Corporate Culture

Why organisations work with Jaz Ampaw-Farr She gives leadership teams a vocabulary for wellbeing and inclusion that lands with sceptical senior audiences, because the argument is framed through performance and culture rather than through HR policy. Her toolkit is specific and teachable. The Failure CV, Jazlow’s Hierarchy of Needs and the 10% Braver model are named devices line managers can pick up the next day. The credibility sits in two places that rarely combine: a trained teacher with thirty years of front-line education work, and two 2025 honorary doctorates from the University of Hull and Bishop Grosseteste University for contribution to leadership, resilience, wellbeing and diversity. She is a working broadcaster and writer, not a consultant performing. Co-presenter on CBBC’s Hard Spell Abbey, TEDx speaker with a talk above 140,000 views, author of “Because of You, This Is Me” with Ian Gilbert, and 2025 Diversity in Cannes Programmer’s Choice winner for the short film Re-Story Your Life. Buyers book her for rooms that have heard the standard resilience keynote before and did not change anything afterwards. The measurable difference is that leaders leave with a small number of named practices they are willing to try in public. Biography highlights Co-writer and co-presenter, CBBC spelling series Hard Spell Abbey. TEDx speaker, “The Power of Everyday Heroes” (TEDxNorwichED), 140,000+ views. Author, “Because of You, This Is Me: The stories we tell, the stories we change and the power of everyday heroes” (Crown House Publishing, with Ian Gilbert). Honorary Doctor of Letters, University of Hull, 2025. Honorary Doctor of the University, Bishop Grosseteste University, 2025. Programmer’s Choice Award, 2025 Diversity in Cannes Film Festival, for the short film Re-Story Your Life. Speaker of the Year and Best Live Gig, The Speaker Awards UK, 2022. Contestant, BBC The Apprentice Series 9. Biography Five teachers changed the trajectory of a homeless teenager raised in foster care. Decades later, she trained as a teacher herself, and the question of what those five adults actually did, practically, at work, on ordinary days, became the spine of her professional work. That question is the reason organisations book her. It has a usable answer, and it applies inside businesses as much as inside schools. The public platform built up from there. A TEDx talk, “The Power of Everyday Heroes”, now carries more than 140,000 views. “Because of You, This Is Me”, written with Ian Gilbert for Crown House Publishing, turned the argument into a book for educators and leaders. A stretch on BBC’s The Apprentice and co-presenting credits on CBBC’s Hard Spell Abbey gave her the broadcast fluency that makes the live keynote work in front of an impatient senior room. The body of work is named, not generic. 10% Braver treats courage as a daily operational habit rather than a mindset. The Failure CV reframes psychological safety as something a leader practises in public. Jazlow’s Hierarchy of Needs repositions wellbeing as infrastructure for performance. In 2025, the University of Hull and Bishop Grosseteste University both conferred honorary doctorates for her contribution to leadership, resilience, wellbeing and diversity, and her short film Re-Story Your Life won the Programmer’s Choice Award at the Diversity in Cannes Film Festival. What a senior HR or culture buyer is actually getting is a speaker who can hold a room that has already heard the standard resilience keynote, and leave it with a small number of specific things the organisation’s line managers are willing to try on Monday. Key speaking topics Workplace wellbeing and psychological safety Inclusive leadership and belonging Resilience as an operational practice Storytelling for leaders and culture builders Employee engagement and human connection at work Personal courage and the 10% Braver model Culture and performance in high-pressure teams Ideal for CHROs and heads of people building a culture and wellbeing agenda that has to land with a sceptical executive audience Leadership teams running an inclusion, belonging or psychological safety programme that has stalled at policy and needs to move into daily practice Education, health and public sector leadership audiences working through sustained workforce pressure Internal conferences where the brief is to reset the tone before a demanding year, not to deliver a technical update Audience outcomes A named set of practices (Failure CV, 10% Braver, Jazlow’s Hierarchy of Needs) that line managers can use in conversations the next week. A sharper internal language for wellbeing and inclusion that links directly to performance and retention. Permission for senior leaders to be visible about uncertainty and failure in front of their teams. A reframing of resilience as an organisational responsibility, not a personal character test. A live example of storytelling used to shift a room, which leaders can study and borrow from.

