Emotionell intelligens

Why organisations work with Charlene Douglas A clinically trained therapist, not a wellbeing presenter. Diplomas in Psychodynamic Counselling and Psychosexual Studies (2018), BACP-registered, with a private practice in London behind every session she delivers. Public credibility from Channel 4’s Married at First Sight UK gives her unusual reach into employee audiences who would tune out a more traditional speaker, without diluting the substance of what she covers. Author of Come Closer (Penguin Random House / DK, 2024), a published synthesis of the communication, intimacy and self-awareness frameworks she uses with clients, available as anchor content for follow-on workshops. Talks about boundaries, communication and stress with the directness of a working therapist, which lands differently inside organisations than corporate wellbeing language usually does. Brings a Black woman entrepreneur’s lens to belonging and imposter syndrome conversations, drawn from her own practice rather than from a DEI framework deck. Biography highlights Sex and relationship therapist on Channel 4’s Married at First Sight UK since 2021. Diploma in Psychodynamic Counselling, Highgate Counselling Centre (2018). Diploma in Psychosexual Studies, Centre of Psychosexual Health (2018). Registered with the British Association for Counselling and Psychotherapy (BACP). Author of Come Closer: Everything You Ever Wanted to Ask a Sex and Relationship Therapist (Penguin Random House / DK, 2024). Founder of private practice The Intimacy Coach; broadcast and podcast credits include Good Morning Britain, Steph’s Packed Lunch, E4’s The Sex Clinic, and The Referral with Dr Karan. Biography Most workplace wellbeing programmes are built around the individual. The relationships people are inside, with managers, peers, and themselves, are where the strain actually shows. That is the territory Charlene Douglas has worked in for almost a decade as a clinically trained therapist, and it translates more directly into team performance than the wellbeing industry usually admits. Douglas qualified through the Highgate Counselling Centre in psychodynamic counselling and the Centre of Psychosexual Health in psychosexual studies, both in 2018. She is registered with the BACP and runs The Intimacy Coach, a private practice working with individuals and couples in London and online. The clinical grounding is what separates her from the broader category of relationship commentators. Channel 4 brought her onto the expert panel of Married at First Sight UK in 2021, which has given her a public platform that few therapists with comparable credentials have. She has used it to publish Come Closer with Penguin Random House in 2024, a book that captures the communication and self-awareness work she does with couples and adapts it for a general reader. For corporate audiences, she draws on the same clinical material to talk about boundaries, communication, stress, and the quiet ways relationships at work erode under pressure. Her own experience as a Black woman building a private practice and a public profile feeds directly into how she handles questions of belonging, voice, and confidence with senior audiences. Key speaking topics Communication and boundaries at work Stress, self-care and burnout prevention Resilience, wellbeing and mental health Team dynamics and psychological safety Belonging and imposter syndrome Leadership with empathy Inclusion and the lived experience of difference Ideal for HR, People and Culture leaders building wellbeing programmes that need clinical credibility Employee resource groups and women’s networks, including events centred on women of colour Internal communications and town hall events seeking a recognisable name with substantive content Leadership development cohorts working on empathy, listening and difficult conversations Audience outcomes A clearer language for what good and bad communication look like in everyday work relationships Practical boundary-setting techniques drawn from clinical practice rather than self-help Direct frameworks for managing stress and protecting personal capacity under sustained pressure A more honest conversation about belonging and confidence that does not retreat into corporate DEI vocabulary

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

Why organisations work with Chris Voss He brings a method built in the only setting where negotiation failure is counted in lives, then translated into vocabulary sales, procurement, and executive teams can apply on Monday. Tactical Empathy, mirroring, labeling, and calibrated questions are named, teachable moves, which means the approach survives the room and becomes company muscle memory rather than a memorable keynote. The Black Swan Group is a working consultancy, so the same principles that land on stage can be extended into deal-desk coaching, procurement clinics, and bespoke leadership training. His credibility reads instantly to a sceptical senior audience: 24 years in the FBI Crisis Negotiation Unit, the US National Security Council Hostage Working Group, lead negotiator on the Jill Carroll and Steve Centanni cases. “Never Split the Difference” has made his vocabulary common currency across revenue, HR, and leadership functions, so a keynote plugs into language teams already recognise. Biography highlights Former FBI lead international kidnapping negotiator, 2003 to 2007, inside a 24-year FBI career across more than 150 international hostage cases. Founder and CEO of The Black Swan Group, a negotiation training and consulting firm serving corporate clients globally. Co-author of “Never Split the Difference: Negotiating As If Your Life Depended On It” with Tahl Raz, reported at more than 5 million copies sold. Adjunct professor at Harvard Law School and Georgetown University’s McDonough School of Business; lecturer at the USC Marshall School of Business. Represented the FBI on the US National Security Council’s Hostage Working Group. Instructor of the MasterClass “Chris Voss Teaches the Art of Negotiation”; recipient of the Attorney General’s Award for Excellence in Law Enforcement. Biography