HWH® Executive Coach Training
Process expertise for professional, executive, founder, family-enterprise, and career-transition coaching.
Know the architecture. Hold the process. Protect the relationship. Help the client author the change.
Available exclusively to members of the HWH® Coach Club.
You didn't train this hard to stay small. Dr. Lisa Leit, MCC · Watch on YouTube ↗
Leaders are drowning in signal, and starving for actionable intelligence.
The work of leadership has changed faster than the support around it. The decision load has multiplied, the half-life of skills is collapsing, and the people carrying the most consequence have the least room to think. This is the gap a process-expert coach fills.
More data has not produced better decisions. What leaders lack is not information, it is a coherent system for turning signal into judgment, and judgment into action. That is a whole-system problem, and it needs a whole-system coach.
Human Systems Architecture™: the whole human, inside the whole system
A leader is not a set of competencies bolted to a job description. They are a living system, thinking, feeling, relating, deciding, nested inside other living systems: a team, a family enterprise, a board, a market. Coach one dimension and the system snaps back. Coach the architecture and the change holds.
HWH 360 Core™: the professional system
The competencies that determine whether a professional can operate inside complexity without fragmenting.
- Systems Awareness & Impact
- Conscious Communication
- Relational Intelligence & Collaboration
- Navigating Conflict with Maturity & Skill
- Adaptability, Agility & Learning Loops
- Accountability Without Burnout
- Quality, Feedback & Continuous Improvement
- Self-Management & Sustainable Performance
HWH 360 Leader™: the leadership system
What changes when your decisions land on other people's lives, and the consequence is no longer yours alone.
- Vision & Strategic Thinking
- Inspiring & Motivating Others
- Delegation & Empowerment
- Developing People
- Fostering Innovation & Agility
Process expert, not content lecturer
The client-facing ecosystem, books, eCourses, journals, assessments, AI companions, teaches the developmental content. This training teaches you to hold the process through which clients apply it.
- Context and role clarity
- Sponsor discovery and contracting
- Assessment selection and debrief
- Tripartite sessions and stakeholders
- Conflict, mediation, and referral
- Closure, continuation, and handoff
Professionals are also people.
You cannot coach a leader's decision-making while ignoring the human being who makes the decisions. Performance problems are rarely only performance problems, underneath them sit sleep, meaning, identity, marriage, health, grief, and a nervous system under sustained load. A purely professional lens will miss all of it. A whole-system lens catches it.
Why the holistic systems approach is not a soft add-on
- The system is one system. Coach the role and ignore the person, and the change will not hold, the system snaps back the moment pressure returns.
- Identity precedes strategy. A leader who has not done their own identity work will outsource it to their title, and every decision inherits that distortion.
- Well-being is upstream of performance. Personal, professional, and relational well-being are not the reward for professional success, they are the substrate that makes clarity, judgment, and sustained performance possible.
- Executives hide it better. The higher the role, the more sophisticated the compensation, which is exactly why the mirror has to be whole-system rather than competency-only.
- You can only hold what you've done. A coach who has not mapped their own system will flinch at the places a client most needs them steady.
Prerequisite and recommended foundation. HWH ICF Level 1 coach training is a prerequisite for this program. The HWH® Holistic Wellness training is the recommended basis, it is where coaches do their own identity work and learn the whole-person approach they will later have to hold, steadily, for executives and founders under real pressure.
dimensions in the Holistogram™
The validated whole-person, whole-system map, normed against 740+ participants, with T1 → T2 delta tracking. It measures personal, professional, and relational well-being together, because that is how they actually operate: as one system, not three.
Foundational to professional clarity, performance, and success. You cannot separate a person's judgment from the system they are living inside.
One process discipline. Three client worlds.
All three tracks are integrated into the one training, because real engagements refuse to stay in their lane. A career transition surfaces inside an executive engagement; a founder's succession question is also a family-system question. Every graduate steps through all three specialty terrains (Modules 10, 11, 12) and holds the HWH® Executive Coach credential plus the HWH® Career Coach and HWH® Workplace and Professional-Development Coach titles for engagements in those client populations.
Workplace & Professional-Development Coaching
For individual contributors, midcareer professionals, and emerging leaders learning to operate with impact inside a system they did not design.
- The 8 HWH 360 Core™ competencies
- Visibility, contribution, and making work legible
- Conflict, feedback, and accountability without burnout
- Sustainable performance under load
Executive Leadership Coaching
For executives, founders, family-enterprise leaders, and those coaching into boards, investors, and organizational politics, where the decision load is heaviest and the room for error is smallest.
