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Why organisations work with Andrew McMillan He ran customer experience for the John Lewis department store division across 26 UK shops, so he speaks from inside one of the most studied service cultures in British retail, not from a framework bought off a shelf. His central argument is operational, not motivational: customer experience is an output of employee engagement and leadership behaviour, and any programme that treats it as a frontline training problem will fail. He has tested the thesis outside retail, with Shell, Air France, United Airlines, Toyota, Barclays, Mercedes-Benz, RBS and NHS foundation trusts among the organisations he has advised through Engaging Service. He chaired Revo’s Customer Experience Committee for seven years, which gives him a sector-wide view of what separates shopping centres, high streets and service organisations that keep customers from those that do not. He is useful in the room with senior leaders because the conversation turns quickly to values, hiring, internal communication and manager behaviour, which is where service actually breaks. Biography highlights 28 years with the John Lewis Partnership, culminating in responsibility for customer experience across the department store division and its 26 UK shops. Founder of Engaging Service, a consultancy on employee engagement, customer experience and the leadership that links the two. Chair of the Customer Experience Committee at Revo from 2010 to 2017, overseeing the growth of the ACE Awards to more than 100 shopping centre entrants. Judge and adviser for the Customer Focus Award at the Lloyds Bank National Business Awards from 2015. Advised named organisations including Shell, Air France, United Airlines, Toyota, Barclays, Mercedes-Benz, RBS, Rightmove, MoneySuperMarket and the Law Society. During his tenure, John Lewis department stores were recognised for customer experience by Which?, Verdict and Retail Week. Biography Service cultures that customers notice are not built on the shop floor. They are built in hiring decisions, in what managers are promoted for, in what the organisation tolerates on a difficult Tuesday. Andrew McMillan spent nearly three decades inside a business that understood this, and now spends his time explaining to other organisations why their service programmes are not working. He joined the John Lewis Partnership as a management trainee at Brent Cross, led selling teams across several branches, headed a department at the Oxford Street flagship, and ran the department stores’ internal intelligence team before taking responsibility, from 2000, for customer experience across the entire department store division. That meant 26 shops and tens of thousands of customer-facing partners. During his tenure, the business was recognised for customer experience by Which?, Verdict and Retail Week. In 2012 he founded Engaging Service and has since worked with more than 40 organisations, among them Shell, Air France, United Airlines, Toyota, Barclays, Mercedes-Benz, RBS, Rightmove, MoneySuperMarket, the Law Society and several NHS foundation trusts. The work is consistent across sectors: diagnose the gap between the experience leaders say they want and the culture they are actually running, and rebuild the link between the two. He chaired Revo’s Customer Experience Committee from 2010 to 2017, growing its ACE Awards to over 100 shopping centre entrants, and has judged the Customer Focus Award at the Lloyds Bank National Business Awards since 2015. The through-line is practical: in an economy where product parity is the norm, the companies customers stay with are the ones whose people want to be there. Key speaking topics Customer experience as an output of culture Employee engagement and service performance Leadership behaviour and organisational values Building and sustaining a service culture at scale Retail and shopping centre customer experience Purpose, values and frontline behaviour Translating the John Lewis Partnership model to other sectors Ideal for CEOs, COOs and boards reviewing why customer experience investment is not producing the promised lift CHROs and heads of employee engagement connecting people strategy to commercial outcomes Customer experience, service and operations leaders in retail, financial services, hospitality, transport and healthcare Shopping centre and retail property leadership working on tenant mix, placemaking and visitor experience Audience outcomes A sharper view of why customer experience programmes fail when they are run as training rather than as culture change Specific, named examples from inside John Lewis of how engagement, leadership behaviour and service performance reinforce each other Practical questions to take back to their own organisation about hiring, manager behaviour and internal communication A clearer sense of where service sits in the operating model, and which leadership decisions actually move the needle

Why organisations work with Anj Handa She brings governance-level credibility into inclusion conversations that usually stop at HR, holding positions as Independent Governor of Leeds Arts University, Chair of Freedom Studios, and Fellow of the RSA. Her campaign craft is verifiable, not rhetorical. She built the legal team, petition, and media strategy on the Afusat Saliu FGM-asylum case, gathering 126,500 signatures and pushing FGM higher on the UK political agenda. She names the parts of inclusive leadership most speakers avoid: emotional correctness, healthy boundaries, psychological safety, and what allyship has to do that employee networks cannot. She offers a working alternative to the glass ceiling, the labyrinth, which describes the actual sequence of barriers women, and particularly Black and brown women, encounter inside large organisations. Forbes named her in its 10 Diversity & Inclusion Trailblazers list, and Grant Thornton UK featured her among its 100 Faces of a Vibrant Economy. The recognition tracks substantive work, not commentary. Biography highlights Founder of Inspiring Women Changemakers, an inclusive community and consultancy advising on equity, governance, and systems change. Independent Governor of Leeds Arts University and Chair of the Board of Freedom Studios. Fellow of the Royal Society of Arts. Named in Forbes “10 Diversity & Inclusion Trailblazers” and Grant Thornton UK’s 100 Faces of a Vibrant Economy (2018). Featured in Charity Times 2023 International Women’s Day list. Contributor to “Generation Share”, “Eradicating FGM in the UK” (Hilary Burrage), and “Refugee Tales” (Comma Press). Biography Most organisations have a diversity statement. Far fewer have governance and leadership practices that match it. The gap is where talent