Expérience employé

Why organisations work with Bill Taylor His central argument – that the most dangerous thing in a successful organisation is its own track record – gives leadership teams a precise, uncomfortable diagnosis, not a generic call to “innovate more.” Simply Brilliant provides a detailed, case-study-backed framework for achieving breakthrough performance in traditional and unglamorous fields, making it directly applicable to organisations outside tech and consumer markets. His research spans companies most strategy consultants never study – regional banks, industrial manufacturers, office cleaning businesses – which means his examples land with audiences tired of hearing about Apple and Amazon. His Mavericks at Work thesis – that the most successful competitors don’t try to out-execute rivals but redefine the terms of competition altogether – gives strategy teams a concrete alternative to benchmarking their way to mediocrity. As a former HBR editor and founding editor of a magazine that sold for $340 million, he brings practitioner credibility to arguments about how organisations actually change, not just how they should. Biography highlights Co-founder and founding editor, Fast Company, with Alan Webber; magazine sold for $340 million within six years of founding Former editor, Harvard Business Review Author of three books published by Portfolio/Penguin: Simply Brilliant (2016), Practically Radical, and Mavericks at Work Mavericks at Work: New York Times, Wall Street Journal, and BusinessWeek bestseller; named “Business Book of the Year” by both The Economist and the Financial Times Simply Brilliant named “Best Strategy and Leadership Book of 2016” by 800CEORead Regular contributor to Harvard Business Review; former “Under New Management” columnist, New York Times Sunday Business; former columnist, The Guardian Graduate of Princeton University (BA) and MIT Sloan School of Management (MBA) Named “Champion of Workplace Learning and Performance” by the American Society for Training and Development, alongside past recipients Jack Welch and Fred Smith Biography Fast Company was built on a single provocation: that the rules of business competition were being rewritten, and most organisations were too comfortable to notice. Bill Taylor co-founded the magazine from borrowed office space in Harvard Square, and within six years it had sold for $340 million – at the time, the second-highest price ever paid for a single magazine in the United States. The argument that drove it has shaped his work ever since. Taylor’s three books – Mavericks at Work, Practically Radical, and Simply Brilliant – are each structured around the same core tension: why do organisations with genuine competitive advantages so often fail to sustain them? His answer, developed most fully in Simply Brilliant, is that expertise becomes a trap. The knowledge that produced past performance quietly closes off the thinking that would produce future performance. It is not disruption from outside that limits most organisations – it is the weight of their own accumulated success. What makes this argument useful in practice is where Taylor looks for evidence. His case studies are not drawn from Silicon Valley or the usual gallery of tech unicorns. They come from regional banks, industrial suppliers, auto dealerships, and office cleaning companies – settings where leaders have no option to blame their industry for mediocrity. Simply Brilliant was named the best strategy and leadership book of 2016 by 800CEORead. Mavericks at Work was named “Business Book of the Year” by both The Economist and the Financial Times. Taylor writes regularly for Harvard Business Review and held an editorial role there before Fast Company. His work is consistently focused on a single, testable question: what does it actually take for leaders to let go of what made them successful, and build something better? Key speaking topics Organisational innovation beyond technology Breaking the experience trap in established industries Competitive strategy and differentiation Culture as competitive advantage Leadership imagination and renewal Change management in traditional organisations Talent, engagement, and high-performance culture Ideal for CEOs and senior leadership teams in established, non-tech industries facing competitive reinvention Strategy and transformation leads planning large-scale organisational change programmes Executive conferences where the audience has heard the Silicon Valley playbook and needs a different frame CHROs and culture leads connecting people strategy to competitive performance Audience outcomes A named framework for diagnosing why expertise becomes an obstacle to growth – and what to do about it Case studies from non-tech, traditional industries that reframe what competitive reinvention looks like in their own sector Practical questions for testing whether their organisation’s current strategy is genuinely distinctive or competitively invisible A clearer sense of where leadership imagination, rather than market conditions, is the binding constraint on performance Language for talking to boards and leadership teams about transformation that doesn’t rely on disruption clichés

Why organisations work with Bobby Umar He treats connection as a teachable skill, not a personality trait. The 5 C’s of Connection framework, drawn from his TEDxUWO talk, gives leaders and employees a structured way to build trust, credibility and influence inside and outside the organisation. His background is unusually broad for the topic: engineering at Bombardier, brand marketing at Kraft and Unilever, and Second City improv training. That mix shows up in how the work lands, structured enough for senior audiences, performative enough to hold a room. He is a recognised authority on LinkedIn as a professional channel. Multiple LinkedIn Top Voice designations, including an early Presentation Skills badge, mean leaders learn from someone who has built an audience the way they are being asked to. Inc. Magazine Top 100 Leadership Speaker and five-time TEDx speaker, which gives senior audiences confidence that the craft and delivery will match the content. Biography highlights Five-time TEDx speaker, including “The 5 C’s of Connection” (TEDxUWO) and “School: Learning to Fly” (TEDxUTSC). Inc. Magazine Top 100 Leadership Speaker, listed alongside Richard Branson and Brené Brown. LinkedIn Top Voice, with early badges for Presentation Skills, Thought Leadership and Personal Branding. Author of How to Network Anytime, Anywhere, With Anyone (#1 on three Amazon bestseller lists). Founder of DYPB (Discover Your Personal Brand), described as North America’s