Intelligenza emotiva speakers

Why organisations work with Nigel Risner He gives senior leaders a working language for personality difference inside their own teams, the Zoo Keeper model of Lions, Monkeys, Elephants, and Dolphins, that they can use in the next leadership meeting. He is one of six UK holders of the Professional Speaking Award of Excellence (PSAE) from the Professional Speakers Association, a peer-judged credential that signals platform craft of a different order from a typical motivational keynote. He is the only speaker named Speaker of the Year by all four major CEO peer-advisory networks in Europe (Vistage, The Academy for Chief Executives, TEC, and Footdown), which is the closest thing the CEO peer-group market has to a buying signal. His material is built from running a brokerage as one of the UK’s youngest CEOs and rebuilding after the late-1980s financial crash, so the leadership content is grounded in operating experience, not theory. He works at any audience size, from a 12-person CEO peer group to conference rooms of several thousand, with the same delivery discipline. Biography highlights Author of “The Impact Code: Live the Life You Deserve” (Capstone) and its follow-up “The Impact Code at Work”. Author of “It’s a Zoo Around Here: The new rules for better communication”, the source text of his Zoo Keeper personality framework. Author of “You Had Me at Hello: The new rules for better networking”. One of six UK speakers awarded the PSAE (Professional Speaking Award of Excellence) by the Professional Speakers Association. Speaker of the Year for Vistage, The Academy for Chief Executives, The Executive Committee, and Footdown. Client work spans BT, BSkyB, Pfizer, GSK, Siemens, HSBC, Pepsi, British Airways, Marks and Spencer, and Royal Bank of Scotland. Biography Most leadership problems inside large organisations look strategic and turn out to be communicative. A capable executive briefs a team, the team agrees in the room, and three weeks later the work has not moved. The diagnosis is usually that the leader spoke in their own dominant style and assumed the rest of the room would translate. Nigel Risner has built a twenty-year speaking career around fixing exactly that gap. His Zoo Keeper framework, drawn from his book “It’s a Zoo Around Here: The new rules for better communication”, gives leaders a fast, memorable way to read the personalities in front of them: Lions who want results, Monkeys who want energy, Elephants who want detail, Dolphins who want harmony. The point is operational. A leader who can flex into all four registers gets decisions made in the meeting rather than relitigated by email afterwards. The credential layer is unusual for a motivational speaker. Risner holds the PSAE from the Professional Speakers Association, a peer-judged award held by only six UK speakers, and is the only speaker in Europe to have been named Speaker of the Year by Vistage, The Academy for Chief Executives, The Executive Committee, and Footdown. Those four bodies are the gatekeepers for CEO peer-advisory work in Europe, which is why his material reads as built for boards and executive teams rather than for general audiences. His later books, “The Impact Code: Live the Life You Deserve” and “The Impact Code at Work”, widen the same argument into executive presence and personal credibility. The throughline is consistent. Senior leaders are paid for the impact they have on other people in a room, and that impact is a learnable craft, not an inherited trait. Key speaking topics Leadership communication and executive presence Personality and behavioural styles in teams Building high-trust senior teams Influence and personal impact for senior leaders Leading through change and disruption Networking and first-impression effectiveness Motivation and peak performance for executive groups Ideal for CEO peer-advisory groups (Vistage, Academy for Chief Executives, YPO style forums) where the audience is operating leaders Senior leadership offsites where the brief is “we are not communicating well as a team” Sales and client-facing leadership conferences focused on influence and presence Newly promoted senior leaders in formal executive development programmes Audience outcomes A practical model for identifying the four dominant personality styles in their own team and adjusting how they brief, sell, and decide A clearer read on which behaviours are reducing their personal impact at senior level Specific habits for opening meetings, opening conversations, and opening relationships in the first ten seconds Renewed appetite for leading the team rather than working around it A shared vocabulary the leadership team can carry into the next 90 days of meetings

Why organisations work with Nigel Taberner His “Level 2 listening” framework – drawn from 10 years of operational hostage negotiation, not from theory – gives leaders a named, structured method for building trust and influencing outcomes when positional power and concessions are unavailable. The “negotiating when you have nothing to give” argument maps directly to the situations most commercial and leadership teams actually face: a resistant enterprise client, a difficult board conversation, a supplier who holds all the terms. An operational record of more than 130 high-risk incidents – armed sieges, suicide interventions, and international kidnap situations – resolved without loss of life at any incident he attended gives his principles a level of practical validation that is genuinely rare. He contributed to the national training programmes that produced negotiators for forces in the UK, Finland, Australia, and the FBI, meaning the frameworks he teaches have been tested and refined across different cultures and high-stakes operational contexts. His interactive masterclasses give leadership and sales teams direct practice in the specific listening and influence techniques – not a theory of why they work, but structured repetition of actually applying them. Biography highlights 30-year career with Greater Manchester Police, rising from Police Constable in Moss Side to Detective Inspector 10 years as an operational hostage negotiator, attending more than 130 armed sieges, suicide interventions, and international kidnap situations States that no incident he attended ended in loss of life Detective Inspector for counter-terrorism policing operations at Manchester Airport and Liverpool John Lennon Airport Member of the national negotiator training team responsible for programmes delivered in the UK, Finland, Australia, and the FBI Founder and Managing Director of Level2Communications Featured speaker at AICPA and CIMA events on commercial negotiation and leadership communication