Why organisations work with Mike Brown Twenty years at the top of a brutally competitive professional sport, with 382 appearances for Harlequins and 72 England caps, gives leaders a credible voice on what it takes to keep performing through injury, deselection, and reinvention. Named 2014 Six Nations Player of the Championship, the only England player ever to win the award, alongside 2014 Premiership Player of the Season, evidence of standards held at the very top, not a single peak season. Lived experience of the back end of a career: leaving Harlequins after sixteen years, two seasons at Newcastle, finishing at Leicester, and retiring with the fourth most Premiership appearances of all time. Useful for audiences thinking about late-career identity, transition, and what high standards look like once the spotlight moves. Speaks from within elite team cultures under Eddie Jones, Stuart Lancaster, and Conor O’Shea, not as an outside observer. Biography highlights 72 England caps, 2007 to 2018, three Six Nations titles 382 appearances for Harlequins over sixteen seasons, two Premiership titles, one European Challenge Cup 2014 RBS Six Nations Player of the Championship and 2014 Premiership Rugby Player of the Season Retired at the end of the 2024 to 2025 season, the fourth most Premiership appearances in the league’s history Recurring co-host on RugbyPass Offload, one of the most-listened rugby podcasts Appointed Sporting Director at Esher RFC in December 2025 Biography Few players in the modern professional era have stayed at the top for as long as Mike Brown. Sixteen seasons at Harlequins, 72 caps for England, three Six Nations titles, and a career that ended with the fourth most appearances in the history of Premiership Rugby. The longevity matters because rugby does not allow it by accident. The 2014 Six Nations was the season that defined him. He was named Player of the Championship, the only Englishman ever to win the award, and Premiership Player of the Season in the same year. The recognition came after a decade of work that started with a debut in a record defeat to South Africa and ran through deselection, injury, and the public end of his Harlequins career in 2021. What Brown brings to a corporate audience is not the highlight reel, it is the sustained standard. He played under Eddie Jones, Stuart Lancaster and Conor O’Shea, and has been candid in interviews on RugbyPass Offload about the cost of holding his own performance to that standard for so long. Leaders responsible for tired teams recognise the territory. Since retirement he has moved into rugby media as a regular voice on RugbyPass Offload and into a Sporting Director role at Esher RFC. The second act sharpens the keynote material. He is now talking about high performance from both sides of the line, as the player who lived it and the executive who has to build it again from the ground up. Key speaking topics Sustained high performance Resilience and recovery from setback Team standards and accountability Elite team culture Career transition and reinvention Mental discipline under public pressure Ideal for Senior leadership teams and boards working through sustained pressure or restructure Sales and commercial teams under repeated quarterly performance demands HR and L&D programmes on resilience, standards, and high-performance culture Sports, broadcast, and member-organisation audiences Audience outcomes A clear-eyed account of what it takes to hold elite standards across a twenty-year career, not a single season Lived perspective on managing setback, public scrutiny, and deselection without losing competitive edge A working view of how elite team cultures actually function under high-profile coaches Reference points senior leaders can use when their own teams are fatigued by repeated change

Why organisations work with Jill Scott A first-hand account of the dressing-room culture that produced England’s first major senior football trophy in 56 years, told by a player who was inside it across nine major tournaments. A career built in the connecting roles, not the headline ones. Scott can speak credibly to the people in any organisation whose value is hard to measure but visible the moment they leave. Mainstream reach without loss of credibility. She is recognisable from I’m A Celebrity and A League of Their Own, which makes her sessions land with audiences beyond the usual sports-keynote crowd. An honest perspective on the long arc of a career: from one of the first central FA contracts through to MBE, retirement, and a second life in business and broadcast. Biography highlights 161 senior caps and 27 goals for England across 16 years. Member of the England squad that won UEFA Women’s EURO 2022. One FA WSL title, three FA Cups and multiple Continental Cup wins with Manchester City; FA Women’s Premier League Cup and FA Women’s Cup with Everton. MBE for services to women’s football. Inducted into the National Football Museum Hall of Fame. Winner of I’m A Celebrity… Get Me Out of Here! 2022; team captain on Sky’s A League of Their Own. Co-owner of Boxx2Boxx Coffee, Manchester, opened in 2021. Biography England had not won a senior major football trophy in 56 years when the Lionesses lifted the EURO 2022 trophy at Wembley. Jill Scott was on the pitch in the closing minutes of that final, her ninth major tournament for her country and her last as a professional. The career behind that moment is more instructive than the moment itself. Scott played 161 times for England, signed one of the first central FA contracts offered to women, and built a club record at Everton and Manchester City that included a WSL title, three FA Cups and a string of domestic honours. She was, in the football vocabulary, a box-to-box midfielder. The role rarely makes highlight reels. It is the role that holds a team together. That