largest personal branding event, with 60 experts and over 300 delegates. Career background spans Bombardier (engineering), Kraft and Unilever (brand marketing) and Second City (performing arts). B.Eng., McGill University; MBA, McMaster University. Biography Most leadership development still treats connection as a soft skill that either comes naturally or does not. Bobby Umar’s work argues the opposite. His 5 C’s of Connection framework, popularised through a viral TEDxUWO talk, breaks authentic relationship-building into components that can be taught to engineers, sales teams, senior executives and entry-level employees alike. That argument is grounded in an unusual professional path. Before becoming a speaker, Umar trained as an engineer at McGill, ran brand marketing for Kraft and Unilever, took an MBA at McMaster and studied improv at Second City. The result is a practitioner who can move between the analytical and the performative without losing either audience. His credentials inside the speaking and creator economy are deep. Five TEDx talks. Inc. Magazine Top 100 Leadership Speaker. LinkedIn Top Voice across several categories. Author of How to Network Anytime, Anywhere, With Anyone, a #1 Amazon bestseller. Founder of DYPB, the personal branding conference that became the largest of its kind in North America. What makes him commercially useful to organisations is the translation step. Personal branding, networking, social audio, vulnerable storytelling: these are not pitched as marketing tactics but as the connective infrastructure of modern professional life. For organisations trying to develop influential leaders, engaged employees and externally visible experts, Umar offers a practical, structured account of how connection actually works. Key speaking topics Authentic networking and relationship-building Personal branding for leaders and employees LinkedIn presence and professional digital reputation Vulnerable storytelling and leadership communication Heart-centred leadership Employee advocacy and internal brand-building Connection skills in hybrid and remote teams Ideal for CHROs, talent and L&D leaders investing in employee engagement, advocacy and internal communication. Marketing, communications and executive leaders building external thought leadership programmes for senior teams. Sales and business development functions where individual networking capability drives revenue. Conference organisers building agendas on leadership, future of work, employee experience or culture. Audience outcomes A working language for connection, anchored in the 5 C’s framework, that audiences can apply immediately to internal and external relationships. A clearer view of how personal branding intersects with leadership credibility, especially on LinkedIn. Practical methods for using storytelling, vulnerability and digital channels to build trust at scale. A reframing of networking as a professional discipline, not a transactional activity reserved for extroverts. Confidence to put senior leaders and frontline employees on visible platforms without sounding scripted.

Why organisations work with Brandon Farbstein He has driven actual state legislation, not just inspired audiences. Two Virginia laws exist because of his advocacy before age 18: one on bullying prevention, one requiring empathy and emotional intelligence education in every K-12 classroom in the state. That track record separates him from motivational speakers and positions him as a systemic change agent. Disability is the most consistently overlooked dimension of most DEI programs. Farbstein gives organisations a credible, lived-experience voice in exactly that space, not as a personal narrative alone, but through a framework (Elevate Empathy®) that translates into teachable, practical tools for teams. His vantage point is generational as well as personal. As a Gen Z voice on belonging, recognised by both LinkedIn and Instagram for his advocacy reach, he speaks directly to the expectations gap between younger employees and the organisations they work for: a gap that costs organisations in engagement and trust. He advises boards and senior teams, not just audiences. Farbstein regularly consults organisations on belonging and social impact strategy for the disability community, and publicly declines engagements where inclusion is performative. His presence signals genuine organisational commitment, not a checkbox. His ADL Hero Against Hate designation and UN partnership establish credibility at the highest institutional levels, making him a defensible choice for boards and leadership teams where speaker credibility is itself under scrutiny. Biography highlights Drove two pieces of Virginia state legislation before age 18: bullying prevention and mandatory empathy and emotional intelligence education across all K-12 public schools statewide Author of Ten Feet Tall: Step Into Your Truth and Change Your Freaking World and A Kids Book About Self-Love (Penguin) Delivered TEDx RVA at age 15; talk accumulated 85,000+ views LinkedIn Top Voice for disability advocacy (2022); named to TigerBeat/Instagram’s #19Under19 (2018); youngest-ever recipient of Style Weekly’s Top 40 Under 40 Anti-Defamation League Hero Against Hate award recipient Founding partner of Daniel Lubetzky’s Builders Movement; board member, Digital4Good Speaker for Meta, HP, Marriott, LVMH, and the Million Dollar Round Table; partnered with UNICEF and the United Nations on campaigns to end school violence Biography Brandon Farbstein gave his first TEDx talk at 15. By 18, he had driven two pieces of legislation through the Virginia state legislature; one on bullying prevention, the other mandating empathy and emotional intelligence education in every K-12 classroom in the state. That trajectory sets the frame for everything he brings to organisations. Farbstein was born with metatropic dysplasia, a rare form of dwarfism, and spent his high school years navigating severe cyberbullying that eventually drove him off campus. Rather than absorb that experience privately, he built a response: a registered framework, Elevate Empathy®, and a body of work spanning two books, hundreds of corporate stages, and legislative testimony. His book Ten Feet Tall and A Kids Book About Self-Love (Penguin) put the framework into accessible form for audiences ranging from Fortune 100 employees to elementary school students. Farbstein’s value for organisations sits where two problems intersect: DEI programs that systematically underweight disability, and employees with disabilities who know it. He advises boards and senior teams on belonging and social impact strategy, with a specific focus on the