The program
What We Offer
A structured program built around four habits, a mapping exercise, and a tracking method designed for people who already have full calendars.
The program structure
Facevo runs over eight weeks. Not because transformation requires exactly eight weeks, but because that's the minimum window in which new habits become automatic rather than deliberate. The structure is designed to be self-directed, with optional check-in points for those who want external accountability.
Each week has a specific focus. The first two weeks are diagnostic: mapping your relationship terrain and identifying the five to eight relationships that carry the most weight in your current role. Weeks three through six introduce and install the four core habits, one at a time. The final two weeks are integration: running all four habits simultaneously and calibrating them based on what you've observed.
The four core habits
Each habit targets a distinct mechanism in how trust and credibility form between colleagues.
Visible Follow-Through
The practice of making your follow-through visible rather than silent. When you complete something you said you'd do, you close the loop explicitly with the person who was waiting for it. Not just "done" in a task manager, but a brief message that acknowledges the original commitment and confirms completion.
Why it matters: most people follow through on commitments without explicitly closing the loop. The person waiting doesn't always know it's done. This habit turns invisible reliability into visible reliability, which is what actually builds trust.
Roughly two to three minutes per day on average
Prior Acknowledgment
The practice of naming a colleague's contribution before presenting your own. In meetings, in emails, in written documents. Not as a formality, but as a genuine and specific reference to what they did or said that made your work possible.
Why it matters: most professionals acknowledge others when asked or when it's obviously required. Prior acknowledgment means doing it unprompted, before the audience, in the moment when credit is being assigned. It signals that you don't compete with your colleagues for credit, which is one of the most trust-building signals you can send.
Thirty seconds to two minutes per opportunity
Signal Consistency
The practice of behaving the same way regardless of who is watching. Specifically: treating colleagues with the same warmth and attention whether they're senior to you, peer to you, or junior to you. And whether the audience is one person or ten.
Why it matters: people notice inconsistency. They notice when someone is warm in a one-on-one and cold in a group. They notice when someone's tone changes based on seniority. Signal consistency builds a reputation for authenticity, which is foundational to trust. It also removes the cognitive load of managing different personas.
No additional time — a behavioral adjustment, not an added task
Informal Presence
The practice of being present in the informal moments around formal ones. Arriving a few minutes before a meeting starts. Staying briefly after it ends. Engaging in the conversation that happens before the agenda item begins. This is where relationships actually form, not in the official meeting itself.
Why it matters: formal meetings are transactional. The informal moments around them are relational. People form impressions of colleagues during the five minutes before a call, not during the call itself. Being present in those moments, consistently, builds the kind of familiarity that makes formal collaboration easier.
Three to five minutes per meeting, before or after
The tracking method
Consistency is the hard part. Not effort, not skill. Remembering to do the habits on a Tuesday when you have three back-to-back calls and a deadline.
The tracking method is a single page, updated once per week, that takes under five minutes to complete. It asks four questions: Which habit did you execute most consistently this week? Which relationship in your portfolio received the most attention? What signal did you receive that something is working? What do you want to adjust next week?
That's it. No elaborate journaling, no relationship CRM, no scoring system. The purpose of the review is to keep the habits visible during the weeks when work pressure would otherwise push them aside.
The tracking sheet is provided as part of the program materials in a format that works in a notebook, a notes app, or a simple spreadsheet.
Program formats
Self-directed
The full program as written materials, exercises, and tracking sheets. Designed for professionals who prefer to work independently and at their own pace within the eight-week structure.
Small group cohort
A cohort of six to ten professionals from the same organization or industry, moving through the program together with two facilitated sessions per month. Peer accountability and shared observation make the habits stick faster.
Organizational rollout
The program delivered across a team or department, with facilitation, manager briefings, and a shared language for relationship-building that the whole group can use. Designed for organizations that want to shift the culture of collaboration, not just individual behavior.