Jill Carroll was held in Iraq. Steve Centanni was held in Gaza. Chris Voss was the lead FBI negotiator on both. That is the operational record that sits underneath his commercial work, and it is why his language about negotiation reads differently from most of what senior teams have heard before. For 24 years inside the FBI, including four as the Bureau’s lead international kidnapping negotiator, he worked cases where concession logic, position-trading, and splitting the difference were not available moves. The alternative he developed, and later named Tactical Empathy, is a discipline of understanding the counterpart’s emotional world accurately enough to influence the decision in front of them. Mirroring, labeling, and calibrated questions are the operating components. In 2008 he founded The Black Swan Group to teach that discipline to commercial teams, and in 2016 he codified it with Tahl Raz in “Never Split the Difference”. The book has moved more than 5 million copies and reshaped how sales, procurement, legal, and executive teams in large organisations talk about difficult conversations. He has carried the same material into classrooms at Harvard Law School, Georgetown McDonough, and USC Marshall. What buyers get when they book him is the original source of that vocabulary, with the cases that generated it. The US National Security Council’s Hostage Working Group asked him to represent the FBI on it. The Attorney General’s Award for Excellence in Law Enforcement went to him on the strength of the same work. A room of senior commercial leaders is a softer setting than the one that built his method, which is precisely why the method holds. Key speaking topics High-stakes negotiation Tactical empathy and influence Sales and commercial negotiation Procurement and deal-desk strategy Crisis communication Leadership under pressure Conflict resolution Ideal for Chief Revenue Officers, sales leadership, and enterprise account teams preparing for contested renewals and complex deals. Chief Procurement Officers and commercial directors leading supplier and cost negotiations with long-term partners. C-suite and board audiences managing stakeholder, activist, regulator, or crisis conversations where positions harden fast. Senior legal, HR, and people leaders handling disputes, restructurings, and executive-level conflict. Audience outcomes Specific language moves (mirroring, labeling, calibrated questions) the audience can test in their next live call. A reframe of empathy as a commercial tool, separated from concession and rapport. A shared vocabulary across revenue, procurement, and leadership functions for the deals and disputes that matter. Sharper preparation habits for high-stakes conversations, including how to identify the “Black Swans” that reset a negotiation. Confidence handling the counterpart who will not move, drawn from cases where not moving had life-or-death consequences.

Why organisations work with Clare Balding Three decades of unrehearsed live broadcasting – seven Olympic Games, five Paralympic Games, royal ceremonies, national events – provide a practitioner’s account of composure under pressure that few corporate speakers can match from direct professional experience. As a former Champion Lady Rider who competed at elite amateur level before entering broadcasting, she brings dual insider authority to performance psychology: participant and narrator, not observer alone. The framework she offers is drawn from experience inside elite performance, not commentary on it. Her personal navigation of a historically male industry as an openly gay woman in an era when both were unusual means her arguments on inclusion carry the weight of direct professional experience rather than secondhand advocacy. Her National Book Award-winning memoir My Animals and Other Family (Penguin, 2012) signals a narrative intelligence that distinguishes her from broadcast-only speakers – she holds credibility across literary, corporate and sporting contexts simultaneously. Corporate clients visible on her official website include BlackRock, Goldman Sachs, Amazon and the Football Association – indicating an established track record well beyond the sport-and-hospitality circuit. Biography highlights MA (Cantab) in English, Newnham College, Cambridge; Honorary Fellow of Newnham (2014) Former amateur flat jockey; Champion Lady Rider (1990); lead BBC horse-racing presenter from 1998 Broadcaster across seven Olympic Games, five Paralympic Games and five Winter Olympics for BBC and Channel 4 BAFTA Special Award (2013); OBE (2013) for services to broadcasting and journalism; CBE (2022) for services to sport and charity RTS Sports Presenter of the Year (2003 and 2012); National Book Award for Biography/Autobiography of the Year for My Animals and Other Family (2012) President of the Rugby Football League (2020-2022) Biography Most professional communication is rehearsed. The moments that test leadership credibility – a live crisis statement, an all-hands that goes off-script, a board announcement under external scrutiny – are not. Clare Balding has spent three decades developing the specific discipline that bridges that gap, across seven Olympic Games, five Paralympic Games and major national ceremonies for the BBC. Her route into broadcasting began not in a media training room but on a racetrack. Between 1988 and 1993, she competed as an amateur flat jockey, winning the Champion Lady Rider title in 1990, before reading English at Newnham College, Cambridge. That background as a trained athlete who understands performance pressure from the inside gives her account of preparation and composure a direct authority that separates her from presenters who have only observed elite performance. The recognition of her contribution spans multiple domains: BAFTA Special Award for factual television, RTS Sports Presenter of the Year twice, National Book Award for My Animals and Other Family (Penguin, 2012). She was appointed OBE in 2013 for services to broadcasting and journalism, and CBE in 2022 for services to sport and charity. Newnham College, Cambridge, made her an Honorary Fellow in 2014. In