Biography Nigel Taberner joined Greater Manchester Police as a constable in Moss Side in the early 1990s. Three decades later, he retired as a Detective Inspector, having led counter-terrorism operations at Manchester Airport and Liverpool John Lennon Airport. In between, he spent 10 years as an operational hostage negotiator. During those 10 years, he attended more than 130 high-risk incidents – armed sieges, suicide interventions, and international kidnap situations. He states that no one died in any incident he attended. From that experience, he drew a precise argument: what separates a resolved negotiation from a failed one is almost always the quality of listening, not the strength of the opening position. He calls this Level 2 listening – attending fully to what the other person is actually communicating, rather than preparing a response. The commercial application is direct. Most business negotiations happen without meaningful leverage. A sales team pursuing a reluctant client, a leader managing a team through unwanted change, a CFO trying to hold a supplier to terms – each faces the same dynamic a hostage negotiator faces when they hold no cards and can offer nothing in return. That is where the framework Taberner developed applies most sharply. He was a member of the national training team that developed new generations of negotiators for forces in the UK, Finland, Australia, and the FBI. Since founding Level2Communications, he has brought those same principles to corporate audiences, including events run by AICPA and CIMA. Key speaking topics Negotiation without leverage High-stakes communication Active listening and influence Trust-building under pressure Crisis communication Leadership under pressure Emotional intelligence in negotiation Ideal for Senior leaders and executive teams facing difficult internal or external stakeholder conversations Sales and commercial teams whose negotiations depend on relationship and trust rather than pricing power Risk, security, and crisis management professionals HR and people leaders managing conflict, sensitive conversations, or organisational change Audience outcomes A named, structured framework – Level 2 listening – for influencing outcomes when leverage is absent Practical techniques for building trust quickly in unfamiliar or high-pressure conversations A clearer understanding of how professional negotiators approach conversations most people find difficult, and why their methods work Greater confidence in handling conflict, resistant stakeholders, and high-stakes decisions A reframed view of listening as a strategic tool rather than a passive courtesy

Why organisations work with Nihal Arthanayake A daily-broadcast interviewer’s instinct for live conversation. Over eight years presenting the BBC Radio 5 Live afternoon show, plus the Headliners interview series, mean panel craft built across thousands of hours of unscripted live radio. A named winner at the 2019 BBC Radio & Music Awards for Interview of the Year. The room can feel the difference when an interviewer can actually draw out a senior guest, not just read questions in order. The author of a serious trade book on conversation. Let’s Talk (Hachette, 2022) is built on interviews with figures from Mary McAleese to hostage negotiators, which gives Nihal a content keynote that other hosts simply cannot offer. Twenty-five years of cultural fluency across BBC, MTV, Channel 4 and BBC Two. Comfortable on a Hugo Boss or Mercedes stage and equally credible chairing a panel on race, identity or media. Few hosts cover both rooms. Public-trust credentials that travel well into sponsor-sensitive briefs. Appointed to the BBC’s Independent Diversity Advisory Board alongside Sir Lenny Henry and Dame Floella Benjamin; trustee at HOME Manchester; ambassador for the British Asian Trust. Biography highlights BBC Radio 5 Live presenter; eight-plus years on the afternoon show; current host of the Headliners interview series. Winner of Interview of the Year, 2019 BBC Radio & Music Awards. Author of Let’s Talk: How to Have Better Conversations (Hachette, 2022). BBC Radio 1 alumnus; co-host of Asian Beats (Sony Radio Award winner) and host of Review with Nihal. Appointed to the BBC’s Independent Diversity Advisory Board in 2014 by the BBC Director General. Trustee, HOME Manchester. Former trustee, Southbank Centre and British Council. Ambassador, British Asian Trust. Biography Live conversation is harder than it looks on a run sheet. A guarded executive answers in talking points. A four-person panel splinters. An awards stage drifts by the third category. The job of the host is to recover all of that without the audience noticing. That is the craft Nihal Arthanayake has spent twenty-five years building. Eight years presenting the afternoon show on BBC Radio 5 Live, plus the Sunday interview series Headliners, mean a live-radio interviewer who reads a room in real time. The 2019 BBC Radio & Music Award for Interview of the Year recognised the same skill in a different setting: a candid, on-the-record conversation that other interviewers could not have got. That craft is the subject of his 2022 Hachette book, Let’s Talk: How to Have Better Conversations. The book draws on conversations with former Irish president Mary McAleese, Professor Tanya Byron, Lorraine Kelly and Johann Hari, plus hostage negotiators and clinicians, to ask what actually changes when two people listen to each other properly. It gives organisations a content keynote on dialogue, listening and disagreement that most hosts cannot offer. The broader public-trust footprint is what makes the work travel into sponsor-sensitive briefs. Appointed to the BBC’s Independent Diversity Advisory Board in 2014 by the Director General, alongside Sir Lenny Henry, George the Poet and Dame Floella Benjamin. Trustee at HOME Manchester. Ambassador for the British Asian Trust. Corporate hosting clients include Adobe, Google, X, GQ, Hugo Boss, Mercedes-Benz, Tottenham Hotspur and Boots. Key speaking topics Conference and awards hosting Panel moderation and on-stage interviewing The craft of conversation and dialogue Communication and listening as leadership skills Diversity, representation and identity in media Cultural commentary and the public conversation Ideal for Senior corporate awards, summits and gala dinners that need a host who can carry a long-form running order Town halls, leadership conferences and offsites where a CEO or chair will be interviewed live on stage Panel sessions on culture, identity or representation that need an experienced moderator on contested ground Internal communication, L&D and people-team events on listening, dialogue and conversation skills Audience outcomes A live event that holds energy from welcome to close, with senior guests drawn out rather than read at A clearer practical sense of what makes a conversation actually work, drawn from Let’s Talk and twenty-five years of interviewing A panel that moves, with a moderator who reads the room and lets the strongest contributions land A host who is credible on both commercial and culture-and-identity briefs, without switching register awkwardly between them