gets lost, complaints get managed, and senior leaders quietly accept attrition that the policy was meant to prevent. Closing that gap requires someone fluent in both the structural and the human side of the work. Anj Handa has spent more than two decades operating in that space. She is Founder of Inspiring Women Changemakers, an inclusive community and consultancy that advises senior leaders on inclusive governance, equity, and systems change. She is an Independent Governor of Leeds Arts University, Chair of Freedom Studios, and a Fellow of the Royal Society of Arts; positions she has often noted are held by fewer than one percent of Black and brown women in the UK. Her authority is not theoretical. In 2014 she led the high-profile asylum campaign for Afusat Saliu and her daughters, assembling the legal team, running a Change.org petition that drew 126,500 signatures, and bringing MPs and national media into the story. The work was later included in Hilary Burrage’s “Eradicating FGM in the UK” and the Comma Press anthology “Refugee Tales”. Forbes named her in its 10 Diversity & Inclusion Trailblazers list; Grant Thornton featured her among its 100 Faces of a Vibrant Economy. What separates her work for senior teams is the territory she is willing to name. Psychological safety, emotional correctness, healthy boundaries, allyship that is more than a network. She challenges the glass ceiling as a useful frame and offers the labyrinth in its place, a more accurate description of the sequence of barriers women encounter inside complex organisations. That precision is what boards and executive teams hire her for. Key speaking topics Inclusive leadership and governance Equity, diversity, and structural change The labyrinth: rethinking the glass ceiling Allyship beyond employee networks Psychological safety and emotional correctness Self-care and resilience for changemakers Campaign craft and policy influence Ideal for Boards, governance committees, and executive teams setting inclusion strategy CHROs, Heads of DEI, and senior people leaders rebuilding programmes under scrutiny Public sector, charity, and arts leaders working on equity and safeguarding Women’s leadership and changemaker networks inside large organisations Audience outcomes A sharper vocabulary for the structural barriers women face beyond the glass ceiling A clear distinction between allyship as practice and employee networks as forum Specific governance-level questions to put to their own inclusion programmes Permission and language to address emotional correctness and boundaries in senior teams A view of inclusion that connects policy, governance, and lived experience without losing rigour

Why organisations work with Anton Gunn He has operated at the level his audiences operate at. Advising a President on national health policy and running diversity and external affairs inside a federal department is not a case study he read; it is the room he was in. His World-Class Culture framework gives executives a named, structured approach to retention and culture rather than another values poster. It has been applied inside Pfizer, KPMG, Microsoft, HCA Healthcare and Mercedes-Benz Vans. He talks about inclusion as an operating capability, not a political position. For boards navigating contested ground on DEI, that distinction is the reason he gets booked. His credibility carries on both sides of the executive table: a Harvard Institute of Politics fellow with a Certified Speaking Professional designation, an MSW, and seven years inside senior healthcare leadership at MUSC. Biography highlights Former senior advisor to President Barack Obama; Director of External Affairs, U.S. Department of Health and Human Services, leading stakeholder engagement for Affordable Care Act implementation Former Executive Director and Chief Diversity Officer, Medical University of South Carolina Resident Fellow, Harvard Institute of Politics Bestselling author of Just Lead, The Presidential Principles, and The Audacity of Leadership Certified Speaking Professional, a designation held by fewer than 10 percent of professional speakers worldwide Featured in TIME, The Wall Street Journal, Forbes, NPR, BBC and Good Morning America Biography The Affordable Care Act needed people to believe in it before it could function. As Director of External Affairs at the U.S. Department of Health and Human Services, Anton Gunn led the stakeholder engagement that turned a contested federal statute into something hospitals, employers and citizens could act on. That work, advising President Obama and Secretary Sebelius, is the reference point his clients hire him for. He has since spent close to a decade translating that experience into a body of executive practice. As Chief Diversity Officer and Executive Director at the Medical University of South Carolina, he ran inclusion as an operating function inside a complex healthcare institution, not as a communications exercise. His framework, World-Class Culture, codifies the seven behaviours he saw separate retention-positive cultures from the rest. His three books trace the same argument from different angles. The Audacity of Leadership set out the principles. The Presidential Principles distilled what he learned watching Obama lead in real time. Just Lead, his 2022 bestseller, gave operators 44 specific actions for retention and culture. Pfizer, KPMG, Microsoft, T-Mobile, SHRM and Mercedes-Benz Vans have all brought him in to apply that work. He is a Harvard Institute of Politics fellow and a Certified Speaking Professional, a designation held by under 10 percent of speakers globally. The combination buyers respond to is rarer than either credential alone: a former White House operator who has also run culture and inclusion inside a 17,000-person institution, and who can talk to a board in the language of accountability rather than aspiration. Key speaking topics Values-based leadership Workplace culture and retention Inclusive leadership Trust as an executive capability Crisis leadership and recovery Talent strategy in healthcare and regulated industries Ideal for Boards and CEOs navigating culture and retention under restructure CHROs and Chief Diversity Officers building inclusion as an operating discipline Senior leadership teams in healthcare, financial services and regulated industries Public sector and policy audiences working at the boundary of government and enterprise Audience outcomes A named, repeatable framework for diagnosing and rebuilding workplace culture A clearer view of where executive trust is earned and where it is forfeited Concrete actions for retention drawn from the Just Lead framework A working definition of inclusive leadership that holds up in front of a sceptical board An inside view of decision-making at the senior levels of the Obama administration