disability community: the largest minority group in the world. His credibility in that space is built on more than personal story: it includes legislative impact, a LinkedIn Top Voice designation for disability advocacy, and the Anti-Defamation League’s Hero Against Hate award. He has spoken for Meta, HP, Marriott, LVMH, and at the Million Dollar Round Table, and has partnered with UNICEF and the United Nations on campaigns addressing school violence. As a founding partner of Daniel Lubetzky’s Builders Movement and a board member of Digital4Good, his work operates across corporate, civic, and educational contexts – making him a distinctive voice on how empathy functions not just as a personal quality, but as an organisational practice. Key speaking topics Disability inclusion and belonging Empathy as organisational practice Diversity, equity, and inclusion strategy Resilience and mindset Social-emotional learning and anti-bullying advocacy Gen Z perspectives on workplace culture Purpose-driven leadership and social impact Ideal for Chief Diversity, Equity and Inclusion Officers and People & Culture leads with disability inclusion gaps in their DEI programs CHROs and senior HR leadership teams working on belonging, employee experience, and psychological safety Senior leadership teams and boards evaluating the credibility and reach of their DEI commitments Education sector leaders, student-facing organisations, and youth advocacy platforms addressing bullying, empathy, and social-emotional learning Audience outcomes A clear understanding of why disability inclusion is the most consistently underaddressed dimension of DEI – and what the cost of that gap looks like in employee experience and retention Practical tools from the Elevate Empathy® framework for building environments where all employees feel genuinely seen and heard A reframe of lived adversity as a source of leadership strength and authentic influence, rather than a liability to manage Increased capacity to distinguish genuine inclusion from performative inclusion – and the organisational will to act on that distinction Exposure to the specific legislative, cultural, and institutional levers that have moved the dial on disability inclusion at a systemic level

Why organisations work with Brandon Williams He brings a Human Factors academic record alongside the cockpit story. Fifteen years teaching the discipline at university level means his frameworks are the ones aviation safety regulators use, translated for boards and operating teams. His Just Culture model gives leaders a usable answer to the question of how to hold people accountable without destroying the candour that surfaces problems early. Most safety and conduct programmes fail on exactly this trade-off. His structured debrief practice converts incidents and near misses into organisational learning at a pace most corporate retros cannot match. It is the operating ritual fighter squadrons use to improve every cycle. His audience is the leadership team that has run out of patience with motivational speakers and wants the actual mechanism: clear intent, situational awareness, mutual support, decision-making under uncertainty. He has tested these frameworks with operating leadership at Deloitte, Northwell Health, Baptist Health, Global Atlantic Financial and Hertz, not only on conference stages. Biography highlights US Air Force Academy graduate and decorated Lieutenant Colonel, United States Air Force. F-15E fighter pilot with hundreds of combat hours over Iraq and Afghanistan. Captain at a major US commercial airline and serving US Air Force Safety Officer. Adjunct professor of Human Factors at university level for approximately 15 years. CEO and Founder of Lead-Tac, a leadership development firm. Client engagements include Deloitte, Hertz, Northwell Health, Baptist Health, Global Atlantic Financial, National Association of Federally-Insured Credit Unions. Biography Aviation worked out how to make high-stakes teams perform reliably under conditions of uncertainty long before the corporate world had a vocabulary for it. The cockpit runs on Human Factors, Just Culture, structured debrief and disciplined situational awareness. Brandon Williams spent two decades inside that system as an F-15E fighter pilot, decorated Lieutenant Colonel and US Air Force Safety Officer, then another fifteen years teaching the underlying discipline as a university adjunct. The work he does with senior leadership teams is the translation layer. Lead-Tac, the firm he founded, takes the operating mechanics of the cockpit, clear intent, mutual support, debrief, accountability without blame, and rebuilds them for boards, operating teams and frontline leaders carrying the weight of a complex business. His Just Culture framework addresses the most common failure mode in corporate accountability. Punish the error and the next one stays hidden. Excuse the error and standards collapse. He shows leaders the structured middle path that aviation has used to drive incident rates down for forty years, and how to install the equivalent in a commercial operating environment. His client list, Deloitte, Northwell Health, Baptist Health, Global Atlantic Financial, Hertz, the National Association of Federally-Insured Credit Unions, runs through sectors where decision quality under pressure is the constraint on performance. That is the room he is built for. Key speaking topics Leadership under uncertainty and complexity Human Factors in high-performing teams Just Culture and psychological safety Decision-making under pressure Structured debrief and operating-rhythm learning High-reliability organisations Situational awareness for senior teams Safety leadership and accountability Ideal for C-suite and operating leadership in regulated, high-consequence sectors (healthcare, financial services, energy, industrial). Chief Safety Officers, Heads of Operational Risk and quality leadership building a Just Culture programme. Sales and commercial leadership teams operating under volatile market conditions. Boards seeking a working model for accountability that protects candour. Audience outcomes A working definition of Just Culture and a clear test for whether their organisation has one. The Human Factors lens on why competent teams still make predictable errors under load. A structured debrief method usable inside their own operating rhythm from the following Monday. Language for situational awareness, mutual support and clear intent that gives senior teams a shared vocabulary under pressure. A direct read on the difference between aviation-grade reliability practice and the safety theatre most corporate programmes default to.