corporate settings she speaks on the mental disciplines that produce performance under genuine pressure, on gender equality and inclusion drawn from direct experience in a traditionally male industry, and on career adaptability when professional identities shift. Clients including Goldman Sachs, Amazon and the Football Association engage her both as a host of major events and as a substantive contributor to leadership conversations. Key speaking topics Performance under live pressure Elite sports psychology and mental preparation Executive communication and presence Resilience and career adaptability Women in sport and gender equality Inclusion and diversity leadership Storytelling and narrative communication Ideal for Senior leadership and executive teams focused on communication, presence and performance under pressure Organisations running gender equality, women’s leadership or inclusion programmes Sports industry bodies, governing organisations and national sporting federations Corporate hospitality and client entertainment events tied to major sporting occasions Audience outcomes A practitioner’s framework for the specific preparation habits that produce composure under live, uncontrolled conditions First-hand insight into the mental disciplines used at elite sporting and broadcast level, applied directly to leadership and professional performance Practical perspective on communicating with authority across different audiences and formats A grounded understanding of what inclusion requires in practice, drawn from personal experience navigating exclusion at the highest professional level Renewed perspective on career adaptability, illustrated through Balding’s own transitions from competitive sport to journalism, television presenting and authorship

Why organisations work with Clive Branson He gives wellbeing and safety teams something internal communications cannot produce: an unsentimental first-person account of suicidal crisis and psychiatric admission, delivered by someone who spent seventeen years on the employer side of workplace duty-of-care conversations. His professional background in Ministry of Defence industrial relations means he speaks the language of HR, health and safety, and line managers rather than clinical or motivational language. He carries three concurrent diagnoses, Motor Neurone Disease, Stage Two prostate cancer, and acute anxiety, and talks about functioning through them rather than recovering from them. Audiences dealing with long-term illness in colleagues recognise the reality he describes. He has been trusted inside HM Prison Service settings as well as corporate audiences such as Network Rail, Ecolab and Guy Carpenter, which tells a booker he holds a room across very different registers. Biography highlights Three years Royal Air Force service, followed by seventeen years in UK Ministry of Defence Industrial Relations. Founded and ran a health and safety consultancy before health challenges forced him to step back. Diagnosed with Motor Neurone Disease in late 2017 and subsequently with Stage Two prostate cancer. Seven-week inpatient admission across two psychiatric hospitals for acute anxiety and suicidal ideation. Featured speaker at CarFest in 2022 and 2023. Delivers talks voluntarily inside HM Prison Service and to corporate audiences including Network Rail, Ecolab, Intermediate Capital Group, Guy Carpenter and Tindall Riley. Biography Most corporate mental health content is written by people who have read the research. Branson sat on the other side of the table for nearly two decades. In Ministry of Defence industrial relations he handled the employer-side conversations about employment law, occupational health and the human condition at work, which is to say he knew the policy apparatus before he needed any of it. In late 2017 he was diagnosed with Motor Neurone Disease. A Stage Two prostate cancer diagnosis followed. Surgery was ruled out because of the MND. Acute anxiety took over, and he was admitted to two psychiatric hospitals for a combined seven weeks after considering suicide. He lost his father, father-in-law and mother in the same stretch of years. What makes the talk useful to organisations is the combination of that experience with his prior role. He can describe, from the inside, what a line manager’s words actually landed as; why disclosure felt impossible; what policy language reads like to someone in crisis. He is not a clinician and does not claim to be. He is the employee that wellbeing policies are written for, who once wrote them. He works across corporate audiences including Network Rail, Ecolab, Intermediate Capital Group and Guy Carpenter, and volunteers inside HM Prison Service. He was a featured speaker at CarFest in 2022 and 2023 and has discussed resilience on BBC Radio Shropshire. The register adjusts to the room; the underlying account does not soften. Key speaking topics Workplace mental health Resilience under sustained adversity Suicide awareness and crisis disclosure Living and working with long-term illness Line manager communication in duty-of-care conversations Men’s mental health Grief and bereavement at work Ideal for CHROs, wellbeing leads and health and safety directors shaping workforce mental health programmes Line manager and people manager development audiences Employee resource groups focused on men’s health, long-term illness or cancer Organisations marking World Mental Health Day, Men’s Health Week or Mental Health Awareness Week with an internal keynote Audience outcomes A first-person account of what a suicidal crisis and psychiatric admission actually look like, from someone who once wrote workplace policy Specific language cues for line managers, on what helps and what closes a conversation down A reframing of vulnerability at work as something to surface rather than manage around Recognition of how long-term diagnosis reshapes an employee’s relationship with work, useful to colleagues and managers alike