Why organisations work with Aoife Mannion She has rebuilt her career twice from ACL ruptures, including a 16-month layoff after a Champions League injury, and can describe the rehab discipline that goes with it without losing the room. Her mental-health work is institutional rather than personal commentary: she sits on FIFPRO’s Mental Health Taskforce, the global players’ union body that shapes player welfare standards. She holds back-to-back PFA WSL Team of the Year selections from her Birmingham City years, a peer-voted credential rather than a media one. She represents the Republic of Ireland after a long youth career in the England system, and can speak credibly to identity, belonging and late-career reinvention without trading on clichés. Biography highlights Centre-back for Newcastle United Women and the Republic of Ireland senior squad Former Manchester United, Manchester City, Birmingham City, and Aston Villa player 2024 Women’s FA Cup winner with Manchester United PFA WSL Team of the Year 2017-18 and 2018-19 Member of FIFPRO Mental Health Taskforce Senior Ireland debut on 22 February 2023 versus China Biography Recovery from a serious ACL injury takes around twelve months on a clean run, longer when the second one arrives before the first is fully behind you. Aoife Mannion has done both. The first rupture came during a 2019 Champions League tie against Atletico Madrid and kept her out for sixteen months. The second came in March 2022, eight months into her Manchester United contract. She was a peer-voted selection for the PFA WSL Team of the Year in two consecutive seasons at Birmingham City, then won the Women’s FA Cup with Manchester United in 2024 after that second comeback. She now plays for Newcastle United Women in the WSL2 and the Republic of Ireland senior squad, having made her international debut in February 2023 after a long youth career inside the England system. The mental health work is structural. Mannion sits on FIFPRO’s Mental Health Taskforce, the global players’ union body that sets welfare standards across professional football, and has spoken through FIFPRO on what long injury layoffs do to identity and to a person’s relationship with the work that defines them. The argument she makes to corporate audiences is the one she had to make to herself twice: composure is a discipline you build before you need it, and the conversation around the setback is the part that reduces the suffering. She speaks for organisations dealing with people in long, uncertain recoveries of their own, whether after restructure, after public failure, or after the kind of personal setback that does not respect the working week. Key speaking topics Resilience after a serious setback Rehabilitation discipline and the long return Mental health in high-performance environments Self-leadership under prolonged pressure Identity, belonging and dual nationality Feedback and honest performance conversations Ideal for CHROs and people leaders building resilience programmes that go beyond wellbeing branding Executive teams and leadership offsites where the brief is composed under sustained adversity Organisations in or after restructure where the workforce is dealing with prolonged uncertainty Networks for women in sport, performance and corporate leadership Audience outcomes A clearer language for what real recovery from a setback looks like over months, not weeks A practical view of how mental health support works inside elite teams, drawn from FIFPRO’s policy work Honest reference points for separating identity from role when the role is interrupted Reasons to take rehabilitation, recovery and feedback seriously as leadership disciplines, not soft skills

Why organisations work with Belinda Parmar She created the Global Empathy Index, a quantitative framework published in the Harvard Business Review, that links corporate empathy directly to earnings, productivity, and retention. Most culture-change work lacks a measurement baseline; her work provides one. Her “Empathy-In-Residence” model, embedded at Barclays, Lloyds, and Centrica over extended engagements, means her frameworks have been tested at operational scale inside major institutions, not only delivered from a keynote stage. Work with AGL produced a 20.9% reduction in customer complaints and $1.7 million in cost savings, giving finance and operations leaders a commercial language for empathy that sits alongside a P&L, not just a people strategy. She has developed an AI-powered Empathy Index combining large language models with sentiment analysis, positioning organisations to measure their human culture in real time as AI transformation programmes change the surrounding landscape. As a Non-Executive Director at the UK Ministry of Defence, she brings board-level governance experience in a complex institutional environment, giving her work a credibility context that most leadership and culture speakers do not hold. Biography highlights Founder and CEO of The Empathy Business (formerly Lady Geek), a consultancy specialising in embedding empathy into organisational leadership, culture, and operations Creator of the Global Empathy Index, published in the Harvard Business Review: the first index to establish a quantitative correlation between corporate empathy and commercial performance Appointed OBE in the 2014 Birthday Honours for services to Women in Technology World Economic Forum Young Global Leader; keynote speaker at Davos (2019) Empathy-In-Residence at Barclays, Lloyds, and Centrica; established the first Empathy Hub in Europe’s largest bank Non-Executive Director, UK Ministry of Defence (appointed 2023) Author of Little Miss Geek and The Empathy Era: Women, Business and the New Pathway to Profit Featured in the Financial Times (2025); has written for The Guardian and the World Economic Forum Biography Organisations have spent a decade investing in AI while underinvesting in the human layer that AI cannot replace. Belinda Parmar’s work starts from a specific and uncomfortable question: if empathy is genuinely valuable to business performance, why can almost no organisation measure it? The Global Empathy Index, published in the Harvard Business Review, was built to answer that question. It ranks companies by empathy and connects those rankings directly to earnings, productivity, and retention. What makes her approach distinct is its operational depth. Through Empathy-In-Residence engagements at Barclays, Lloyds, and Centrica, she has deployed hundreds of evidence-based behavioural nudges: targeted interventions designed to shift culture from the inside rather than impose it from above. Work with AGL produced a 20.9% reduction in customer