Why organisations work with Brant Menswar A defined methodology, Black Sheep Values, that gives leaders a shared language for the five values their organisation will not trade away under pressure. Behavioural-science grounding through an eCornell Psychology of Leadership certification, applied to the everyday mechanics of trust, vulnerability and team performance. Author of two trade-published books on the same thesis: Black Sheep (Page Two, 2020) and Designing Momentum (Wiley, 2025), giving the work a documented intellectual spine rather than a slide deck. A 20-year career as a recording artist before the speaking work, which means a keynote that lands as a live performance, not a talk read off a screen. Track record inside large, brand-sensitive organisations including Netflix, Verizon, Microsoft, ESPN and Hilton, where the culture stakes are high and the audience is sceptical of motivational content. Biography highlights Author, Black Sheep: Unleash the Extraordinary, Awe-Inspiring, Undiscovered You (Page Two, 2020). Author, Designing Momentum: A Big Goal Blueprint for Transforming Everyday Moments into Massive Success (Wiley, 2025). Certified in Psychology of Leadership, eCornell, Cornell University. Founder and CEO of Black Sheep Foundry; previously founder of Rock Star Impact and partner at Banding People Together. Host of Just a Moment, a podcast distributed by SURROUND Podcast Network. Keynote work delivered for organisations including Netflix, Verizon, Microsoft, ESPN, Hilton, Anthem, Sony Pictures and St. Jude Children’s Research Hospital. Biography Most companies can recite their stated values. Far fewer can name the values their teams actually use when a project slips, a leader leaves or a quarter goes sideways. That gap is the working territory of Brant Menswar’s keynote practice and the through-line of his two books. The methodology has a name and a structure. Black Sheep Values are the five non-negotiable values that, in Menswar’s framing, sit underneath every meaningful decision a person or a team makes. The argument is that culture only holds when those values are explicit, shared, and used as a decision filter, rather than printed on a wall poster. Black Sheep (Page Two, 2020) introduced the framework. Designing Momentum (Wiley, 2025) applies it to how teams convert ordinary moments into compounding progress. The credentials behind the work are concrete. Menswar holds a Psychology of Leadership certification from eCornell at Cornell University, and built the consulting practice through Banding People Together and Rock Star Impact before founding Black Sheep Foundry in 2023. The client list, including Netflix, Verizon, Microsoft, ESPN, Hilton, Anthem, Sony Pictures and St. Jude Children’s Research Hospital, sits inside industries where culture programmes are routinely cynical, and where a generic motivational keynote does not survive the room. What separates the delivery from a standard culture talk is the craft of the room itself. Menswar spent twenty years as a recording artist before the keynote work, and the live performance discipline shows: pacing, music, structure, and a refusal to default to slide-driven exposition. The result is a session leadership teams can recall in detail months later, which is the only useful test of a culture keynote. Key speaking topics Values-based culture and the Black Sheep Values methodology Connection, trust and team vulnerability Employee engagement and retention through values alignment Leading change without losing the workforce Personal and team resilience under pressure Authenticity and identity in professional life Ideal for CHROs and chief people officers rebuilding culture after restructure, merger or rapid growth Sales, customer and client-facing leadership teams whose performance depends on trust All-employee or all-leader gatherings where the brief is engagement and connection, not strategy content Organisations using offsites to reset team norms after a period of fatigue or turnover Audience outcomes A method for naming the five non-negotiable values a team will not trade away A clearer read on why specific cultural commitments are failing in the organisation today Language and a shared frame leaders can use back at work, not just in the room A more honest conversation about trust, vulnerability and what teams owe each other

Why organisations work with Cameron Atlas He delivers a serious leadership argument, on adaptability, resilience and decision-making under change, through a format almost no one else offers: original music performed live, scaling to the room from solo piano or guitar to a full band or string quartet. It is one of very few keynote products where the medium reinforces the message. His TEDxRoma talk, “What Future Are We Creating?”, featured on TED.com, brought 80 musicians from 40 countries onto one stage. It is the cleanest public proof point of his ability to organise creative collaboration at scale. His content is built for leadership audiences in environments where change has become continuous. The talks address composure, clarity and decision-making, not abstract motivation. His content is already commissioned beyond the stage. The Edge of Possible High Performance Program runs with executive teams and one to one with founders and CEOs, so the keynote is drawn from work that organisations pay to implement, not from the conference circuit alone. He is a credible choice when a conference programme needs an opening or closing keynote with emotional weight, where a conventional speaker would leave the room flat. Biography highlights Delivered the closing talk at TEDxRoma, “What Future Are We Creating?”, now featured on TED.com Host of The Edge of Possible, recently featured as a top 100 self-improvement podcast on Apple Podcasts National Geographic Explorer Original songs heard across 195 countries; performs live on grand piano and acoustic guitar during keynotes Runs The Edge of Possible High Performance Program, delivered to executive teams and as a private engagement for founders and CEOs Grew up on a farm in outback Australia in a graduating class of 11; now speaks internationally with live music as the keynote spine Biography Most leadership keynotes ask an audience to absorb an argument. A small number ask them to feel it. Cameron Atlas works in the second category. The substance is what senior leaders need under continuous change: adaptability, resilience, focus and clear decision-making. What makes it land is the live music, performed on grand piano and guitar, so the argument is experienced rather than just heard. The substantive content is straightforward. After more than 15 years running The Edge of Possible High Performance Program with CEOs, founders and senior teams, he addresses what senior leaders actually need when they are running organisations through continuous change: composure, clarity, and the ability to make decisions when the conditions keep moving. His clearest public proof point is the TEDxRoma talk “What Future Are We Creating?”, now featured on TED.com, which assembled 80 musicians from 40 countries into a single collaborative performance. He has since taken the format to keynote stages internationally, and his songs have been heard across 195 countries. He hosts The Edge of Possible, which Apple Podcasts has ranked among the top 100 in self-improvement, and works with a roster of high-performing operators between