Why organisations work with Csaba Toth He runs ICQ Global, a people development business with more than 200 licensed partners across 45-plus countries, which means his methods have been pressure-tested in genuinely multicultural settings rather than theorised in one market. The Global DISC model is ICF and CPD-accredited and gives leaders one common language for personality, generation, profession, and nationality differences inside the same team. He measures and benchmarks psychological safety, motivational drivers, and cognitive diversity, so the conversation moves from cultural awareness slogans to specific data leaders can act on. His credential stack is unusually substantive: John Mattone Intelligent Leadership coach, Hofstede Insights Associate Partner, Richard Lewis-certified behavioural consultant, three Master’s degrees and an Executive MBA. He co-authored Uncommon Sense in Unusual Times with contributions from Marshall Goldsmith and John Mattone, a credibility marker for senior HR and L&D buyers familiar with that lineage. Biography highlights Founder of ICQ Global, a people development organisation with over 200 licensed partners across more than 45 countries. Developer of the Global DISC model, an ICF and CPD Standards-accredited intercultural behavioural framework. Author of Uncommon Sense in Unusual Times, with contributions from Marshall Goldsmith and John Mattone. Forbes Coaches Council member and Harvard Business Review Advisory Council member. Hofstede Insights Associate Partner and Richard Lewis Communications-certified cross-cultural trainer. Holds three Master’s degrees (Italy, UK, Hungary) and an Executive MBA from Quantic School of Business and Technology. Biography Diversity strategies fail at the level of daily team interaction. People with different nationalities, professions, generations, and personalities sit in the same meeting, draw different conclusions from the same words, and lose trust in each other long before anyone names the problem. That is the gap Csaba Toth set out to close. He founded ICQ Global to make cognitive and cultural diversity measurable. The company now operates with more than 200 licensed partners across 45-plus countries, and its core asset is the Global DISC model, an ICF and CPD-accredited framework that extends the most widely used behavioural model in business with a layer for cultural intelligence. Leaders get a single language for the differences that actually slow teams down. The credentials behind the work are unusually deep. Toth is certified through John Mattone’s Intelligent Leadership programme, holds Human Synergistics accreditation, is a Hofstede Insights Associate Partner and a Richard Lewis Communications-certified behavioural consultant, with further certification in CBT, NLP, and Positive Intelligence. He sits on the Forbes Coaches Council and the Harvard Business Review Advisory Council, holds three Master’s degrees from Italy, the UK and Hungary, and an Executive MBA from Quantic School of Business and Technology. His book, Uncommon Sense in Unusual Times, published with contributions from Marshall Goldsmith and John Mattone, sets out how leaders stay relevant when the people around them increasingly do not think, decide, or communicate the same way they do. That is the practical question he answers in a room. Key speaking topics Cultural intelligence and the Global DISC model Psychological safety in multicultural teams Cognitive diversity and team performance Inclusive leadership across generations and nationalities Communication breakdown in global organisations Motivational drivers and behavioural difference Coaching and people development at scale Ideal for CHROs, Heads of L&D, and Heads of Talent leading global or multicultural workforces. DEI and Inclusion leads moving past awareness work into measurable team outcomes. Leadership development and coaching faculties inside multinational businesses. Senior leaders of cross-border teams where communication and trust have stalled. Audience outcomes A common vocabulary for cultural, generational, and personality differences that a team can use the next day. A clearer read on where psychological safety is breaking down inside their own teams and why. The Global DISC lens applied to a real internal dynamic the audience already recognises. Specific behavioural shifts leaders can make when working across cultures, professions, and generations. A more honest assessment of how cognitive diversity is helping or hurting performance in their organisation.

Why organisations work with Daisy Buchanan A working novelist and journalist who teaches creative practice as a wellbeing discipline, not a soft skill. Her DK title Read Yourself Happy makes the case that reading is anxiety management with evidence, not a metaphor. Founder of the Creative Confidence Clinic and a tutor for Arvon, the UK creative writing charity. Her sessions on imposter syndrome and creative risk are built on a teaching practice, not a single keynote. Host of the literature podcast You’re Booked, with hundreds of long-form author interviews. She brings a tested craft of asking good questions, which transfers directly into panel hosting, internal town halls and leadership Q and A formats. Catalogue of four Sphere novels and three non-fiction books across DK, Headline and Hachette. The credibility is in the working output, not the speaker reel. Broadcast fluency across Woman’s Hour, the Today programme, This Morning and Good Morning Britain. Audiences get a speaker who can hold a room, an interviewee and a live moment with the same control. Biography highlights Author of four novels published by Sphere (Little, Brown): Insatiable, Careering, Limelight and Pity Party. Insatiable was longlisted for the CWIP prize. Author of three non-fiction books: How To Be A Grown Up, The Sisterhood, and Read Yourself Happy (DK, 2025), on reading as a tool for anxiety. Host of the You’re Booked podcast, interviewing authors on their reading lives. Founder of the Creative Confidence Clinic, a writing community on Substack, and creator of the Write Like A Reader course. Tutor for the Arvon Foundation. Journalism in The Guardian, The Telegraph, The Times, Grazia (former “Dear Daisy” agony aunt), Marie Claire and The Pool. Broadcast credits include Woman’s Hour, Today, A Good