Corporate Culture

Meet George Randle George Randle is a seasoned talent executive, veteran, coach, and leader recognized for his ability to select, build, and restructure teams to achieve peak business performance. With over 20 years of experience in Fortune 100 and Fortune 1000 global Human Resources and Talent Acquisition, he has built and coached elite teams that deliver exceptional results. George began his professional journey by enlisting in the U.S. Army Reserves. During his service, he earned his bachelor’s degree from Missouri State University and was commissioned as an officer. His military career included assignments in Berlin, U.S. CENTCOM, and III Corps, with deployments to Africa (Somalia and Kenya), Central America, and Guantanamo Bay, Cuba. After a distinguished military career, George transitioned to the corporate sector, facing many of the same challenges that Veterans encounter today. These experiences, coupled with his passion for building high-performing teams, led him to focus on Human Resources and Talent Acquisition. Over the past decade, George has served as a global HR executive and leader, guiding teams that have hired over 85,000 professionals, including more than 2,000 executives. He is also widely recognized for his decades of dedication to supporting veterans, having created one of the largest and most successful Veteran Hiring Programs for a Global Fortune 50 company. George is a Hogan (HPI, HDS, and MVPI) Leadership Assessment Certified coach who has helped numerous executives elevate their leadership skills. He is also the co-author of the best-selling book “The Talent War: How Special Operations and Great Organizations Win on Talent,” and co-host of The Talent War Podcast.

Why organisations work with Dakota Meyer A rare first-person authority on decision-making under life-or-death pressure, drawn from a six-hour firefight that saved 36 lives and earned the nations highest military honour. A working framework for accountability and personal responsibility, built over more than a decade of speaking to corporate, military, and first-responder audiences and codified in two bestselling books. Named, sustained commitment to veteran workforce integration through the U.S. Chamber of Commerce Foundations Hiring Our Heroes program and Toyota, with measurable output including the Personal Branding Resume Engine. Active operational credibility: re-enlisted into the Marine Corps Reserve in 2025 and completed the Basic Reconnaissance Course in 2026, one of the few public speakers still performing at that standard. A voice that holds mixed rooms: senior corporate leadership, frontline operators, veterans, and first responders hear the same message and leave with the same frame. Biography highlights Medal of Honor recipient, awarded by President Barack Obama at the White House on September 15, 2011. First living U.S. Marine to receive the Medal of Honor since 1973. New York Times bestselling co-author of Into the Fire with Bing West (Random House, 2012) and The Way Forward with Robert ONeill (Dey Street Books, 2022). Host of the weekly podcast Youre Human w/ Dakota Meyer, a call-in show on accountability, mental health, and resilience. Brand ambassador since 2012 for the U.S. Chamber of Commerce Foundations Hiring Our Heroes program, partnered with Toyota on veteran employment. Re-enlisted into the U.S. Marine Corps Reserve in April 2025 and completed the Basic Reconnaissance Course in April 2026. Biography On September 8, 2009, a patrol moving into the village of Ganjgal in Kunar Province was ambushed by more than fifty fighters. Corporal Dakota Meyer drove into the kill zone five times over six hours to pull out the wounded and the dead. That action, and the decisions inside it, saved 36 American and Afghan lives and earned him the Medal of Honor. What makes the work useful to organisations is not the story. It is what Meyer has done with it since. He has spent more than a decade turning the lessons of that fight into a clear argument about accountability: that leadership is the habit of owning the next decision when the plan has failed, and that culture is built in the seconds before anyone is watching. The argument is evidenced across two New York Times bestsellers, Into the Fire with Bing West and The Way Forward with fellow Navy veteran Robert ONeill, and through his weekly podcast Youre Human w/ Dakota Meyer. Since 2012 he has served as a brand ambassador for the U.S. Chamber of Commerce Foundations Hiring Our Heroes program, partnering with Toyota on the Personal Branding Resume Engine and a sustained national effort on veteran workforce integration. He re-enlisted into the Marine Corps Reserve in April 2025, fifteen years after discharge, and in April 2026 became the only active Medal of Honor recipient to complete the Basic Reconnaissance Course. Few speakers on leadership under pressure are still doing the work themselves at that standard. Key speaking topics Leadership under pressure Accountability and personal responsibility Resilience and recovery from setback Decision-making in high-consequence environments Military-to-civilian transition and veteran workforce integration Purpose-driven culture Team trust and performance under stress Ideal for Senior leadership teams and executive offsites confronting a period of pressure or change CHROs and workforce leaders building veteran hiring, reintegration, or inclusion programmes All-staff conferences where culture, accountability, and resilience are the organising theme First-responder, defence, and safety-critical organisations building decision discipline under load Audience outcomes A usable definition of accountability, separated from blame, that a leader can apply to the next meeting. A sharper read on how teams actually perform when the plan fails, and what the leader is responsible for in that moment. A direct account of the cost of avoidance, from someone who has paid it, that reframes how audiences talk about hard decisions. Practical language for connecting personal responsibility to organisational culture without sliding into slogan.

