Employee Engagement

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 Janine Hamner Holman She translates neuroscience into HR-grade interventions, drawing on more than a decade studying brain science alongside a SHRM-CP and SHRM Inclusive Cultures certification, which gives operational HR teams a usable language rather than a TED-style abstraction. Her Mind The Gap: A Thought Leader’s Guide to 21st Century Conscious Leadership gives buyers a defined thesis on the distance between stated values and observed leadership behaviour, useful for boards trying to diagnose culture programmes that stall. She speaks credibly to both nonprofit and Fortune 200 contexts, having spent twenty years in nonprofit leadership followed by close to a decade inside a Fortune 200, which makes her unusual in audiences that mix public-sector, mission-driven, and corporate buyers. Her Cost of Not Paying Attention podcast and signature talk on civility give her a sustained body of public material on workplace incivility as a P&L line, not as a tone-of-voice issue. Biography highlights CEO, J&J Consulting Group; 30+ years as executive and consultant. Author, Mind The Gap: A Thought Leader’s Guide to 21st Century Conscious Leadership; contributing author, On The Shoulders of Mighty Women. Host, The Cost of Not Paying Attention podcast. Named a USA Today Keynote Speaker to Watch in 2024 and LA Weekly Top 10 Trailblazing Entrepreneur in 2023. Winner of the CXO 2.0 Leadership Award. Certified in the Psychology of Leadership (Cornell); SHRM-CP and SHRM Inclusive Cultures certified; Certified Practitioner in Emotional Intelligence. Biography Workplace culture is now a measurable variable on the P&L. Engagement, attrition, and incivility numbers move customer outcomes, and senior leaders increasingly want interventions that change behaviour, not posters. The cost of getting it wrong has stopped being soft. J&J Consulting Group, the firm Janine Hamner Holman leads as CEO, sits in that gap. Her professional history runs across twenty years of nonprofit leadership and almost a decade inside a Fortune 200, with close work alongside the public sector. That mix lets her talk to mission-driven and commercial audiences without flattening either. The intellectual spine of the work is applied neurobiology. More than a decade studying brain science, plus a Cornell certification in the Psychology of Leadership, sits underneath her practice on psychological safety, belonging, and conscious leadership. Her book Mind The Gap sets out the thesis: the distance between stated leadership values and observed leadership behaviour is where culture programmes fail. Public recognition tracks the same content. USA Today named her a Keynote Speaker to Watch in 2024, LA Weekly placed her in its 2023 Top 10 Trailblazing Entrepreneurs, and she won the CXO 2.0 Leadership Award at the CXO2 Conference in Las Vegas. Her podcast, The Cost of Not Paying Attention, gives buyers a sustained sense of the argument before they book the room. Key speaking topics Conscious leadership Organisational culture change Diversity, equity, inclusion and belonging Psychological safety at work Employee engagement and retention Workplace incivility and its commercial cost Change management and neurobiology Emotional intelligence Ideal for CHROs and Heads of People wrestling with engagement, attrition, and DEIB delivery Executive teams running culture transformation programmes that have stalled at policy level Boards and CEOs treating culture as a commercial variable rather than a values statement Nonprofit and mission-driven leadership teams managing growth and professionalisation Audience outcomes A working definition of psychological safety that HR and line managers can operationalise A practical view of how incivility shows up on the P&L through retention, customer experience, and productivity A neuroscience-grounded model for why change resistance is predictable, and what to do about it A clearer separation between DEIB as compliance theatre and DEIB as belonging that affects performance A diagnostic for the gap between stated leadership values and observed leadership behaviour

