We don't ask you to trust the claim.
We show you the data.
The performance consulting space runs on assertions. 'Transform your organization.' 'Unlock your team's potential.' 'Drive results.' Every firm says something like this. Almost none of them can prove it.
FORCE22 can.
Not through testimonials alone. Not through client satisfaction surveys. Through a controlled study, the same standard of evidence that separates a real result from a marketing claim.
— WHERE EVERY ENGAGEMENT BEGINS
GLOBAL MEDIA & TECHNOLOGY COMPANY · 2024 · 90-DAY ENGAGEMENT
4.78x more results. Controlled study. 90 days.
THE SITUATION:
A global media and technology company was under pressure to deliver revenue results while navigating internal misalignment and limited resources. Leadership identified execution breakdowns at the manager layer. They needed a rapid, scalable solution, without increasing overhead or leadership time investment.
THE CHALLENGE:
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Post-acquisition morale was down and people operations had been deprioritized
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Managers lacked goal clarity, accountability, and consistency
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Leadership needed results fast, with a limited budget
THE APPROACH:
FORCE22 delivered a strategic goal-setting workshop for 60 managers. The company then enrolled half into the FORCE22 Performance Architecture. The remaining 30 formed a natural control group. For 90 days, the program group ran weekly team standups, structured peer accountability, and performance sessions. The control group continued operating as normal.
4.78x
PERFORMANCE MULTIPLIER
Controlled study · Not a claim
FORCE22 GROUP
CONTROL GROUP
Number of managers
30
30
Key results achieved
129
27
Performance multiplier
4.78x
—
WHAT CHANGED ON THE PROGRAM GROUP:
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Managers took ownership of outcomes, accountability moved to the team level
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Weekly performance habits became embedded, not enforced
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The company saw faster progress toward revenue and operational goals
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Leadership had proof of impact and a scalable model for rollout
4.78x
This is not a rounding. It is not a claim. It is the ratio of key results achieved between the program group and the control group, measured against the same goals, in the same quarter, with the same resources. No AI coaching platform, no EOS implementer, no individual coach in this category can produce a comparable data point.
The business results were measurable.
So was how the team felt about it.
An execution system that produces results but burns people out is not a system worth installing. We track both.
At the conclusion of the 90-day program, participants completed an independent survey. The Net Promoter Score from program participants was 40. Industry average NPS for corporate L&D programs: 20,30.
A score of 40 means the managers inside the program would actively recommend it to a colleague. That matters, because a performance system only works if the people running it are willing to use it.
— WHY THIS MATTERS NOW
The problem FORCE22 solves is not a nice-to-have.
It is impacting your bottom line today.
The data from the world's leading workforce research organizations tells a consistent story. Organizations are investing more in leadership and getting less. AI is accelerating the pressure without solving the underlying problem.
21%
Global employee engagement, a decade low.
Gallup State of the Global Workplace, 2025
1 in 50
AI investments that deliver transformational value. 91% of AI adoption failures are cultural and change management problems.
Gartner / MIT
70%
Of team engagement is attributable to the manager.
Gallup
46%
Of CHROs cite leadership and manager development as their #1 priority for 2026.
SHRM
$8.9 trillion
Lost annually to disengagement globally. 9% of global GDP.
Gallup
Less than 44%
Of managers globally have received any formal management training.
DHR Global
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