Why Partner with Frontier?

We understand that organisations need credible partners to simplify the complexity, guide the process, and deliver impactful change.

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Organisations partner with us in complex or sensitive situations where they need a high level of assurance, a bespoke and right first-time approach.

What challenges we address

External – Clear – Objective

Expert Insights for Effective Decisions

Our Assessments give organisations objective, contextualised insights for effective decision making on people, operations, and change. Some of our areas include:

Leadership

Ineffective, uninspiring, and non-dynamic leaders…

Teamwork & Culture

Ineffective teams, toxic culture, and stifled creativity.

Performance & Wellbeing

Drivers of poor motivation, performance or wellbeing.

and simple steps to positively change.

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Operational Complexity

Providing clarity through the noise, on operational issues in sensitive and dynamic environments globally.

Perspective

Avoiding blind-spots, group-think, and status quo bias through professional objective perspectives.

and mapping of associated risks and opportunities.

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Sensitive, Complex Challenges

Our expertise in empowering people in complex and sensitive situations is unparalleled.

We bring real world experience and a practical focus underpinned by mutual respect and psychological safety across every aspect of delivery.

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Practical Focused Transformative

Empowering People – Enhancing Teams

Our Leadership and Team Development is designed and delivered by experts in enhancing mindsets, skillsets and impact – a practical focus targeted to develop specific areas including:

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Potential

Rapid development of un-confident but high-potential future or current leaders… 

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Change

Helping teams and managers plan, navigate and sustain organisational change…

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Trust

Teams who need to quickly establish awareness, communication, and trust in order to expedite true team-functionality…

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Capability

Underskilled or experience lacking in Conflict management, difficult communication and team sustainability… 

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Adaptability

Executives seeking a novel challenge to stretch their mindset and shift perspective through bespoke high-pressure team scenarios…

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Frontier designs and delivers targeted, practical change where it counts…

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How We Help

FAQS?

I am objective, surely I don’t need an external persons perspective?

None of us are truly objective, and even the most logical thinkers benefit from new perspectives and having underlying assumptions identified or challenged respectfully, privately, and constructively. Often management simply don’t have the capacity to conduct the essential review, and problems can compound.

Every workplace, industry, organisation and team is unique, but there are foundations to effective leadership, high-performance culture, and agile mindsets that broach most situations. Our projects start with a defined understand period, which we have honed to be effective and efficient – we are experts at rapidly understanding context, dynamics, and requirements.

We combine practical focused change with organisational psychology to maximise effectiveness of our programs. This helps us effectively diagnose performance issues, analyse organisational dynamics, conduct people factor assessments, and predict most effective pathways to behavioural change. All our projects include direct input from an organisational psychologist, many involve the delivery team too.

There are multiple approaches to empowering people and enhancing teams. For decades, we have studied success in different areas, environments and situations, and it is the synergy between approaches that allows us to design and deliver with results.

We have different methods for different situations, and will guide the process to ensure it provides the insights required. It starts with an analysis period, where we uncover the requirements, and explain what it entails and the full details. The key for us is in being non-disruptive, but generating data, which we then communicate in simple, actionable ways. We may start with online, organisational wide polls, team discussion groups, semi-structured interviews, or observation – all our methods are based on empirically validated methodologies.

We work within your constraints – on location, timing and duration, to help make something possible. There will be times when it can’t happen, but we are renowned for generating options where others can’t – whether traveling through the Congo jungle by motorbike to get there, or the Manhattan Rush hour.

The thread that connects everything we do is a curiosity to understand complexity, and a passion to support people. 

Yes. We begin with a personality and human factor assessment and a conversation to understand your situation and objectives (we guide this), which allows us to ensure the right coach relationship. We then co-create a bespoke pathway to help expand awareness, capacity, and success. First sessions are (typically) conducted in person – we believe that if something is worth doing, it is worth doing effectively.

A discovery call to talk about what problems you (suspect) you have, or what change you want to achieve. This will be focused on understanding your situation, rather than a sales pitch. Next steps will be confirmed on the call. 

Formal qualifications are great. Our programs are based on them as well as real-world experience, but our clients find that they are often too conceptual, lack specific relevance, and are hard to apply. Frontier development helps target high priority areas, for maximum impact.

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Case Studies

Our case studies highlight enduring impact through empowering organisations and their people. 

Case Study 1 / 2

Operational Planning Support – FPF

Location: London, UK

Challenge:

Staff were not aware of risks, did not have self-awareness, and were not operating as a team. Operations were not functioning well due to risk, and management issues. They needed to develop their personnel for work abroad, including aspects of team psychology, operational management, and awareness.

Approach:

Frontier collaboratively designed a multi-step development program which targeted the highest priority needs, and established clear development objectives. The project delivered a cohesive program of operational management, team dynamics, management and leadership psychology.

Outcome:

Personnel developed in the target areas, with attendees noting 90% increase compared to pre-course measures. This spanned, confidence, competence, and specific technical skills measured in real-life scenarios.