speaking engagements. The category he belongs to is small. The content holds up on its own; the live music is what makes it stay with people. Leadership teams that have heard every conventional leadership talk tend to remember this room differently afterwards. Key speaking topics Adaptability as a performance discipline Resilience and decision-making under sustained change Composure and clarity for senior leaders Creative collaboration at scale The role of focus in distraction-heavy environments Live-music keynote experiences for leadership audiences Ideal for CEOs, founders and executive teams running through continuous restructure or strategic change Leadership conferences and annual summits looking for a closing keynote with emotional weight Sales kick-offs and partner events where audiences arrive saturated with conventional content HR and people-function audiences working on resilience, wellbeing and high-performance culture Audience outcomes A clearer language for what composure under pressure looks like in senior roles A reset on the difference between motion and focus when teams are exhausted by change A live demonstration of how creative collaboration can hold a room of unfamiliar people together A keynote experience that audiences remember and refer back to, which matters when the surrounding programme is dense

Why organisations work with Candice Brathwaite Two Sunday Times bestsellers built on different theses. I Am Not Your Baby Mother (2020) reshaped national conversations on Black British motherhood. Manifest(o) (2024) became an instant bestseller on intention and self-belief, and took her on a sold-out international tour across the UK, US and Canada. Lived authority on inclusion and representation in a moment when most DEI speakers have either lost the room or become politically performative. Her debut was the first book by a Black British woman about Black British motherhood to enter the British Library. A speaker who can hold uncomfortable conversations and keep audiences listening. Liberty London described her keynote as “the best we have ever put on in 150 years of the store.” Cross-sector keynote track record across financial services, professional services, retail and tech: NatWest, Barclays, Clifford Chance, Linklaters, Ralph Lauren, Sainsbury’s, Deliveroo, Liberty London and the Cambridge Union. The timing and craft of a working broadcaster, drawn from regular appearances on ITV’s Lorraine and Steph’s Packed Lunch, her role as Contributing Editor at Grazia, and writing across the Guardian, Harper’s Bazaar and Stylist. Biography highlights Two-time Sunday Times bestselling author: I Am Not Your Baby Mother (Quercus, 2020) and Manifest(o) (Quercus, 2024) First book by a Black British woman about Black British motherhood to enter the British Library Founder of Make Motherhood Diverse, the campaign challenging stereotyped representations of parenthood in British media Contributing Editor at Grazia and regular UK television presenter on ITV’s Lorraine and Steph’s Packed Lunch Host of Conversations with Candice (Acast, 2026), following the multi-million-download Closet Confessions Keynote clients include NatWest, Barclays, Clifford Chance, Linklaters, Ralph Lauren, Sainsbury’s, Deliveroo, Liberty London, the Royal College of Midwives and the Cambridge Union Biography Most corporate conversations about inclusion have stopped landing. The language is familiar, the speakers cautious, and the audiences switched off. The substance still matters; the form has stopped working. In 2016 a blog post asked where the Black mothers were in British parenting media, and started building an answer. The blog became Make Motherhood Diverse. The platform became a book. I Am Not Your Baby Mother (2020) was a Sunday Times bestseller and the first book written by a Black British woman about Black British motherhood to enter the British Library. A second Sunday Times bestseller followed in Manifest(o) (2024), with a sold-out international tour across the UK, US and Canada. Alongside the books came regular presenting work on ITV’s Lorraine and Steph’s Packed Lunch, a Contributing Editor role at Grazia, and two podcasts. The corporate keynote diary expanded with it: NatWest, Barclays, Clifford Chance, Linklaters, Ralph Lauren, Sainsbury’s, Deliveroo, Liberty London and the Cambridge Union. Buyers tend to book her for the same reason. Inclusion, ambition and the lived reality of working parents are subjects where most speakers either over-perform or under-deliver. Liberty London described her keynote as “the best we have ever put on in 150 years of the store.” That is the response organisations come back for. Key speaking topics Diversity, equity and inclusion Personal brand building and visibility Modern motherhood and the working parent Motivation and self-belief Manifestation and intentional living Storytelling and cultural commentary Ideal for CHROs, CPOs and DEI leads designing inclusion programming that audiences will actually engage with rather than tolerate Internal communications, ERG sponsors and culture teams running events on representation, belonging and the experience of working parents Leadership development and event teams looking for a closing keynote that drives genuine post-event conversation Brand, marketing and creative leadership teams thinking about voice, visibility and cultural authenticity Audience outcomes A direct, honest perspective on inclusion that audiences will repeat back to their colleagues A sharper sense of what genuine representation looks like in the everyday operation of a business, beyond statements and campaigns Language and permission to talk about visibility, ambition and working parenthood as serious organisational concerns The energy and confidence to act on something they have been postponing in their own careers

Why organisations work with Carole Gaskell Her use of Motivational Mapping gives organisations something a standard engagement survey does not: a diagnostic map of where individual and team energy is being lost and why, before it becomes a performance or retention problem. As a Master Certified Practitioner in Neuro-agility, Insights Discovery and Motivational Maps, she brings three complementary frameworks to the same conversation, addressing how people think, what drives them, and how they communicate under pressure. Her book Full Potential Leadership sets out the case for coaching-led culture change: that leaders who cannot identify what motivates their people are operating with a structural blind spot, not a skills gap. Her executive background – Marketing and Acquisitions Director at a UK Plc, involved in both flotation and the sale of the business – gives her credibility in C-suite conversations about performance as a commercial issue rather than a wellbeing one. Five Outperformer of the Year speaker awards and consistent recognition for personal impact on CEO-level audiences reflect a track record of shifting thinking in rooms where change is genuinely hard. Biography highlights Founder and CEO of Full Potential Group, one of the UK’s longest-established leadership and executive coaching firms, founded in the late 1990s Author of four books: Full Potential Leadership, Full Potential Coach, Transform Your Life, and Your Pocket Life Coach Master Certified Practitioner in Neuro-agility, Insights Discovery and Motivational Maps Five Outperformer of the Year speaker awards; voted