is the through-line of her speaking work. Scott talks about what it takes to stay useful to a high-performing group for fifteen years: how role clarity beats reputation, how culture is set by the people who do the unglamorous work, how you keep standards when nobody is watching. She speaks from inside the dressing room, not from a coaching manual. The post-football chapter has given her a second platform. She won I’m A Celebrity… Get Me Out of Here! in 2022, captains a team on Sky’s A League of Their Own, and co-owns Boxx2Boxx Coffee in Manchester with her partner Shelly Unitt. The MBE and the National Football Museum Hall of Fame entry sit alongside that work as the formal record. Key speaking topics Team performance under pressure Culture and standards inside elite squads Role clarity and the value of connecting players Resilience across a long career Women’s sport and professional pathways Life after elite performance Ideal for Leadership and management offsites where culture and team chemistry are the agenda HR, talent and people-function audiences working on engagement and retention Conferences seeking a credible women’s-sport voice with mainstream broadcast recognition Customer or partner events that need a recognisable speaker who can hold a room without an academic frame Audience outcomes A specific account of what set the EURO 2022 squad apart from the squads that fell short before it A working definition of the connecting roles in a team and how to value them Stories from inside nine major tournaments that illustrate standards, recovery, and squad cohesion A view from a player who watched women’s football professionalise around her, and what that says about institutional change

Why organisations work with Kate Cook Twenty-five years running a Harley Street nutrition practice gives her a clinical evidence base that most wellbeing speakers do not have. Audiences hear from a practitioner, not a motivational presenter. A defined corporate proposition built around three named talks (Sugar Bites Back, Genes Load the Gun, Lifestyle Pulls the Trigger, Vibrant Energy) rather than a single generalist wellness keynote. Author of The Corporate Wellness Bible, a workplace-specific text that frames nutrition and energy as organisational concerns, not personal lifestyle advice. Track record with demanding employers, including Bank of England, JP Morgan, Shell, Accenture and GE Healthcare, where the audience is sceptical and time-poor. TEDx speaker for Fidelity International, with a media presence in The Sunday Express, Marie Claire and Red that gives her communication credibility outside the wellness echo chamber. Biography highlights Founder of The Nutrition Coach, Harley Street, since 2000. Trained at the Institute for Optimum Nutrition; Master’s in the Anthropology of Food; undergraduate degree from Royal Holloway, University of London. Author of The Corporate Wellness Bible, Get Healthy for Good and Be Incredibly Healthy (with Sally Brown). TEDx speaker for Fidelity International on workplace wellness. Corporate clients include Bank of England, JP Morgan, EDF Energy, Accenture, Shell, GE Healthcare and Pret a Manger. Columnist for The Sunday Express and Marie Claire; television appearances, including The Truth of Beauty. Biography Corporate wellbeing is one of the easier line items to fund and one of the harder ones to measure. Programmes proliferate, engagement stays patchy, and the link between workforce health and commercial output remains anecdotal. Kate Cook has spent twenty-five years working on that gap from the practitioner side. She founded The Nutrition Coach on Harley Street in 2000 and has since worked with more than 7,000 individual clients alongside an international corporate practice. The mix matters. Clinical work with senior professionals informs the corporate sessions; the corporate sessions stress-test what actually changes behaviour at scale inside a working week. Her writing reflects the same orientation. The Corporate Wellness Bible treats workplace nutrition, energy and stress as organisational concerns rather than personal projects. Get Healthy for Good and Be Incredibly Healthy, co-authored with Sally Brown, sit alongside columns for The Sunday Express and Marie Claire and a TEDx talk delivered for Fidelity International. The audience she is built for is an employer trying to make wellbeing operational. Clients have included Bank of England, JP Morgan, Shell, EDF Energy, Accenture and GE Healthcare, organisations where the standard for an external voice is high and the tolerance for generic wellness messaging is low. Key speaking topics Workplace wellbeing and productivity Nutrition and sustained energy at work Sugar, stress and behavioural change Lifestyle, genetics and long-term health Corporate wellness strategy and programme design Mental and physical health in high-pressure roles Ideal for CHROs, heads of wellbeing and culture leads are designing or refreshing corporate wellness programmes. Senior leadership offsites where energy, focus and resilience are part of the agenda. Employee conferences in high-intensity sectors such as financial services, professional services and energy. Health and wellbeing weeks where the brief calls for clinical credibility alongside accessible delivery. Audience outcomes A working understanding of how nutrition, sleep and stress interact to shape daily performance. Practical changes audiences can make the same week, drawn from clinical practice rather than wellness trend cycles. A clearer organisational case for why wellbeing investment should be measured against engagement and productivity, not participation. Specific tools for managing energy through long days, travel and high-cognitive-load periods. Confidence to challenge the sugar, caffeine and convenience defaults built into corporate working life.