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 Ryan Campbell He turns a story most audiences expect to be inspirational into a working framework. The Joy Audit gives leaders and teams a specific weekly practice for protecting attention, recovery, and engagement. He speaks to burnout from inside it. Campbell has publicly described a period when, despite physical recovery and external success, his mental health was at its worst, which gives the keynote an honesty that resilience theatre lacks. The 1960 pink Cadillac is not a stage prop, it is the structural anchor of his argument. Audiences leave with a single concrete image that survives the flight home and the inbox. His credentials are independently verifiable: Guinness World Record for the youngest solo circumnavigation, Australian Geographic Society’s 2013 Young Adventurer of the Year, recognised by the Australian Museum among Australia’s 50 Greatest Explorers. He is comfortable speaking to safety-critical and high-performance industries. Aviation, healthcare, and emergency services audiences recognise a speaker who has sat in the rehab ward and the cockpit. Biography highlights Youngest pilot in history to fly solo around the world, age 19, completing 24,000 nautical miles in 70 days from Wollongong, NSW. Australian Geographic Society’s Young Adventurer of the Year, 2013. Recognised by the Australian Museum among Australia’s 50 Greatest Explorers (Trailblazers exhibition). Author of Born to Fly (HarperCollins Australia). Returned to commercial flying as an incomplete paraplegic after a Tiger Moth crash in 2015. Featured on 60 Minutes and NBC’s Today. Biography Most corporate wellbeing programmes are designed for the average week, not the weeks that break people. They assume the problem is information, when in practice it is attention. Campbell’s keynote starts from that gap. The credentials behind the talk are uncommonly concrete. At 19 he became the youngest pilot to fly solo around the world, a 70-day, 24,000-nautical-mile flight from Wollongong, NSW that earned a Guinness World Record and Australian Geographic Society’s 2013 Young Adventurer of the Year. The Australian Museum included him among Australia’s 50 Greatest Explorers in its Trailblazers exhibition. He wrote the journey up in Born to Fly, published by HarperCollins Australia. Two years later, an engine-out in a Tiger Moth ended in a crash that left him an incomplete paraplegic. He spent six months in spinal rehab, then returned to flying, eventually qualifying as a commercial helicopter pilot with modified controls. The arc is well-documented in Australian Geographic and on long-form podcasts, including Beyond the Crucible. The keynote is not the crash. The keynote is what he learned about burnout in the years after, when his mental health was worse than at any point in the rehab ward. The Joy Audit and the “What’s Your Pink Cadillac?” framework came out of that period. They are deliberately small, weekly, and operational, which is why corporate audiences in safety-critical industries take them seriously. Key speaking topics Mental health in the workplace Burnout and recovery Resilience and performance under pressure Workplace wellbeing and culture Motivation and lived-experience leadership Aviation and high-stakes decision-making Ideal for CHROs and chief people officers reviewing wellbeing strategy and burnout response. Leadership offsites and senior team meetings in safety-critical industries (aviation, healthcare, emergency services, energy). All-hands and annual conferences where the brief is to reset the conversation on mental health without a generic awareness talk. Sales kickoffs and high-pressure commercial teams operate through sustained intensity. Audience outcomes A clear, named framework (the Joy Audit) that audiences can apply in the week after the keynote. A specific argument for treating recovery and joy as performance inputs, not benefits-package items. A vocabulary for raising mental health inside high-performance teams without softening the standard. A memorable single image, the 1960 pink Cadillac, that anchors the message past the event itself.