speaker with the most personal impact on CEO and senior leadership audiences Keynote and facilitation work spanning Mercer, Tesco, PwC, NHS, Nationwide Building Society, Heinz, Lend Lease, JLL, Roche, Urenco and Starbucks, among others Speaker at CIPD conferences in the UK and Asia Pacific, Vistage CEO groups and international investment forums Former Marketing and Acquisitions Director at a UK Plc; involved in flotation and the eventual sale of the business Biography Leadership development spending has grown steadily for decades. Engagement numbers have not kept pace. Carole Gaskell, founder of Full Potential Group, has spent more than 25 years working on the reason – and what leadership teams can actually do about it. The diagnostic tools she deploys are specific and measurable. Motivational Mapping identifies nine intrinsic motivators at individual and team level, giving leaders a way to see where energy is being generated and where it is being lost. Insights Discovery profiling and Neuro-agility assessment address the other half of the picture: how people process information, communicate under pressure, and learn. Carole is a Master Certified Practitioner across all three frameworks. Her book Full Potential Leadership argues that high-performing cultures cannot be designed around strategy alone. Leaders who do not understand what motivates their people are solving a human problem with structural tools – and wondering why the results do not last. She makes that argument with organisations, not just to them. Her client work spans Mercer, Tesco, PwC, NHS, JLL and Nationwide Building Society. Conference delivery includes CIPD events in the UK and Asia Pacific and Vistage CEO forums internationally. Before founding Full Potential Group, Carole served as Marketing and Acquisitions Director at a UK Plc, working through flotation and eventual sale. That background sets the frame for how she talks about performance: not as a leadership ideal, but as a commercial outcome that depends on getting the people conditions right. Key speaking topics Motivational intelligence and workforce engagement Leadership culture and high-performance team design Coaching as an organisational capability Neuro-agility and cognitive performance at work Team diagnostics and motivational profiling Employee energy, wellbeing and sustainable performance The future of leadership in changing organisations Ideal for CHROs, CPOs and people directors building engagement and performance strategies that go beyond the annual survey CEOs and senior leadership teams seeking measurable approaches to culture and people performance L&D leaders designing programmes that address motivation and mindset, not just skills Boards and executive teams preparing for significant change where people commitment is the critical variable Audience outcomes A working framework for understanding the nine intrinsic motivators and identifying dominant drivers in themselves and their teams A diagnostic language for motivation that can be applied immediately in 1:1s, team reviews and performance conversations Specific leadership behaviours that build high-performance cultures, and the common patterns that undermine them Practical tools for sustaining motivation and energy through change, pressure and uncertainty A clearer distinction between engagement – a feeling that surveys can capture – and motivation, a variable that can be tracked and acted on

Why organisations work with Charlie Rocket A first-person reinvention story with hard credentials behind it: Grammy win as 2 Chainz’s manager at Street Execs, then a public health and athletic transformation rather than a curated brand exercise. The Nike «Dream Crazy» connection gives the keynote a culturally recognisable anchor. The Kaepernick spot won the 2019 Outstanding Commercial Emmy, and audiences place the story instantly. He moves a room emotionally without leaving it there. The Dream Machine Foundation gives the talk a working example of putting ambition into operational practice, not just rhetoric. He pairs naturally with leadership offsites, sales kick-offs, and culture moments where the brief is not analysis but a step-change in energy and self-belief at the top of the organisation. Biography highlights Founder of the Dream Machine Foundation, a non-profit funding individual dreams, small businesses and community recovery projects since 2018. Former CEO of Street Execs, the artist management company behind 2 Chainz, with a Grammy win to his name during that period. Featured in Nike’s «Dream Crazy» campaign with Colin Kaepernick, winner of the 2019 Creative Arts Emmy for Outstanding Commercial. Endurance athlete: marathon finisher and Ironman finisher following a documented health turnaround that included losing approximately 125 lbs. Profiled by CNN in its Turning Points series on his decision to leave the music business to focus on health. Speaks internationally on reinvention, mindset and culture for corporate audiences across sectors. Biography A music executive walks away from a multimillion-dollar artist management business at 31 because his body has stopped cooperating. That is the hinge moment in Charlie Rocket Jabaley’s story, and the reason it lands in corporate rooms. He had built Street Execs into the company behind 2 Chainz, taken home a Grammy, and was, by his own account, 300 lbs and out of road. What he did next is what makes the talk usable for organisations rather than just moving. He treated his own life as a turnaround project. He lost roughly 125 lbs, became a marathon and Ironman finisher, and ended up in Nike’s «Dream Crazy» advertisement with Colin Kaepernick, the spot that won the 2019 Creative Arts Emmy for Outstanding Commercial. CNN profiled the decision in its Turning Points series. The corporate keynote sits on top of that arc. The argument is straightforward: ambition is a renewable practice, and most senior teams have quietly let theirs decay under operational load. He extends the personal frame outward through the Dream Machine Foundation, which has been funding individual dreams and small business launches since 2018, as a working proof that the discipline scales beyond one person. The fit is specific. This is a speaker for moments when a leadership group, a sales force, or a culture programme needs a step-change in energy and self-belief, with credible substance behind the inspiration. It is not a research keynote. It is a reinvention keynote with the receipts. Key speaking topics Personal reinvention and mindset Resilience after health and career shock Culture shift and team ambition Purpose-driven leadership Storytelling and brand-led motivation Philanthropy and impact Ideal for Leadership offsites and CEO summits opening or closing on a culture moment Annual sales kick-offs and revenue team gatherings Employee experience and wellbeing programmes that need a credible voice on resilience Foundation, ESG and corporate responsibility events where the brief calls for substance behind the inspiration Audience outcomes A vivid case for treating personal ambition as a leadership discipline, not a private matter Specific behavioural anchors he has used in his own reinvention, transferable into team practice A reset on what individual leaders are willing to ask of themselves and their teams A working model, the Dream Machine Foundation, of how ambition becomes operational rather than aspirational

