year programs we align billing to your budget cycle.
Can we start small and expand if it works?
Yes, and it's often the smart way in. Several of our longest client relationships began with a single cohort or one leadership team, and expanded once the results were documented.

Format & delivery

Do you deliver virtually or in person?
Both, usually mixed. Strategic learning programs are hybrid by default; leadership development runs online, in person, or hybrid. It's a design decision, not a logistics one — some work needs a room.
What's the time commitment for participants?
Enough to change something, not enough to stop the business. Typically an opening intensive, then structured work between sessions on a real organizational challenge. That work is the program, not homework on top of it.
How large are the cohorts?
Small enough that everyone speaks and no one hides. The exact size is set in design, against the challenge and how much cross-functional mixing the work needs.
Can you come to us? Do you work internationally?
Yes. We've delivered on five continents — Europe, Asia, North and South America, and Australia — including Volvo across Europe, the Government of Singapore, and a Fortune 50 healthcare organization in the US.

Organizational fit

Is this right for our organization size?
The pattern we work best with: organizations large enough to feel the cost of underdeveloped leadership, but too lean to build a full internal academy. That runs from Fortune 50 divisions to high-growth companies of a few hundred people.
What industries do you work with?
Pharmaceutical, industrial, technology, healthcare, government and professional services. The pattern that matters isn't industry, it's complexity: matrixed organizations where decisions cross borders and functions.
We've tried leadership development before and it didn't work. Why would this be different?
Because most programs teach leadership and then hope it transfers. We run action learning: participants work a live organizational challenge, so the transfer is the work. And measurement is agreed before we start, which means “it didn't work” stops being an opinion.

Methodology

How is this different from a regular workshop or seminar?
A workshop ends when the room empties. Our engagements are built around a real business challenge your leaders own, with accountability structures that run for months after the first session.
What is the ROL100?
Fortune's Return on Leadership ranking of the largest US companies, built by Indiggo and first published in 2021. It is not a Westwood method: we've worked with seven of its top thirty companies, and one of our clients ranked in the top five — the highest in its industry.
Do you use assessments? Which ones?
Change Behavior Scores as the spine, Kirkpatrick Levels 3 and 4 for transfer and business results, and PERMAH for well-being. Which instruments are added depends on what the engagement has to prove.

Measurement & ROI

How do you measure ROI?
By designing the evidence in. Before the program begins we agree what should change and how it will be observed — a chain from inputs, to leadership behaviors, to team outcomes, to business results — so results are measured rather than reconstructed afterward.
How long before we see results?
Behavior shifts show up inside the engagement — that's what Change Behavior Scores track. Business results follow your own cycle: Kirkpatrick Level 4 usually needs a quarter or two after the work lands.
Can you guarantee results?
No, and be wary of anyone who does. What we do commit to is that you'll know: the measurement is agreed before we start, so at the end you'll have evidence either way.

Ready to explore?

The right engagement starts with a conversation.

Tell us where you stand; we will tell you what we see — and if we are not the right fit, you will hear that from us first.

Let's talk