Lisa Walden: Speaker, Author & Workplace Strategist Lisa Walden is an acclaimed keynote speaker, author and co-founder of Good Company Consulting, dedicated to transforming workplace culture for today’s business realities. Recognised globally for her people-first approach and keen insights into the future of work, Lisa empowers organisations to build authentic, resilient and high-performing teams. Lisa specialises in helping leaders address the most demanding challenges facing modern businesses: Creating people-first, trust-based cultures that drive engagement and retention.​ Navigating generational shifts within the workforce, including insights on millennials and Gen Z.​ Building psychological safety to enable innovation, collaboration and managed risk-taking.​ Balancing technology advances like AI with emotional intelligence to maintain human connection and ethical decision-making.​ Guiding teams through burnout, change management, hybrid working, and return-to-office transitions.​ Enhancing productivity and motivation in fast-paced, high-stress environments.​ Lisa Walden is known for her engaging presentation style and her ability to tailor sessions to specific audience needs. Her work encourages participants to consider new perspectives on workplace culture and generational dynamics, offering practical insights designed to support meaningful change.

Why organisations work with Hannah Ubl She runs primary research on generational cohorts, including original work comparing Early Millennials, Recessionist Millennials and Gen Z, and brings the data into the room rather than recycling commentary She wrote the operating manual on the first wave of this problem. Managing Millennials For Dummies (Wiley, 2017) is still the most-cited mass-market field guide for line managers running mixed-generation teams Her follow-up book, The Future of Work is Human, gives HR and people leaders a framework for rebuilding trust, psychological safety and belonging when half the workforce is remote and the other half is fatigued She speaks to the layer most generational speakers skip. Audiences from new hires to C-suite at Cisco, Kraft Heinz, Sodexo and Springer Nature, with the same material translating across all of them A decade inside BridgeWorks as Research Director, then six years building Good Company Consulting, gives her the rare combination of researcher discipline and operator instinct on culture problems Biography highlights Co-founder, Good Company Consulting Co-author, Managing Millennials For Dummies (Wiley, 2017) with Lisa X. Walden and Debra Arbit Co-author, The Future of Work is Human: Transforming Company Culture for a Post-Pandemic World, with Lisa X. Walden Former Director of Research and Director of Keynote Speaking, BridgeWorks BS, Communications Studies (Advertising), Boston University Clients include Cisco, Kraft Heinz, Sodexo, Springer Nature, Applied Materials and NACS Biography Five generations now work alongside one another, and the assumptions each generation brings about communication, authority and loyalty no longer overlap. That gap is where Good Company Consulting was built. Ubl co-founded the firm after a decade at BridgeWorks, where she ran the national research programme comparing how millennial sub-cohorts and Gen Z behave inside organisations. The research feeds the keynotes directly. Managing Millennials For Dummies, written with Lisa X. Walden and Debra Arbit and published by Wiley in 2017, set the early reference text for line managers handling mixed-age teams. The Future of Work is Human, her second book with Walden, picks up the thread post-pandemic and reframes culture work as a question of trust, psychological safety and belonging across hybrid teams. What buyers commission her for is the translation layer. She turns cohort data into specific manager moves: how to give Gen Z feedback that lands, how to redesign hybrid rituals so they produce connection rather than performance, how to talk about AI without losing the human contract that holds a team together. Cisco, Kraft Heinz, Sodexo and Springer Nature have all used her to do the same job inside very different cultures. The reason her work travels is research discipline rather than charisma. She earned her stripes inside a research firm before she earned them on stage, and audiences from new hires to senior executives respond to the same material because the underlying argument is empirical, not motivational. Key speaking topics Generational integration in mixed-age teams Gen Z in the workplace Hybrid work and the rebuild of psychological safety Manager capability across generations Employee engagement and the post-pandemic social contract Compassionate leadership in practice Human connection in the age of AI Ideal for CHROs and Heads of People rebuilding engagement and manager capability across generations Leadership development and L&D teams designing programmes for new and mid-level managers Internal communications and culture leads redesigning hybrid rituals Sector audiences with five-generation workforces, including healthcare systems, retail, hospitality and manufacturing Audience outcomes A working understanding of what Gen Z actually wants from an employer, separated from the social media caricature Specific manager behaviours that close the friction between generational cohorts in day-to-day work A clearer view of which hybrid-work rituals build trust and which performatively waste time Language for talking about AI and automation without breaking the employee social contract A research-grounded position to take back to the executive team on engagement and culture investment

