Liderança baseada em valores

Why organisations work with Dame Katherine Grainger Her perspective on high performance is not borrowed from sport – it is built from two decades of competing at the Olympic level and then eight years as the senior leader responsible for the entire British elite sport system as Chair of UK Sport. The result is a rare, system-level view of what makes performance culture work. She completed a PhD at King’s College London – in law, on whole life sentencing – while training for and winning Olympic gold. That combination is not incidental. It gives her a credible argument about how sustained focus, long-term discipline, and intellectual rigour reinforce rather than compete with each other. Her autobiography Dreams Do Come True is built around the specific psychology of returning to compete after three consecutive near-misses. For any organisation struggling with how to sustain commitment after a setback, or how to build a team that performs when the moment actually comes, this is directly applicable material. As the first female Chair of the British Olympic Association in its 120-year history – and a crossbench Life Peer since 2025 – she carries institutional authority that extends well beyond the speaking circuit. Boards and senior leadership teams treat her not as an external voice but as a peer. She speaks to the leadership question that Olympic sport uniquely tests: how do you create the conditions for someone else to succeed, rather than performing yourself? Her shift from competing to governing elite sport is the lived version of a challenge every senior leader faces. Biography highlights Olympic gold medallist (London 2012) and four-time Olympic silver medallist – the only British woman to win medals at five consecutive Olympic Games (2000-2016) Six-time World Champion with eight World Championship medals; voted Britain’s first “Olympians’ Olympian” by fellow Olympians Chair of UK Sport 2017-2025; Chair of the British Olympic Association from 2025 – the first female chair in the BOA’s 120-year history DBE 2017 for services to sport and charity; Life Peer (Baroness Grainger, crossbench) from 2025 PhD in law (the sentencing of homicide), King’s College London; Fellow of King’s College London; first female Chancellor of the University of Glasgow (2020-) Author of Dreams Do Come True (2013), self-written autobiography reviewed by the Financial Times and The Observer; BBC broadcaster for Rowing World Cup coverage and the 2014 Commonwealth Games Biography Katherine Grainger won an Olympic gold medal at London 2012 – alongside Anna Watkins, setting an Olympic record in the double sculls – after three consecutive Olympic silvers. She then returned to the water, two years after considering retirement, and won a fourth silver in Rio in 2016. Across those sixteen years, she also completed three law degrees, including a PhD at King’s College London, written during the same period she was training for Olympic gold. That combination is her argument. The discipline required to stay in pursuit of a goal across multiple cycles of failure and recommitment – and to do so while building intellectual capability in parallel – is not an athletic phenomenon. It is a leadership one. Her speaking draws directly on that experience: not as inspiration, but as a practical framework for what organisations actually need to sustain performance at the highest level. Her post-competitive career has given that argument institutional weight. As Chair of UK Sport from 2017 to 2025, she was responsible for the strategy and governance of British elite sport as a whole – funding decisions, performance standards, safeguarding, inclusion. As Chair of the British Olympic Association from 2025, the first woman in the role since the BOA’s founding in 1905, she now leads the organisation that governs Team GB’s Olympic programme. She is also Chancellor of the University of Glasgow and, since 2025, a crossbench Life Peer. The result is a speaker who can address boards and senior leadership teams not as a visiting athlete with a story, but as a serious institutional figure with a tested view of what leadership culture requires at the level where it actually matters. Key speaking topics Sustained high performance and long-cycle leadership Resilience and recommitment after setback High-performance team culture Leadership in governance and elite institutions The parallel demands of intellectual and physical excellence Women in leadership and sport governance Purpose, values, and legacy in leadership Ideal for C-suite and board-level audiences wrestling with questions of culture, sustained performance, and long-term strategic commitment CHROs and people leaders building high-performance frameworks that endure beyond individual leadership cycles Leadership development programmes for senior executives seeking a model of performance that integrates governance, accountability, and personal resilience Organisations navigating leadership transition, post-merger culture alignment, or the challenge of maintaining standards after a period of peak achievement Audience outcomes A clearer understanding of why most performance cultures produce one-off results rather than sustained excellence – and the specific conditions that change that Practical perspective on how to lead a team through extended periods of uncertainty and near-miss, without losing commitment or direction A reframed view of setback as structural to high performance, not a deviation from it – with concrete examples of how elite athletes and institutions manage that cycle Insight into what governance of high-performance systems actually requires, drawn from eight years leading UK Sport Renewed clarity on the relationship between personal discipline, intellectual rigour, and sustained team performance

Why organisations work with Danny Bent His argument that performance improves when people stop masking who they are is backed by his own experience building communities at scale – including a 3,328-mile relay across the United States that raised approximately $600,000 in weeks, organised by someone with no events infrastructure and a great deal of conviction. That is not a theoretical model; it is evidence. He produces an emotional shift in a room, not just intellectual content. Audiences at HSBC, Nike, and Google have described his sessions as physically changing the atmosphere within an hour – the kind of result most culture and engagement programmes take months to attempt. His willingness to speak openly about dyslexia, therapy, and the parts of himself he spent years performing around gives him rare credibility with audiences resistant to culture messaging. A Guinness World Record holder and BBC Special Forces finalist talking honestly about hiding and shame tends to disarm people who would tune out a conventional wellbeing speaker. His four named talk frameworks give event planners clear, differentiated choices across distinct use cases – personal identity, team belonging, leadership culture, and breaking default behaviour – without requiring bespoke development. His lived experience of building radically inclusive communities – Project Awesome across UK cities, multi-country running relays attracting thousands – gives HR and culture leads a concrete reference point for what genuine belonging actually looks and feels like, not just what it looks like in a framework. Biography highlights Author of “You’ve Gone Too Far This Time Sir” (account of cycling 9,000 miles from London to India; described as an international bestseller) and “Not All Superheroes Wear Capes” (about One Run for Boston and its impact on thousands of Americans) Two Guinness World Records, including for the I Move London Relay – 4,000 miles run by 2,000 participants across London in 2018 Organised One Run for Boston (2013) – a 3,328-mile continuous running relay from Los Angeles to Boston following the Marathon bombings, raising approximately $600,000 for victims Second overall on the BBC’s Special Forces: Ultimate Hell Week; one of only three competitors to complete the programme TEDx speaker