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.
— WHERE EVERY ENGAGEMENT BEGINS
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 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
Alignment between individual goals and organizational priorities
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 Performance Architecture.
90 days. Embedded performance partners. A team that executes without you.
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 90 days, 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. Not to FORCE22. That's the point.
WHAT GETS INSTALLED
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Vivid vision and team why, shared purpose that is specific, not generic
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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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Performance partnership, embedded, not bolted on
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 in the 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. Industry average for corporate L&D programs: 20,30.
— POSITIONING
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. FORCE22 is neither.
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Not a coaching platform.
BetterUp and CoachHub improve individuals. A manager can complete ten coaching sessions and still fail to run an effective Monday standup. We work at the team execution layer, the place where individual development meets collective performance. These are different problems.
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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 an EOS alternative.
EOS is a framework. Frameworks are useful. What they cannot do is address the humans running them. For every company that successfully implements EOS, two abandon it within 18 months. 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 an AI-powered platform.
We are deliberately, confidently human. In a market flooding with AI-adjacent performance claims, FORCE22 delivers what AI cannot: embedded human performance infrastructure with a controlled study proving the result.
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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, weekly standups, accountability rhythms, goal ownership, that persist long after the engagement ends.
HUMAN PERFORMANCE INFRASTRUCTURE
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