Why organisations work with Charlotte Richardson She works live on national radio and television every week, including TalkSport, BBC Final Score, Times Radio Breakfast and Charlton TV, which is the same craft that internal conferences and awards evenings need on stage. She is TalkSport’s first female commentator and the first woman to commentate for TalkSport at a Women’s World Cup, which gives a content keynote on inclusion in male-dominated industries genuine first-person material rather than a borrowed argument. She moves between formats inside a single booking: opening host, panel moderator, on-stage interviewer of a senior leader, awards announcer, after-dinner host. For organisations programming a women in sport or inclusion strand alongside an event, she can host the day and deliver the keynote, which removes a second booking and keeps tone consistent. Biography highlights TalkSport’s first female commentator, covering the men’s football pyramid, the Women’s Super League and the Women’s Championship across TalkSport and TalkSport 2. Reporter on BBC Final Score, the BBC’s prime-time Saturday afternoon football results programme. Sports analyst and contributor on Times Radio Breakfast. Co-host of In The Box, the England Football podcast produced with the FA’s grassroots football team. Pitch-side presenter and live broadcast host for Charlton Athletic’s Charlton TV at The Valley. Began her career on the operator side of the industry in sports marketing and communications before moving into broadcasting via BBC local radio. Biography Live football radio is unforgiving. The match does not pause for a missed cue, the crowd noise does not let a commentator catch a breath, and the audience can tell within thirty seconds whether the voice on air knows the game. Charlotte Richardson commentates on it weekly for TalkSport, the UK’s largest commercial sports network, and was the first woman the station put in that chair. Her broadcasting career started in BBC local radio and progressed to Final Score, the BBC’s Saturday afternoon football programme, before TalkSport. She now covers the full men’s pyramid, the Women’s Super League and the Women’s Championship across TalkSport and TalkSport 2, reports on Times Radio Breakfast, and hosts pitch-side and live coverage for Charlton Athletic’s Charlton TV. With Tom Lee she co-presents In The Box, the FA’s England Football podcast on grassroots football. That mix of live commentary, pitch-side presenting and studio analysis is the relevant credential for corporate work. Awards evenings, customer conferences and internal events run on the same skills: pace, recovery, the right question to a senior leader on stage, the ability to cover a gap in the running order without showing it. Richardson does that work in front of national audiences every week. She also has a content keynote that most hosts do not. Becoming the first woman to commentate for TalkSport at a Women’s World Cup, and on the men’s football pyramid more broadly, gives her a first-person account of inclusion in a male-dominated industry that an organisation programming a women’s network event, an International Women’s Day moment, or a sports-themed internal day can build a session around. Key speaking topics Conference and awards hosting Panel moderation and on-stage interviewing Women in sport Inclusion in male-dominated industries Sports broadcasting and live event craft Ideal for Internal women’s network events and International Women’s Day programmes Annual customer and partner conferences requiring a host and moderator Internal awards and recognition evenings Sponsor and hospitality events around football and major sporting fixtures Audience outcomes A live event that holds pace, recovers cleanly when something slips, and lands its recognition moments. Panels and senior leader interviews that produce direct answers rather than rehearsed lines. A first-person account of breaking into a male-dominated industry that an inclusion strand can be built around.

Why organisations work with Chester Elton His frameworks are grounded in the largest empirical base of any comparable culture speaker: studies of more than one million working adults, anchored by a 300,000-person study conducted with Towers Watson for All In – giving boards and HR leaders data they can defend internally. The Carrot Principle and Anxiety at Work sit at opposite ends of the engagement challenge; his ability to address both recognition strategy and workplace anxiety within a single coherent body of work means organisations do not need two different conversations. As a Thinkers50 Coaching Award winner and member of Marshall Goldsmith’s 100 Coaches, his executive coaching practice carries independent third-party validation that extends his value beyond the main stage. His work provides a specific, operational diagnosis – the breakdown between what leaders say they value and what managers actually do day to day – and a toolkit that works at every level of the organisation, not just the C-suite. Named to Inc.’s 2025 Top 50 Leadership & Management Experts and consistently ranked among the world’s top organisational culture authorities by Global Gurus (2017–2025), his standing is validated by named external bodies rather than self-reported credentials. Biography highlights Co-author of five New York Times bestselling books, including The Carrot Principle, All In, Leading with Gratitude, and Anxiety at Work (Harper Business), co-written with Adrian Gostick Books sold nearly 2 million copies worldwide; translated into more than 30 languages Thinkers50 Coaching Award winner; member of Marshall Goldsmith’s 100 Coaches Marshall Goldsmith Stakeholder Centered Leadership (SCL) Certified Executive Coach Global Gurus research organisation: ranked consistently among the world’s top leadership and organisational culture experts, 2017–2025 Named to Inc.’s 2025 Top 50 Leadership & Management Experts (October 2025) Co-founder, The Culture Works, a global leadership and culture consultancy Media: NBC Today, CBS 60 Minutes, CNN, ABC; quoted in Wall Street Journal, New York Times, Fast Company, Financial Times Biography Culture does not fail organisations because leaders lack values. It fails because most managers do not know how to make those values visible in the daily behaviours of their teams. Chester Elton has spent more than two decades building the research base that explains this gap, and identifying what high-performing organisations do differently. His work draws on studies of more than one million working adults, compiled across several large-scale research partnerships. The Carrot Principle established the direct, measurable link between purposeful employee recognition and business outcomes including retention, productivity, and customer satisfaction. All In, produced with research firm Towers Watson, drew on a 300,000-person study to identify the seven practices that generate genuine organisational buy-in. Anxiety at Work – published by Harper Business and the most recent of his five New York Times bestsellers – addressed the other side of the same equation: what happens when uncertainty goes unmanaged and workplace anxiety erodes the culture leaders worked to build. Taken together, these books form one of the most evidence-based frameworks available to executives on how culture is created, sustained, and recovered. Elton is a Thinkers50 Coaching Award winner, a member of Marshall