on the power of community; 100+ talks delivered at organisations including Google, HSBC, Nike, National Geographic, and the Royal Geographic Society Founder of Project Awesome, a free fitness community that has mobilised tens of thousands of participants across UK cities Former Great Britain triathlete Biography What happened after the Boston Marathon bombings in 2013 is, at one level, a story about running. A 3,328-mile relay from Los Angeles to Boston, organised in days, ran by thousands of Americans who had no relationship with each other beyond a shared need to do something. It raised approximately $600,000 for victims and demonstrated something specific about what people are capable of when they feel permission to show up honestly. Danny Bent organised that relay. He also cycled 9,000 miles from London to India, founded Project Awesome (a free fitness community across UK cities) and broke two Guinness World Records. He came second in the BBC’s Special Forces: Ultimate Hell Week. These achievements are real, but they are not the point. The point is the human pattern underneath them: what happens to people, and to teams, when they are trusted and given a reason to be honest. Danny is dyslexic, a former Great Britain triathlete, and the author of two books. He spent years performing a version of himself that looked capable and cheerful while keeping quieter parts hidden. His decision to change that shaped his current speaking directly. He has built four named talk frameworks: The Happiness in Being You, The Power of a Tribe Mentality, The All-Powerful You, and Breaking Free from Autopilot, each addressing a different aspect of what shifts when people stop masking who they are at work. He has delivered 100+ talks at organisations including Google, HSBC, Nike, National Geographic, and the Royal Geographic Society, and given a TEDx talk on the power of community. Audiences have consistently described his sessions not as explaining something but as changing something in the atmosphere, in the conversation, in what people say to each other afterward. Key speaking topics Belonging and psychological safety at work Authentic identity and self-permission Community building and collective purpose Team culture and trust Resilience through shared challenge Leadership through enabling others Storytelling as a tool for connection Ideal for CHROs, People Directors, and culture leads building engagement or belonging programmes where intellectual content alone is unlikely to shift behaviour Senior leadership teams and executive offsites where trust, openness, and team cohesion are the underlying agenda Company-wide away days and conferences that need a session capable of shifting energy and atmosphere, not just delivering content Sales, marketing, or client-facing team events where authentic connection and discretionary effort are performance drivers Audience outcomes A clearer understanding of the personal and organisational cost of masking authentic identity at work, expressed through direct, lived experience rather than framework Specific language for talking about belonging, psychological safety, and trust within their own teams Awareness of the default behaviours and autopilot patterns that limit individual and collective performance A reference point – grounded in real community-building at scale – for what genuine belonging actually feels like, not just what it looks like in a policy document A personal prompt to take one specific action toward showing up more honestly, in work or in life

Why organisations work with Deborah Meaden Twenty years of unscripted investment judgement on Dragons’ Den, where she has personally backed dozens of businesses, given audiences a working language for evaluating risk, founders and growth. Operator credibility built on a £33 million sale of Weststar Holidays to Phoenix Equity Partners in 2005, after a management buyout she led from inside the family business. A consistent, public position on sustainability as a commercial question: through The Big Green Money Show on BBC Radio 5 Live she has interrogated CEOs of major UK and global businesses on what climate strategy actually costs and earns. Author credibility across audiences from senior operators (Common Sense Rules) to financial literacy for children (HarperCollins Little Experts series, including a Financial Times Book of the Year 2023 Critics’ Choice). A direct, plain-language style that translates entrepreneurial decisions into something a leadership team can argue with, not just admire. Biography highlights Investor on BBC’s Dragons’ Den since 2006. Led the 1999 management buyout of Weststar Holidays and sold the majority to Phoenix Equity Partners in 2005 for £33 million. Author of Common Sense Rules (Random House Business, 2009) and the HarperCollins Little Experts financial literacy series. Why Money Matters named a Financial Times Book of the Year 2023 Critics’ Choice; silver at the Made For Mums Toy Awards. Co-host of The Big Green Money Show on BBC Radio 5 Live with Felicity Hannah. Trustee of Tusk Trust, Fellow of WWF, Ambassador for the RSPB, Marine Conservation Society and World Horse Welfare, Compassion Visionary at CIWF. Honorary degrees from the University of Exeter Business School, Staffordshire University, Keele University and Bath Spa University. Biography Weststar Holidays was a single-site family business when Deborah Meaden joined its arcade operations in 1988. By 2005 it was a five-park operator hosting around 150,000 holidaymakers a year, sold to Phoenix Equity Partners for £33 million after the management buyout she had led six years earlier. The arc, from operator to owner to seller, is the spine of how she reads other people’s businesses. Two decades on Dragons’ Den have widened that lens. Since 2006 she has sat through several thousand pitches and put her own capital behind a long list of UK ventures, from artisan manufacturer Fox Brothers to consumer brands across food, retail and clean technology. The pattern audiences see, the questions about unit economics, founder discipline and market truth, is the same pattern she applies to her own portfolio. Her published work extends the argument into financial literacy and commercial sustainability. Common Sense Rules (Random House Business, 2009) sets out the operating principles she uses on the Den. The Little Experts series with HarperCollins takes the same plain-language approach to children: Why Money Matters was named a Financial Times Book of the Year 2023 Critics’ Choice. On The Big Green Money Show with Felicity Hannah, she presses senior corporate leaders on whether climate commitments survive contact with a profit-and-loss account. Trustee at Tusk Trust, Fellow of WWF, Ambassador to the RSPB, Marine Conservation Society and World Horse Welfare, and Compassion Visionary at CIWF: the environmental work is a working part of how she frames commercial choices. Honorary doctorates from Exeter, Staffordshire, Keele and Bath Spa recognise the same combination of operating record and public argument. Key speaking topics Entrepreneurship and scale-up leadership Investment judgement and growth strategy Building and selling a business Sustainability as a commercial discipline Brand, customer and consumer trust Resilience and decision-making in private companies Women in business and leadership Ideal for Founders, CEOs and senior operators of growth-stage and family-owned businesses Boards setting strategy on sustainability and long-term capital allocation Sales, partner and customer-facing leadership teams Annual conferences and leadership offsites for operating businesses Audience outcomes A practical view of how an experienced investor reads pitches, plans and people. Concrete reference points from twenty years of UK private investment, including her own deals. A clear-eyed framing of sustainability as a commercial choice, with named examples from major UK and global businesses. Confidence to ask harder questions of their own numbers, founders and customers. A memorable, direct keynote voice that audiences quote back inside their organisations.