complaints, establishing empathy-led transformation as a driver of cost reduction, not only a people programme. AI has sharpened the question she has always asked. As generative AI absorbs more cognitive tasks, organisations face a practical leadership problem: how to identify, build, and retain the distinctly human capabilities that remain. Parmar has developed an AI-powered version of the Empathy Index, combining large language models with sentiment analysis, giving organisations a live measure of empathy in their culture as the technology landscape shifts around them. As a Non-Executive Director at the UK Ministry of Defence, she brings governance experience at an institutional level that most culture and leadership specialists do not access. She was appointed OBE for services to Women in Technology and named a Young Global Leader by the World Economic Forum. Her books – Little Miss Geek and The Empathy Era – sit alongside her HBR contributions as a published body of argument for the commercial case for empathy. Key speaking topics Human leadership in an AI world Empathy as a measurable leadership capability Behavioural science and organisational culture change Responsible AI and human-centred technology Customer experience transformation Inclusive cultures and belonging at scale Diversity and inclusion in technology Ideal for C-suite and senior leadership teams navigating AI transformation who need a human leadership framework alongside their technology strategy CHROs and People Directors seeking to connect culture change to measurable commercial outcomes Customer Experience and Operations leaders in consumer-facing industries where complaint reduction and loyalty are live performance metrics Board and governance audiences where responsible AI and organisational values are on the agenda Audience outcomes A practical understanding of the Global Empathy Index methodology and how empathy can be measured and tracked within their own organisation A working toolkit of “empathy nudges” – evidence-based behavioural interventions that can be deployed without a large-scale transformation programme A commercial language for empathy: specific case references linking culture change to cost reduction and measurable operational improvement Clarity on where AI enhances human connection rather than replaces it – and what that distinction requires of leaders A working definition of human leadership applicable to their own AI deployment context

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

Why organisations work with Brickman Allen A specific, verifiable survival story: under 10% predicted chance of life, discharged nine days after the attack, marathon completed against medical advice. The narrative is his own, not borrowed. Author of The Bully Guard, a memoir and practical guide aimed at teenagers, which makes him a credible booking for schools, youth-facing programmes, and family-day corporate events as well as adult audiences. Runs his own businesses alongside the speaking work: president of EMC2 Group, an Arizona architecture firm, and owner of Tradelands Realty. The day job grounds the storytelling in operating reality rather than pure platform performance. Built around the #LiveOutside method, a personal framework on living outside expectations, limits, fear, and self. It gives audiences a single mental model to take away rather than a set of unconnected anecdotes. Biography highlights Survivor of a violent home invasion; defied a less than 10% survival prognosis and a predicted six-month hospital recovery, leaving hospital in nine days. Completed a marathon in early 2021 after medical opinion that he would never run again. Author of The Bully Guard: The Story of Acceptance and Friendship, available through Amazon and Barnes & Noble. President of EMC2 Group, an Arizona architecture firm, with more than 15 years leading firms and teams in the US Southwest. Founder and owner of Tradelands Realty, established 2006. Member of the National Speakers Association, Arizona chapter. Biography A home invasion in his early twenties left Brickman Allen on life support with less than a 10% chance of survival and a predicted six-month hospital recovery. He walked out nine days later. Years on, he completed a marathon that doctors had said would never happen. That sequence is the spine of his speaking work. The point is not the survival itself, but what it reveals about decisions made under sustained pressure: how a person keeps showing up at home, at work, and inside an organisation while still healing. The #LiveOutside method, his own framework, organises this into four moves: living outside expectations, outside limits, outside fear, and outside self. He pairs the platform work with a working business life. He is president of EMC2 Group, an Arizona architecture firm where he has spent more than fifteen years leading teams across the US Southwest, and owner of Tradelands Realty, which he founded in 2006. His book The Bully Guard sits alongside the keynote work as a guide for teenagers on bullying, depression, and self-acceptance, drawn directly from his own school years. For audiences, the value is a model for recovery that does not skip the harder parts. He talks openly about depression, suicidal ideation as a teenager, and the long return to function after the attack. The result is a session that lands with people carrying something heavy of their own, alongside leaders who want a vocabulary for resilience that holds up outside the slide deck. Key speaking topics Recovery and resilience after trauma Mental health awareness and suicide prevention Bullying and adolescent self-acceptance Loyalty, integrity, and trust in teams Vulnerable leadership Storytelling for purpose-driven audiences Ideal for Internal culture days, all-hands events, and family-day formats where teams want a human story rather than a strategic keynote HR and wellbeing leads commissioning sessions on mental health awareness, resilience, or suicide prevention Schools, universities, and youth programmes addressing bullying and adolescent wellbeing Sales kick-offs and team off-sites looking for a closing keynote on perseverance and integrity Audience outcomes A single named framework, the #LiveOutside method, that audiences can hold onto after the room empties A first-person account of recovery from extreme adversity that opens space to discuss mental health honestly inside the organisation Language for talking about bullying, depression, and suicidal ideation in mixed audiences without flinching from the subject A practical view of how integrity, loyalty, and self-reliance show up in daily team behaviour