Read, This Morning and Good Morning Britain. Guest-presented Booker Prize coverage for BBC News. Biography Wellbeing programmes have multiplied inside organisations over the past decade, and so has the language of psychological safety. Yet many leaders still find their teams cautious, distracted and reluctant to bring a half-formed idea into the room. The missing piece is often the daily practice of imagination, attention and honest conversation, which used to happen on the page and in long forms of reading. Buchanan’s books take this on directly. Read Yourself Happy, published by DK in 2025, argues that the right book habit is a clinically meaningful intervention in anxiety. Her novels with Sphere, including Insatiable, Careering (adapted by BBC Radio 4) and Limelight, examine ambition, money and self-worth in working women’s lives. Her non-fiction includes The Sisterhood and How To Be A Grown Up, both written for readers navigating early career and adult identity. The teaching grew out of the writing. She founded the Creative Confidence Clinic on Substack, tutors for the Arvon Foundation and hosts You’re Booked, a long-running literature podcast in which she conducts the kind of careful, generous author interview that is now uncommon in mainstream culture. The discipline of asking good questions and listening to the answer sits underneath her workplace sessions on imposter syndrome, creative risk and reading for wellbeing. For organisations, the value is in the combination of a working journalist’s discipline, a novelist’s specificity about emotional life, and a broadcaster’s room presence. Audiences leave able to name what they were anxious about, with a small number of usable habits for attention and creative risk. Her broadcast work, from the Today programme to guest-presenting Booker Prize coverage for BBC News, also makes her a credible host for internal events where the speaker needs to land a difficult conversation, not deliver a slide deck. Key speaking topics Reading and book habits as a tool for anxiety and mental health Creative confidence and imposter syndrome at work Asking better questions in leadership and team conversations Storytelling and narrative craft for business communication Women, ambition and the working life Event hosting, panel moderation and author-in-conversation formats Ideal for People, culture and wellbeing leaders looking for a wellbeing voice that is literary and specific rather than clinical or generic Internal communications and L&D teams running sessions on creative confidence, imposter syndrome or storytelling Conference organisers needing a credible host or moderator for an author-in-conversation or fireside format Women’s networks, ERGs and book clubs inside organisations Audience outcomes A working definition of creative confidence that they can practise without leaving their job A small set of reading and attention habits with a defensible link to anxiety reduction Sharper questions to take into one-to-ones, town halls and difficult team conversations Permission to take creative risk in writing, presenting and contributing in meetings A more honest sense of the gap between performed confidence and the real thing

Why organisations work with Daniel Murray A mathematician and MBA-trained strategist who treats empathy as an operating discipline, not a soft skill, and ties it directly to team output and strategic alignment. Author of The Empathy Gap (Wiley, 2025), which gives leaders a structured vocabulary and method rather than another plea for kindness at work. Eighteen years inside financial services and corporate strategy work with organisations including Commonwealth Bank, QBE, IAG, Westpac and BHP, so the examples land with executives who have budget to defend. Known for the “Pirates and Passengers” framework for reading team dynamics, which gives managers a practical lens for diagnosing disengagement before it shows up in attrition numbers. Equally credible on the harder end of the topic: ethics, AI adoption and the trust collapse leaders face when they roll out systems their workforce does not understand. Biography highlights Founder and Director of Empathic Consulting, an Australian leadership advisory practice focused on strategic empathy, culture and performance. Author of The Empathy Gap: The Bridge to Real Connection and Lasting Influence, Wiley, 2025. Author of Aligning Culture and Strategy: How clarity, empathy and leadership drive high performance. Executive MBA and BSc in Mathematics; former internal strategy and management consultant within financial services. Keynote and leadership development work with Commonwealth Bank, IAG, QBE, Westpac, BHP, Toyota, News Corp, Allianz, Perpetual, ASX, Tyro Payments, Swiss Re and Transport for NSW. Podcast guest on The Empathy Edge, Candour Communication Podcast, XY Adviser and Your Digital Reputation. Biography Most senior leaders already believe empathy matters. The gap is between that belief and the operating habits that would make it visible in a weekly business review. Daniel Murray works on that gap, and he has spent close to two decades inside corporate strategy functions learning where it actually opens up. Murray founded Empathic Consulting after years as an internal strategy and management consultant in Australian financial services. His training is mathematical and his default is systems thinking, which is why his framing of empathy reads less like a values statement and more like a capability an executive can design for, measure, and coach. That thinking became a book in 2025, when Wiley published The Empathy Gap: The Bridge to Real Connection and Lasting Influence. The argument is that empathy is a strategic skill with a structure to it: perception, interpretation, response. Leaders who treat it that way pull better decisions out of mixed teams, reduce the hidden cost of disengagement, and hold harder conversations earlier. An earlier book, Aligning Culture and Strategy, laid the groundwork by making the case that culture only works when leaders stop treating it as a separate workstream from the strategy they are asking people to deliver. The client list is