Why organisations work with Dr Alan O’Neill The 7-Steps to Profit is a named, proprietary framework built from a multi-year consulting engagement at Selfridges, where annual profit grew from £45m to £200m. Audiences leave with a structured path they can map to their own organisation, not a set of principles they have to interpret. His central argument, that culture and customer experience are a single commercial mechanism, not parallel HR and marketing initiatives, gives boards a specific reframing of a decision they are typically making in silos. As Managing Director of Kara Change Management, he draws content from active client engagements across retail, hospitality, FMCG, financial services, and the public sector. The material is current, not archival. Four published books provide a body of work that extends well beyond the session: “Premium Is the New Black” on customer experience as competitive differentiation; “Culture Matters” on the four values that underpin high performance; “Show Me the Lid on the Box” on reducing change resistance; and “The Leader’s Six-Pack” on balancing leadership competencies with emotional intelligence A business columnist for the Sunday Independent and Gulf based publications, his frameworks are tested continuously against live commercial situations across multiple sectors and geographies. Biography highlights Founder and Managing Director, Kara Change Management Creator of the 7-Steps to Profit framework; deployed across client organisations including Selfridges, Toyota, Intel, Primark, Moët Hennessy, Dubai Duty Free, Getty Images, and the United Nations Author of three books: Premium Is the New Black, Culture Matters, and Show Me the Lid on the Box Business columnist, Sunday Independent (Ireland) and Gulf Business Non-executive director across multiple sectors in Europe and the Middle East 30+ years of consulting practice spanning retail, hospitality, FMCG, financial services, manufacturing, and public sector organisations across EMEA Biography Selfridges’ annual profit grew from £45m to £200m across several years of structured transformation, and the business went on to win multiple ‘Best Department Store in the World’ awards. The consulting framework behind that journey, Dr Alan O’Neill’s 7-Steps to Profit, is what organisations now bring him in to share. The 7-Steps to Profit is built on a specific argument: that culture, customer experience, and commercial performance are not parallel workstreams but a single, interdependent system. Culture is not the backdrop to strategy, it is the delivery mechanism. O’Neill formalised this thinking across three books: Premium Is the New Black addresses customer experience as competitive differentiation; Culture Matters defines the four values (Customer Centricity, Respect, Accountability, and Agility) that underpin a high-performance culture; Show Me the Lid on the Box provides a framework for leading change with reduced resistance. As Managing Director of Kara Change Management, he has applied the framework with organisations across retail, hospitality, FMCG, financial services, and the public sector, from Toyota and Intel to Dubai Duty Free and the United Nations. The Selfridges story transfers well: the structural argument it illustrates is as relevant to a B2B services firm or a public institution as it is to a department store. O’Neill continues to practise as an active consultant and non-executive director. He writes regular business commentary for the Sunday Independent and Gulf Business, keeping his frameworks in direct conversation with the commercial challenges organisations are currently navigating. Key speaking topics Change management and organisational transformation Culture as commercial strategy Customer experience and service excellence The 7-Steps to Profit Premium brand positioning and margin protection Values-led leadership Retail reinvention and the future of physical retail Ideal for CEOs and senior leadership teams managing a cultural transformation alongside a commercial or strategic pivot Chief Customer Officers and Chief Marketing Officers seeking to embed customer-centric behaviour across the full organisation CHROs and HR Directors designing culture programmes that connect directly to business performance Executive conferences in retail, hospitality, consumer goods, and financial services Audience outcomes A working understanding of the 7-Steps to Profit framework and how to map its logic to their own organisational context A reframing of culture and customer experience as a single commercial lever, not separate functional priorities Concrete examples drawn from the Selfridges engagement and other named client organisations that show how the framework operates under real conditions Greater clarity on where resistance to change typically originates and how structured approaches reduce it at scale A sharper diagnostic lens for identifying the gap between leadership intent and frontline behaviour

Why organisations work with Makaziwe Mandela She holds a PhD in anthropology from the University of Massachusetts Amherst alongside two decades of South African corporate experience, which lets her speak to inclusion as an organisational practice, not a slogan. As co-founder and Chairperson of House of Mandela, she has run a company through the actual mechanics of building a brand, hiring, partnership disputes and international expansion, so the leadership content is grounded in operating reality. She offers boards a defensible language for values-led decisions at a moment when DEI commitments are being challenged in public, drawing on a family history that gives her standing to say things others cannot. She has held senior roles at Spoornet, the Development Bank of Southern Africa and Nestle South Africa, which means she can address inclusion from inside the constraints of a real P&L rather than from a consultancy frame. Her 2023 Rizzoli book Mandela: In Honor of an Extraordinary Life gives her a current platform that pulls executive audiences into a conversation about leadership character, not just legacy. Biography highlights PhD in Anthropology, University of Massachusetts Amherst, 1993, with prior degrees from the University of Fort Hare and the University of Natal. Chairperson and co-founder of House of Mandela, launched in 2010 with her daughter Tukwini Mandela. Author of Mandela: In Honor of an Extraordinary Life, Rizzoli, 2023, with a foreword by Reverend Al Sharpton. Former Executive Manager of Corporate Services at the Development Bank of Southern Africa and former General Manager of Human Resources at Spoornet. Board service has included Nestle South Africa, Rand Water Services and the Nelson Mandela Foundation. Director of the House of Mandela Family Foundation, established 2017. Recipient of the La Moda Veste la Pace Award, presented in Rome in 2022 for sustained public commitment to her father’s principles of liberty, respect and the fight against discrimination. Biography Inclusion programmes are being cut, defended, rebranded and quietly abandoned across global businesses. The leaders making those calls need someone who can talk about service and inclusion without flinching from the commercial reality, and without flattening the argument into either compliance language or family memoir. Makaziwe Mandela trained as an anthropologist at the