Why organisations work with Mark Noon He has built leadership benches inside two of the most accountability-driven environments in American working life: the U.S. Air Force medical system and Studer Group’s healthcare client base. Senior teams get someone who has run the work, not described it. His signature framework, Set Up To Step In, gives organisations a concrete method for preparing successors before the seat opens, drawn from his book Set Up: Timeless Leadership Skills for Your Success. He has coached and presented inside more than 300 organisations across 43 states and several countries, which means the playbook has been pressure-tested across hospital systems, military units, and civilian operating environments. He treats employee engagement as a discipline rather than a sentiment, anchored in structured one-on-one rounding practices that frontline managers can repeat weekly. He pairs Studer Group’s service excellence lineage with first-hand command experience, a combination that lands credibly with clinical leaders who are sceptical of theory imported from outside healthcare. Biography highlights Retired U.S. Air Force Major after roughly 20 years of service, including 12 years as a commissioned officer and clinical lab director. Career path moved from enlisted laboratory technician to officer with immediate appointment to a lab management role. Served across nine assignments in seven U.S. states and a tour of duty in the Middle East. Spent approximately eight years as a coach with Studer Group, working with healthcare systems on operational and service excellence. Currently a Professional Speaker, Executive Coach and Developer of Leaders with LeadershipTen. Author of Set Up: Timeless Leadership Skills for Your Success (T.H.E. Studer Group, 2018). Biography The hardest moment in any organisation is the one nobody schedules: a seat opens, and the person expected to fill it is not ready. That gap is rarely a hiring problem. It is the cumulative result of small leadership habits that were never made routine. Mark Noon spent 20 years inside the U.S. Air Force watching that pattern up close, then nearly a decade at Studer Group helping healthcare leaders fix it. He retired as a Major after 12 years as a commissioned officer and clinical lab director, with assignments across seven states and a tour in the Middle East. The path from enlisted lab technician to officer running a lab gave him a working theory of leadership grounded in operational reality rather than abstraction. That theory became Set Up: Timeless Leadership Skills for Your Success, published by T.H.E. Studer Group in 2018. The book and its companion keynote, Set Up To Step In, treat succession as a daily discipline, not an annual planning exercise. Leaders are not chosen, they are prepared, through repeatable habits that show up in how meetings are run, how feedback is given, and how one-on-one rounding is conducted with the people closest to the work. His client work now runs through LeadershipTen, where he coaches and speaks inside hospital systems, military units, and operationally demanding civilian organisations. The footprint covers more than 300 organisations across 43 states and several countries, which gives senior teams something useful: a coach who has seen which engagement and culture practices survive contact with a stretched workforce, and which do not. Key speaking topics Leader development and succession readiness Employee engagement and one-on-one rounding Culture aligned to strategy Healthcare leadership and service excellence Managing up and team reliability Lessons from military command for civilian leaders Ideal for Healthcare CEOs, COOs, and chief nursing officers building leader benches across hospital systems Heads of leadership development and learning leaders responsible for succession and frontline manager capability Senior military and veteran-serving organisations translating command experience into civilian operating practice Operationally complex organisations where frontline leadership turnover threatens service quality Audience outcomes A clear, named set of habits that distinguish leaders who are setting up successors from those who are not A working method for one-on-one rounding that frontline managers can run inside their existing week Language for talking about engagement as an operational discipline, not a survey result A frame for connecting daily leader behaviours to the strategy and culture senior teams have already committed to Confidence that the practices have been tested across military, healthcare, and civilian operating environments

Why organisations work with Louie Gravance He authored core content for “Disney’s Approach to Quality Service” at the Disney Institute, the programme that taught Disney’s service operating model to outside corporate clients. Buyers get the curriculum source, not a second-hand interpretation of it. His post-Disney consulting work has produced named, large-scale service campaigns for Bank of America, ING Financial, Choice Hotels, Nikon and Microbac Technologies. The work has a commercial track record outside theme parks. He treats service as stagecraft. His frameworks (the P.L.A.N. model, the Ten Skills of the Service Superhero, the Seven Secrets for Crafting WOW Service Experiences) give frontline managers something to teach on Monday, not a philosophy to absorb. He continues to work inside live guest operations, including the Ollivanders Wand Experience at Universal Orlando’s Diagon Alley. The content is sharpened on a working stage, not refined in a slide deck. The book Service is a Superpower: Lessons Learned in a Magic Kingdom (Mascot Books, 2020) gives organisations a takeaway that travels into the team after the keynote ends. Biography highlights 25-plus years at the Walt Disney Company, including curriculum design at the Disney Institute in Orlando. Lead designer on Disney’s “Approach to Quality Service” programme for external corporate clients. Architect of multi-million-dollar service campaigns for Bank of America, ING Financial, Choice