Why organisations work with Nikki Bhamra Her frameworks for identifying blind spots and challenging assumptions come directly from twenty years of investigative work in human trafficking and serious organised crime – professional contexts where flawed judgement had irreversible consequences, not theoretical ones. She makes a specific, teachable argument: that most leadership failures are not information problems but reasoning problems caused by how leaders question, filter, and challenge what they already know. As a certified Insights Discovery psychometric practitioner, she combines forensic thinking with structured behavioural profiling, enabling her to work at depth on team dynamics and communication, not only from the keynote stage. Her work has been applied in regulated, high-accountability environments: the NHS, the Crown Prosecution Service, and financial services: organisations where decision quality and trust are operational risks, not soft skills. She has delivered sessions on the University of Cambridge Master’s in Leadership programme, applying her investigative-informed approach to decision quality and trust to senior leadership development. Biography highlights Senior Crime Investigator for over two decades, leading complex operations into human trafficking and serious organised crime in UK law enforcement Founder and CEO of Peak Potential Group, a bespoke leadership development company Certified Insights Discovery psychometric practitioner CIPD-qualified; member of the Chartered Institute of Personnel and Development and the Professional Speaking Association Has delivered sessions on the University of Cambridge Master’s in Leadership programme TEDx speaker; Highly Commended, Speaker Bookers Choice, Speaker Awards Clients include Metro Bank, the NHS, and the Crown Prosecution Service Biography Nikki Bhamra spent over two decades as a Senior Crime Investigator in UK law enforcement, leading operations into human trafficking and serious organised crime. In that environment, an unchallenged assumption or a question left unasked could have irreversible consequences. The discipline required to surface the truth – not the convenient version – is the foundation of everything she now brings to organisations. Her central argument is precise and useful: most leadership errors are not caused by a lack of information. They are caused by how leaders question, filter, and challenge the information already in front of them. Blind spots, confirmation bias, and the absence of psychological safety allow flawed thinking to compound quietly, in everyday conversations, not only in moments of obvious crisis. The cost shows up in decisions, culture, and trust. Bhamra is a certified Insights Discovery psychometric practitioner and CIPD-qualified, which means she operates at both the conceptual and structural levels: forensic questioning frameworks alongside behavioural profiling, tailored to the specific dynamics of a leadership team. She is Founder and CEO of Peak Potential Group, through which she delivers bespoke leadership programmes as well as keynotes. Her work has been applied in regulated, high-accountability environments: the NHS, the Crown Prosecution Service, and financial services. She has delivered sessions on the University of Cambridge Master’s in Leadership programme. She is a TEDx speaker and was recognised as Highly Commended in the Speaker Bookers Choice category at the Speaker Awards. Key speaking topics Leadership decision-making under pressure Blind spots, bias, and judgement errors Forensic questioning and evidence-based reasoning Trust-building in high-stakes environments Psychological safety and speaking up High-performance team dynamics Communication in complex and regulated environments Ideal for Senior leadership teams and executive cohorts in high-pressure, complex, or regulated industries Risk, compliance, and governance functions where decision quality and trust are operationally critical CHROs and L&D leaders building leadership capability programmes with a behavioural science foundation Boards and transformation leads treating decision quality and leadership culture as measurable strategic risks Audience outcomes A practical framework for identifying blind spots and surfacing unchecked assumptions before they affect decisions or culture Structured questioning techniques drawn from investigative practice, applicable immediately to leadership conversations and team dynamics Greater understanding of how confirmation bias, selective attention, and faulty assumption affect judgement – and what to do about it Concrete approaches to building psychological safety and trust in teams, grounded in behavioural evidence rather than aspiration Increased awareness of the everyday communication patterns that either strengthen or erode credibility and leadership effectiveness under pressure

Why organisations work with Owen O’Kane A clinical record that buyers can trust. Former NHS Clinical Lead for a London mental health service, with twenty-five years of frontline practice across palliative care and psychotherapy. That credential separates substantive mental health work from the wellness market. Four Sunday Times bestsellers, including Addicted to Anxiety and Ten to Zen, give him a body of public-facing work that audiences have already read. Sessions land faster because people arrive with context. A method built from CBT, mindfulness, psychotherapy and EMDR, condensed into practical daily techniques people use the same week. Not aspirational, usable. Broadcast fluency from his role on BBC One’s Change Your Mind, Change Your Life and resident slot on BBC Radio 5 Live. He communicates clinical content to non-clinical audiences without losing the substance. Credibility with sceptical workforces. The combination of an Irish working-class background, openness about his own mental health, and a clinician’s vocabulary lets him reach senior leaders and frontline staff in the same room. Biography highlights Former NHS Clinical Lead for mental health in London; previously Palliative Care Lead and Cognitive Psychotherapist, West Middlesex Hospital Sunday Times bestselling author: Ten to Zen, Ten Times Happier, How to Be Your Own Therapist (HarperCollins/HQ), and Addicted to Anxiety (Penguin, 2025) Featured