Why organisations work with Bronisław Komorowski He sat in the two chairs that defined Poland’s security posture: Minister of National Defence during NATO integration and President during the Russian annexation of Crimea. Very few speakers have carried both briefs. He reads Warsaw, Kyiv, Vilnius, and Berlin as a participant, not an analyst. That matters when European political risk is being priced around a boardroom table. As founder of the Bronisław Komorowski Institute and member of the InterAction Council, he remains inside the network of former heads of state shaping conversations on European security and the global order. He brings the authority of a head of state who led Poland through the post-2010 period, with the historian’s grounding of a University of Warsaw history graduate and former Solidarity-era dissident. Biography highlights President of the Republic of Poland, 2010 to 2015. Minister of National Defence of Poland, 2000 to 2001, and Deputy Minister of National Defence, 1990 to 1993. Marshal (Speaker) of the Sejm from 2007, and member of the Sejm from 1991 to 2010. Pre-1989 opposition activist with the Workers’ Defense Committee (KOR) and the Movement for Defense of Human and Civil Rights (ROPCiO), interned during martial law. Member of the InterAction Council of former heads of state and government. Honorary doctorates from Mykolas Romeris University (2008) and Vytautas Magnus University (2015). Biography Poland sits on the seam between the European Union and a Russia that has redrawn borders by force. Bronisław Komorowski has served in nearly every senior role that seam produces. He was Deputy Minister of National Defence in the first post-communist governments, ran the defence ministry under Jerzy Buzek during the final stages of NATO integration, led the Sejm as its Marshal from 2007, and served as President of the Republic from 2010 to 2015. The arc matters because the questions he dealt with are the questions European boards are now asking again. How does a country on NATO’s eastern flank hold deterrence credible without triggering escalation. How do democratic institutions stay intact under sustained pressure. How does a government in Warsaw keep Washington, Berlin, and Kyiv aligned at the same time. He was making those calls during the 2014 Crimea period and the early months of Russia’s intervention in eastern Ukraine. His authority also comes from the other end of his career. He was arrested in 1971 while working with the Workers’ Defense Committee, co-operated on the underground monthly Głos through the late 1970s, and was interned under martial law. The constitutional leader of 2010 to 2015 is the same person who helped build the civic opposition that produced 1989. That grounding shapes how he talks about resilience, institutions, and the fragility of democratic settlements. Since leaving office he has continued that work through the Bronisław Komorowski Institute, founded on the day his presidential term ended, and through his seat on the InterAction Council alongside other former heads of state. He is a University of Warsaw historian by training, and it shows in how he connects the current moment to the longer European story. Key speaking topics Central and Eastern European political risk NATO’s eastern flank and European security Poland-Ukraine relations and the war in Ukraine Transatlantic relations and the future of the EU Democratic transition and the defence of institutions National defence policy and civil-military relations Leadership under constitutional crisis Ideal for Boards and executive committees with operations, supply chains, or capital exposure in Central and Eastern Europe Defence, security, and foreign-policy forums convening government, military, and industry leaders CEO and chair-level summits addressing European political risk and the transatlantic alliance Investor and asset-manager gatherings pricing geopolitical risk into European portfolios Audience outcomes A sharper read of how Warsaw, Kyiv, and the Baltic capitals actually view the security and economic picture Direct insight into the decisions a head of state weighs during a regional crisis A grounded view of how democratic institutions hold, or fail to hold, under sustained political pressure A framework for interpreting European political risk that is anchored in thirty years of Polish statecraft

Why organisations work with Carrie Gracie Two decades reporting from inside China, including the role of BBC News’ first China Editor based in Beijing, give her a read on Party politics and economic policy that few Western commentators can match. She translates Chinese political signals into the questions a board actually needs to answer: market access, supply chain exposure, regulatory direction, and the real shape of the US-China contest. Her Peabody-winning “White Horse Village” reporting, a decade-long series tracking one community through China’s modernisation, is evidence of the long-horizon judgement she brings to shorter-cycle corporate questions. On a separate brief, her public resignation from the BBC over unequal pay, and the £361,000 settlement she donated to the Fawcett Society and Equal Pay Advice Service, make her one of the few speakers who has forced structural change at a named employer and can talk about it first-hand. She is a working broadcaster, not an academic: she handles live Q&A with senior audiences, difficult journalists, and hostile questions with the composure of someone who has presented BBC News on air for over a decade. Biography highlights Former BBC News China Editor (2013 to 2018), based in Beijing, and the first person to hold that role 33-year career at the BBC as correspondent, presenter, and editor, including Beijing bureau chief and presenter of BBC News Channel and the BBC World Service programme “The Interview” Peabody Award for the “White Horse Village” documentary series following a Chinese village through a decade of modernisation Author of “Equal: A Story of Women, Men and Money” (Virago, Little Brown) Resigned as BBC China Editor in January 2018 over unequal pay; the BBC issued a public apology and back pay settlement, which she donated in full (£361,000) to the Fawcett Society and the Equal Pay Advice Service Educated at Hertford College, Oxford (PPE) and the University of Westminster (BA Chinese); honorary graduate of the University of Exeter (2022) Biography The BBC’s first China Editor was appointed in 2013 and based in Beijing. The job was created because Western news organisations had concluded that China could no longer be covered as a regional story. Carrie Gracie held that role until January 2018, and she had already been reporting from China, on and off, for more than twenty years before it was given to her. Her reporting record in the country is unusually long for a Western journalist. She taught English and economics in