- The 5 HWH 360 Leader™ competencies
- Power, politics, escalation, optics, and managing up
- Sponsor discovery and tripartite contracting
- Founder, succession, and family-enterprise systems
- Decision architecture under uncertainty
Career Transition Coaching
For clients designing a next chapter, by choice or by force. Redundancy, reinvention, re-entry, retirement, and the identity work underneath all of it.
- Identity, meaning, and values realignment
- Designing the next chapter as a whole-person system
- Narrative, market, and re-entry strategy
- Transition without self-erasure
Fourteen self-paced modules · one shared coaching seat · three integrated tracks
Orientation plus Modules 1 to 13, inside the Clara™ practitioner eCourse. Modules 1 to 9 build the shared HWH® coaching seat all three tracks use. Modules 10, 11, and 12 hold the three specialty terrains; every graduate steps through all three. Module 13 integrates closure and hands off into your practice. Each module is gated by a required artifact that faculty reviews before the next module unlocks.
Orientation
Meet Clara™, division of labor, the governing standard, and how the fourteen-module eCourse pairs with the Monday drop-ins and the required Assessment Facilitator eCourses.
The Coaching Seat, Container & Role Integrity
Four practice containers (internal, platform, private, HWH® co-branded). Contract hierarchy. The same coaching seat, held across executive, career-transition, and workplace scales.
Three-Party Contracting Across Four Containers
Sponsor discovery without capture. Proposals, scope, invoicing, cancellation. Sponsor variants across executive, outplacement, and platform contexts.
Chemistry, Intake, Screening & Referral
Warm chemistry, clinical and safety screening, and the Accept / Revise / Refer / Decline discipline used the same way across all three tracks.
Launching the Engagement with Three Opening Artifacts
The Executive Leadership Canvas™ and GPS, the Career GPS, and the Professional GPS. Choose the artifact that fits the engagement; deeper facilitation lives in Modules 10, 11, and 12.
The HWH® Assessment Mirror Discipline
Mirror-not-verdict across all six HWH® instruments, with the required HWH® 360 Leader™ and HWH® 360 Core™ Facilitator eCourses alongside, conferring facilitator authorization on those two.
Facilitating Tripartite Sessions
Opening, midpoint, recontracting, closing. Alignment, not report-back. Client-led sharing. Confidential content protected across sponsor variants.
Coaching Power, Politics & Integrity Under Pressure
The Constructive Influence Sequence™. Coach political intelligence, not the politics. Describe observable behavior. Do not diagnose absent parties.
Conflict-Process Discernment
One-to-one conflict coaching vs. a limited joint conversation vs. mediation vs. referral. Recontract before roles change.
Role Integrity & Multiple Roles
Not every dual relationship is the same. Analyze power, loyalty, confidential information, consent. Proceed / Recontract / Separate / Refer / Decline.
Executive Leadership Terrain
The executive as a living human system. Canvas™ and GPS at depth. Founder / board / investor / family-enterprise dynamics. Leadership Leverage Plan handoff.
Career Transition Terrain
Career GPS. 11 Compass™ dimensions across Direction, Readiness, Fit. 19 common Career Transition Terrains. From insight to action without becoming the advisor. 90-Day Sprint handoff.
Workplace & Professional-Development Terrain
The workplace client as executive-in-formation. The 8 HWH® 360 Core™ competencies at work. Platform-coaching ethics. 12-Week Practice Plan handoff.
Progress, Reassessment, Closure & Handoff
Observable progress review, ROI/VOI without overclaiming, the five clean end-of-arc options (Renew, Change scope, Hand off, Pause, Close), and the specialty handoff artifact for each track.
Real-time practice, case consultation, and supervision happen at Monday drop-ins, where the artifacts you produce in the eCourse become embodied practice.
Mondays at HWH: drop-in support, every week
Advanced coaching gets hard in specific, lonely places, the sponsor who wants a result they aren't entitled to, the case that keeps you up, the credential paperwork you keep postponing. So we hold the door open every Monday. Drop in when you need it; nothing is mandatory.
ICF Group Mentoring
The mentor coaching required on your ICF credential pathway, observed practice, direct feedback against the ICF competencies, and the documented hours you need for ACC, PCC, or MCC.
Explore ICF Mentoring →Group Supervision
Reflective supervision for the cases that stay with you. Where role integrity, dual relationships, sponsor pressure, and your own reactivity get examined rather than carried.
Office Hours
Two open windows a week. Bring a contracting question, an assessment debrief you're unsure about, a proposal you're drafting, or a referral decision you want a second read on.
HWH Happy Hour
The unstructured hour. Colleagues, not competitors, the part of the week where the practice stops being solitary.
