We don't run individual coaching sessions and call it team performance.
We install the execution infrastructure that makes teams operate without the leader in the room.
Every FORCE22 engagement is built around one operating principle: the goal is to make FORCE22 unnecessary. We install systems and habits that persist after we leave. We build capability, not dependency.
— Initial Engagement
The Team Performance Audit.
Before any system gets installed, we need to know exactly what's broken.
Most leaders have a general sense that something isn't working. They can name the symptoms, missed goals, managers who can't manage without oversight, a team that performs differently when the leader isn't watching. What they can't always name is the cause.
The Team Performance Audit is a focused diagnostic engagement. We examine your team's current execution system: how goals are set, how accountability works (or doesn't), where the execution breakdowns consistently happen, and what's underneath them.
You leave with a clear blueprint, not a generic recommendation deck. A specific, prioritized view of what needs to change, in what order, and what it will take to change it.
WHAT THE AUDITS COVERS
Goal-setting clarity and cascade effectiveness
Accountability structure and where it breaks down
Manager effectiveness at the execution layer
Team rhythm, how work actually gets tracked and reviewed
THE RIGHT FIRST STEP IF
You're not yet sure whether FORCE22 is the right fit. The audit answers that question, for both of us. If we're not the right solution for your situation, we'll tell you.
— THE CORE ENGAGEMENT
Install the FORCE22 Human Performance Architecture.
Over the course of two quarters, we transform your teams work habits.
This is the core FORCE22 engagement. We embed our performance partners directly into your team's weekly rhythm, not as an external program your managers attend, but as a live operating system running inside your organization.
Over the course of the two quarters, your managers develop the habits that high-performing teams run on: clear goal ownership, weekly accountability rhythms, peer accountability structures, and the discipline to distinguish between what's urgent and what's important.
By the end of the engagement, these habits belong to your team.
WHAT GETS INSTALLED
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Vivid vision that generates clarity and alignment
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Goal cascading- goals that connect individual work to organizational priorities
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Defined roles and responsibilities, clarity on who owns what
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Weekly execution sprints, structured rhythms that drive daily progress
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Peer accountability structures, so accountability happens at the team level, not just with leadership
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THE RIGHT FIRST STEP IF
For the founder or CEO:
Your team executes the company's most important goals without you attending every meeting. You can take two weeks off and things still move. You stop being the bottleneck between strategy and execution.
For the senior leader:
Your managers run their own accountability. You stop being the person who holds everyone else accountable. Your team performs consistently, not just when you're in the room.
30 managers running on the FORCE22 Human Performance Architecture. 30 in a control group. Same goals, same quarter, same resources. The program group achieved 4.78x more key results in 90 days.
NPS from program participants: 40. B2B training programs average an NPS of 16 — Survicate, 2025 NPS Benchmarks
— Optimizing for Peak Performance
Targeted performance modules.
Over the course of two quarters, we transform your teams work habits.
Weekly execution shows what's really slowing a team down. The visible problem is rarely the real one.
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Conflict between two leads often traces back to roles nobody defined. A project stalls because a manager can't hand off the work. Deadlines slip because nobody set the priorities.
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When we find the root cause, we address it with a focused module delivered inside the engagement. Your team keeps executing while we fix what's underneath.
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Each module targets one issue, runs on a defined scope, and is measured by one thing: whether the behavior changes.
WHAT A MODULE CAN ADDRESS
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Roles and responsibilities: everyone knows what they own, and where their work ends and someone else's begins
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Conflict resolution: disagreements get raised and resolved early, before they slow the work
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Decision making: clear decision rights, so choices get made at the right level and the right speed
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Delegation: managers hand off work with clear ownership, so they stop becoming the bottleneck
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Time and priority management: the most important work gets done first, even when everything feels urgent​
— The FORCE22 Difference
Let's be direct about what this isn't.
The performance consulting space is crowded. Most of what exists in it is either too soft to produce measurable results or too rigid to address the humans running the system.
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Not a coaching platform.
BetterUp and CoachHub improve individuals. A manager can complete ten coaching sessions and still fail to hold their team accountable. We work at the team execution layer, the place where individual development meets collective performance. These are different problems.
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Not an EOS alternative.
EOS is a framework. Frameworks are useful. What they cannot do is address the humans running them. 90% of organizations fail to execute their strategic plans successfully — Kaplan & Norton, The Execution Premium. The framework didn't fail. The implementation did, because nobody addressed the people. FORCE22 is not EOS's competitor. It's EOS's missing piece.
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Not a management consultant who delivers a deck.
We do not write strategies and leave. Execution is not your problem after we go. It is our shared responsibility during the engagement, and it belongs to your team after.
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Not a replacement for a COO.
Many leaders reach for a COO hire to fix execution. A strong COO helps, but even their time and reach is limited. One person can't build accountability into every manager's week. We install the habits in your team, so whoever runs operations gets a team that can execute with elite precision.
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Not a training program.
Training is what happens in a room for two days and disappears the following Monday. FORCE22 installs habits, accountability rhythms, goal ownership, that persist long after the engagement ends.
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