psychotherapist on BBC One’s Change Your Mind, Change Your Life with Matt and Emma Willis Resident expert on BBC Radio 5 Live; former Attitude magazine columnist Corporate clients include Vodafone, Virgin Atlantic, BBC Worldwide and Universal Content Group Trained across cognitive psychotherapy, mindfulness, CBT and EMDR Biography Workplace mental health has become a budget line, not a result. Engagement scores stall, sickness absence climbs, and the most loaded staff quietly disengage. The honest question for senior leaders is whether the support on offer would actually help someone in real distress, or whether it is reassurance theatre for the people commissioning it. Owen O’Kane has spent twenty-five years working at the harder end of that question. Trained as a cognitive psychotherapist after early years in palliative care, he went on to lead clinical mental health services inside the NHS, including roles at West Middlesex Hospital and within the London mental health system. The clinical training underwrites everything that follows. His books, Ten to Zen, Ten Times Happier, How to Be Your Own Therapist and Addicted to Anxiety, are all Sunday Times bestsellers and share a single discipline: take the evidence base from CBT, mindfulness, psychotherapy and EMDR, and translate it into something a busy person can use in ten minutes. Addicted to Anxiety, published by Penguin in 2025, treats chronic anxiety as a learned habit rather than a permanent state, which is the argument he brings into corporate rooms. He is one of four therapists featured on BBC One’s Change Your Mind, Change Your Life, hosted by Matt and Emma Willis, and a resident expert on BBC Radio 5 Live. That broadcast fluency matters in keynotes: he can hold a room of senior leaders and a room of frontline staff with the same material, without diluting the clinical content for either. Key speaking topics Workplace anxiety and burnout Mental health for leaders and high-pressure teams Practical psychotherapy techniques for daily use Resilience and emotional regulation Stress management and recovery Building cultures that support genuine mental health Ideal for CHROs and heads of people designing mental health and wellbeing strategy beyond box-ticking provision Executive teams and senior leaders carrying chronic decision pressure High-pressure functions including legal, finance, sales, clinical and frontline operations Internal wellbeing leads who need a credentialed clinical voice to anchor a campaign or summit Audience outcomes A clear distinction between everyday stress and the clinical signals that need different action A short daily practice drawn from CBT, mindfulness and psychotherapy that people can run inside ten minutes Permission for senior leaders to name anxiety and pressure out loud, supported by evidence rather than slogans Language for managers to have better conversations about mental health with their teams A more honest internal assessment of whether existing wellbeing provision matches the level of distress staff actually carry

Why organisations work with Pamela Barnum Field-tested credibility on trust and deception. Her techniques were developed making hundreds of undercover drug buys and prosecuting the resulting cases, not derived from lab studies. Two operating perspectives in one speaker: the covert practitioner who had to read a room to stay safe, and the federal prosecutor who had to read witnesses to win convictions. Practical decoding tools that transfer directly into negotiations, sales calls, performance conversations, and board meetings. Academic grounding that backs the stories: a Bachelor of Laws and Master of Public Administration from the University of Western Ontario, and graduate work in corporate negotiations. A point of view on trust as a measurable leadership behaviour, not a culture slogan, anchored in the TEDxCollingwood talk “What Drug Dealers Taught Me About Trust.” Biography highlights Twenty-year career in Canadian criminal justice across undercover policing and federal prosecution. Eight years deep undercover in the Drug Enforcement Section, with hundreds of buys at street and multi-six-figure level. Federal prosecuting attorney with the Federal Crown, specialising in drug trafficking cases. Bachelor of Laws and Master of Public Administration, University of Western Ontario. Two TEDx talks, “What Drug Dealers Taught Me About Trust” (TEDxCollingwood) and “How Empathy Empowered an Undercover Cop” (TEDxRyersonU), both hosted on TED.com. Co-host of the CTV series Building Bad, and a featured media contributor on trust and nonverbal communication Keynote work for corporate, association, and law enforcement audiences across the United States, Canada, and Australia. Biography Trust is read in seconds, by people who often cannot articulate what they just saw. For most of Pamela Barnum’s first career, getting that read wrong carried physical risk. Eight years undercover in the Drug Enforcement Section meant building rapport with people whose business depended on detecting outsiders, then walking back into court rooms as a federal prosecutor and reading witnesses for credibility under cross-examination. That dual experience is the spine of her speaking work. She studied law at the University of Western Ontario while still serving as a full-time undercover officer, later adding a Master of Public Administration and graduate study in corporate negotiations. The result is a speaker who can connect a specific nonverbal cue to a specific commercial outcome, not just a story. Her keynote material translates field practice into decisions leaders actually make. How to enter a difficult negotiation without leaking intent. How to deliver a restructuring message that retains belief in the sender. How to spot the signals that a senior hire, supplier, or counterparty is hedging. The TEDxCollingwood talk “What Drug Dealers Taught Me About Trust” condensed the core argument into three working trust hacks now used widely across her corporate audiences. What makes her unusual on the leadership communication circuit is the source material. Trust as practised by undercover operators and prosecutors is observable, repeatable, and tied to consequence. That is what travels into a sales kickoff, an executive offsite, or a board preparation session, and that is what senior leaders take away. Key speaking topics Trust as a leadership behaviour Nonverbal communication and body language Deception detection in business contexts Negotiation under pressure Executive presence and credibility High-stakes communication Sales communication and influence Ideal for Sales leadership and revenue organisations preparing for high-value negotiations Executive development programmes focused on presence, credibility, and difficult conversations HR and culture leaders rebuilding trust after restructure or major change Associations and law enforcement audiences, including licensed professions (fraud, risk, insurance, real estate) seeking accredited continuing-education content Audience outcomes A working method for reading trust signals in real conversations, not in theory Specific nonverbal cues that indicate hedging, deception, or disengagement Sharper preparation for negotiations, performance conversations, and board interactions A clearer sense of how their own body language is being read by others Concrete techniques to project composure and authority under pressure