Business Development
Pricing, positioning, proposals, pipeline, and the commercial side of a coaching practice, the conversation most training programs never have with you.
HWH Coaching Circle
Peer practice and co-creation between sessions, where reps happen and the community actually forms.
All sessions are included with active HWH® Coach Club membership and run alongside your training. Attendance is optional; the support is not conditional. The 20 required synchronous hours are earned here.
Monday drop-in sessions are offered 35 weeks a year. They do not run during scheduled institute breaks and holiday periods, and the published schedule is subject to change. Session times are US Central (CST/CDT).
Self-paced eCourse. Live Monday drop-ins. One 40-hour program.
Everything is self-paced inside the Clara™ practitioner eCourse. Real-time practice happens at the Monday drop-ins. There is no live-class cohort to wait for.
20 Self-Paced eCourse Hours
Fourteen modules inside the Clara™ practitioner LMS. Orientation plus Modules 1 to 13. Each module is gated by a required artifact that faculty reviews before the next module unlocks.
- Modules 1 to 9 build the shared HWH® coaching seat
- Modules 10, 11, and 12 hold the three specialty terrains (Executive, Career Transition, Workplace)
- Module 13 integrates closure across all three
- Required HWH® 360 Leader™ and HWH® 360 Core™ Facilitator eCourses alongside Module 5
- Six-month completion window; most coaches finish in three to five months
20 Synchronous Drop-In Hours
Earn your 20 sync hours in any combination at the Monday drop-ins, which run 35 weeks a year. This is where the artifacts you produce become embodied practice under peer and faculty feedback.
- Office Hours (9am and 2pm CST) · general questions and support
- Group Supervision (11am CST) · formative, normative, restorative
- Business Development with Don Markland (4th Monday, 11am CST)
- ICF Group Mentoring (12pm CST) · mentor-coaching hours toward ACC / PCC / MCC
- HWH® Happy Hour (1pm CST) · tool practice with peer and faculty feedback
Both parts of the program require active HWH® Coach Club membership. On completion, you activate the HWH® Executive Coach credential and may use the HWH® Career Coach and HWH® Workplace and Professional-Development Coach titles for engagements in those client populations. Not sure it’s the right fit? Book a discovery call →
What ICF accreditation actually buys you
Coaching is a largely unregulated industry. Accreditation is the difference between a claim and a standard, and it is increasingly the gate you must pass to be hired at all.
Globally portable recognition
The ICF credential is the most widely recognized standard in professional coaching. ACC, PCC, and MCC are understood by buyers across markets and borders, your credential travels with you.
Hours that count
These 40 hours apply as ICF-accredited Level 2 or Level 3 coach education toward your PCC or MCC pathway, and continuing-education hours count toward credential renewal, so the learning does double duty.
Procurement-ready
Many organizations, coaching platforms, and enterprise buyers will not contract a coach without an ICF credential. Accreditation is often the first filter, before anyone reads your bio.
A defined ethics and competency standard
You are held to a published code of ethics and a competency framework, which means your client, and your client's sponsor, know exactly what standard you are practising to.
Assessed practice, not attendance
Accredited education requires observed practice, direct feedback, and evaluation against a standard, not a certificate for showing up. That rigor is what makes the credential worth something.
Trust, answered in advance
The credential answers the sponsor's first question before it is asked. When you are the only unregulated professional at the table, that matters more than it should, and it does matter.
Holistic insight: the mirror, not the verdict
Most coaches have testimonials. HWH coaches have evidence. Validated instruments, before-and-after delta reporting, and dashboards that show measured movement across specific dimensions, so clients can see their own progress and sponsors can see the return.
HWH 360 Core™
Self- and other-rater view across the eight core professional competencies. Where the gap between intent and impact actually lives.
HWH 360 Leader™
The five leadership competencies, seen from every direction, the mirror executives rarely get held up honestly.
Holistogram™
The validated whole-person baseline. Award-winning, outcomes-validated, and the anchor of the HWH developmental arc.
DPI™, Dynamic Patterns Index
The patterns beneath the behavior, how a person moves through pressure, conflict, and change.
Career Transition Compass™
Direction, readiness, and identity coherence for clients designing their next chapter.
Delta & Retake Reporting
Reassessment and delta review across the engagement, observable movement, in language that survives a boardroom without overclaiming causality.
Couples Pulse™
Also in your toolbox through Coach Club, the relational mirror. Because the executive who cannot get home is not, in fact, performing.
Team Pulse™
The team-level mirror, the natural bridge from one-to-one executive coaching into AATC team coach training.