Why organisations work with Kristel Bauer A medical practitioner’s lens on workplace wellbeing. Her clinical background in integrative psychiatry means audiences hear evidence-based content on stress, sleep, and mental health, not motivational generalities. A published thesis on work-life harmony. Work-Life Tango (John Murray Business, 2024) replaces the binary of balance with a more usable operating model for hybrid teams. Credibility with both wellbeing leads and commercial leadership. Bauer translates clinical evidence into language that resonates with operations and people functions in the same room. Track record across regulated and Fortune 500 environments, including AbbVie, Bank of America, bp, General Mills, Home Depot, Santander, TIAA, and the U.S. Census Bureau. Media reach that extends authority beyond the keynote. Forbes, Entrepreneur, NBC News Daily, ABC News Live, and the Live Greatly podcast give clients a speaker whose ideas circulate well after the event. Biography highlights Author of Work-Life Tango: Finding Happiness, Harmony and Peak Performance Wherever You Work (John Murray Business, 2024) Integrative Medicine Fellow and former Physician Assistant with clinical experience in integrative psychiatry Creator and host of the Live Greatly Podcast, ranked in the top tier of self-improvement category globally Contributing writer for Entrepreneur; named a Forbes Top 10 Social Media Influencer 2026 Top Impact Speaker, Real Leaders Broadcast features on NBC News Daily, ABC News Live, FOX Weather, ABC 7 Chicago, WGN Daytime Chicago TEDx speaker: “Redefining Work-Life Balance in a COVID-19 World” Corporate clients include AbbVie, Bank of America, bp, Cognizant, General Mills, Home Depot, Northwestern University, Santander, TIAA, U.S. Census Bureau Biography Workplace wellbeing has become an operating cost line that few organisations know how to manage. Engagement scores stay flat, mental health claims rise, and the hybrid debate consumes leadership attention. The clinical evidence on what actually moves the dial sits outside most HR functions. Kristel Bauer brings that evidence into the room. She practised as a Physician Assistant with clinical experience in integrative psychiatry and completed an Integrative Medicine Fellowship before founding Live Greatly in 2019 to focus full time on workplace wellbeing and performance. Her book, Work-Life Tango: Finding Happiness, Harmony and Peak Performance Wherever You Work, was published by John Murray Business in November 2024. The thesis replaces the static idea of balance with a more dynamic operating model: harmony as something teams design for, not something individuals struggle to achieve. The Live Greatly podcast has carried that argument into a wider audience, with conversations across leadership, behavioural science, and performance. Bauer has presented for AbbVie, Bank of America, bp, Cognizant, General Mills, Home Depot, Santander, TIAA, and the U.S. Census Bureau, among others. She is a contributing writer for Entrepreneur, a Forbes Top 10 Social Media Influencer, a 2026 Top Impact Speaker by Real Leaders, and a TEDx speaker. Key speaking topics Workplace wellbeing as an operational discipline Mental health and stress at work Peak performance and high-performance habits Work-life harmony in hybrid and distributed teams Burnout prevention and recovery Leadership and emotional intelligence Employee engagement and culture Ideal for CHROs, heads of people, and wellbeing leads commissioning credible mental health content Learning and development functions building manager capability around stress and performance Leadership offsites where wellbeing needs clinical grounding, not motivational framing Sales kick-offs and all-hands events that need a high-energy, evidence-led performance keynote Audience outcomes A clinically grounded model for distinguishing healthy pressure from harmful stress at work A practical operating definition of work-life harmony that managers can apply with their teams Specific habit-level interventions for sustained performance under sustained load Language for talking about mental health at work that lands with commercial as well as people leaders Confidence to treat workplace wellbeing as a measurable strategic lever, not a perks question

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.

Why organisations work with Scott Lesnick He has spent 24 years inside Shaw Industries, a Berkshire Hathaway Fortune 500 business, before moving into speaking, so the change, retention and communication material is delivered from operating experience, not a consultancy framework. His multigenerational workplace content draws on a five-year practitioner survey and converts it into seven concrete strategies for recruiting, retaining and integrating Millennials, Gen Z and the incoming Generation Alpha. The Certified Speaking Professional (CSP) designation from the National Speakers Association, plus a term as Dean of the NSA Academy for Professional Speakers, is a credential of speaking craft, not of subject expertise, and it shows up in the quality of room-handling for plenary keynotes. The Kidjacked story (recovering his two children after international abduction) gives him a non-negotiable platform for keynotes on resilience and persistence under sustained pressure, used by clients including UPS Freight, US Bank, 7-Eleven and