telling. Commonwealth Bank, IAG, QBE, Westpac, BHP, Toyota, News Corp, Allianz and Transport for NSW are organisations where the cost of a distracted leadership team is counted in basis points and safety incidents. That is the room Murray is useful in, and it is why his work on AI ethics and the “Pirates and Passengers” dynamic inside teams reaches people who would normally switch off the moment the word empathy entered the agenda. Key speaking topics Strategic empathy as a leadership capability Culture and strategy alignment Ethics and trust in AI adoption Team dynamics and disengagement Leadership in post-pandemic workplaces Executive decision-making under complexity Ideal for CEOs, executive committees and boards wrestling with culture change alongside a live strategic agenda CHROs and heads of leadership development designing senior leader programmes in financial services, infrastructure and professional services Transformation and change leaders rolling out AI or operating model shifts that require workforce trust to succeed Senior leader offsites where the brief is honest conversation and behaviour change, not another motivational keynote Audience outcomes A working definition of empathy that leaders can defend in a commercial conversation, not just an HR one A shared diagnostic language for team dynamics, including the Pirates and Passengers lens for disengagement Clearer thinking on how to introduce AI and analytics without eroding team trust Specific habits senior leaders can apply the next week in one-to-ones, escalations and town halls

Why organisations work with Deeyah Khan She has spent years in rooms with jihadis, neo-Nazis, and honour-killing perpetrators and come out with a practical method for dialogue under hostility, which transfers directly to how senior leaders handle conflict inside their own organisations. Her authority on polarisation is earned, not theorised. The films (Jihad, White Right: Meeting the Enemy, America’s War on Abortion) are the primary source, and they sit behind two Emmys, two Peabodys, a BAFTA, and an RTS. She was appointed the first UNESCO Goodwill Ambassador for Artistic Freedom and Creativity, a signal that her work is taken seriously at the level of global institutions, not just media. She gives leadership teams something rare in DEI and culture content: a repeatable approach to listening across difference that holds up when the stakes are real and the room is hostile. Biography highlights Two Emmy Awards and two Peabody Awards for documentary filmmaking. BAFTA winner (America’s War on Abortion) and BAFTA nominee (Jihad: A Story of the Others; White Right: Meeting the Enemy). First UNESCO Goodwill Ambassador for Artistic Freedom and Creativity, appointed 2016. Founder of Fuuse, a media and arts company centring women, minorities, and third-culture voices; founder of sister-hood, a platform for women of Muslim heritage. Recipient of the Ossietzky Prize (Norwegian PEN), the University of Oslo Human Rights Award, and the Peer Gynt Prize awarded by the Parliament of Norway. TED speaker on the radicalisation of young Muslims in Europe. Biography Most organisations treat polarisation as a communications problem. Deeyah Khan treats it as a listening problem, and she has the footage to prove the distinction matters. Her documentary work has put her across the table from neo-Nazis, jihadis, and the families of honour-killing victims, and the method she built in those rooms is what senior leaders now ask her to bring into theirs. The body of work is specific. Banaz: A Love Story won her a first Emmy and Peabody for documenting the honour killing of Banaz Mahmod. Jihad: A Story of the Others was BAFTA-nominated and drew on two years of interviews with convicted extremists and former jihadis. White Right: Meeting the Enemy, shot inside the American far right and at the Charlottesville rally, won a second Emmy. America’s War on Abortion won a BAFTA. Muslim in Trump’s America added a second Peabody. That record is why institutions treat her as more than a filmmaker. In 2016 UNESCO appointed her its first Goodwill Ambassador for Artistic Freedom and Creativity. Norwegian PEN awarded her the Ossietzky Prize. The Parliament of Norway awarded her the Peer Gynt Prize. Through Fuuse and sister-hood she has also built platforms for women of Muslim heritage and third-culture voices to tell their own stories rather than be described by others. What she brings to a corporate audience is the translation of that practice into leadership. How do you hold a conversation with someone whose values you reject, long enough to understand what is actually driving them? How do you stay in the room when it would be easier to escalate? How does a senior team model that behaviour downward without looking weak? Khan turns her interview method into a working discipline for leaders who need to hold their organisations together across real difference. Key speaking topics Dialogue across ideological and cultural divides Leadership in polarised environments Empathy as an operating discipline Difficult conversations at senior levels Storytelling and communication under pressure Culture, belonging, and inclusion Countering extremism and radicalisation Ideal for CHROs and heads of culture navigating internal polarisation, identity tension, and DEI backlash. CEOs and executive teams preparing for public-facing crises where values, reputation, and employee trust collide. Leadership development programmes focused on inclusive leadership, difficult conversations, and psychological safety. Public-sector, NGO, and education leaders working on social cohesion, integration, and countering extremism. Audience outcomes A concrete method for staying in conversation with people whose views they find difficult, without performing agreement. Sharper language for naming the tensions inside their own teams and a cleaner read on where polarisation is actually coming from. A more honest standard for what empathy looks like at senior level, distinct from niceness or avoidance. Renewed confidence that leaders can address values-based conflict directly without fracturing the organisation.