Client Testimonial:

“The team delivered a bespoke service, taking in to account the challenging context, and making it work based on our situation. They were flexible, professional and worked to achieve the objectives.“

IN2 Program Manager

Case Study 2 / 2

Senior Leadership Workshop - CSL

Location: Eastern Province, Zambia

Challenge:

Previous training with Frontier focused on ranger operations, but gaps in leadership and teamwork within Zambia’s Department of National Parks and Wildlife (DNPW) and Conservation South Luangwa (CSL) were affecting overall effectiveness. Poor communication, lack of trust, inconsistent decision-making, and unclear roles were creating operational inefficiencies, reducing team cohesion, and hindering conservation outcomes. Strengthening leadership skills and improving collaboration became essential for long-term success.

Approach:

Frontier delivered a leadership workshop designed to enhance leadership capabilities and team effectiveness within CSL and DNPW. The training covered a range of critical topics, including leadership types, self-awareness, and emotional intelligence to strengthen decision-making and communication. Participants explored strategic thinking and role development to align leadership responsibilities with organizational goals. Motivation psychology and discipline techniques were introduced to foster accountability, while performance management sessions improved communication, feedback cycles, and expectation setting. Decision-making and problem-solving were addressed through practical scenarios, and team-building exercises tackled operational realities and conflict resolution. The program concluded with individual action plans and organizational recommendations to sustain long-term growth and adaptation.

Outcome:

The workshop resulted in significant improvements in leadership confidence, decision-making, and team cohesion. Leaders became more effective in managing their teams and addressing operational challenges. Communication improved through clearer channels and more consistent feedback cycles, fostering trust and accountability. The training also encouraged a more structured and analytical approach to problem-solving, leading to better operational outcomes. Enhanced collaboration between CSL and DNPW created stronger team dynamics, and the individual action plans generated during the workshop ensured that positive changes would be sustained beyond the training period

Client Testimonial:

“The leadership workshop delivered by Frontier was transformative for our teams at CSL and DNPW. It strengthened our leadership skills, improved communication, and fostered greater trust and collaboration, leading to more effective decision-making and overall capacity.“

Rachel McRobb, CEO CSL

Ready to Unlock Your Leadership Potential?

Let’s start a conversation about how we can support your leaders, teams, and organisation to thrive. Whether you’re looking to fast-track new talent, elevate existing leaders, or guide your teams through change – we’re here to help.

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Ollie brings a unique blend of professional sport, true adaptability, and a deep commitment to inclusion and human potential.

A life-changing injury ended Ollie’s military career and began a journey of intense rehabilitation, adaptation, and personal transformation. He went on to represent his country in professional sport and has held leadership roles across organisational culture, sales, and people development.

Ollie’s experience rebuilding from the ground up shaped his deep understanding of mindset, accountability, and resilience. Whether facing personal trauma or navigating change, he brings practical insights into leading through adversity, building psychological safety, and creating inclusive, high-performing teams.

Ollie is known for his ability to inspire action and foster connection across diverse audiences. His work spans leadership development, change programmes, and disability inclusion – where he has led global initiatives, advised businesses, and contributed to international strategy as a board member in the charity sector.

Ollie continues to challenge limits and advocate for a more inclusive world – driven by the belief that adversity can unlock powerful change.

James balances a friendly approachability with an unrelenting passion for empowering others to excel. James heads the team development, and operational courses delivery, where his focus is on balancing professional development and immersive learning experiences with safety.

James has 12 years experience commanding and operating at the very highest level of UK Ministry of Defence. With an extensive and varied operationally-focused career which has spanned joint operations with other agencies, leading small team task-forces, and designing and leading operational change projects in complex, sensitive and strategic locations worldwide.

His experience includes operational liaison and planning roles overseas, advisory roles in domestic settings as well as selecting, training and establishing new teams. James is renowned for establishing immersive, scenario based training exercises, using his experience to broaden perspectives, and helping individuals acclimatise to dynamic, uncertain and high stress situations.

James holds a degree from Manchester University, A Diploma in Arabic from SOAS, and a range of specialist practical qualifications centred on developing the skillset, mindset and culture to perform as a leader or team, across any situation.

Tom’s perspective is shaped by a rare combination of military leadership, organisational psychology, and advisory work in complex, high-stakes environments.

Before co-founding Frontier, Tom served as a commander in the Parachute Regiment, gaining extensive experience leading people, building teams, and making decisions under pressure. This practical experience is backed by a first-class law degree, a Commission from the Royal Military Academy Sandhurst, multiple leadership qualifications, and a master’s degree in organisational psychology. His distinction-level research at the University of London focused on the “Adaptation Gap”: how individuals navigate the transition into new roles, responsibilities, and situations.

Tom works with people moving into new roles, launching new ventures, or navigating uncertainty, change, or high-consequence decisions. His guidance helps people understand their situation more clearly, test their thinking, assess their options, and develop practical plans for action. This includes respectfully challenging assumptions, adding an external perspective, and supporting more confident judgement and decision-making.

This individual focus is closely connected to his organisational work. Tom leads the design of Frontier’s projects. His work focuses on developing leaders, teams, and operational capability, often in sensitive or demanding environments.

Tom has advised government, conservation, law enforcement, NGO, and corporate organisations, including at senior and Ministerial level. Much of his work has taken place in complex African environments, where leadership is shaped by stakeholder pressure, cultural context, uncertainty, risk, and operational consequence.

Tom’s approach is analytical, practical, and human. He helps people and organisations bring structure to complexity, expand perspective, build confidence, and make better decisions in situations that matter.