It is Harada Method certification
Perhaps OW64 introduced you to a different way of thinking about goals. Now you are asking a bigger question: could you learn to guide this process for others?
Develop the capability to help people connect meaningful goals with daily action.
Bring a practical development process to the people you already lead.
Which possibility matters most to you? Explore a pathway—or begin with a conversation.
Certification is about applying the method and demonstrating capability—not attendance alone.
Would you guide someone through a process you had only read about? Or would you first understand what it feels like to commit, encounter resistance, receive feedback, and begin again?
Before you ask others to practice, be willing to practice yourself. What could you learn by making a meaningful goal your starting point?
Start with what you want to develop: your own practice, the ability to guide others, or an introduction before deciding.
Entry requirements and sequence should be confirmed before enrollment.
Confirm prerequisites, assessment details, and whether pricing is separate or bundled.
A possible first step if you are not ready to choose a certification path.
Practitioner certification includes four consecutive weeks of daily diary submission and routine tracking. Missing a day restarts that execution period, so completion may take longer than 17 weeks.
Could your professional work include helping people connect meaningful goals with daily action?
Would you like to guide more than a planning session—to help someone examine what happened after the workshop ended?
Bring these questions to your introductory conversation. Discuss the scope of your intended services, the pathway you need, and any permissions or commercial terms before offering services under the Harada Method name.
You can focus on building capability inside your organization.
The internal-development approach prepares leaders and selected individuals to sustain the practice themselves. OW64 can support reflection, routines, and accountability without replacing leadership conversations.
Where do intentions lose momentum? Which commitments need clearer ownership? What happens after someone misses a target? How do you help people learn—not simply report?
Start with what you want your people to become better at doing for themselves.
Start by asking a smaller question: who needs to learn first?
Perhaps it is you. Perhaps one leader who can model the practice. Perhaps a small group prepared to learn together.
Before deciding on a rollout, discuss the people you want to develop, your team context, time available for practice, who will support implementation, and what meaningful progress would look like.
You do not need a finished rollout plan to begin the conversation.
Do not imply one enrollment includes certification or app access for an entire team.
Review the current certification options and payment buttons on the Harada Method homepage.
Before paying, make sure you understand which pathway you are purchasing, its entry and completion requirements, what coaching and support are included, applicable payment/cancellation/refund terms, and whether your team needs a separate arrangement.
Not sure which option fits? Have the conversation first.
A future client? A team member ready for more responsibility? A leader who needs a clearer way to develop people? Or you—by becoming more deliberate about how you learn, practice, and lead?
Start with the person you want to become. Then consider the people you want to help.
Payment does not guarantee acceptance, certification, clients, income, or specific organizational results. Confirm entry requirements, current pricing, payment terms, permissions, and meeting link before publishing.