University of Massachusetts Amherst, where she completed her doctorate in 1993, after earlier degrees from the University of Fort Hare and the University of Natal. That training shapes how she works with executive audiences. She treats organisations as cultures with their own incentives, hierarchies and stories, and she pushes leaders to ask what their decisions actually signal to the people inside them. The corporate record sits behind the academic one. She has held senior posts at Spoornet, the Development Bank of Southern Africa and Nestle South Africa, and has served on boards including Rand Water Services and the Nelson Mandela Foundation. In 2010 she co-founded House of Mandela with her daughter Tukwini, building a wine label and broader heritage business that now operates internationally. The 2017 House of Mandela Family Foundation extends that work into education and economic empowerment. Her 2023 Rizzoli book, Mandela: In Honor of an Extraordinary Life, places her current platform on her own terms. The book draws on family letters, photographs and her father’s later artwork, and it forms the backdrop for the leadership conversation she now takes into boardrooms: what humility looks like as an operating habit, why service is a strategic question, and how senior leaders defend inclusive choices when the political weather turns against them. Key speaking topics Servant and values-based leadership Inclusion as an organisational discipline Female economic empowerment in emerging markets Building a family business with a public legacy Social justice and reconciliation in business Africa’s role in the global economy Allyship and difference at work Ideal for Boards and executive committees reframing DEI commitments under public and investor pressure CHROs and culture leads designing inclusion work that has to survive a budget cycle Leadership development programmes for senior cohorts in multinational organisations Conferences and offsites focused on values-led leadership, purpose and reconciliation Audience outcomes A clearer language for defending inclusive decisions to investors, employees and external critics. A working definition of servant leadership that ties to specific operating choices, not abstract values. A grounded view of how African businesses build durable brands across generations. Concrete reflections on humility, character and consistency as senior leadership habits. A renewed appetite for the human side of strategy, anchored in named examples from her own corporate and entrepreneurial career.

Why organisations work with Francis Fukuyama His thesis on political decay gives boards a usable lens for what is actually weakening in Western democracies, beyond the daily news cycle. He has direct policy experience from the US State Department and RAND, so the analysis lands as institutional reading, not commentary. The End of History and the Last Man has appeared in over twenty foreign editions and remains the reference point for debates on liberal democracy, which makes him a credible keynote for global audiences. As Mosbacher Director of Stanford’s Center on Democracy, Development and the Rule of Law, he is running a live research programme on the questions leaders are asking about. Few speakers can connect populism, identity politics, and geopolitical realignment inside a single coherent framework grounded in thirty years of published work. Biography highlights Olivier Nomellini Senior Fellow, Freeman Spogli Institute for International Studies, Stanford University. Mosbacher Director, Center on Democracy, Development and the Rule of Law; Director, Ford Dorsey Master’s in International Policy, Stanford. Author of The End of History and the Last Man, The Origins of Political Order, Political Order and Political Decay, Trust, Identity, and Liberalism and Its Discontents. Former Policy Planning Staff, US Department of State; former Political Science Department, RAND Corporation. Recipient of the 2024 Fred Riggs Award for Lifetime Achievement in International and Comparative Public Administration. Chair of the editorial board of American Purpose; columnist of Frankly Fukuyama on Substack. Board member at RAND, Freedom House, and the Volcker Alliance; fellow of the National Academy for Public Administration; member of the Council on Foreign Relations. Biography The institutions that underwrite Western market economies were built to be predictable. They are now a source of risk. Francis Fukuyama has spent three decades tracing why, and the work is the reason serious leaders bring him into strategic conversations. His 1992 book The End of History and the Last Man argued that liberal democracy paired with market economies would become the governing template for modern societies. The argument was widely misread as triumphalism. The later work, The Origins of Political Order and Political Order and Political Decay, sets out a far more demanding account of how states, rule of law, and accountable government hold together, and how they come apart. From Stanford’s Freeman Spogli Institute, where he is the Olivier Nomellini Senior Fellow and Mosbacher Director of the Center on Democracy, Development and the Rule of Law, he now runs a live research programme on governance and institutional quality. His recent books Identity and Liberalism and Its Discontents take the framework into the territory boards actually need to understand: populism, identity politics, the sources of democratic backsliding, and what a defensible liberalism looks like under pressure from both flanks. The credibility is not only academic. He served on the Policy Planning Staff at the US State Department and at RAND, sits on the boards of RAND, Freedom House, and the Volcker Alliance, and in 2024 received the Fred Riggs Award for Lifetime Achievement in International and Comparative Public Administration. That record is why a senior leadership team reading his analysis on the trajectory of a democracy can treat it as institutional judgement, not punditry. Key speaking topics Liberal democracy and political order Geopolitical realignment and US-China competition Populism, identity politics, and democratic backsliding Governance, state capacity, and institutional quality Rule of law and economic development The long-term outlook for the liberal international order Technology, platform power, and democratic institutions Ideal for Boards and executive committees setting long-horizon strategy across the US, Europe, and Asia. Chief strategy officers, chief risk officers, and heads of government affairs who need political risk framed at an institutional level. Investor and LP audiences building views on sovereign, regulatory, and geopolitical exposure. Public-sector leadership programmes, foreign ministries, and multilateral institutions working on governance reform. Audience outcomes A clearer reading of which pressures on liberal democracies are cyclical and which are structural. A framework for thinking about state capacity, rule of law, and accountability as distinct variables when assessing country risk. A more precise account of how populism and identity politics translate into policy volatility. A sharper view of the US-China competition beyond the usual trade and technology headlines. Vocabulary and concepts leaders can carry back into strategy discussions with their own teams.