Why organisations work with Paul McGee He gives organisations a single, named, portable language for resilience. SUMO has been translated into more than 20 languages and used inside global brands, which means the ideas travel beyond the keynote into how teams actually talk about setbacks. His behavioural-psychology background turns wellbeing content into something a senior buyer can defend commercially. The argument is rooted in cognition and behaviour change, not motivation. His track record sits in serious operating environments: Harrods, GSK, Adidas, Virgin, Lloyds Bank, NHS, Manchester City FC and Specsavers have all booked him for change, performance and confidence work. Self-Confidence held number one on the WHSmith Business Book chart for 24 weeks, which is unusual evidence that the content lands with a workplace audience and not only a self-help one. Visiting Professor at the University of Chester Business School, a role held since 2019 and awarded for translating academic behavioural research into practical use. The credential supports the seriousness of the work without academic detachment. Biography highlights Visiting Professor, University of Chester Business School (visiting professorship held since 2019) Creator of the SUMO Method (Shut Up, Move On); Sunday Times bestseller, translated into 20+ languages Author of Self-Confidence, which reached number one and held the WHSmith Business Book chart for 24 weeks Capstone-published author of nine titles, including How to Speak So People Really Listen, How Not to Worry, How to Succeed with People, and YESSS! Delivered keynotes for 1,000+ organisations across 40+ countries, including Harrods, GSK, Adidas, Virgin, Lloyds Bank, NHS, Manchester City FC and Specsavers Background as a behavioural psychologist with more than 30 years of applied practice Biography Most organisations underestimate how much of their performance problem is a confidence problem. Strategy is rarely the missing ingredient. What gets in the way is the personal cost of repeated change, knocks to self-belief, and the quiet drain of pressure that nobody names. SUMO (Shut Up, Move On) gave that problem a vocabulary. It is a behavioural framework that asks people to stop, examine the thinking that holds them back, and choose a different response. The framework belongs to Paul McGee, a former behavioural psychologist who now sits as Visiting Professor at the University of Chester, an appointment made in 2019 to recognise his work translating academic research into practical use. SUMO became a Sunday Times bestseller and has been translated into more than 20 languages. His follow-up, Self-Confidence, spent 24 weeks at number one on the WHSmith Business Book chart, a result that is hard to fake and tells you who the content actually serves. Nine books for Capstone, the Wiley business imprint, sit behind the keynote work. They cover communication, worry, confidence and resilience, but the through-line is behaviour change inside ordinary working lives. The delivery is known for humour, which is what lets the behaviour-change content land rather than lecture. The argument is consistent: small, repeatable mental habits compound into the resilience that organisations now need from their people, especially under sustained change. The client list reads as a workplace one rather than a wellness one. Harrods, GSK, Adidas, Virgin, Lloyds Bank, NHS, Manchester City FC and Specsavers have all commissioned McGee for change, performance and confidence work. Across 40+ countries and more than 1,000 organisations, the brief is usually the same: give our people something that holds up after the keynote ends. Key speaking topics Resilience and personal performance under pressure Confidence and self-leadership at work Behaviour change and the SUMO framework Leading through change and uncertainty Communication and influence Wellbeing as an operating capability Ideal for HR and people leaders building resilience capability across the workforce Senior leadership teams managing fatigue from repeated change programmes Customer-facing and high-pressure functions where confidence directly shapes performance Learning and development heads commissioning durable, named frameworks rather than one-off motivational content Audience outcomes A shared vocabulary, drawn from SUMO, for naming and interrupting unhelpful thinking patterns Specific behavioural habits to rebuild confidence and composure after setbacks A practical way to separate the parts of a problem people can act on from the parts they cannot A clearer view of how individual resilience translates into team performance and customer outcomes

Why organisations work with Peter Nelson He has run the same flagship influence programme at Henley Business School for over fifteen years, which means executive cohorts arrive at a method that has been stress-tested across hundreds of senior leaders, not a workshop assembled for the brief. He pioneered the use of professional actors in corporate influence and pitching training, and built the rehearsal-led methodology now common across UK executive education before it was standard practice. His client base spans law firms, asset managers, oil majors, professional services, the European Commission and Army HQ, which gives him a working vocabulary for influence in highly regulated, technically complex and politically sensitive environments. He works at the level of behaviour and live performance, not frameworks: leaders rehearse the actual conversation, board moment or client pitch they will face, with feedback in the room. Biography highlights Executive Fellow, Henley Business School; lead faculty on the “Influence and Impact” programme for over 15 years. Member of the Executive Faculty, Southampton Business School. Works with Cambridge Judge Business School, Warwick Business School and Duke Corporate Education on senior executive development. Pioneered the use of professional actors in business roleplay for influence and pitching training in the 1990s. Client