Hotels, Nikon, Microbac Technologies and the American Council of Independent Laboratories. Author, Service is a Superpower: Lessons Learned in a Magic Kingdom (Mascot Books, 2020). Opening team member for Harry Potter’s Diagon Alley at Universal Orlando from 2014; continues to perform at the Ollivanders Wand Experience. Recipient of Disney’s Partners in Excellence Award and the Spirit of Disney Award. Biography The hardest part of a service strategy is not writing it. It is the moment when a brand promise meets a tired employee at the end of a long shift. Disney’s operating answer to that problem was not a slogan. It was a curriculum, and Louie Gravance helped build it. Inside the Disney Institute in Orlando, Gravance was part of the team that turned the theme park’s service model into “Disney’s Approach to Quality Service,” the programme that exported the company’s frontline practice to outside corporates. That work sat on top of a longer Disney career: live entertainment design, cast training, and the daily craft of running guest experiences at scale. He spent over 25 years inside the company. The post-Disney work moves the same operating logic into industries where service is the product but the theatre is harder to see. His campaigns include Bank of America’s “Spirit” initiative, alongside named programmes for ING Financial, Choice Hotels, Nikon, Microbac Technologies and the American Council of Independent Laboratories. The book that distils this practice, Service is a Superpower: Lessons Learned in a Magic Kingdom (Mascot Books, 2020), is structured around what he calls the Ten Skills of the Service Superhero. He has not left the operational stage. Since 2014 he has been part of the team behind the Ollivanders Wand Experience inside Universal Orlando’s Diagon Alley, where the content he teaches to corporate clients is tested on real guests, several times a day. Key speaking topics Customer experience and service culture Employee engagement on the frontline Hospitality and member-services operating practice Service storytelling and brand moments Difficult customer interactions Disney-trained service design Ideal for CX, customer service and member-services leaders in financial services, retail, hospitality and healthcare CMOs and brand leaders whose customer promise depends on frontline delivery HR and L&D directors building service onboarding and engagement programmes Franchise, branch and field operations leaders running distributed service teams Audience outcomes A working definition of what a “WOW moment” is and how it is constructed, not described. Specific tools (P.L.A.N., the Ten Skills of the Service Superhero) that translate brand intent into frontline behaviour. A method for handling difficult customer interactions without scripting employees into rigidity. A clear separation between service performance and customer service technology, with the human craft restored to the centre. A model for treating employee engagement as the precondition for service quality, not a parallel HR programme.

Why organisations work with Chris Dyer He ran the experiment before he taught it. PeopleG2 was a fully remote business through five Inc. 5000 listings and fifteen “best place to work” cycles, which means his culture and remote-work models come from operating evidence, not consulting observation. His “7 Pillars” (Transparency, Positivity, Measurement, Acknowledgement, Uniqueness, Listening, Mistakes) give an executive team a shared diagnostic vocabulary for culture, replacing the usual mix of values posters and engagement-survey theatre. He works at the intersection of culture and remote design, where most speakers pick a side. Buyers wrestling with hybrid productivity, distributed leadership, and connection in dispersed teams get one voice on both questions. Inc. Magazine named him the #1 Leadership Speaker on Culture, and his client roster includes NASA, Johnson & Johnson, Intuit, IKEA, and Southwest Airlines, which signals he holds a senior room across regulated, industrial, tech, and consumer settings. Biography highlights Founder and CEO of PeopleG2, a fully remote background-screening company, five-time Inc. 5000 honoree. Author of The Power of Company Culture (Kogan Page) and co-author of Remote Work (Kogan Page). Named #1 Leadership Speaker on Culture by Inc. Magazine; ranked #5 on the LeadersHum Power List. Listed among Global Gurus Top 30 Organizational Culture Professionals. Forbes Business Council member, Fast Company Executive Board member, and contributor to Inc.com. Keynote clients include NASA, Johnson & Johnson, Intuit, IKEA, and Southwest Airlines. Biography Most companies treat culture as something HR runs and leaders endorse. PeopleG2 was built the other way around. Chris Dyer ran the firm as a fully remote operation while it landed on the Inc. 5000 list five times and was repeatedly named a best place to work, which made culture a daily operating decision rather than an annual initiative. That experience produced a specific framework. The Power of Company Culture, published by Kogan Page, sets out seven pillars: Transparency, Positivity, Measurement, Acknowledgement, Uniqueness, Listening, and Mistakes. The book’s argument is operational. Each pillar maps to behaviours leaders can audit, and the cases used to test it sit inside companies like General Motors, Southwest Airlines, and VaynerMedia. His second book, Remote Work, also with Kogan Page, addresses the harder follow-on question: how do you keep a culture intact when your workforce is distributed. Inc. Magazine subsequently named Dyer the #1 Leadership Speaker on Culture, and his keynote work has placed him in front of leadership teams at NASA, Johnson & Johnson, Intuit, IKEA, and Southwest Airlines. What buyers tend to take from Dyer is permission to stop treating culture as soft. He gives senior