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The work is built for one organization at a time.

Three ways to work with Westwood. Every engagement is designed from the ground up — a custom team of senior practitioners assembled for your industry and your stage of the work, with measurement built in and behavior tracked at three, six, and twelve months.

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  • Experience

    25+

    Years developing leaders

  • Scale

    55k+

    Leaders trained worldwide

  • Trust

    Fortune 50

    Enterprises among our clients

The programs

Who this is for

Strategic learning programs

Our signature action-learning approach. Not a seminar series — a sustained engagement that works at the individual, team, and organizational level at once. Leaders develop by working on the organization's real challenges, and the behavior shifts are documented at three, six, and twelve months.

  • Team performance
  • Leadership presence
  • Documented behavior change
Built for
Fortune 50 to high-growth organizations facing leadership transitions, succession gaps, or cultural transformation.
Typically engaged by
CHRO · CEO / C-suite · VP of Learning & Development
Duration & format
3–12 months · Hybrid, fully customized
A cohort working around a long boardroom table

Team & cohort scale

Leadership development

For your next generation of leaders — people managers, high-potentials, and strategic contributors who haven't been given the development they deserve. Group training and 1:1 coaching built around your actual problems, not textbook simulations.

  • Talent developed from within
  • Higher retention
  • Leaders ready for what's next
Built for
Organizations large enough to feel the cost of underdeveloped leadership, but too lean to build a full internal program.
Typically engaged by
VP / SVP business leaders · Head of Talent · Director of L&D
Duration & format
1–6 months · Online, in-person, or hybrid
Hands taking notes around a shared table

Individual · executive scale

Resilience, presence & adaptability

Precision development for leaders carrying the heaviest loads — not organizational wellness. Scientifically grounded tools to stay clear under pressure, lead through instability, and build the presence that earns trust.

  • Clarity under pressure
  • Expanded presence
  • Energy that doesn't deplete
Built for
Upper-level management and C-suite executives who can't afford to operate below their best.
Typically engaged by
The leader themselves — individually or in small groups
Duration & format
Customized timing · Virtual coaching to face-to-face intensives
A leader looking out over a city at dusk

AI & leadership

The rooms we work in now include AI.

Leaders are being asked to sponsor, govern, and scale AI initiatives — often before anyone has shown them how. For organizations building the capability itself, we bring the technology, the leadership, and the adoption — three disciplines that only work together.

Talk to us about AI

The method

Every engagement is custom. The rigor is always the same.

Whatever the scale, the same four disciplines carry the work — measured through Change Behavior Scores, NPS, Kirkpatrick and PERMAH. You'll know what you're measuring, and why, before we start.

Group training
Cohorts working on your real organizational challenges — not simulated case studies. People develop together while solving actual problems.
Individual coaching
1:1 coaching tied to the live challenges each leader is navigating, not generic leadership theory.
Feedback systems
Structured feedback loops, including 360° and behavioral assessments, designed to surface what leaders actually need to develop.
Assessment tools
Measurement co-created with you before the program begins — designed to reflect what matters to your organization.

Evidence

“The combination of reflection and action gave our team new clarity and momentum. It's unlike any leadership development we've experienced.”

HR Director — Fortune 50 healthcare

Read the case study

  • 84%

    Retention achieved for a Fortune 50 client — up from 22%.

  • 90%

    Internal leadership development — reversed from 90% external hires.

  • $430M

    In documented client opportunity generated across all programs.

The measurement

We measure actual change — not just completion

Every program reports against the same four layers, from observed behavior to business results.

  • Behavior

    Change Behavior Scores

    Tracks whether leaders are actually leading differently — not just whether they liked the program.

  • Satisfaction

    NPS & participant feedback

    Net Promoter Score and qualitative feedback from participants and organizational sponsors.

  • Learning & transfer

    Kirkpatrick Level 3 & 4

    The industry standard for measuring behavior transfer and business results.

  • Well-being

    PERMAH

    Because performance that costs leaders their well-being does not last — we track both.

The engagement process

Before we design anything.

Most clients stay for years. That's not a sales tactic — it's what happens when the work works.

  1. 01

    Fit check

    A direct conversation about your challenges, goals, and context. We tell you candidly if we're a good fit — and if not, why.

    ~45-60 minutes

  2. 02

    Exploration

    Discovery sessions with key stakeholders. We learn your culture, your gaps, and what success looks like before designing anything.

    1-3 sessions

  3. 03

    Custom proposal

    A program built for your organization. Scope, timeline, and expected outcomes — all in writing. Not adapted from a template.

    Delivered within 2 weeks

  4. 04

    Your decision

    You take it to your team. We give you everything you need to make the right decision — and the fit runs in both directions.

    Your timeline

Mutual fit

We are not the right partner for everyone.

The work is demanding and slow by design. It is built for organizations where the leadership gap has real cost — and the leadership team has the will to engage. If not, there are better, simpler options. We will tell you.

Westwood is a good fit when…

  • Leadership gaps have real organizational cost — visible in retention, readiness, or execution.
  • Senior stakeholders are willing to engage, not just send people.
  • Behavior change matters more than attendance.
  • You want to know if it worked — in language a CFO understands.

Westwood may not be the fit when…

  • You only need a one-off motivational session for an offsite.
  • You want a prebuilt program with no discovery and a fast turnaround.
  • You only need content delivery — a curriculum to be taught.
  • You need the cheapest or fastest option available on the market.

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