roster includes Man Group, BP, BMW, Motorola, Allen & Overy, Baker & McKenzie, Barclays, Deloitte, ING, McLaren, the NHS, the European Commission and Army HQ. Signature programmes: Influence and Impact, Influencing and Negotiating, Business Pitching, Client Relationship Management, Team Effectiveness. Biography Most executive education on influence stops at the framework. Leaders leave with a model of stakeholder mapping or persuasion archetypes, then walk into a board meeting and revert to slides. The gap between knowing the theory and behaving differently in the room is the practical problem of senior communication, and it is the problem Peter Nelson has spent more than three decades working on. At Henley Business School, where he is an Executive Fellow, Nelson has led the “Influence and Impact” programme for over fifteen years. The same method now runs across Cambridge Judge Business School executive clients, Warwick Business School corporate cohorts, Duke Corporate Education and Southampton Business School, where he sits on the Executive Faculty. Cohorts include senior partners in global law firms, asset managers, professional services boards and policy leaders inside the European Commission and Army HQ. The methodology is distinctive in its mechanics. Nelson brought professional actors into corporate influence and pitching training in the 1990s, before it was standard, so leaders rehearse the actual conversation they will face: the regulator briefing, the new business pitch, the board update, the difficult client renewal. Feedback is delivered live, in the moment, on behaviour rather than theory. The result is a body of practice rather than a body of writing. Clients include Man Group, BP, BMW, Motorola, Allen & Overy, Baker & McKenzie, Barclays, Deloitte, ING and McLaren, and Nelson is most often booked when an organisation has identified that its senior people are technically excellent and commercially under-converting in the moments that matter. Key speaking topics Influence and persuasion at senior levels Executive presence and leadership impact High-stakes business pitching Negotiation skills Senior client relationships Presentation skills for leaders Team effectiveness Ideal for Partners and senior leaders in law, professional services and asset management preparing for client pitches and renewals Executive committees and boards developing presence and senior communication capability Sales, business development and relationship management leaders selling to sophisticated buyers HR and L&D heads commissioning executive development on influence, negotiation and leadership impact Audience outcomes A concrete sense of how senior audiences read presence, and what to change in the next conversation that matters Sharper command of the pitch, the board update and the negotiation set-piece, rehearsed against live feedback rather than discussed in abstract Specific tools for moving from technical credibility to commercial conversion in client-facing moments A working vocabulary for coaching their own teams on influence and impact after the session

Why organisations work with Philip Gimmack Twenty-five years spanning enterprise change management at Oracle, KPMG, Cap Gemini and Accenture, followed by a dedicated EQ practice since 2012, means he speaks to senior audiences from inside their vocabulary rather than imposing a coaching register on them. His proprietary assessments, the A.R.T. and the 6 Pillars of Resilience Model, turn EQ from an abstract virtue into something a leadership team can score, compare and improve across engagements. He holds two of the most widely used professional credentials in the field: certified NLP Psychotherapist (1998) and licensed EQ-i 2.0 practitioner, which gives HR buyers confidence that the underlying method is not bespoke invention. He is as comfortable in a 30-minute keynote as in a multi-day programme, which suits organisations that want the keynote to seed a larger capability build rather than stand alone. His writing on HR Zone gives HR and L&D audiences prior exposure to his argument before they put him in front of their own leaders. Biography highlights Founder and CEO of EQworks, established 2012 Designer of The A.R.T. (Advanced Relationship Skills) assessment and the 6 Pillars of Resilience Model Certified NLP Psychotherapist (1998); licensed EQ-i 2.0 and A.R.T. practitioner Twenty-five years in change management and leadership coaching Earlier career in management consulting at Oracle, KPMG, Cap Gemini and Accenture Contributor to HR Zone Biography The reason most leadership development programmes fail to move the needle is not that the models are weak. It is that the participants cannot regulate their own emotions well enough to apply the models when it matters. Philip Gimmack built EQworks in 2012 to close that specific gap, and his twenty-five-year career has been a progression toward the argument that emotional intelligence is the operating layer underneath every other leadership skill. His route into the work was through enterprise change. Years as a management consultant at Oracle, KPMG, Cap Gemini and Accenture showed him that the repeatable failure point in transformation programmes was human rather than technical. The response was a deliberate shift into the behavioural disciplines: a certification as an NLP Psychotherapist in 1998, a professional coaching qualification, and licences to use the EQ-i 2.0 psychometric instrument. EQworks gave him a platform to turn that toolkit into something organisations could deploy. The A.R.T., his Advanced Relationship Skills assessment, diagnoses communication and relationship dynamics in a way that is specific enough to coach against. The 6 Pillars of Resilience Model does the same for how leaders and teams absorb pressure. Both sit underneath the programmes he now runs with UK corporate clients. Gimmack’s speaking style is built for the audiences he coaches: pragmatic, plain-spoken and framed in business rather than therapeutic terms. For HR directors, L&D leaders and executive teams looking for EQ content that will survive contact with a cynical senior audience, his proposition is a measurable method rather than a motivational message. Key speaking topics Emotional intelligence in leadership Resilience and the 6 Pillars model Behaviour change and communication skills Change management from the people side EQ and diversity and inclusion Employee engagement and retention Ideal for CHROs, HR directors and L&D leaders designing leadership development programmes with measurable behavioural outcomes Executive teams and senior leadership groups working on internal conflict, communication or change fatigue Corporate universities and in-house academies looking for EQ content that can scale across cohorts Industry conferences and HR forums requiring a practitioner voice on emotional intelligence Audience outcomes A working understanding of what emotional intelligence actually is, measured through established psychometrics rather than intuition An introduction to the A.R.T. framework for understanding relationship and communication dynamics in teams Practical techniques from the 6 Pillars of Resilience Model that leaders can apply to themselves and their direct reports A clearer view of how EQ underpins change management, diversity and retention outcomes