Yantai and Chongqing in the mid-1980s, before joining the BBC. She covered the death of Deng Xiaoping, the 1997 Hong Kong handover, and the 2008 Beijing Olympics. Her “White Horse Village” series, which tracked a single village in Chongqing through a decade of displacement and rebuilding, won a Peabody Award for the way it read national policy through one community. That long-horizon approach is what senior audiences draw on now. She reads Chinese political and economic signals with the eye of a reporter who has watched Party congresses, five-year plans, and leadership transitions over multiple cycles. For boards exposed to Chinese markets or supply chains, this is closer to intelligence than commentary. She has a second, distinct body of work. In January 2018 she resigned as China Editor after learning that male international editors were paid substantially more for equivalent jobs. The BBC apologised publicly, backdated her pay, and Gracie donated the full £361,000 to the Fawcett Society and the Equal Pay Advice Service. Her book “Equal: A Story of Women, Men and Money” (Virago) is the account of that case and what it took to force an institution to move. Key speaking topics China’s political direction under Xi Jinping US-China strategic competition Geopolitical risk for boards and supply chains Chinese economy and market access Media, free speech, and authoritarian states Gender pay equality and institutional accountability Equal pay as a governance issue Ideal for Boards and executive committees with significant exposure to China or Asia-Pacific markets CROs, general counsel, and strategy leads pressure-testing geopolitical scenarios CHROs and reward committees reviewing pay equity, transparency, and disclosure practice Leadership audiences at financial services, industrial, technology, and consumer firms navigating the US-China contest Audience outcomes A clearer read on how Beijing makes decisions and what that means for the next three to five years of market access and regulatory risk A sharper set of questions to take into the next board or strategy review on China exposure An unvarnished account of how pay inequality survives inside a high-profile, regulated employer, and what actually shifted the institution A working journalist’s framework for distinguishing signal from noise in Chinese state communications Confidence to brief non-specialist colleagues on the commercial stakes of the US-China relationship

Why organisations work with Caspar Veldkamp Direct working experience as the foreign minister of an EU member state during the 2025 NATO summit year, including hosting the first NATO summit ever held in the Netherlands. A documented record of policy principle: he resigned the foreign ministry over the cabinet’s refusal to advance further measures on Israel, and authored the EU review proposal that bears his name. Constituency-level experience of China at the EBRD board, now extended into the EU’s most senior diplomatic post in Beijing from summer 2026. Frontline diplomatic service through two of Europe’s hardest decades of crisis: ambassador to Israel from 2011 to 2015 and to Greece during the Eurozone and migration emergencies. Comfort moving between the transatlantic and Brussels frames, grounded in early service on Senator Richard Lugar’s staff and political counsellor work in Washington. Biography highlights Minister of Foreign Affairs of the Netherlands, 2024 to 2025. EU Ambassador to China designate, taking up post in Beijing in summer 2026. Board Director, European Bank for Reconstruction and Development, London, 2020 to 2023. Ambassador of the Netherlands to Israel (2011 to 2015) and to Greece (2015 to 2019). Hosted the 2025 NATO Summit in The Hague. Author of “the Caspar proposal” for EU review of the EU to Israel Association Agreement. Biography The cabinet meeting on 22 August 2025 ended with the Dutch foreign minister resigning his post. Caspar Veldkamp had proposed further measures on Israel over the conduct of the war in Gaza, including an import ban on goods from settlements in the occupied territories. The cabinet would not move. He left office the same evening, and the New Social Contract ministers followed him out in solidarity. It was the kind of public exit that explains in one moment what a leader’s working principle is. The career that led there is unusually broad for a sitting politician. Veldkamp ran the Dutch embassies in Israel from 2011 to 2015 and in Greece from 2015 to 2019, the second through the Eurozone and migration crises. Between politics and diplomacy he sat on the EBRD board in London for three years, with constituency responsibility for the Netherlands, China, Mongolia, North Macedonia and Armenia, chairing the Board Steering Group during a period of governance reform and active climate and Ukraine work. As foreign minister he hosted the 2025 NATO summit in The Hague, the first summit held in the Netherlands. He argued publicly that the two-percent NATO defence benchmark was no longer adequate, backed sustained military support for Ukraine, and authored what came to be called the Caspar proposal: a formal EU review of Israel’s compliance with the EU to Israel Association Agreement. The proposal drew broader member state support than expected and reframed the conversation inside the bloc. In summer 2026 he takes up the post of European Union Ambassador to China, the first Dutch national appointed to the role. For organisations sitting on China exposure, transatlantic supply chain decisions, or the next round of EU sanctions logic, the perspective he carries into Beijing is the one boards are now looking to brief against. Key speaking topics European geopolitics and EU foreign policy NATO, transatlantic security and Ukraine EU to China relations and the Brussels view of Beijing Sanctions, ESG and the Middle East Diplomacy under coalition and parliamentary constraint Crisis-period leadership in foreign ministries and embassies Ideal for Boards and executive committees with material China, Israel or Russia exposure CEO and CFO offsites focused on geopolitical scenario planning Banking, insurance and energy leadership teams sizing sanctions and policy risk Public affairs, government relations and risk leadership functions Audience outcomes A clearer read on how EU foreign policy decisions are actually formed across capitals. A working framework for what the next phase of EU to China relations is likely to demand of European businesses. Specific reference points on Ukraine support, NATO posture and the trajectory of sanctions logic into 2026 and beyond. A first-person account of holding a foreign ministry under coalition strain, useful for any leader managing decisions that carry public principle as well as commercial weight.