teams a vocabulary, a diagnostic, and a set of operator decisions, grounded in a business he built and ran rather than a model he assembled from interviews. Key speaking topics Company culture as an operating system The 7 Pillars framework Remote and hybrid workforce design Employee engagement and retention Leadership in distributed organisations Future of work and AI integration in the workplace Burnout and recession-period leadership Ideal for CHROs and heads of People rebuilding engagement and retention strategy CEOs and executive teams setting the direction on hybrid or fully remote operating models Culture and transformation leads inside organisations carrying out post-restructure rebuilds Leadership development functions designing programmes for distributed managers Audience outcomes A shared diagnostic for which cultural levers in their organisation are actually moving performance A practical view of how to run a distributed or hybrid workforce without losing cohesion An operator’s account of how engagement, retention, and productivity reinforce each other when the right pillars are in place Concrete tactics from a CEO who tested them inside a five-time Inc. 5000 company

Why organisations work with Nicole Bearne A continuous twenty-five-year vantage point inside one Formula One team, from founding member of British American Racing in 1998 to Head of Internal Communications at Mercedes-AMG Petronas through its run of consecutive Constructors’ Championships. Few practitioners in this field have anywhere near that depth of single-environment experience. Reported directly to Team Principal Ross Brawn between 2007 and 2013, including the 2009 Brawn GP season that delivered both world titles in the team’s first and only year of existence and is the subject of the 2023 Disney+ documentary Brawn: The Impossible Formula 1 Story. Built and led the Internal Communications function at Mercedes-AMG Petronas from scratch within a 1,300-person engineering organisation operating across multiple UK sites and racing every fortnight. MSc in Organisational Behaviour from Birkbeck, University of London, and a CIPR Diploma in Internal Communications. Few practitioners with comparable F1 operational experience hold formal qualifications in organisational psychology. Independent Non-Executive Director at Motorsport UK and Chair of its Equality, Diversity and Inclusion Advisory Committee, adding a board-level governance perspective to the operational track record. Biography highlights Head of Internal Communications, Mercedes-AMG Petronas Formula One Team, for approximately a decade through a sustained period of world championship success. Executive Assistant to Team Principal Ross Brawn (2007 to 2013), covering Honda Racing F1, the 2009 Brawn GP championship year, and the Mercedes acquisition. Founding member of British American Racing Formula One Team in 1998. Independent Non-Executive Director at Motorsport UK and Chair of its Equality, Diversity and Inclusion Advisory Committee. MSc in Organisational Behaviour, Birkbeck, University of London; CIPR Diploma in Internal Communications; Member of CIPR (MCIPR); Accredited PR Practitioner. Founder and Director of The Comms Exchange Ltd; featured in the 2023 Disney+ documentary Brawn: The Impossible Formula 1 Story. Biography Inside Mercedes-AMG Petronas Formula One Team, internal communications is treated as a performance variable. The function exists to make sure that 1,300 people across multiple sites act on the same strategy at the same time, every race weekend. That is the environment Nicole Bearne worked inside for 25 years. She was a founding member of British American Racing in 1998 and stayed through the team’s transitions to Honda Racing F1, Brawn GP and Mercedes-AMG Petronas. Between 2007 and 2013 she was Executive Assistant to Team Principal Ross Brawn. That tenure included the 2009 season when Brawn GP took both world titles in its first and only year of existence. She then built the Internal Communications function at Mercedes-AMG Petronas from scratch and led it for the next decade. She operated at board level through a period in which the team won eight consecutive Constructors’ Championships. Her academic grounding sits alongside that operational experience: an MSc in Organisational Behaviour from Birkbeck and the CIPR Diploma in Internal Communications. Today she runs The Comms Exchange, advising organisations on internal communications and engagement in complex environments. She also serves as Independent Non-Executive Director at Motorsport UK and chairs its Equality, Diversity and Inclusion Advisory Committee. The Brawn GP season she lived through is the subject of the 2023 Disney+ documentary Brawn: The Impossible Formula 1 Story. Key speaking topics Internal communications in high-performance organisations Employee engagement and employee experience Leadership communication at scale Culture inside elite sport Diversity, equity and inclusion governance Lessons from Formula One for complex organisations Ideal for Internal communications, corporate affairs and employee experience leaders Chief People Officers, HR directors and heads of culture Senior leadership teams in large or multi-site organisations operating under sustained competitive pressure Boards and committees responsible for inclusion, engagement and organisational culture Audience outcomes A view of internal communications as an operating discipline, drawn from a decade running the function at Mercedes-AMG Petronas Formula One Team. How a 1,300-person F1 team translates strategy into execution under non-negotiable race deadlines. What four ownership transitions of one F1 team reveal about leading communications through structural change. The link between employee experience and on-track performance, with named examples from Brawn GP and Mercedes’ championship years.