Why organisations work with Jonny Benjamin He brings a globally tracked story (the Find Mike campaign reached more than 319 million people) into a corporate room without it becoming a tribute act. The point is what changed in the bystander, not the bridge. He has built two of the institutions he speaks about. Beyond, the youth mental health charity, and This Can Happen, the workplace conference, are not anecdotes; they are operating organisations he co-founded. He pairs lived clinical experience of schizoaffective disorder with a public campaigning record recognised by Rethink Mental Illness (first Janey Antoniou Award) and an MBE for suicide prevention. That combination changes how senior audiences listen. His material works as a managerial primer, not a memoir reading. Audiences leave with a clearer sense of what to say in the first ninety seconds when a colleague signals they are not okay. Biography highlights Awarded an MBE in 2017 for services to mental health and suicide prevention. Founder of Beyond, a youth mental health charity established in 2018 funding interventions in UK schools and colleges. Co-founder of This Can Happen, the workplace mental health conference launched in 2017. First recipient of the Janey Antoniou Award from Rethink Mental Illness (2013) for campaigning on severe mental illness. Co-author with Britt Pfluger of “The Stranger on the Bridge” (Pan Macmillan, 2018, foreword by HRH The Duke of Cambridge) and “The Book of Hope: 101 Voices on Overcoming Adversity” (Pan Macmillan, 2021). Subject of the Channel 4 documentary “The Stranger on the Bridge” (2015), which charted his successful search for Neil Laybourn, the stranger who intervened on Waterloo Bridge in 2008. Biography Most workplace mental health programmes are well written and quietly underused. The policy is in the handbook, the EAP is on the intranet, and the manager who notices a struggling colleague still hesitates to say the first sentence. Jonny Benjamin’s work sits in that hesitation. His own story explains the angle. Diagnosed with schizoaffective disorder in his early twenties, he wrote “The Stranger on the Bridge” with Britt Pfluger to chart how he came to be on Waterloo Bridge in 2008 and what the stranger, later identified as Neil Laybourn, actually did in those minutes. The 2014 Find Mike campaign that reunited them reached more than 319 million people and became a Channel 4 documentary the following year. What followed is what makes him useful to serious organisations. He co-founded This Can Happen in 2017, the workplace mental health conference now used by HR and wellbeing leads to benchmark practice, and founded the youth charity Beyond in 2018 to fund early intervention in UK schools. Rethink Mental Illness gave him the first Janey Antoniou Award in 2013; the MBE followed in 2017. In a corporate room he resists the inspirational frame. The talk is closer to a briefing for managers and colleagues on the specific moves that make a workplace one where people speak up early, and the specific failures that keep them quiet. Key speaking topics Workplace mental health and psychological safety Suicide prevention and early intervention Severe mental illness and stigma in the workplace Wellbeing strategy and line-manager capability Youth mental health and the school-to-work transition Storytelling as a tool for cultural change Ideal for CHROs, wellbeing leads and DEI directors building the next iteration of a mental health strategy. Line manager and senior leadership development programmes where the brief is on confidence in difficult conversations. All-staff conferences where the organisation wants a mental health session that engages the room without slipping into platitude. Education sector audiences (schools, universities, sector bodies) addressing youth mental health and pastoral practice. Audience outcomes A direct account of what helped and what did not, from someone with diagnosed severe mental illness rather than a generalist commentator. A clearer sense of the small interventions that change outcomes, drawn from the bystander side of his own story. Practical language for managers and colleagues to use in the first conversation, not the third meeting. A sharper read on why workplace wellbeing programmes underperform and what closes the gap between policy and behaviour. An informed view of youth mental health drawn from Beyond’s grant-making and school work in the UK.

Why organisations work with Neil Laybourn He runs Neil Laybourn Consultancy as a functioning advisory business, with frameworks and partner networks built around measurable workplace outcomes, not as a retainer attached to a keynote. The story is widely known. The corporate value sits in what he built afterwards: This Can Happen as the workplace mental health conference, the This Can Happen Awards as the practice benchmark, and the consultancy that operationalises both. He sits at the centre of the UK workplace mental health network as founder of This Can Happen, Ambassador for Mental Health UK, former Heads Together collaborator, and the UK LinkedIn Changemaker for Mental Health in 2021. The credibility chain is unusual for the category. The University of Bristol awarded him an Honorary Doctorate in 2018; the Pride of Britain Award (2014) and the Mind Media Award (2015) recognised the campaigning work; Channel 4 commissioned the Stranger on the Bridge documentary. He has addressed leadership teams at Bank of Ireland UK, HSBC, Coutts, Direct Line Group, Ticketmaster, BlackRock, and Yale School of Management. Biography highlights Founder of This Can Happen, the workplace mental health conference, and director of the This Can Happen Awards. Founder of Neil Laybourn Consultancy, a workplace mental health advisory firm. Co-founder, with Jonny Benjamin MBE, of Beyond, the youth mental health charity. Honorary Doctorate, University of Bristol; Pride of Britain Award; Mind Media Award for Making a Difference (with Jonny Benjamin). LinkedIn Changemaker for Mental Health (2021); LinkedIn Top Voice and Creator. Ambassador for Mental Health UK; subject of the Channel 4 documentary Stranger on the