Why organisations work with Phillippa Mole She brings the practical content of executive presence into the room: how leaders hold themselves in a pitch, a board meeting, or a difficult conversation, taught as craft rather than as personality. Her coaching combines elite-sport performance psychology with certified executive coaching credentials, including Association for Coaching Master Executive Coach and ICF PCC accreditation, giving the work a defensible technical base. She is the first UK qualified practitioner of Reconsolidation of Traumatic Memories techniques for post-traumatic stress, which gives her unusual range when working with leaders carrying real career or personal load. Her broadcast background, including BBC and GMTV presenting, sharpens the work on how senior people communicate when the stakes and the camera are both live. Clients have included Deloitte, Dell, Sandtoft and Wienerberger, with applications spanning bid pitches, capital raises and senior team development. Biography highlights Founder and CEO of Fresh Air Coaching, established 2007. Master Executive Coach (Association for Coaching) and ICF Professional Certified Coach (PCC). NLP Master Practitioner and Trainer; first UK practitioner certified in Reconsolidation of Traumatic Memories for PTSS. MSc Sport Science and Performance Psychology, Loughborough University. Former lecturer in Performance Psychology at Manchester Metropolitan University. Former BBC and GMTV network broadcaster and Sunday Telegraph columnist. Biography Composure is rarely the line item in a leadership development plan, but it is what senior people are actually judged on when the room turns difficult. Phillippa Mole’s coaching practice is built around that observation. Fresh Air Coaching, the firm she founded in 2007, works with senior leaders and teams on the behavioural mechanics of presence, influence and decision-making under pressure. The technical base is unusual. She holds an MSc in Sport Science and Performance Psychology from Loughborough and lectured in performance psychology at Manchester Metropolitan University before moving into executive coaching full time. Her certifications run from Association for Coaching Master Executive Coach to ICF PCC, with NLP Master Practitioner and Trainer status alongside. She is named as the first UK practitioner certified in Reconsolidation of Traumatic Memories techniques for post-traumatic stress, which extends her range into work that touches genuine personal load. Before coaching, she competed in sprint hurdles for the South of England and represented Great Britain in bobsleigh, then spent years in front of a camera as a network broadcaster for the BBC and GMTV, including coverage of the Commonwealth Games, and as a Sunday Telegraph columnist. That background informs the way she teaches presence: the work is granular and physical, closer to a directing note than a leadership homily. Named clients include Deloitte, Dell, Sandtoft and Wienerberger, with engagements on bid pitches, capital raising and senior team performance. Buyers describe her as a “secret weapon” in those high-stakes settings, language that reflects what the work actually does, which is to make a small set of senior people materially better at the moments their reputation rests on. Key speaking topics Executive presence and influence Self-leadership under pressure Emotional intelligence in senior teams Performance psychology applied to business Communication and persuasion craft Resilience and recovery for senior leaders Ideal for CEOs, managing partners and board members preparing for high-stakes pitches, capital raises or contested set-pieces Senior leadership teams investing in presence, influence and team performance ahead of restructure or growth Newly promoted executives stepping into roles where credibility is judged in moments rather than over months HR directors and L&D leads commissioning behavioural development for the top layer rather than generic wellbeing content Audience outcomes A clearer, behaviourally specific picture of what executive presence is and how to build it Practical methods for holding composure in pitches, boardrooms and difficult conversations A working model for using emotional intelligence to read a room and shift a dynamic in real time Language for naming and addressing the pressure points that quietly reduce senior performance Renewed personal confidence in the moments where reputation is actually decided

Why organisations work with Rachel DeAlto She brings a working framework for relatability that translates a soft concept into specific leader behaviours, sourced from her own research and applied across Fortune 500, government and nonprofit settings. Her dual training in law and psychology gives her credibility with both legal-minded executives and people-function leaders, two audiences that often talk past each other on culture work. As Chief Connection Officer at Match Group, she works inside a business whose product is human connection at scale, which gives her examples that land with commercial audiences rather than HR-only ones. She holds the Certified Speaking Professional designation and has worked across more than 200 national media platforms, so the delivery is polished without sliding into performance. The work is built for multigenerational teams specifically, which is where most leadership programmes fail in practice. Biography highlights Chief Connection Officer at Match Group, parent company of Match.com, Tinder and Hinge. Author of The Relatable Leader and relatable, both published by Simon & Schuster. TEDx speaker; Being Authentic in a Filtered World featured on TED.com. Television expert on Lifetime’s Married at First Sight and TLC’s Kate+Date. Certified Speaking Professional, National Speakers Association. JD, Seton Hall University; MA in Psychology, Arizona State University; BA in Communications, Syracuse University. Biography Most organisational culture problems present as engagement problems first. People stop volunteering ideas, hand-offs get sloppy, turnover ticks up in the wrong roles. The diagnosis