Key speaking topics High-performance culture in elite sport Leadership under pressure Resilience and recovery from setbacks Team dynamics in competitive environments Risk management and decision-making Sustained performance at world-class level Competition and rivalry in high-stakes contexts Ideal for Senior leadership teams Sales and performance-driven organisations Financial and professional services firms Corporate conferences and leadership events Audience outcomes Insight into performing under sustained competitive pressure Practical perspectives on resilience and personal accountability Greater understanding of team roles in high-performance environments Lessons from championship-level preparation and execution Why organisations work with Damon Hill Direct experience of winning at the highest level of international sport. First-hand insight into competition, risk, and performance in global arenas. Credibility with business audiences seeking parallels between sport and corporate performance. Experience as a broadcaster and industry leader, offering clear and informed communication. Biography Damon Hill is one of Britain’s most accomplished Formula One drivers, winning the FIA F1 World Drivers’ Championship with Williams and securing 22 Grand Prix victories during his career. His championship campaign, built on consistency, technical precision and competitive resilience, established him among the defining drivers of his era. Competing at the highest level of global motorsport, Hill operated in environments where performance margins were measured in fractions and decisions carried immediate consequence. His career included pivotal seasons racing at the front of the grid, culminating in a title-winning year defined by eight victories and sustained pressure from elite rivals. Beyond his championship success, he played a central role in delivering Jordan’s first F1 victory at the Belgian Grand Prix, contributing to a landmark 1–2 finish for the team. His experience spans multiple leading teams, offering insight into differing performance cultures, leadership structures and competitive strategies. Hill later served as President of the British Racing Drivers’ Club, succeeding Sir Jackie Stewart, where he represented the interests of professional drivers and the wider motorsport community. He has also been a prominent member of the Sky Sports F1 on-air team, bringing expert analysis and informed perspective to a global audience. Recognised for his contribution to motor racing with an OBE and twice awarded BBC Sports Personality of the Year, Damon Hill combines world championship achievement with industry leadership and broadcast experience, offering organisations a grounded and authoritative perspective on high-performance sport and sustained competitive success.