Why organisations work with Gina Miller She has personally tested the limits of UK executive power in court, twice, and can speak about constitutional risk with first-hand authority rather than as a commentator. Her financial services work through SCM Direct and the True and Fair Campaign gives her a working operator’s view of regulation, fees, disclosure, and ESG claims, not a policy abstraction. She brings a credible read on the political conditions that shape regulation in the UK, including how parties form, how reform agendas are built, and where the system is fragile. She speaks from sustained personal exposure to public hostility and threat, which gives her a serious frame on resilience and on the personal cost of institutional accountability. Biography highlights Lead claimant in R (Miller) v Secretary of State for Exiting the European Union [2017] UKSC 5, the case that required parliamentary authorisation to trigger Article 50. Lead claimant in R (Miller) v The Prime Minister [2019] UKSC 41, the prorogation case decided unanimously by eleven Supreme Court justices. Co-founder of SCM Direct, an investment management firm launched in 2009, and co-founder of the True and Fair Campaign in 2012. Founder and leader of the True and Fair Party, launched January 2022. Author of Rise: Life Lessons in Speaking Out, Standing Tall and Leading the Way (Canongate, 2018), co-written with Elizabeth Day. Global Ambassador for Peace, The Tutu Foundation UK; recipient of the Harper’s Bazaar Campaigner of the Year 2018 and Vanity Fair Challenger Award 2021. Biography The two Miller cases sit at the centre of modern UK constitutional law. The first, decided by the Supreme Court in 2017, required parliamentary authorisation before the government could trigger Article 50. The second, decided unanimously by eleven justices in 2019, found the prorogation of Parliament unlawful. Both cases were brought by Gina Miller as lead claimant. That record gives her an unusual vantage point on political risk. She has watched executive power, parliamentary sovereignty and judicial review meet under live conditions, and she has been on the receiving end of the political and personal consequences. For boards thinking about regulatory exposure, lobbying conduct, and the durability of the institutions they rely on, her perspective is operational rather than theoretical. Her commercial career runs in parallel. With Alan Miller, she co-founded SCM Direct in 2009 and the True and Fair Campaign in 2012, pressing the investment industry on hidden fees, closet index tracking and, more recently, greenwashing in ESG products. In January 2022 she launched the True and Fair Party, built around a written constitution, parliamentary accountability and reform of how public money is spent. She is the author of Rise, published by Canongate in 2018 and co-written with Elizabeth Day, and serves as Global Ambassador for Peace with The Tutu Foundation UK. Awards include Harper’s Bazaar Campaigner of the Year 2018, PSA Political Campaigner of the Year 2017, and the Vanity Fair Challenger Award 2021. Key speaking topics UK constitutional law and parliamentary sovereignty Political and regulatory risk for boards Financial services reform and investor protection Transparency in fees, fund disclosure and ESG claims Trust, accountability and the conduct of public office Resilience under sustained public hostility Women, leadership and visibility in public life Ideal for Boards and risk committees stress-testing exposure to political, regulatory and constitutional change Asset managers, pension trustees and financial services leaders facing disclosure and ESG scrutiny General counsel and public affairs leads tracking the boundary between executive action and parliamentary process Leadership and women’s network audiences interested in serious accounts of public exposure and recovery Audience outcomes A clearer read on how UK constitutional rules actually constrain executive decisions, and where they do not A working sense of how transparency, fees and ESG claims are being tested by regulators and campaigners A direct account of what it costs personally to challenge institutional power, and what it teaches about resilience A sharper view of how reform agendas form, gain traction or fail in UK political life

Why organisations work with Helen Clark Eight years running a 17,000-staff UN agency across 170 countries gives her a working view of how multilateral institutions actually function under pressure, not a commentator’s view from outside. She co-chaired the WHO Independent Panel for Pandemic Preparedness and Response with Ellen Johnson Sirleaf, the most authoritative post-mortem of the COVID response, presented directly to the World Health Assembly. As President of Chatham House and incoming Chair of the Gavi Board, she sits inside the live debates on global governance, vaccine financing and rules-based order that boards are now exposed to. She brings a head-of-government perspective on climate, gender equality and sustainable development that translates into how governments will actually behave on those files, not how they say they will. Biography highlights Prime Minister of New Zealand, 1999 to 2008, three successive terms; first woman elected to the office. Administrator of the United Nations Development Programme and Chair of the UN Development Group, 2009 to 2017. Co-Chair, WHO Independent Panel for Pandemic Preparedness and Response, 2020 to 2021. President, Chatham House (Royal Institute of International Affairs), since 2021. Chair of the Gavi Board, the Vaccine Alliance, from January 2026. Member of The Elders and the Global Commission on Drug Policy; author of “Women, Equality, Power” (2018). Biography The institutions that govern the global system, the UN, the WHO, the WTO, the climate negotiations, the development banks, were built for a different world. They are now under pressure from great-power competition, populist politics, and constrained public finances at the same time. Helen Clark has run two of them from the inside. She served three terms as Prime Minister of New Zealand from 1999 to 2008, the first woman elected to the office, then eight years as Administrator of the United Nations Development Programme, where she also chaired the UN Development Group. UNDP under her leadership operated in around 170 countries with a budget of roughly five billion dollars and was repeatedly assessed as one of the better-performing parts of the UN system on transparency and reform. In 2020 the WHO Director-General asked her to co-chair the Independent Panel for Pandemic Preparedness and Response with Ellen Johnson Sirleaf. The panel’s report, “COVID-19: Make it the Last Pandemic”, went to the World Health Assembly in May 2021 and remains the central reference document on what the global health system got wrong and what would need to change. She is now President of Chatham House and, from January 2026, Chair of the Gavi Board. Her current portfolio of roles, Chatham House, Gavi, The Elders, the Global Commission on Drug Policy, sits at the operational core of the rules-based order that boards now treat as a risk variable. That is what she brings into a leadership room: not a commentary on geopolitics, but a working