SHRM. Biography highlights 24 years in sales and management leadership at Shaw Industries, a Berkshire Hathaway Fortune 500 company. Certified Speaking Professional (CSP), National Speakers Association. Former Dean of the Academy for Professional Speakers, National Speakers Association. TEDx speaker, TEDx Oshkosh: “Limited Resources or Unlimited Resourcefulness”. Author of Kidjacked: A Father’s Story and Lifejacked: Life Lessons on Leadership. Named client list includes UPS Freight, US Bank, 7-Eleven, SHRM, the Financial Planning Association and the American Association of Orthodontists. Biography For the first time in working memory, five generations are sharing the same office, the same Slack channel and the same performance review system. Traditionalists are exiting, Generation Alpha is starting to arrive, and managers in between are running engagement playbooks built for a workforce that no longer exists. Scott Lesnick built his speaking practice on that problem. After 24 years leading sales and management teams at Shaw Industries, a Berkshire Hathaway Fortune 500 business, he moved into keynote work full time and built a multigenerational workplace programme around a five-year practitioner survey. The output is a set of seven concrete strategies for recruiting, retaining and integrating workers across Millennials, Gen Z and the incoming cohorts. The resilience material runs alongside it. Lesnick’s memoir Kidjacked tells the story of locating and recovering his two young children after they were abducted to the Middle East, and his second book, Lifejacked, collects interviews with people who came through serious adversity and went on to lead. Both feed into the change, burnout and persistence content he is most often booked for. He holds the Certified Speaking Professional (CSP) designation from the National Speakers Association, served as Dean of the NSA Academy for Professional Speakers, and delivered a TEDx talk on doing more with less at TEDx Oshkosh. Named clients include UPS Freight, US Bank, 7-Eleven, SHRM, the Financial Planning Association and the American Association of Orthodontists. Key speaking topics Multigenerational workplace strategy Leading through organisational change Employee engagement and retention Resilience and burnout Communication across generational cohorts Hybrid workplace dynamics Ideal for CHROs, talent and people leaders rebuilding engagement across a five-generation workforce. Sales and commercial leaders managing teams through restructure or market change. Healthcare, financial services and trade associations running practitioner conferences with mixed-cohort audiences. Internal leadership development programmes for newly promoted managers leading older and younger reports. Audience outcomes Seven practitioner strategies for blending and retaining multiple generations on the same team. A clearer read on what Millennials, Gen Z and Generation Alpha actually respond to in recruitment and engagement design. Specific tools for reducing burnout and protecting decision quality during periods of sustained change. A working vocabulary for inclusion and communication that is portable across the organisation.

Why organisations work with Willie Jolley Cavett Award winner, the National Speakers Association’s highest honour and an award given to one peer-elected member per year. Few keynote speakers active today carry that level of inside-the-profession validation. Worked with Ford Motor Company during its 2006 to 2009 turnaround period; former Ford CEO Alan Mulally endorsed the book that came out of that work. A named framework, Setback to Comeback, that gives leadership teams a shared language for how to behave when the business is under pressure, not just inspiration in the room. Sustained media platform on SiriusXM and Radio One puts him in front of senior business audiences weekly, so his frame is already familiar to many of the executives he speaks to. Equally credible with a senior executive room and a wider all-employee audience, which matters for clients running town halls, sales kickoffs and culture events off the back of restructure. Biography highlights Cavett Award, National Speakers Association, 2023; first African American man to receive it. Presidential Lifetime Achievement Award, January 2023, for sustained voluntary service. Inductee, NSA Speaker Hall of Fame (CPAE Council of Peers Award of Excellence). Author of five books including A Setback Is A Setup For A Comeback and Turn Setbacks Into Greenbacks, the latter endorsed by former Ford CEO Alan Mulally. Host, The Willie Jolley Wealthy Ways Show on SiriusXM Channel 141, with companion podcast distributed on iHeart Radio, C-Suite Radio, Spotify and Apple Podcasts. Engaged by Ford Motor Company during the Mulally era turnaround; corporate client list includes Walmart, Verizon, Marriott, Johnson and Johnson, Coca-Cola and Prudential. Biography Ford was burning through cash in 2006 when Alan Mulally arrived as CEO. The turnaround that followed is now a business school case. Jolley was inside that period as a regular speaker to Ford teams, and the work formed the spine of Turn Setbacks Into Greenbacks, a book Mulally went on to endorse. That engagement still defines how serious operators read his work: practical content for leaders managing pressure, not a stage act. His core proposition is a framework called