Communication capability for large organisations
Passing the course is easy. Communicating differently on Monday is the hard part.
Closing that gap is what forefront is built to do.
Free, about 45 minutes, no obligation. A real conversation, not a sales pitch.
Book a free diagnostic call See how we measure it
Start with who you're solving for.
Most of this work starts with a group someone is already worried about. Pick the one you recognise and you'll land on the programme that answers it, rather than a catalogue to choose from.
See what we doYou have seen communication training fail before.
Most of it fails the same three ways, and you already know them.
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Off the shelf, over Zoom, to five hundred people.
Pulled from a back catalogue and repackaged. People don't see themselves in it, so they switch off.
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It degrades on the way down.
What works in the room at the top loses something at every layer beneath it, until what reaches the front line barely resembles what you bought.
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And it lands on you.
You have to choose it, run it, and prove it worked, with a portfolio already too full to do it well.
None of it sticks because a course is a one-off event and communication is a habit.
Habits change when someone is in the system long enough to change them.
We don't parachute in a course.
forefront embeds in how your teams actually work, long enough to understand the patterns and change them. Your people recognise themselves in it, because it's built around your real situations, not a template. The capability transfers, so it still means something three layers down. And it continues, because a single day fades and a practised habit doesn't.
This is the difference between training people attended and behaviour that changed.
Read the approachEvidence, before the conversation starts.
We don't hold the evidence back for a proposal. Dunelm, the national retailer, has repeat-booked forefront across three successive programmes over more than two years. Organisations don't re-buy what didn't work, so the repeat booking is itself the proof. When forefront is in the room, engagement runs close to complete, and internal wait lists form.
See how we measure impactOrganisations we work with directly
And through their accelerator programmes, coaching the founders on them
More than 1,500 leaders and founders coached, across banking, retail, tech and healthcare.
How it works.
A short, honest path. No long programme to commit to up front.
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A free diagnostic call
We work out the specific situations your people face, and where it goes wrong.
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A 'Day', with its 'Follow On'
A course day delivered as coaching, and a reinforcement session a few weeks later, included. This is where it sticks.
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We measure it
Confidence before and after, behaviour change, and a board-ready summary you can use.
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Deepen if it works
More reinforcement, wider rollout, or the embedded programme. Only when the value has proved out.
We help you make the case, not just deliver.
The hardest part of your job is often justifying the spend, and then proving it worked. So after the diagnostic we give you a clear, written recommendation you can take to your leadership: your situation, what it is costing you, and what good would look like. It is, in effect, your internal business case, written for you. And every engagement ends with a short, board-ready summary of what actually changed. You get the work, and the evidence to defend it.
A team behind the work.
You aren't relying on one person. forefront is Mike and a team of dedicated coaches and trainers, all ex-performers, all delivering to one standard: the same method, the same reinforcement, the same measurement. So there is real capacity behind a wider rollout or a multi-cohort programme, and every session lands the same way whoever is in the room.
Meet the teamQuestions before you call
We've just promoted a lot of managers. What do they need?
The conversations the role suddenly requires, which almost nobody is taught: feedback, underperformance, saying no to a peer. We'd start with Managing Difficult Conversations, delivered as a 'Day' with its 'Follow On' a few weeks later, so the habit gets practised twice rather than heard once.
How do we communicate a restructure without losing people?
The message can be right and still do real damage in how it lands. Communication in Times of Change and Growth works with the people delivering it, on the actual announcements and the questions they're dreading, so what people understand survives contact with the floor.
How do I justify the spend to my leadership?
After the free diagnostic call you get a written recommendation you can take upstairs: your situation, what it's costing you, and what good would look like. It's your internal business case, written for you. Every engagement then ends with a board-ready summary of what actually changed.
How do we start, and how big a commitment is it?
Most clients start with one 'Day' for one group, prove the value, and grow from there. There's no long programme to commit to up front. The diagnostic call is free, about 45 minutes, and we'll tell you honestly if we aren't the right fit.
Start with a conversation, not a sales call.
Tell us what isn't landing in your organisation. We will tell you honestly whether we can help, and how we would measure whether it worked.
Free, about 45 minutes, no obligation. A real conversation, not a sales pitch.
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