sense of how the institutions inside it actually move. Key speaking topics Geopolitical risk and the multilateral system Sustainable Development Goals and the post-2015 agenda Pandemic preparedness and global health governance Climate action and the politics of energy transition Women, equality and leadership in public life Open government and anti-corruption The Asia-Pacific in a contested global order Ideal for Boards and executive committees pricing geopolitical and multilateral risk into strategy CEOs and CSOs leading on climate, ESG and sustainable development commitments Heads of public affairs, government relations and global policy Leadership programmes for senior women and emerging public-interest leaders Audience outcomes A grounded read on where the multilateral system retains authority and where it has lost it A clearer view of how pandemic preparedness, climate and development files will move at the UN, WHO and G20 levels A working sense of what executive leadership inside a UN agency or a national government actually requires A serious frame for the politics of gender, equality and inclusion in senior leadership

Why organisations work with Howard Schultz He is one of the only major executives to have led a full crisis turnaround at the same global company twice. That longitudinal experience produces a very different quality of insight than a single transformation story. His 2011 number-one New York Times bestseller “Onward” presents a specific and testable argument: recovering a business means restoring what people came for, not restructuring around it. Within three years of his 2008 return to Starbucks, the stock had risen more than five times from its crisis low. His case for employee investment is built on commercial evidence, not values rhetoric. Starbucks under Schultz was among the first U.S. companies to extend healthcare to part-time workers and to offer equity participation to hourly employees. He presents attrition, service quality, and customer loyalty as the direct outputs. Named Fortune’s Businessperson of the Year in 2011 and included in Time’s “Time 200” most influential people, he holds ethics recognition from Columbia Business School, Notre Dame’s Mendoza College, and UCLA Anderson – providing academic validation of a practical executive record. As co-founder of Maveron, a consumer-focused venture capital firm with $1.3 billion in assets under management, he brings pattern recognition on consumer brand durability well beyond the Starbucks story. Biography highlights Chairman and CEO of Starbucks across three leadership periods (1986-2000, 2008-2017, 2022-2023), growing the company from 11 stores to 28,000 locations across 77 countries Took Starbucks public in 1992; oversaw nearly $100 billion added to the company’s market capitalisation between 2008 and 2017 Author of four books including “Onward: How Starbucks Fought for Its Life without Losing Its Soul” (2011), a number-one New York Times bestseller Named Fortune’s Businessperson of the Year in 2011; included in Time magazine’s “Time 200” most influential people Ethics and leadership awards from Columbia Business School (Botwinick Prize), Notre Dame’s Mendoza College of Business (Hesburgh Award), and UCLA Anderson (John Wooden Global Leadership Award) Co-founder of Maveron (1998), a consumer-focused venture capital firm with $1.3 billion in assets under management and early investments including eBay and Zulily Biography The most destructive leadership decisions at scale are rarely made during crises. They accumulate during the growth years, when speed and efficiency gradually crowd out the cultural foundations that made a business worth building. Howard Schultz experienced this from the inside, as the architect of Starbucks’ global expansion and the executive who had to reverse the damage when it became visible. His 2008 return as CEO is documented in “Onward: How Starbucks Fought for Its Life without Losing Its Soul,” a number-one New York Times bestseller. The argument at the centre of the book is precise: the path back to financial health ran directly through culture, not around it. Employee retraining, the restoration of the in-store experience, and a deliberate recalibration of what Starbucks stood for came before the financial metrics recovered. Within three years of his return, the stock had risen more than five times from its crisis low. His approach to employees follows the same logic. Starbucks under his leadership was among the first U.S. companies to extend healthcare benefits to part-time workers, and it offered equity participation to hourly employees through a programme called Bean Stock. Schultz presented these not as social obligations but as commercial decisions: loyalty, retention, and service quality are measurable outputs of how people are treated, not side effects of good intentions. Named Fortune’s Businessperson of the Year in 2011 and included in Time magazine’s “Time 200,” Schultz holds ethics recognition from Columbia Business School, Notre Dame’s Mendoza College, and UCLA Anderson. As co-founder of Maveron, a consumer-focused venture capital firm with $1.3 billion in assets under management, he has extended this analysis of brand durability well beyond the Starbucks story. His perspective reaches audiences navigating growth, crisis recovery, and the sustained tension between operational efficiency and cultural health. Key speaking topics Values-based leadership at scale Crisis leadership and organisational recovery Brand culture and long-term commercial performance Global consumer brand strategy Employee investment as competitive strategy Entrepreneurship and growth Corporate responsibility and business ethics Ideal for CEOs and executive leadership teams navigating rapid scaling decisions or organisational turnaround Chief People Officers and HR leadership examining employee value proposition at scale Brand, marketing, and commercial leadership in consumer-facing organisations Boards and senior leaders weighing cultural priorities against short-term commercial pressure Audience outcomes A tested framework for treating culture and commercial performance as mutually reinforcing, not competing priorities Concrete, sequenced lessons from a live turnaround at global scale – what decisions were made, in what order, and why A reframe of employee investment from a cost line to a commercial variable with traceable outcomes Perspective on how a brand’s identity is preserved or eroded through the decisions made at pace and scale Practical insight into leading across multiple organisational phases, including growth, institutional crisis, and recovery