Why organisations work with Dr. Diane Hamilton She turns curiosity from a soft cultural aspiration into a measurable diagnostic. The Curiosity Code Index gives leaders a named set of inhibitors, fear, assumptions, technology, environment, that can be addressed with specific interventions rather than slogans. Her work connects directly to the business outcomes leaders are already accountable for: engagement, innovation rate, learning velocity, retention. The framing makes curiosity legible to a CFO, not only to an L&D team. Thinkers50 Radar selection (2020) places her among a small group of behavioural thinkers being actively translated into corporate practice. The recognition signals her credibility to boards reviewing speaker rosters. A Forbes column and five years interviewing thousands of senior leaders on her nationally syndicated radio show mean she walks into a boardroom already fluent in the language of the C-suite. Four decades of business experience, an MBA program chair role, and certifications in Myers-Briggs and EQ-i give her the assessment vocabulary HR leaders trust, without the academic distance that limits some behavioural speakers. Biography highlights Founder and CEO of Tonerra, a management consulting and training business focused on curiosity, perception, and behavioural assessment. Creator of the Curiosity Code Index and the Perception Power Index, both validated organisational assessments with associated certification programmes. Thinkers50 Radar 2020 selection, the annual list of management thinkers most likely to influence organisational practice. Fulbright Specialist and faculty member at Duke Corporate Education, the executive education arm of Duke University, and former MBA Program Chair at the Forbes School of Business and Technology. Author of Cracking the Curiosity Code, Curiosity Unleashed, and The Power of Perception (with Dr. Maja Zelihic), with a fourth title, Adaptive Curiosity, forthcoming from Wiley. Host of Take the Lead, a nationally syndicated radio show, where she interviewed thousands of senior leaders including Steve Forbes, Naveen Jain, and Craig Newmark. Forbes contributor on workplace behaviour, leadership, and innovation. Biography Curiosity is one of the most cited drivers of organisational performance and one of the least precisely measured. Diane Hamilton built her career on closing that gap. The Curiosity Code Index, which she created and validated, identifies the four factors that suppress curiosity inside organisations: fear, assumptions, technology, and environment. The framework, known as FATE, gives leaders a diagnostic rather than a slogan. Hamilton brings the assessment vocabulary HR functions trust. She holds a PhD in business management and is a certified Myers-Briggs and EQ-i practitioner. She teaches leadership as faculty at Duke Corporate Education and previously chaired the MBA programme at the Forbes School of Business and Technology. Her consulting firm, Tonerra, applies the Curiosity Code Index alongside the Perception Power Index, a second validated instrument she developed with Dr. Maja Zelihic and set out in their book The Power of Perception. Thinkers50 named her to its 2020 Radar, the annual cohort of management thinkers shaping organisational practice. She writes for Forbes on workplace behaviour. Over five years hosting Take the Lead, her nationally syndicated radio show, she interviewed thousands of senior figures, including Steve Forbes and Craig Newmark. As a Fulbright Specialist she speaks and teaches internationally, with recent engagements in the United States, Luxembourg, and Dubai. For a corporate audience, the practical value is the move from cultural rhetoric to behavioural intervention. Hamilton names the specific structures and assumptions that suppress curiosity inside a given organisation, then prescribes the changes that follow. Her forthcoming book, Adaptive Curiosity, extends that work to the question now facing every leadership team: what stays distinctly valuable in people as intelligent machines absorb more of the work. Key speaking topics Curiosity as an organisational capability Perception and global leadership Emotional intelligence in senior roles Future-proofing the workforce in the age of AI Innovation culture and employee engagement Behavioural assessment in leadership development Multigenerational workforce dynamics Ideal for CHROs and senior HR leaders rebuilding engagement and learning culture Heads of L&D commissioning behavioural assessment programmes Innovation and transformation leads diagnosing why initiatives stall Executive teams investing in EQ and behavioural development for senior cohorts Audience outcomes A named diagnostic, FATE, for identifying what specifically suppresses curiosity in their organisation A framework for connecting curiosity to engagement, innovation, and retention metrics leaders already track Tools to assess and develop emotional intelligence and perception in senior teams A clearer view of how personality and generational differences shape team performance A practical sense of which behavioural interventions move the needle and which produce activity without change

Why organisations work with Lisa Feldman Barrett She has reshaped the scientific consensus on emotion. Her theory of constructed emotion is now taught in psychology, neuroscience and affective computing curricula, and it directly contradicts the assumptions baked into most corporate EQ training and emotion-detection AI. She translates first-tier neuroscience for boardrooms without diluting it. Her two trade books, How Emotions Are Made and Seven and a Half Lessons About the Brain, are written for general readers but cite the same primary research she publishes in Science and Nature Neuroscience. Her work has been adopted by audiences that need it to be right, including FBI behavioural analysts, the legal community through her role as Chief Science Officer at the Center for Law, Brain & Behavior, and senior medical faculties at Harvard and Massachusetts General Hospital. A leader who books her gets a researcher with NIH Pioneer Award and Guggenheim credentials, not a popular-science communicator working from secondary sources. Biography highlights University Distinguished Professor of Psychology, Northeastern University, with appointments at Harvard Medical School and Massachusetts General Hospital. Chief Science Officer, Center for Law, Brain & Behavior at Massachusetts General Hospital. Author of How Emotions Are Made: The Secret Life of the Brain and Seven and a Half Lessons About the Brain. TED speaker, with the talk “You Aren’t at the Mercy of Your Emotions” passing 6.5 million views. NIH Director’s Pioneer Award; Guggenheim Fellowship; APA Distinguished Scientific Contribution Award; APS William James Fellow Award. Past President of the Association for Psychological Science; co-founder of the Society for Affective Science; over 275 peer-reviewed publications. Biography The textbook view of emotion, that anger, fear and joy are hard-wired circuits with universal facial signatures, dominated psychology, psychiatry and product design for most of the last century. It is also wrong. Lisa Feldman Barrett’s laboratory at Northeastern has spent twenty-five years showing that the brain constructs emotion in the moment, drawing on past experience, bodily state and cultural learning. Her theory of constructed emotion has reshaped affective science and is now reaching the institutions that depend on getting emotion right. She advises the FBI on behavioural analysis, serves as Chief Science Officer at the Center for Law, Brain & Behavior, and her work is cited in debates over emotion-detection AI and courtroom evidence. Barrett holds a University Distinguished Professorship at Northeastern, with appointments at Harvard Medical School and Massachusetts General Hospital. She has published more than 275 peer-reviewed papers, sits among the top 0.1 percent most-cited scientists in the world, and has received the NIH Director’s Pioneer Award, a Guggenheim Fellowship, and the APA Distinguished Scientific Contribution Award. For senior leaders, the practical payoff is a sharper model of how their own brains, and their people’s, actually work under uncertainty. That model contradicts a great deal of what corporate wellbeing, EQ training and emotion-aware technology currently sell. Key speaking topics The science of emotion in the workplace Brain, prediction and decision-making under uncertainty Stress, allostasis and the body budget The neuroscience of self-regulation for senior leaders Emotion-detection AI and the limits of affective computing Mental health and the construction of experience Communication and influence grounded in brain science Ideal for CEOs, CHROs and senior leadership teams reassessing wellbeing, EQ training and performance management Boards and risk committees evaluating emotion-recognition AI, behavioural surveillance, or affective computing investments Healthcare, legal and security organisations whose decisions hinge on interpreting human behaviour Senior leaders wanting a substantive, science-led perspective on stress, resilience and decision quality Audience outcomes A working understanding of how the brain predicts and constructs emotion, replacing the “universal emotions” model that underpins most corporate EQ content. A clearer view of what emotion-detection technology can and cannot reliably do, useful for evaluating vendors and policy. Practical implications for stress, recovery and senior decision-making, grounded in the brain’s energy regulation rather than pop-psychology. Sharper questions about how performance reviews, hiring assessments and customer research read emotional signals.