Actionable intelligence, ethically held
You will learn to select, administer, frame, and debrief every instrument, including the hard parts: respondent selection, consent, data ownership, contradictory findings across mirrors, and what to do when a sponsor asks for a result they are not entitled to. Individual results are private to the assessed person and are never automatically routed to managers, sponsors, HR, platforms, or dashboards. Sharing requires explicit informed consent, a clear developmental purpose, and agreement on exactly what will be shared, by whom, and in what form.
Your executive clients are attached to teams, and to people.
One-to-one executive coaching keeps running into the same two edges: the team the leader is actually accountable for, and the life they go home to. Coach Club membership opens both doors.
🧭 AATC Team Coach Training
HWH is accredited for the ICF Advanced Accreditation in Team Coaching (AATC). When the executive engagement surfaces a team problem, and it will, you can take that engagement too, with the Team Pulse™ as your mirror, rather than referring the work away.
Explore AATC Team Coaching📚 Client-facing resources
Every HSA™ book, client eCourse, workbook, journal, assessment, and AI companion is available to give your clients, delivered under your brand in the co-branded HWH App, so the work continues across the 167 hours a week you are not in session.
See the Client Library Full EcosystemAll included with active HWH® Coach Club membership.
This is not feel-good coaching.
Feel-good coaching produces a warm session and no evidence. Human Systems Architecture™ is a data-driven, validated framework, validated, award-winning instruments, normed samples, before-and-after delta reporting, built to produce what the HWH mission actually promises: meaningful, measurable, and lasting change.
And because a human being is a system nested inside larger systems, the change does not stay put. Coherence at the center propagates outward, and every stage of that propagation is measured, not assumed.
Personal inner coherence
Regulation, identity, values, and judgment under load. The leader stops fighting themselves, and the decisions change.
Holistogram™ · DPI™Relational integrity
Conscious communication, conflict handled with maturity, boundaries held without rupture. Intent and impact converge.
HWH 360 Core™Team co-creation
From compliance to co-creation, delegation, empowerment, psychological safety, and a team that generates rather than complies.
HWH 360 Leader™ · Team Pulse™Galvanized stakeholders
Sponsors, boards, investors, and the wider field aligned behind a direction they can see, measure, and back.
Delta reporting · Evidence packsInner coherence is not the soft part of the work, it is the first measurable variable in the chain.
Demonstrating ROI and VOI, without overclaiming
Corporate sponsors fund what they can see. Most coaches can only offer testimonials. You will leave able to define the measure, baseline it, re-measure it, and report the movement in language a CFO accepts and an ethicist can defend.
The financial argument a sponsor takes to a budget holder. You learn to identify which of these the organization already tracks, and to attach your engagement to their numbers rather than inventing your own.
- Retention of a high-consequence leader, and the replacement cost avoided
- Promotion, succession-readiness, and internal-fill rate
- Time-to-productivity in a new or expanded role
- Reduced escalation, grievance, and conflict-resolution cost
- Absenteeism, presenteeism, and turnover in the leader's team
- Decision cycle time and rework attributable to decision quality
What moves first, and what predicts the financial result before it lands. This is where validated instruments earn their keep, VOI is only credible when it is measured rather than asserted.
- Well-being, resilience, and burnout risk (Holistogram™ delta)
- Self- and other-rater gap closing on the 360 competencies
- Behavioral pattern shift under pressure (DPI™ delta)
- Psychological safety and team climate (Team Pulse™)
- Role integrity, boundaries, and sustainable performance
- Confidence, clarity, and quality of judgment under load
Everyone says they move the needle.
We first define what the needle is, and what it measures, then we move it.
You cannot claim movement on an instrument you never named, in a direction you never baselined. Naming the needle first is what turns a coaching engagement into evidence.
Baseline (T1)
Select the instrument, contract consent and data ownership, and take the measurement before the work begins.
Client-authored priorities
The mirror becomes the client's own goals, observable, evidenced, and owned by them rather than assigned by you.
Re-measure (T2)
Retake and delta review mid-engagement and at closure, including the awkward case where the findings contradict each other.
Evidence pack
A client-created progress summary and written outcome report the sponsor can actually act on, without disclosing private session content.
The discipline that makes it credible
Learning outcome 11 of this syllabus is explicit: report observable behavior and system movement, ROI/VOI language without overclaiming causality. A coaching engagement sits inside a system with a hundred other variables. You will learn to say precisely what moved, over what period, on which measured dimension, and to stop there. That restraint is not a weakness in the sales conversation. It is the reason a serious sponsor believes the rest of what you say.