Bridge. Biography Workplace mental health is a category that absorbs budget and produces awareness, without reliably producing managers who know what to do when a colleague is in distress. The gap between corporate policy and operational practice is where the value sits, and where most programmes fail. On 14 January 2008, Neil Laybourn was walking across Waterloo Bridge to work when he saw a stranger preparing to jump into the Thames. He stopped, talked to him for half an hour, and persuaded him to step back. Six years later that stranger, Jonny Benjamin MBE, launched the #FindMike campaign on social media to find the man who had saved his life. The campaign reached over 300 million people and became the subject of the Channel 4 documentary Stranger on the Bridge. That intervention is the entry point. The offering, built over the decade since, is unusually operational for the workplace mental health category. He founded This Can Happen, the conference convening employers around what works, and the This Can Happen Awards that recognise the practice. Through Neil Laybourn Consultancy he advises organisations on the design and measurement of mental health programmes. He has delivered over 250 keynotes to more than 200 organisations across 25 sectors. Clients include Bank of Ireland UK, HSBC, Coutts, Direct Line Group, and Ticketmaster, with international audiences at Yale School of Management and BlackRock in New York. The University of Bristol awarded him an Honorary Doctorate in 2018, and LinkedIn selected him as the UK Changemaker for Mental Health in 2021. With Jonny Benjamin MBE he co-founded Beyond, the youth mental health charity, and remains an Ambassador for Mental Health UK. Key speaking topics Workplace mental health strategy Suicide intervention and prevention Manager capability for mental health conversations Employee wellbeing programme design Stigma in corporate environments Mental health and senior leadership Ideal for CHROs and Heads of People setting workplace wellbeing strategy HR Directors implementing or auditing mental health programmes CEOs and executive teams accountable for culture as a board-level outcome Line managers and people leaders who need usable tools for difficult conversations Audience outcomes A clear sense of why most workplace wellbeing programmes plateau, and where the operational gaps actually sit Practical language and protocols for managers in the moments that matter, from a colleague in distress to a return-to-work conversation A grounded view of what mental health strategy looks like at scale, from a practitioner who runs the conferences and advises the boards The confidence to talk about mental health at senior leadership level without retreating into corporate jargon

Why organisations work with Laura Brown She runs the room. Six years at the helm of InStyle and a long-form interview track record from Harper’s Bazaar mean she can take a stage with a CEO, a celebrity, or a junior employee and get a real answer in front of a live audience. Her book with Kristina O’Neill, “All the Cool Girls Get Fired,” gives her a specific, named platform on what happens to senior women after a high-profile exit, which is rare content for a corporate stage. The Ladies First podcast has put her in conversation with hundreds of accomplished women across entertainment, business, and politics, which translates directly into informed moderation of women’s leadership panels and ERG events. An Australian Fashion Laureate for Lifetime Achievement and a long media career give her the standing to share a panel with founders, executives, and public figures without being out of place. Biography highlights Editor-in-Chief, InStyle, 2016 to 2022, leading print, digital, and 13 international editions. Eleven years at Harper’s Bazaar in features, special projects, and executive editor roles. Earlier roles as Senior Editor at W and Articles Director at Details. Host and creator of the “Ladies First with Laura Brown” podcast, launched at InStyle in December 2020. Co-author with Kristina O’Neill of “All the Cool Girls Get Fired” (Simon and Schuster, October 2025). Australian Fashion Laureate for Lifetime Achievement, 2019. Founder of LB Media and Chair of the Creative Council of (RED). Board member, Fashion Trust U.S. Biography The next chapter for senior women rarely arrives on schedule. Restructures and sudden exits now reach the most visible jobs in publishing, media, and corporate life, and the recovery script is unwritten. Laura Brown built her platform inside that gap. After eleven years at Harper’s Bazaar covering features, special projects, and executive editorial work, Brown took over InStyle in 2016 and ran the brand across print, digital, and thirteen international editions until early 2022. The “Ladies First with Laura Brown” podcast, launched at InStyle in December 2020, became the long-form home for her interviews with women across entertainment, business, and activism. The 2025 book “All the Cool Girls Get Fired,” co-authored with Kristina O’Neill and published by Simon and Schuster, turned that work into a direct argument: high-profile firings happen to capable people, and reinvention is a craft, not a consolation prize. Industry recognition includes the Australian Fashion Laureate for Lifetime Achievement in 2019. She now runs LB Media, chairs the Creative Council of (RED), and sits on the board of Fashion Trust U.S. Audiences book her for what she still does best on a stage: interview, moderate, and host candid conversation with the people in the room. Key speaking topics Women’s leadership and advancement Career reinvention after a senior exit Media, publishing, and the editor’s craft On-stage interviewing and event hosting Inclusion and representation in consumer brands Building a personal platform in a fragmented media landscape Ideal for CHRO and DEI leads programming women’s leadership and ERG events Conference organisers seeking a moderator or interviewer for a marquee session Brand and marketing leaders running consumer-facing fireside chats Executive coaching cohorts focused on senior women navigating career transitions Audience outcomes A clearer view of what reinvention looks like for senior women after an unwanted exit Practical perspective on building a public platform without an institution behind you Honest reference points from inside global media on inclusion, representation, and brand voice A live conversation that lands with real answers, not rehearsed talking points