Why organisations work with Eliza VanCort A working method for executive presence rooted in Meisner acting technique, not generic confidence coaching. Voice, posture and physicality are treated as trainable instruments, not personality traits. An intersectional lens that takes inclusion past slogans. Her sessions address how mansplaining, interruption, and microaggression actually move through a meeting, and what a leader can do in the moment. A bestselling book, A Woman’s Guide to Claiming Space, that gives delegates a structured framework before and after the room, with named behaviours and language. Mainstream media reach. Appearances on The Drew Barrymore Show, Forbes, Fast Company and CNBC give her work cultural traction outside corporate L&D, which travels with audiences. Co-founder of Think Twice Labs with Alma Derricks, former CMO of Cirque du Soleil, building emotional intelligence and cross-difference communication tools used inside organisations. Biography highlights Author of A Woman’s Guide to Claiming Space: Stand Tall. Raise Your Voice. Be Heard, Berrett-Koehler, May 2021. Cook House Fellow, Cornell University. TEDxRochester speaker, “Women, Power and Revolutionizing Speech”. Founder of The Actor’s Workshop of Ithaca, a Meisner Technique studio. Co-founder of Think Twice Labs with Alma Derricks, former CMO of Cirque du Soleil. Featured in The Drew Barrymore Show, Forbes, Fast Company, CNBC, and Success magazine. Biography Most executive presence work treats authority as a personality trait. Eliza VanCort treats it as a craft. Her starting point is that voice, posture and language are trainable instruments, the same way an actor’s are, and that women and underrepresented leaders are routinely operating those instruments inside rooms that were not built for them. That argument has a specific origin. She founded The Actor’s Workshop of Ithaca, the region’s Meisner Technique studio, and spent years teaching how performers hold a stage. She then applied the same discipline to meeting rooms and boardrooms. A Woman’s Guide to Claiming Space, published by Berrett-Koehler in 2021, sets out the framework: five behaviours that shift how a leader is read, from posture and vocal placement to ending self-sabotage and building cross-difference coalitions. The work has reach beyond corporate L&D. Her TEDxRochester talk on women, power and speech has been viewed widely. Appearances on The Drew Barrymore Show, Forbes, Fast Company and CNBC have built a public audience of more than 250,000 followers. Inside organisations, she co-founded Think Twice Labs with Alma Derricks, former CMO of Cirque du Soleil, to translate the same material into emotional intelligence and communication tools teams can use across difference. She is a Cook House Fellow at Cornell University and an advisory board member of Performing Arts for Social Change. The intellectual frame is intersectional: most of her organisational work is about what happens to people with less institutional power when they intersect with structures designed around someone else’s authority. The output is concrete. Delegates leave with named behaviours, specific language and a vocabulary for the dynamics they have been navigating without naming for years. Key speaking topics Executive presence and communication craft Women in leadership and the politics of voice Anti-racist and cross-difference communication Emotional intelligence in senior teams Inclusion under pressure Confidence, posture and physicality for leaders Power dynamics in everyday workplace interaction Ideal for CHROs and chief people officers building executive-presence programmes for senior women Leadership-development leads designing high-potential and sponsorship pathways ERG sponsors and DEI heads commissioning substantive, non-performative inclusion content Senior women’s leadership summits, partner-track development programmes, and emerging-leader cohorts Audience outcomes A vocabulary for the meeting-room behaviours that quietly cost women authority, and language to interrupt them in the moment Specific techniques for voice, posture and physicality drawn from Meisner training, applied to senior business settings A framework from A Woman’s Guide to Claiming Space delegates can carry back into their teams Practical anti-racist and cross-difference communication moves that work inside live conversations, not only in policy documents A clearer reading of how power moves through an organisation’s everyday talk, and where to act on it