is usually slower than the decline. Rachel DeAlto’s argument is that what looks like disengagement is often a relational deficit at the leader level, and that the deficit is fixable with specific skills rather than slogans. Her two books, relatable and The Relatable Leader, both published by Simon & Schuster, build the case. The first sets out how people connect with each other under conditions of distraction, filtering and fatigue. The second turns the argument toward leadership and the practical question of how a senior manager builds trust quickly across a workforce that spans five generations and several working modes. DeAlto’s background is unusual for the topic. She trained as an attorney at Seton Hall, holds a master’s in psychology from Arizona State, and now serves as Chief Connection Officer at Match Group, where connection is the commercial product. That combination shapes the work. She speaks the language of executives, draws on psychological research rather than anecdote, and tests her frameworks against a business whose users vote on connection every day. The audience is corporate, but the substance is granular. Whitepapers on the multigenerational workforce, signature programmes on customer experience and sales relatability, and a Certified Speaking Professional designation that signals a craft-level investment in delivery. The closing claim is not that culture is everything. It is that culture is built from countable leader behaviours, and those behaviours can be taught. Key speaking topics Relatability and human connection Leadership and team performance Multigenerational workforce dynamics Communication and emotional intelligence Customer experience and relatable sales Organisational culture and engagement Ideal for CHROs and chief people officers building engagement and retention strategy Senior leaders managing newly hybrid or distributed teams Sales and customer experience leaders rebuilding trust in long-cycle buyer relationships Leadership development teams designing programmes for multigenerational workforces Audience outcomes A vocabulary and a framework for relatability that turns a soft concept into observable leader behaviours A clearer view of where engagement breaks down inside multigenerational teams and what to do about it Specific tactics for building trust at speed in hybrid and high-turnover environments A shift in how senior leaders think about communication, from broadcast to connection

Why organisations work with Rachel Stone A coach’s diagnostic eye rather than a speaker’s set piece. She reads what is actually happening between a leader and their team and names it, then offers next steps the leader can act on the same week. Direct experience of the operator’s chair. Commercial buying, retail management at Safeways PLC, classroom teaching and senior college leadership, before twelve years coaching 130-plus companies. The advice lands because it is grounded in those rooms. A clear behavioural model. The “breathe life into people” frame and the Kindness Economy (People, Planet, Profit) give leaders a vocabulary for what trust-based leadership looks like day to day. Tools that travel back to the workplace. ICQ Global DISC and Growth Zone diagnostics give audiences something concrete to use with their own teams, not just a takeaway feeling. Biography highlights Founder of Rachel Stone Coaching Ltd, established 2012. Author of “Spend Time With Me: A Story to Inspire Transformational Leaders” (2024), foreword by Professor Damian Hughes. Accredited ICQ Global DISC Profile and Growth Zone Practitioner. Qualified business coach via The Coaching Academy. Coached 130-plus companies and 250-plus leaders across construction, retail, education, manufacturing and professional services. Earlier career: commercial buyer in electronics, retail manager at Safeways PLC, Business Studies teacher and senior college manager. Biography Most managers are promoted for being good at the job they used to do. The job they now have is different, and the gap between the two is where engagement breaks, conflict festers and culture quietly drifts. Stone built her practice around closing that gap. She works with business owners and senior teams on the small behavioural shifts that change how a team performs, not on abstract leadership theory. Her route into coaching was unusual. After commercial buying in electronics and retail management at Safeways PLC, she retrained as a Business Studies teacher, took on senior college management, and in 2012 left to start her own coaching business. Twelve years later the client list runs to more than 130 companies across construction, retail, education and manufacturing, with over 250 individual leaders coached. The work spans board-level transformation, embedding coaching cultures, and middle-management development. The intellectual frame is set out in her 2024 book “Spend Time With Me: A Story to Inspire Transformational Leaders”, with a foreword by Professor Damian Hughes of the High Performance podcast. The book pairs her own story with the principles she teaches: trust as a leadership currency, the “Kindness Economy” of People, Planet and Profit, and the idea that leaders “breathe life into people” rather than extract performance from them. Audiences leave with usable language and a diagnostic. ICQ Global DISC and Growth Zone tools give leaders a way to read their own behaviour and their team’s. The delivery is pacey and pragmatic; the focus is on what a leader can do differently on Monday morning. Key speaking topics Transformational leadership Coaching cultures and coaching as a leadership skill Trust and team performance Communication and conflict in teams Employee engagement and burnout Resilience and self-management for leaders The Kindness Economy: People, Planet, Profit Workplace culture in hybrid and growing businesses Ideal for Business owners and founder-CEOs scaling beyond a hands-on operating model. Senior leadership teams in mid-market and SME organisations who need a behavioural reset, not a strategy day. HR and L&D leads commissioning manager development or embedding a coaching culture. Leadership groups in sectors that promote technically (construction, manufacturing, professional services, education). Audience outcomes A clearer read on how their own behaviour shapes their team’s engagement and output. Practical coaching techniques managers can use in one-to-ones and team conversations from the next working day. A shared vocabulary for trust, conflict and culture that survives beyond the session. Tools to spot early signs of burnout and disengagement before they cost the business people. A working definition of transformational leadership grounded in behaviour, not theory.