Why organisations work with Chris Gardner His entrepreneurship is not theoretical. Gardner built Gardner Rich & Co. from $10,000 in a Chicago apartment to an institutional brokerage serving major U.S. pension funds – and sold his stake in a multimillion-dollar transaction. No consultant’s framework carries that kind of commercial verification. The cultural footprint of his story is already embedded in most audiences. A #1 New York Times bestselling memoir translated into forty languages and a Columbia Pictures film that grossed over $300 million worldwide mean audiences arrive knowing the narrative – Gardner can move immediately to application rather than spending the session establishing credibility. His intellectual frameworks – Spiritual Genetics, the concept of Permission to Dream, the discipline of deliberate personal commitment – give organisations practical language for conversations about accountability and ambition that conventional performance management rarely reaches. Three books (two New York Times bestsellers and a Wall Street Journal Book of the Month) give programme designers and CHROs sustained content for follow-through beyond the keynote, rather than a single event with no supporting architecture. Where most resilience speakers address adversity in the abstract, Gardner offers a verified, sequential, commercially consequential arc – homeless to Bear Stearns top earner to founder to exit – as the proof case. The story is not inspirational decoration; it is the argument. Biography highlights Founded Gardner Rich & Co. (Chicago, 1987) – institutional brokerage specialising in debt, equity, and derivative products for major U.S. public pension plans; sold minority stake in multimillion-dollar exit (2006) Author of The Pursuit of Happyness (2006): #1 New York Times and Washington Post bestseller, translated into more than forty languages; Start Where You Are (2009): New York Times bestseller; Permission to Dream: Wall Street Journal Book of the Month Associate producer of the Columbia Pictures film The Pursuit of Happyness (2006); Will Smith received Academy Award, Golden Globe, and Screen Actors Guild nominations for Best Actor; gross exceeded $300 million worldwide NAACP Image Awards (book and film); LACAAW Humanitarian Award; Continental Africa Chamber of Commerce Friends of Africa Award; Glaucoma Foundation Kitty Carlisle Hart Lifetime Achievement Award Named AARP Ambassador of Pursuit and Happyness (2010); board service at VerifyMe (NASDAQ: VRME) and The Change Company (a U.S. Treasury-established CDFI) following 37 years in financial services Regular feature across CNN, CNBC, CBS Evening News, 20/20, Oprah, Today Show, People, USA Today, and Fortune Biography Gardner Rich & Co. was founded in 1987 in a small Chicago apartment, with $10,000, a phone, and no outside investment. The firm grew into a fully operational institutional brokerage – serving major U.S. public pension plans and trading in debt, equity, and derivative products. Its founder had been sleeping in subway stations with his infant son the year before he completed the Dean Witter Reynolds broker training programme. Chris Gardner’s path from U.S. Navy medic to homeless single father to Bear Stearns top earner to founder-operator of his own brokerage firm is a documented commercial trajectory, not a metaphor. His memoir, The Pursuit of Happyness, reached #1 on both the New York Times and Washington Post bestseller lists and has been translated into more than forty languages. His second book, Start Where You Are, also reached the Times list. A third, Permission to Dream, was selected as a Wall Street Journal Book of the Month. The framework Gardner brings to organisational audiences is built around what he calls Spiritual Genetics – the internal inventory of decisions, values, and commitments that determines performance under genuine pressure. His argument is not about coping with adversity after it arrives. It is about the deliberate construction of personal accountability before it does. For leadership and commercial teams, that distinction is the practical one: whether the culture they have built will hold when conditions stop being favourable. His cultural reach is measurable. The Columbia Pictures film adaptation, directed by Gabriele Muccino and starring Will Smith – who received Academy Award, Golden Globe, and Screen Actors Guild nominations – grossed over $300 million worldwide. Gardner served as associate producer. Few speakers in the entrepreneurship and leadership space operate from a cultural reference point this widely shared. Audiences typically arrive already knowing the story, which means Gardner can move directly to the framework and its application. Key speaking topics Entrepreneurship and business-building from adversity Personal accountability and Spiritual Genetics Resilience in high-pressure commercial environments Values-based leadership and career reinvention Financial services and institutional markets Philanthropy, social responsibility, and giving back Permission to Dream: purpose and ambition at any stage Ideal for Senior leadership and executive audiences in financial services, sales, and entrepreneurially-driven organisations CHROs, People & Culture leads, and transformation teams building genuine accountability frameworks Large-scale employee engagement and motivation programmes where a shared reference point is needed Corporate responsibility, DEI, and community impact forums Audience outcomes A named framework – Spiritual Genetics – for understanding the internal commitments that drive sustained performance under real pressure, rather than programme-led resilience Practical perspective on the difference between accountability declared as a value and accountability installed as an operating standard A shared cultural reference point, drawn from a commercially verifiable trajectory, for team conversations about ambition, responsibility, and perseverance Renewed sense of personal agency among individuals facing professional setbacks, structural change, or high-pressure commercial environments Clarity on the concept of Permission to Dream as an active, deliberate decision rather than an aspiration – applicable at individual, team, and organisational level