Why organisations work with Andrew McNeill He has run leadership under genuine national pressure, including UK Government assurance of the London 2012 Olympic and Paralympic torches and a Director role on the Building Safety Programme established after the Grenfell Tower fire. His method is published and codified. Organisational Mindfulness: A How-to Guide is one of the few practitioner books that treats mindfulness as an organisational intervention rather than an individual wellbeing benefit. He sits inside the institutional architecture of the field as Co-Director of BAMBA, the UK’s mindfulness accreditation body, and as Projects Advisor to the Mindfulness Initiative, the charity that grew out of the parliamentary All-Party group. He speaks to leadership groups, not wellbeing audiences. The work focuses on team functioning, psychological safety, and decision quality under pressure, with operational examples from running multi-billion pound programmes. Biography highlights Twenty years in senior leadership, most recently as a Director in the UK Civil Service responsible for major national programmes. Led UK Government assurance for the Olympic and Paralympic torches, London 2012. Served as Director on the Building Safety Programme set up after the Grenfell Tower fire. Co-founder of LxLeaders, a leadership consultancy working with senior teams. Author of Organisational Mindfulness: A How-to Guide (2019). Co-Director of BAMBA, the British Association of Mindfulness-Based Approaches, and Projects Advisor at the Mindfulness Initiative. Biography The Olympic and Paralympic torch relays for London 2012 were a continuous national event under media and security scrutiny. Andrew McNeill ran the UK Government’s assurance of them. A few years later, after the Grenfell Tower fire, he served as a Director on the Building Safety Programme established to respond to it. Both roles required senior leadership inside conditions where the cost of a wrong decision was public and immediate. That operational record is the spine of what he now does with private and public sector leadership teams. He is the co-founder of LxLeaders, a consultancy that works with senior groups on team functioning, psychological safety, and self-leadership under pressure. Alongside the consultancy, he has built a position inside the field itself. He is Co-Director of BAMBA, the UK’s mindfulness accreditation body, and lead Projects Advisor at the Mindfulness Initiative, the charity that emerged from the UK Parliament’s All-Party Parliamentary Group on Mindfulness. His 2019 book Organisational Mindfulness: A How-to Guide is one of the few practitioner texts that treats mindfulness as a method of organisational design rather than an individual intervention. Speaking clients to date include Dell Technologies, Experian, RSM US, Allianz Technology, LexisNexis, and the NHS. The brief is consistent: senior teams operating under repeated pressure who need a credible, plain-spoken voice on how composure and team functioning actually work in practice. Key speaking topics Self-leadership under pressure Psychological safety in senior teams Empathetic leadership Burnout recognition and recovery Team collaboration under sustained change Organisational mindfulness as practice Ideal for Senior leadership teams and executive committees facing continuous change loads CHROs and people directors commissioning beyond standard wellbeing programming Public sector and regulated industry leaders working in high-scrutiny environments Programme and transformation leads running multi-year delivery under public pressure Audience outcomes A working language for psychological safety inside a senior team, separated from HR theatre A read on burnout signals at team level before they show up in attrition data Specific practices senior leaders can use to hold composure across long decision cycles A clearer view of how mindfulness functions as an operational discipline, not a benefit

Why organisations work with Dalia Feldheim She led the brand team behind Always #LikeAGirl, a campaign that won 14 Cannes Lions and was named by Forbes as one of the most influential of the decade. She now translates that instinct for cultural change into how leaders run teams. Her book “Dare to Lead Like a Girl”, with a foreword by Sheryl Sandberg, sets out a specific playbook built on purpose, perseverance, people-first and positivity, rooted in both corporate practice and organisational psychology. She teaches the Science of Happiness and Resilience as an Adjunct Professor at Singapore Management University, bringing applied positive psychology into the room, not just a founder story. Her credentials are practitioner-plus-clinician: an INSEAD Executive Masters in Consulting and Coaching for Change, ICF coach accreditation, and training as a psychodynamic group therapist. That range lets her work with executive teams on culture change without oversimplifying. She speaks from inside the marketing craft, which makes her credible with commercial leaders who are suspicious of wellbeing content that does not understand how businesses actually grow. Biography highlights 17 years at Procter and Gamble as a C-suite global marketing executive, leading Always, Tampax and Whisper brand teams. Led the Always #LikeAGirl campaign, 14 Cannes Lions, named by Forbes as one of the most influential campaigns of the decade. Author of “Dare to Lead Like a Girl” (Rowman and Littlefield, 2022), foreword by Sheryl Sandberg. Revised paperback “Lead Like a Girl” followed in 2024. Adjunct Professor at Singapore Management University, teaching the Science of Happiness and Resilience. Executive Masters in Consulting and Coaching for Change, INSEAD. Certified teacher in the Science of Happiness via the Happiness Studies Academy with Tal