Setback to Comeback. Across five books, including A Setback Is A Setup For A Comeback and An Attitude of Excellence, he treats resilience as a leadership discipline that can be taught, with named steps. Vision. Decision. Action. Desire. That gives leadership teams a shared vocabulary for how to behave when the numbers are bad and the workforce has stopped trusting the announcements. The credibility inside the speaking profession is unusual. In 2023 the National Speakers Association awarded him the Cavett, its highest honour, voted by peers and given to one member a year. He was the first African American man to receive it. The same year he received the Presidential Lifetime Achievement Award for voluntary service. Earlier in his career, Toastmasters International named him one of the outstanding five speakers in the world. The platform compounds the message. The Willie Jolley Wealthy Ways Show runs weekly on SiriusXM, interviewing business leaders and operators. By the time he walks on a corporate stage, the framework is already in circulation with the audience. Key speaking topics Resilience and recovery after organisational setback Leadership through change and restructure Attitude and performance in high-pressure teams Personal effectiveness and self-leadership Workplace culture and engagement Sales force motivation and renewal Excellence as an operating discipline Ideal for Leadership teams running restructure, integration or cost programmes that have fatigued the workforce CHROs and culture leads booking all-employee town halls or post-restructure resets Sales leaders running annual kickoffs where the team needs renewed conviction, not new product slides Public sector and faith-aligned audiences where a motivational frame is welcomed alongside leadership substance Audience outcomes A named four-step framework, Vision, Decision, Action, Desire, that leaders can apply to their own situation the same week A reset in how the audience reads setback inside their own organisation Specific behavioural moves a manager can take with a struggling team A lift in collective conviction at the moment a leadership team most needs it A shared reference point that survives past the event and into team conversations

Why organisations work with Mark Schulman He has spent decades performing in front of stadium crowds with P!NK, Cher, and Foreigner, and translates that experience into specific attitude and focus habits a workforce can use the next morning. His keynote includes live drumming and audience participation, which moves a conference room out of passive-listening mode and produces engagement that in-house speakers cannot replicate. He carries the Certified Speaking Professional designation from the National Speakers Association, a credential held by a minority of working keynote speakers, signalling consistency at the level Fortune 500 buyers expect. His Conquering Life’s Stage Fright framework gives audiences a named three-step model (Clarity, Capability, Confidence) for managing performance anxiety, not a generic motivation message. He pairs the music-industry story with a working business voice, having co-founded and run West Triad Studios in Venice for over a decade. Biography highlights Touring drummer for P!NK from 2006 to 2021, Cher from 1999 to 2017, and Billy Idol from 1993 to 2001 Performed with Foreigner, Stevie Nicks, Sheryl Crow, Simple Minds, and Velvet Revolver Author of Conquering Life’s Stage Fright: Three Steps to Top Performance, and co-author of The Attitude Equation with Dr. Jim Samuels Cover feature, Modern Drummer Magazine, May 2019; voted Top 3 Pop-Rock Drummer in the Modern Drummer Reader’s Poll Awarded the Certified Speaking Professional (CSP) designation by the National Speakers Association in 2021 Co-founder of West Triad Studios, Venice, California Biography The difference between a strong team and a top-performing one is rarely talent. It is whether people can switch on under pressure, recover quickly when something goes wrong, and stay engaged on the night the room actually matters. That is the territory Mark Schulman works in. His credibility comes from the stage. Schulman spent more than two decades as the touring drummer for P!NK, Cher, Billy Idol, and Foreigner, performing in front of stadium audiences where there is no second take. The performance-mindset content he now delivers to corporate audiences is drawn directly from that environment, not borrowed from a leadership textbook. The work is anchored by his book Conquering Life’s Stage Fright: Three Steps to Top Performance, which sets out a Clarity, Capability, Confidence framework for managing performance anxiety. He co-authored a second book, The Attitude Equation, with Dr. Jim Samuels, focused on the attitudinal habits that separate consistent performers from one-off ones. In 2021 he was awarded the Certified Speaking Professional designation by the National Speakers Association, the standing credential of full-time keynote speakers. What organisations book is a session that changes the energy of a room. Schulman drums live, brings the audience into the performance, and ties the story back to specific attitude shifts a team can apply on Monday. The format is unusual; the underlying argument, that consistent high performance is a learnable discipline, is what keeps Fortune 500 buyers returning. Key speaking topics