Why organisations work with Christiana Figueres She ran the Paris Agreement negotiation directly – not as a consultant or commentator, but as the UN official accountable for the outcome. The political dynamics, the pressure points, and the coalition mechanics she describes are firsthand. Her “Stubborn Optimism” framework, introduced in The Future We Choose (Penguin Random House, 2020), gives leadership teams a named, deployable posture for climate action – one that moves beyond paralysis without slipping into greenwashing. She holds board positions at ACCIONA and ACCIONA Energía, placing her at the intersection of executive decision-making and large-scale energy transition – not just policy theory. The Harvard Law School Program on Negotiation awarded her the Great Negotiator Award in 2022 – the same honour previously given to figures who shaped international law and treaty architecture. For leadership teams navigating multi-stakeholder climate commitments, that credential is directly relevant. Her network spans 195 national governments, financial institutions, and private sector actors – the precise ecosystem any organisation must understand when building a serious climate governance position. Biography highlights Executive Secretary of the United Nations Framework Convention on Climate Change, 2010-2016 Principal architect of the 2015 Paris Agreement – unanimous adoption by 195 sovereign nations 2022 Great Negotiator Award, Program on Negotiation, Harvard Law School Co-author, The Future We Choose: The Stubborn Optimists’ Guide to the Climate Crisis (Penguin Random House, 2020) Honorary DBE (Dame Commander of the Order of the British Empire), 2022; Legion of Honor of France, 2015 Fortune #7, World’s 50 Greatest Leaders, 2016; Time Top 100 Most Influential Leaders, 2016; Nature Journal Top 10, 2015 (ranked first) Chair, The Earthshot Prize Foundation, 2021-2026; Board member, ACCIONA and ACCIONA Energía Graduate of Swarthmore College and the London School of Economics; honorary doctorates from Yale, Georgetown, University of Edinburgh, and University of Massachusetts; named to BBC 100 Women list, 2023 Biography In December 2015, 195 nations unanimously adopted the Paris Agreement on climate change. The UN official responsible for making that outcome possible was Christiana Figueres, Executive Secretary of the UNFCCC from 2010 to 2016 – appointed six months after the catastrophic collapse of the Copenhagen summit, when the prospect of a global accord looked remote. The process she built over those six years is now documented in a Harvard Law School case study. What distinguished it was a systematic approach to coalition-building: drawing together governments, financial institutions, faith communities, scientists, and private sector actors through a model of collaborative diplomacy that broke the political deadlock that had stalled climate negotiations for a decade. The Harvard Program on Negotiation recognised this with the Great Negotiator Award in 2022 – placing her alongside figures who have shaped international law and treaty architecture. Her published work extends the argument beyond diplomacy. The Future We Choose (Penguin Random House, 2020), co-authored with Tom Rivett-Carnac, introduces “Stubborn Optimism” as a named framework for climate leadership – a gritty, reality-grounded mindset that allows executives and institutions to act decisively without being paralysed by the scale of the problem. Her TED talk on the concept has reached a wide professional audience, and the three-part structure of the book – mindsets, choices, actions – has become a practical reference point for organisations setting net-zero strategy. Figueres co-founded Global Optimism, co-hosts the Outrage + Optimism podcast, and serves on the boards of ACCIONA and ACCIONA Energía. She holds honorary doctorates from Yale, Georgetown, the University of Edinburgh, and the University of Massachusetts, and was named an Honorary DBE in 2022. Key speaking topics Global climate governance and the Paris Agreement Corporate net-zero strategy and climate risk Collaborative diplomacy and multi-stakeholder negotiation ESG strategy and climate-related regulatory exposure Energy transition policy and renewable energy investment Stubborn Optimism as a leadership framework Climate science communication and public persuasion Ideal for Boards and C-suite executives setting or stress-testing net-zero commitments Chief Sustainability Officers and ESG leadership teams navigating disclosure requirements Government affairs and public policy functions tracking international climate regulation Financial institutions building climate-aligned investment frameworks Audience outcomes A working model of how global climate policy is made – and where corporate strategy intersects with it Direct insight into the negotiation architecture behind the Paris Agreement and its implications for current climate commitments A named, practical framework – Stubborn Optimism – for sustaining organisational climate action without paralysis or performance Clearer understanding of where international climate governance is heading and what that means for regulation, capital allocation, and competitive positioning Greater confidence in engaging regulators, investors, and international institutions on climate strategy