Why organisations work with Jan Peter Balkenende Eight years leading a G20 economy through financial crisis, EU enlargement and the 2004 Dutch Presidency of the Council of the European Union gives him a view from inside the machine that almost no executive adviser can match. His book with Govert Buijs, “Capitalism Reconnected” (Amsterdam University Press, 2024), sets out a specific European alternative to both Chinese state capitalism and American shareholder capitalism, which boards can use as a reference point for their own strategy. As chair of the Dutch Sustainable Growth Coalition he convenes AkzoNobel, dsm-firmenich, FrieslandCampina, Heineken, KLM, Philips, Shell and Unilever around common sustainability positions, so he speaks with current standing, not archive authority. Minister of State status in the Netherlands and membership of Club de Madrid keep him close to working heads of government, which gives audiences a read on political risk that goes beyond press coverage. He pairs the institutional authority of a former PM with the working vocabulary of a senior adviser at EY and Hague Corporate Affairs, so corporate audiences get policy insight translated into commercial language. Biography highlights Prime Minister of the Netherlands 2002 to 2010, across four cabinets. Held the Presidency of the Council of the European Union in the second half of 2004. Professor Emeritus of Governance, Institutions and Internationalisation, Erasmus University Rotterdam. Minister of State, Kingdom of the Netherlands, since October 2022. Chair of the Dutch Sustainable Growth Coalition; Chair of the Noaber Foundation; Executive Board member, Global Center on Adaptation; Member, Club de Madrid. External Senior Advisor to EY; Associate Partner at Hague Corporate Affairs. Co-author, “Capitalism Reconnected: Toward a Sustainable, Inclusive and Innovative Market Economy in Europe” (Amsterdam University Press, 2024). Biography European economies are being asked to reinvent themselves at the same time as they govern themselves. Jan Peter Balkenende has spent more than two decades inside that tension, first as Prime Minister of the Netherlands from 2002 to 2010 and then as an adviser, academic and convenor of corporate leaders. Four successive cabinets and the 2004 Dutch Presidency of the Council of the European Union gave him direct experience of how EU decisions are actually made, from enlargement to financial crisis response. That institutional memory now sits alongside a current role as Minister of State and as a member of Club de Madrid, the association of former heads of government. His intellectual contribution is set out in “Capitalism Reconnected,” co-written with political philosopher Govert Buijs and published by Amsterdam University Press in 2024. The book argues that Europe should stop defending its model defensively and instead frame a sustainable, inclusive and innovative market economy as a distinct offer, positioned between Chinese state capitalism and American shareholder capitalism. The argument is not theoretical for him. As chair of the Dutch Sustainable Growth Coalition he works with the CEOs of AkzoNobel, dsm-firmenich, FrieslandCampina, Heineken, KLM, Philips, Shell and Unilever on shared positions around climate, circularity and social equality, supported by VNO-NCW and facilitated by Accenture. Erasmus University Rotterdam, EY and Hague Corporate Affairs provide the academic and advisory base. The through-line, across government, campus and corporate rooms, is the same: Europe can only lead on sustainability if its companies and its institutions work from the same playbook. Key speaking topics European market-economy reform Sustainable and inclusive growth strategy Governance and public-private collaboration ESG and corporate responsibility in European context Geopolitical and policy risk for business Institutional leadership and long-term decision making Climate adaptation and the role of business Ideal for Boards and executive committees setting European sustainability and ESG strategy CEOs and CFOs navigating EU regulation, climate policy and geopolitical risk Public-sector and multilateral audiences working on public-private cooperation Leadership and strategy summits with a European or transatlantic agenda Audience outcomes A concrete reference framework, drawn from “Capitalism Reconnected,” for positioning a European business between state-led and shareholder-led models. A clearer read on how EU-level decisions are made, and where corporate influence actually lands. Live examples of how eight Dutch multinationals translate sustainable growth commitments into joint positions. A sharper sense of which political risks matter for strategy, and which are noise. Direct perspective from a former head of government on leading through crisis with contested public trust.

Why organisations work with Jean Asselborn Nineteen years of continuous EU foreign ministerial decision-making, spanning the 2008 financial crisis, the eurozone crisis, the 2015 migration shock, Brexit, and Russia’s war on Ukraine. A board hearing him is hearing from the room, not about it. Led Luxembourg into its first ever UN Security Council seat in 2013 to 2014, including chairing the Working Group on Children and Armed Conflict and steering humanitarian resolutions on Syria. A working brief on how small-state diplomacy moves a multilateral system. A public record of confronting democratic backsliding inside the EU, including a documented call for Hungary’s expulsion in 2016. Useful for any leadership audience wrestling with values, compliance, and political risk in European markets. Decorated by both the German and French states (Grand Cross of the Order of Merit, 2010; Commander of the Legion of Honour, 2013) and recognised with the Grand Media Prize of the Franco-German Journalism Prize, 2016. A credible Franco-German interlocutor at a moment when the Paris-Berlin axis is again the structural question. Biography highlights Minister for Foreign and European Affairs of Luxembourg, 2004 to 2023; the longest-serving foreign minister in EU history. Deputy Prime Minister of Luxembourg, 2004 to 2013, under Jean-Claude Juncker. Presided over the Council of the European Union in 2005. Architect of Luxembourg’s elected seat on the UN Security Council for 2013 and 2014. Grand Cross of the Order of Merit of the Federal Republic of Germany (2010); Commander of the French Legion of Honour (2013); Grand Media Prize, Franco-German Journalism Prize (2016). Subject of two published political biographies, “Merde alors!” by Margaretha Kopeinig (Czernin Verlag, 2021) and “Die Tour seines Lebens” by Michael Merten. Biography For nineteen years, every major European foreign policy crisis crossed the desk of Luxembourg’s Minister for Foreign and European Affairs. Russia’s annexation of Crimea, the 2015 migration emergency, Brexit, the rule-of-law fights with Warsaw and Budapest, the full-scale invasion of Ukraine. Jean Asselborn was in the room for all of them, from 2004 to 2023, longer than any foreign minister in EU history. The seat mattered. Luxembourg is small enough to be heard without threatening anyone, and Asselborn used that position to push the EU on values when larger member states preferred to look away. He called publicly for Hungary’s expulsion from the bloc in 2016 over the treatment of asylum seekers, and remained one of the most consistent ministerial voices on democratic backsliding inside the Union. He also built institutional weight beyond Brussels. As Deputy Prime Minister from 2004 to 2013, he presided over the Council of the European Union in 2005, and engineered Luxembourg’s first elected seat on the UN Security Council for 2013 and 2014. During that term Luxembourg chaired the Working Group on Children and Armed Conflict and helped pass the Syria humanitarian resolutions that defined the