Ben-Shahar. Founder of Flow Leadership Consultancy and of Uppiness, a positive-psychology game for employees. Featured in McKinsey Author Talks and on TED.com via TEDxJaffaWomen. Biography Always #LikeAGirl rewired how a generation talks about what girls can do. Dalia Feldheim led the brand team behind it at Procter and Gamble. The campaign won 14 Cannes Lions and was later listed by Forbes among the most influential campaigns of the decade. That work sits at the centre of how she thinks about leadership today. After 17 years running global marketing for P and G brands including Always, Tampax and Whisper, she retrained as an organisational psychologist at INSEAD and as a certified teacher in the Science of Happiness at the Happiness Studies Academy with Tal Ben-Shahar. Flow Leadership Consultancy grew out of that combination. Her book “Dare to Lead Like a Girl” (Rowman and Littlefield, 2022, foreword by Sheryl Sandberg) argues that the most durable response to burnout is a leadership style built on purpose, perseverance, people-first and positivity, for men and women alike. McKinsey featured her in its Author Talks series on the same thesis. She teaches the Science of Happiness and Resilience as an Adjunct Professor at Singapore Management University, and works with executive teams on building cultures that combine psychological safety with commercial ambition. Her TEDxJaffaWomen talk, also titled “Dare to Lead Like a Girl”, is published on TED.com. Key speaking topics Purpose-driven leadership and the four Ps: purpose, perseverance, people-first, positivity Psychological safety and culture change Resilience and the science of happiness at work Women in leadership and gender equality in the workplace Burnout, wellbeing and sustainable performance Purpose-led brand building Ideal for CHROs and heads of leadership development rethinking how they build leaders through sustained pressure. CMOs and brand leaders looking at purpose-led marketing from someone who has led it at scale. Executive teams running culture, DEI or wellbeing programmes that need credibility with commercial leaders. Leadership offsites where the audience wants substance from a practitioner, not motivational content. Audience outcomes A language for leading with empathy and purpose that commercial leaders can actually use with their teams. A clearer view of how psychological safety links to commercial performance, not just engagement scores. Specific positive-psychology practices leaders can apply to manage burnout in themselves and their teams. A sharper read on how purpose shows up in brand and culture, drawn from the Always #LikeAGirl playbook. A framework for rethinking gender and leadership style without reducing the conversation to representation numbers.

Why organisations work with Annicken R. Day She built the culture inside Tandberg, the Norwegian video conferencing company acquired by Cisco for $3.5 billion, which gives her a rare operator’s view of what a high-trust, high-performance culture actually looks like at scale. She held the Chief Culture Officer role before the title was fashionable, so she speaks about culture as a built system, not a brand exercise. Her Scandinavian leadership lens gives executive teams a working alternative to command-and-control models, grounded in trust, autonomy and psychological safety as commercial mechanisms rather than soft values. She is a published thinker as well as a practitioner, with co-authorship of Creative Superpowers, a bestselling novel translated into multiple languages, and columns in Forbes, Business Insider and Huffington Post. She is fluent in the hybrid and remote question, having advised leadership teams in over 50 countries on how culture survives when proximity disappears. Biography highlights Founder and CEO of Corporate Spring, advising leadership teams from startups to Fortune 500 organisations. Former Chief Culture Officer at Tandberg, the Norwegian technology company acquired by Cisco for $3.5 billion in 2010. Co-author of Creative Superpowers: Equip Yourself for the Age of Creativity. Author of the bestselling novel Fly, Butterfly, translated into multiple languages. TEDx speaker and speaker at the United Nations. Columnist for Forbes, Business Insider and Huffington Post. Biography Most companies talk about culture. Far fewer can show the operating choices, leadership habits and team rituals that produce one. Annicken R. Day spent the formative part of her career inside that gap. As Chief Culture Officer at Tandberg, the Norwegian video conferencing business later acquired by Cisco for $3.5 billion, she helped build a workplace that won repeated Best Place to Work recognition while the company became a global category leader. That experience shaped her thesis. Culture is not the residue of value statements. It is a deliberate system of leadership behaviour, communication norms and trust mechanisms that determines whether strategy converts into performance. Her work at Corporate Spring, the consultancy she founded after Tandberg, applies that thesis to executive teams in more than 50 countries. Her writing has reached a wider audience. She co-authored Creative Superpowers: Equip Yourself for the Age of Creativity and wrote the bestselling novel Fly, Butterfly. She has contributed columns to Forbes, Business Insider and Huffington Post, and spoken at TEDx and the United Nations on culture, creativity and the human side of business. What sets her apart in a crowded culture-and-leadership field is the combination of operator credibility and a Scandinavian frame. Trust, autonomy and joy show up in her work as commercial levers, with the trail of retention, engagement and performance to back them up. Key speaking topics Culture as a strategy for growth High-trust, high-performance teams Scandinavian leadership models Hybrid and remote culture design Employee engagement and retention Creativity and innovation in the workplace Executive leadership development Ideal for CHROs, Chief People Officers and CEOs reframing culture as a commercial mechanism Leadership teams managing distributed and hybrid workforces across geographies Founders and executive teams in scale-up companies are inheriting a culture they did not design Boards and executive committees preparing for, or recovering from, post-acquisition cultural integration Audience outcomes A working definition of culture as a system of behaviours, decisions and rituals, not a values statement Leadership habits that build trust at the speed required by hybrid and distributed teams A view of Scandinavian leadership principles, including autonomy and psychological safety, as commercial mechanisms Concrete examples from a $3.5 billion exit story of how culture compounded into competitive advantage A vocabulary for diagnosing where culture is undermining strategy and what to address first