Goldsmith’s 100 Coaches, and a Marshall Goldsmith Stakeholder Centered Leadership certified executive coach. Global Gurus has ranked him among the world’s top leadership and organisational culture experts every year from 2017 to 2025. Inc. named him to its 2025 Top 50 Leadership & Management Experts list. He is co-founder of The Culture Works and has consulted with organisations including American Express, The World Bank, and the New Jersey Devils. What distinguishes him is the range the research covers. Most speakers in this space address either motivation or stress. Elton’s body of work addresses both, and the connection between them. Key speaking topics Employee recognition and culture-building Organisational culture and high-performance teams Workplace anxiety and psychological safety Leading with gratitude Employee engagement strategy Multigenerational workforce leadership Manager capability and team trust Ideal for CHROs and People leaders designing, resetting, or embedding organisational culture programmes CEOs and senior leadership teams navigating workforce anxiety, change, or post-transformation culture repair Talent and leadership development functions seeking research-grounded frameworks for manager effectiveness HR and management associations and industry conferences where practitioner credibility and data-backed content are audience expectations Audience outcomes A diagnostic framework for identifying where culture commitment breaks down between leadership intent and frontline management behaviour Recognition practices tied directly to engagement and retention outcomes, grounded in large-scale empirical research rather than anecdote Practical strategies for identifying workplace anxiety early – before it affects team performance, absenteeism, or attrition A shared organisational vocabulary for discussing culture, gratitude, and psychological safety in operational rather than abstract terms Immediate, actionable steps that managers at any level can apply to strengthen trust and discretionary effort within their teams

Why organisations work with Chip Conley He turned a single boutique hotel into a 50-property group as CEO of Joie de Vivre, then mentored Brian Chesky through Airbnb’s hospitality build-out. Few speakers can speak from inside both an independent operator and a category-defining platform. His Modern Elder thesis gives leadership teams a usable language for intergenerational collaboration at a moment when most companies are still treating age as a liability rather than a capability. He applied Maslow’s hierarchy of needs to corporate strategy in his book Peak and his 2010 TED talk, and the framework still reads as one of the more durable arguments for measuring culture, employee engagement, and customer experience as connected variables. The Modern Elder Academy he founded in 2018 is the only midlife wisdom school running at scale, with over 2,000 alumni and a second campus, which gives him real operating data on how mid-career professionals reset, retrain, and re-enter organisations. He is a New York Times bestselling author and three-time TED speaker, with books published across two decades that track the same throughline: human meaning as the underlying engine of commercial performance. Biography highlights Founder and former CEO of Joie de Vivre Hospitality, which he built from a single property in 1987 into a portfolio of around 50 boutique hotels. Former Head of Global Hospitality and Strategy at Airbnb, mentor to CEO Brian Chesky during the company’s expansion to hosts in 191 countries. Founder and Executive Chairman of Modern Elder Academy, with campuses in Baja California Sur and Santa Fe and more than 2,000 alumni. Three-time TED speaker, including “Measuring what makes life worthwhile” (2010) and his 2023 talk on the midlife chrysalis. New York Times bestselling author of Wisdom@Work: The Making of a Modern Elder and Learning to Love Midlife: 12 Reasons Why Life Gets Better with Age, alongside Peak, Emotional Equations, The Rebel Rules, and Marketing That Matters. Stanford BA and MBA. Named Most Innovative CEO in the Bay Area by San Francisco Business Times and recipient of the hospitality industry’s 2012 Pioneer Award. Biography The conventional career arc treats age as a depreciation curve. Chip Conley has spent two decades arguing the opposite, and building the institutions to prove it. He founded Joie de Vivre Hospitality in San Francisco in 1987, ran it for nearly 24 years, and grew it into one of California’s largest boutique hotel groups, around 50 properties at its peak. The book that came out of that period, Peak: How Great Companies Get Their Mojo from Maslow, applied Abraham Maslow’s hierarchy of needs to employee, customer, and investor relationships, and remains the most cited articulation of his commercial argument that human meaning is the engine, not the decoration, of business performance. In 2013, Airbnb’s three founders asked him to become Head of Global Hospitality and Strategy. He mentored Brian Chesky and helped translate a tech platform into a hospitality company operating with hosts in 191 countries. The label he picked up there, “modern elder”, became the seed of his next institution. The Modern Elder Academy, which he founded in 2018, has campuses in Baja California Sur and Santa Fe and has now run more than 2,000 mid-career professionals through structured programmes on transition, longevity, and the social contract between generations at work. His more recent books, Wisdom@Work and Learning to Love Midlife, push that thesis into the corporate agenda directly: age as a category of workforce diversity, midlife as a strategic asset, and the intergenerational team as a more accurate model of how organisations actually learn. The argument is grounded in operating experience, not commentary, which is why boards and executive teams increasingly book him to challenge the assumptions inside their own talent strategy. Key speaking topics The multigenerational workplace and the case for age as workforce diversity Modern Elder leadership and the redesign of mid-career Culture and employee engagement built on Maslow’s hierarchy of needs Disruptive innovation in hospitality and platform businesses Customer experience as a function of internal culture Emotional intelligence in leadership Midlife transition, longevity, and workforce retention Ideal for CHROs and chief people officers redesigning talent strategy across five generations at work CEOs and boards facing attrition of senior expertise and weak intergenerational knowledge transfer Hospitality, travel, and consumer-facing leadership teams rebuilding culture as a commercial asset Executive development and leadership academy programmes focused on mid-career renewal and senior transition Audience outcomes A clearer operating definition of intergenerational collaboration, with concrete language for treating age as a diversity and capability question A reframed view of mid-career and senior employees as a strategic asset rather than a cost line A working model, drawn from Peak and Maslow, for connecting employee meaning, customer experience, and financial performance Specific, named examples from Joie de Vivre, Airbnb, and Modern Elder Academy that translate into practical policy and culture changes A more honest conversation inside the leadership team about ageism, longevity, and what wisdom is actually worth in commercial terms