Why organisations work with Claire Williams A rare first-hand credential: one of only two women to have ever led a Formula 1 team, with seven years of operational accountability across a 1,800-person organisation. She negotiated the 2020 sale of Williams Racing to Dorilton Capital, securing the team’s future at a point when commercial terms and the pandemic were squeezing independent teams out of the sport. A commercial track record with specific deals attached, including a reported £65M sponsorship with Unilever and the growth of what became WAE Technologies, later acquired by Fortescue. A demonstrable record on representation: during her tenure, the proportion of women at Williams reached 17.6%, the highest in the F1 paddock, and she gave Susie Wolff her first F1 race weekend drive by a woman since 1992. Currently a recurring expert analyst on Netflix’s Drive to Survive, which keeps her commentary connected to the races and decisions audiences already follow. Biography highlights Deputy Team Principal of Williams Racing, 2013 to 2020, with day-to-day operational control of the Formula 1 team. Led Williams to consecutive third-place finishes in the Constructors’ Championship in 2014 and 2015, the team’s best results since 2003. Officer of the Order of the British Empire for services to Formula 1, awarded in the 2016 Birthday Honours. Brand Ambassador for Fortescue WAE (formerly Williams Advanced Engineering), the green-technologies business she helped grow during her tenure. Vice President of the Spinal Injuries Association; founded the Sir Frank Williams Academy for spinal cord injury care in April 2023. Recurring expert analyst on Netflix’s Drive to Survive, including the 2024 and 2025 editions. Biography The Formula 1 paddock runs on non-negotiable deadlines and live public scrutiny. Every operational decision lands against a fixed calendar of race weekends, with 1,800 staff to align and investors watching results on Sunday. Claire Williams ran Williams Racing in this environment for seven seasons as Deputy Team Principal, from 2013 to 2020. She took over day-to-day operation from her father, Sir Frank Williams, in 2013. The team had just come through some of the weakest years in its history. She replaced the race drivers, restructured the engineering department, switched to Mercedes engines, and secured the sponsorship deals that funded the rebuild. Williams finished third in the Constructors’ Championship in 2014 and again in 2015, its best results since 2003. Fortescue WAE grew under her watch from an internal sustainability unit into a commercial R&D business later acquired by Fortescue. The proportion of women at Williams reached 17.6%, the highest in the paddock. In 2014, Susie Wolff drove a Williams in a practice session, the first F1 race weekend drive by a woman since 1992. The OBE followed in 2016, for services to the sport. The final chapter was the hardest to execute. Faced with commercial terms that favoured the top teams and the financial impact of the pandemic, she negotiated the sale of Williams Racing to Dorilton Capital in August 2020. She stepped down after the Italian Grand Prix the following month. The sale secured the team’s future under new ownership after more than four decades of Williams family leadership in the sport. Key speaking topics Leadership in high-pressure, high-scrutiny environments High-performance team culture at scale Elite decision-making and operational accountability Commercial turnaround and succession Women in leadership in traditionally closed sectors Safety, risk, and learning cultures Ideal for CEOs, executive committees, and boards running organisations under sustained public scrutiny Senior leadership teams in high-stakes or heavily regulated sectors (financial services, sport, energy, aerospace) CHROs and heads of talent building high-performance cultures or advancing gender representation in traditionally closed sectors Transformation leaders and programme sponsors running commercial rebuilds or succession-stage handovers Audience outcomes A first-hand view of leadership inside a Formula 1 team under constant competitive and commercial pressure Reference points from elite-sport operations on accountability and how high-performing teams handle failure at scale A sharper read on what a commercial rebuild followed by a distressed exit requires from the person at the top A credible account of how representation is built in a closed sector, told through named decisions and measurable results

Why organisations work with Myrto Legaki She translates clinical mindfulness research, trained at the University of Massachusetts and Brown University programmes, into language and practice that corporate leaders accept and apply She speaks to senior audiences as a former MBA-trained consultant who spent 15 years in marketing and consulting roles across New York, London and Athens, not as an external wellness coach Her programmes have been deployed inside Microsoft, Google, GlaxoSmithKline, Nestlé, Roche, Novartis, AbbVie, Bayer and Coca-Cola HBC, giving her a working view of what corporate wellbeing actually requires at scale She treats psychological safety as a leadership behaviour problem, with specific practices, rather than a culture-survey output Biography highlights Founder and director, One Breath Mindfulness Center, Athens Certified MBSR instructor, trained at the University of Massachusetts (OASIS Mindfulness Center) and the Brown University Mindfulness Center Trained directly by Jon Kabat-Zinn and Saki Santorelli, the clinical founders of the MBSR field TEDx speaker, TEDxUniversityofMacedonia, on the role of silence and mindfulness in leadership MBA, Boston University; BSc Corporate Finance, University of Piraeus Member of the Harvard Business Review Advisory Council Implemented leadership and wellbeing programmes inside Microsoft, Google, GlaxoSmithKline, Nestlé, Roche, Novartis, AbbVie, Bayer, MSD, Philip Morris and Coca-Cola HBC Biography Most corporate wellbeing programmes do not change leadership behaviour. They sit alongside it. Yoga sessions, app subscriptions and resilience workshops run in parallel with the same executive operating norms that