Why organisations work with Guenther Steiner He built a Formula One team from scratch – conceived at his kitchen table during the 2008 financial crisis, brought to the F1 grid seven years later as the first American constructor in thirty years. No other motorsport speaker can talk about team-building from that starting point. His account of accountability is grounded in an environment where failure is timed, televised, and scored. The feedback loop for culture and decision-making in F1 is compressed to minutes, not quarters, which makes his observations directly transferable to any organisation managing high-visibility performance. The Netflix series Drive to Survive documented his leadership style across multiple seasons before a global audience. Organisations booking Steiner get a speaker whose directness and authenticity are already known – the profile is established, not claimed. His perspective spans the full leadership lifecycle – from mechanic to technical manager to managing director (Jaguar Racing), to founding principal (Haas F1), to team owner (Tech3 MotoGP). That breadth is unusual among elite sport speakers who typically occupy a single role. Surviving to Drive, his account of a full F1 season from inside the principal’s office, reached No.1 on the Sunday Times bestseller list. The book provides a structured intellectual foundation for his speaking that event organisers can build audience preparation around. Biography highlights Team Principal, Haas F1 Team, 2014-2023 – led the organisation from formation through eight seasons, including a 5th-place Constructors’ Championship finish (2018) and the team’s first pole position (2022) Managing Director, Jaguar Racing (2001-2003), recruited by Niki Lauda; Technical Operations Director, Red Bull Racing (2004-2006) More than a decade in the World Rally Championship, working with multiple manufacturers including Mazda, Prodrive, and M-Sport Ford, alongside drivers Colin McRae and Carlos Sainz Sr Founder and President of Fibreworks Composites, a carbon composites engineering and manufacturing business Author of Surviving to Drive (2023, Sunday Times No.1 bestseller) and Unfiltered: My Incredible Decade in Formula 1 (2024) Led acquisition of Tech3 MotoGP team in September 2025; assumes CEO role from 2026 – his first major ownership position in motorsport Biography Guenther Steiner wrote his first Haas business plan at his kitchen table during the 2008 financial crisis. Seven years later, the team made its Formula One debut at the 2016 Australian Grand Prix, scoring points in its first race – the most successful debut by a new constructor in F1 this century. That founding story is the foundation of his organisational argument. Building a competitive F1 team with limited resources, in a field where performance is measured to thousandths of a second and broadcast to a global audience, produces a specific kind of leadership discipline. Accountability cannot be deferred. Culture either holds under pressure or it does not. Steiner ran that environment for a decade. His career before Haas is equally instructive. He came up through the World Rally Championship as a mechanic and technical manager – working with championship-winning teams at Mazda, Prodrive, and M-Sport Ford – before Niki Lauda recruited him as Managing Director of Jaguar Racing in F1 in 2001. The transition from engineering discipline to senior management, and eventually to team ownership, gives his perspective a structural credibility that purely managerial career paths rarely provide. In September 2025, Steiner led a consortium to acquire the Tech3 MotoGP team, taking on the CEO role from 2026. The move signals a deliberate expansion of his leadership platform from management to ownership – and adds a new chapter to a practitioner argument about building and scaling competitive motorsport organisations that is already two books and one Netflix series deep. Key speaking topics High-performance team leadership Founding and scaling organisations under resource constraints Accountability and decision-making under competitive pressure Performance culture in high-stakes environments Managing risk and failure Operational resilience in elite sport Leadership transition and team ownership Ideal for Senior leadership teams and C-suite audiences navigating competitive or high-accountability environments CHROs and transformation leads working on performance culture and ownership Boards and executive teams in capital-intensive, operationally complex sectors (manufacturing, technology, professional services) Corporate audiences familiar with Drive to Survive seeking direct engagement with a practitioner whose leadership style is already known Audience outcomes A concrete framework for the relationship between culture, accountability, and performance – drawn from an environment where those variables are tested in real time Specific examples of leadership decisions made under resource constraints and public scrutiny, with the reasoning behind them A clearer understanding of what founding and scaling a high-performance operation actually requires, distinct from received management theory Practical perspective on managing failure productively – how teams that lose well build the foundation for winning Direct insight into what separates declared performance standards from lived performance culture

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