Council’s response that year. France and Germany have both recognised him at the highest civic level: the Grand Cross of the Order of Merit in 2010, the Legion of Honour as Commander in 2013, and the Grand Media Prize of the Franco-German Journalism Prize in 2016. For organisations trying to read what the Paris-Berlin axis, the European Commission, and a more brittle multilateral order will actually do next, Asselborn is one of the few accessible voices who spent two decades inside those decisions. Key speaking topics European integration and the future of the EU The rules-based international order and multilateralism Democracy and rule of law inside the European Union Franco-German relations and the EU institutional axis UN Security Council diplomacy and small-state influence Migration, asylum, and European border policy Transatlantic relations and EU strategic autonomy Ideal for Boards and executive committees with material European exposure assessing political and regulatory risk Public affairs, government relations, and ESG leads working at EU-institution level Banking, asset management, and defence audiences pricing geopolitical and sanctions risk in Europe Foundations, NGOs, and policy convenings on democracy, human rights, and multilateralism Audience outcomes A first-hand reading of how decisions actually get taken inside the European Council and Foreign Affairs Council A sharper view of where rule-of-law tensions inside the EU are heading, and what that means for operating in those member states A clear sense of how the Franco-German axis and the European Commission are likely to align on the next phase of sanctions, enlargement, and defence An informed perspective on the limits and uses of multilateral institutions, drawn from a UN Security Council term A serious, non-partisan frame for discussing democracy, migration, and European values without recourse to talking points

Why organisations work with Jeffrey Pfeffer His research quantifies what most HR functions treat as intangible: the measurable physical health cost of management decisions on job insecurity, autonomy, and workload – giving boards and CHROs a data-backed case for structural change rather than wellness programmes. “Leadership BS” provides executives with a named, argued critique of why leadership development investment typically fails – and a framework for what evidence-based practice looks like instead, which is directly usable in programme redesign conversations. His Stanford elective “Paths to Power” distils decades of research on how organisational power actually operates – not how it should – giving senior leaders an accurate map of the dynamics shaping their own institutions. He is one of the few management academics whose work has been covered seriously in both peer-reviewed journals and mainstream business media, making his arguments accessible to boards and executive committees without losing analytical credibility. His willingness to argue positions that contradict the consulting and coaching industry – on leadership myths, on power, on workplace harm – makes him a genuinely disruptive voice in executive conversations where polished consensus is the norm. Biography highlights Thomas D. Dee II Professor of Organizational Behavior, Stanford Graduate School of Business – one of the institution’s longest-serving faculty members in that department Author of approximately 15 books including “Dying for a Paycheck” (HarperBusiness, 2018), “Leadership BS” (HarperBusiness, 2015), and “Power: Why Some People Have It – and Others Don’t” (HarperBusiness, 2010) Co-author with Robert Sutton of “Hard Facts, Dangerous Half-Truths, and Total Nonsense” (Harvard Business School Press, 2006) – a foundational text in evidence-based management Creator and long-running instructor of the Stanford MBA elective “Paths to Power” Published in and extensively covered by Harvard Business Review across multiple decades Recognised on the Thinkers50 ranking of global management thinkers Biography Jeffrey Pfeffer has spent five decades at Stanford asking an uncomfortable question: if organisations invest heavily in leadership development, why do workplaces keep producing the same failures? His answer, built across roughly 15 books and more than 150 academic articles, is that most management practice is not grounded in evidence – it is grounded in optimism, ideology, and the preferences of an industry that profits from selling aspiration. His 2015 book “Leadership BS” made this argument directly and with data. The leadership development industry, Pfeffer argued, systematically teaches qualities – humility, authenticity, servant leadership – that do not predict outcomes in real organisations, while ignoring what the evidence actually shows about how power and authority work. “Power: Why Some People Have It – and Others Don’t” offered the corrective: a clear-eyed, research-based account of how influence is built and exercised, drawn from his long-running Stanford MBA elective “Paths to Power.” “Dying for a Paycheck,” published in 2018, extended the argument into territory most organisations find harder to discuss. Pfeffer documented, with epidemiological and workplace data, that management decisions on job insecurity, autonomy, long hours, and benefits have direct, measurable effects on employee health – making the workplace, he argued, the fifth leading cause of death in the United States. The implication for senior leaders is significant: workforce wellbeing is not a culture initiative, it is a consequence of operational and strategic choices made at the top. As Thomas D. Dee II Professor of Organizational Behavior at Stanford GSB, Pfeffer brings this body of work directly into executive conversations. His value is not a programme or a model – it is a sustained, evidence-based argument that organisations routinely make avoidable, costly mistakes about people, and a clear account of what taking the evidence seriously would require. Key speaking topics Evidence-based management and leadership practice Organisational power and influence The economics of workplace health and employee wellbeing Leadership development – what works and what does not Workplace conditions and workforce performance Decision-making under organisational pressure Strategy execution and the role of power dynamics Ideal for CHROs and CPOs reviewing the design and ROI of leadership development programmes CEOs and boards seeking an evidence-based challenge to prevailing management assumptions Transformation leads and organisational development functions designing large-scale change Executive education programme directors at business schools and corporate universities Audience outcomes A grounded, data-backed critique of standard leadership development assumptions – with specific alternative approaches A clearer understanding of how power and influence actually operate in organisations, distinct from how formal authority is structured Practical framing for the business case linking management decisions to workforce health and productivity outcomes Sharper questions to apply to existing people strategy, programme design, and organisational structure A working vocabulary for distinguishing evidence-based management practice from received wisdom