produce the stress in the first place. The gap between wellbeing spend and wellbeing outcome is, in practice, a gap in what leaders model and reward. Myrto Legaki works in that gap. After 15 years in management consulting and marketing across New York, London and Athens, including senior roles at multinationals, she trained as a Mindfulness-Based Stress Reduction instructor at the University of Massachusetts and the Brown University Mindfulness Center, under Jon Kabat-Zinn and Saki Santorelli. She founded One Breath Mindfulness Center in Athens to bring that clinical training into corporate leadership programmes. Her work integrates neuroscience, applied psychology and contemplative practice into formats senior leaders accept: programmes on self-leadership, psychological safety, stress regulation, communication under pressure and team culture. Inside organisations such as Microsoft, Google, GlaxoSmithKline, Nestlé, Roche, AbbVie and Bayer, she has worked with leaders and teams on the specific behaviours that determine whether a culture supports performance or quietly erodes it. She is a TEDx speaker, a member of the Harvard Business Review Advisory Council, and holds an MBA from Boston University and a finance degree from the University of Piraeus. The combination matters: corporate audiences engage with her because she has held the operating roles they hold now, and applies clinical wellbeing science with the precision a senior buyer expects. Key speaking topics Mental health in the workplace Psychological safety and trust Self-leadership and executive composure Resilience and stress regulation Mindful leadership Inclusive leadership and unconscious bias Women’s leadership Ideal for CHROs and heads of people designing leadership and wellbeing programmes with measurable behavioural outcomes C-suite and senior leadership teams under sustained delivery pressure Heads of culture, DEI and learning embedding psychological safety into management practice Audience outcomes A clear distinction between wellbeing as a perk and wellbeing as a leadership operating capability Specific, evidence-based practices for stress regulation and composure under pressure A working vocabulary for psychological safety that connects daily leadership behaviour to mental health outcomes Confidence to address mental health and burnout in their organisation without defaulting to programme-speak

Why organisations work with Bella Smith Clinical authority that holds up in the room. Twenty years as an NHS GP partner means the advice survives challenge from medical, HR and legal stakeholders alike. Operator credentials, not only commentary. Through The Well HQ she has built women’s health frameworks for clients including the FA and corporate employers, translating physiology into policy. A Sunday Times bestselling co-author of The Female Body Bible, the most cited recent reference book on female-specific health and performance in the UK market. Ambassador status with The Eve Appeal gives her standing on gynaecological health that goes beyond menopause, the topic most women’s health speakers default to. Direct, plain-language register. Audiences leave with vocabulary they can use the next day, in policy drafting, line-management conversations and personal decisions. Biography highlights NHS GP partner with over 20 years of clinical experience, specialising in women’s health Co-founder and Chief Medical Officer of The Well HQ, a women’s health consultancy Co-author of The Female Body Bible (Penguin, 2023), a Sunday Times bestseller Ambassador for The Eve Appeal, the UK gynaecological cancer charity Media spokesperson as The Digital GP, with appearances on BBC Radio 4 Woman’s Hour, BBC Radio Suffolk and Sky News Co-led the design of an integrated female health framework across the Women’s Super League, the National Leagues and grassroots football Biography Women’s health has spent a decade being talked about and rarely being built into how organisations actually operate. Policies on menopause sit in handbooks no manager reads. Wellness budgets fund webinars that leave behavioural change untouched. The work of moving from sentiment to system is technical, and it is what Bella Smith does. She has been an NHS GP partner in Suffolk for over twenty years, with a clinical specialism in women’s health. That practice is the source of the directness audiences notice first. The advice is what she would give in a consultation, stripped of corporate hedging. In 2021 she co-founded The Well HQ with sports scientist Dr Emma Ross and coach Baz Moffat. The consultancy works with employers and sports bodies to translate female physiology into policy, manager training and culture. Their work with the FA produced an integrated female health framework spanning the Women’s Super League, National Leagues and grassroots football, the first of its kind. The Female Body Bible, co-authored with Ross and Moffat and published by Penguin in 2023, became a Sunday Times bestseller. It is now the reference text many HR teams use when they begin to take this seriously. As an ambassador for The Eve Appeal and a regular contributor to BBC Radio 4 Woman’s Hour and Sky News, she has spent years closing the gap between clinical knowledge and public conversation. Inside organisations, that gap is where most policy fails. Key speaking topics Women’s health in the workplace Menopause policy and management Reproductive and gynaecological health Female physiology and performance Stress and lifestyle medicine Health communication and taboo Ideal for CHROs, heads of D&I and reward leads building or auditing women’s health policy Line manager and leadership audiences who need clinical fluency, not slogans Sports, performance and athlete-welfare organisations Employee resource groups and women’s networks running serious internal programming Audience outcomes A clinical baseline on menopause, reproductive health and female physiology that survives scrutiny Vocabulary and questions managers can use in their next one-to-one A clear view of where current workplace policy falls short, and what good looks like Practical reference points for HR teams designing or revising women’s health provision