Performance mindset under pressure Attitude and personal accountability Confidence and stage fright Team engagement and collaboration Peak performance habits Creativity and reinvention Ideal for Sales kickoffs, annual conferences, and leadership offsites looking for an opening or closing keynote that shifts the energy of the room CHROs and culture leads programming for engagement, motivation, and people-performance themes Leadership development audiences working on confidence, presence, and personal performance Audience outcomes A named three-step framework (Clarity, Capability, Confidence) for managing performance anxiety in high-stakes moments Specific attitude practices borrowed from world-class touring musicians and adapted to a business setting A shared, high-energy experience that resets the tone of a conference and gives teams a common reference point A clearer sense of how individual presence and preparation feed collective team performance

Why organisations work with Cameron Atlas He delivers a serious leadership argument, on adaptability, resilience and decision-making under change, through a format almost no one else offers: original music performed live, scaling to the room from solo piano or guitar to a full band or string quartet. It is one of very few keynote products where the medium reinforces the message. His TEDxRoma talk, “What Future Are We Creating?”, featured on TED.com, brought 80 musicians from 40 countries onto one stage. It is the cleanest public proof point of his ability to organise creative collaboration at scale. His content is built for leadership audiences in environments where change has become continuous. The talks address composure, clarity and decision-making, not abstract motivation. His content is already commissioned beyond the stage. The Edge of Possible High Performance Program runs with executive teams and one to one with founders and CEOs, so the keynote is drawn from work that organisations pay to implement, not from the conference circuit alone. He is a credible choice when a conference programme needs an opening or closing keynote with emotional weight, where a conventional speaker would leave the room flat. Biography highlights Delivered the closing talk at TEDxRoma, “What Future Are We Creating?”, now featured on TED.com Host of The Edge of Possible, recently featured as a top 100 self-improvement podcast on Apple Podcasts National Geographic Explorer Original songs heard across 195 countries; performs live on grand piano and acoustic guitar during keynotes Runs The Edge of Possible High Performance Program, delivered to executive teams and as a private engagement for founders and CEOs Grew up on a farm in outback Australia in a graduating class of 11; now speaks internationally with live music as the keynote spine Biography Most leadership keynotes ask an audience to absorb an argument. A small number ask them to feel it. Cameron Atlas works in the second category. The substance is what senior leaders need under continuous change: adaptability, resilience, focus and clear decision-making. What makes it land is the live music, performed on grand piano and guitar, so the argument is experienced rather than just heard. The substantive content is straightforward. After more than 15 years running The Edge of Possible High Performance Program with CEOs, founders and senior teams, he addresses what senior leaders actually need when they are running organisations through continuous change: composure, clarity, and the ability to make decisions when the conditions keep moving. His clearest public proof point is the TEDxRoma talk “What Future Are We Creating?”, now featured on TED.com, which assembled 80 musicians from 40 countries into a single collaborative performance. He has since taken the format to keynote stages internationally, and his songs have been heard across 195 countries. He hosts The Edge of Possible, which Apple Podcasts has ranked among the top 100 in self-improvement, and works with a roster of high-performing operators between speaking engagements. The category he belongs to is small. The content holds up on its own; the live music is what makes it stay with people. Leadership teams that have heard every conventional leadership talk tend to remember this room differently afterwards. Key speaking topics Adaptability as a performance discipline Resilience and decision-making under sustained change Composure and clarity for senior leaders Creative collaboration at scale The role of focus in distraction-heavy environments Live-music keynote experiences for leadership audiences Ideal for CEOs, founders and executive teams running through continuous restructure or strategic change Leadership conferences and annual summits looking for a closing keynote with emotional weight Sales kick-offs and partner events where audiences arrive saturated with conventional content HR and people-function audiences working on resilience, wellbeing and high-performance culture Audience outcomes A clearer language for what composure under pressure looks like in senior roles A reset on the difference between motion and focus when teams are exhausted by change A live demonstration of how creative collaboration can hold a room of unfamiliar people together A keynote experience that audiences remember and refer back to, which matters when the surrounding programme is dense