Employee Wellbeing

Why organisations work with Jenn Lim She carries the operating lineage of the Zappos culture work directly into the room. She built the original Zappos Culture Book and co-founded Delivering Happiness with Tony Hsieh, so the source material is hers, not borrowed. Her Beyond Happiness book gives buyers a single, named framework (the Greenhouse Method) they can point to, rather than a generic engagement talk. Wall Street Journal bestseller and Forbes Top Business Book of 2021. She works at the seam where personal purpose meets commercial outcome. The Me, We, Community model is built to be used by HR and leadership teams, not just admired on stage. Credibility with both ends of the buyer market: Fortune 500 cultures (Starbucks, McDonald’s, Pixar) and government audiences (World Government Summit, SHRM global events). Selection to the Global Happiness Council of Work and Wellbeing places her inside the small group setting the policy conversation on workplace wellbeing, not just commenting on it. Biography highlights Co-founder and CEO of Delivering Happiness, the culture consultancy that evolved from Tony Hsieh’s 2010 book of the same name. Author of Beyond Happiness (Grand Central Publishing, 2021), Wall Street Journal bestseller and a Forbes Top Business Book of 2021. Led the launch of Tony Hsieh’s Delivering Happiness, a #1 New York Times bestseller that stayed on the list for 27 weeks. Creator of the original Zappos Culture Book. Selected in 2017 to the Global Happiness Council of Work and Wellbeing. Delivering Happiness named to the Inc. 5000 list of fastest-growing private companies in 2020. Speaker at the World Government Summit, SHRM and inside Fortune 500 cultures including Starbucks, McDonald’s and Pixar. Biography Most workplace culture conversations start with the symptoms: low engagement, attrition, burnout, the lukewarm Glassdoor scores. Jenn Lim’s work starts a level deeper, with the question of whether the people inside an organisation actually have a reason to commit. That question has been her professional terrain for two decades, first inside Zappos, then through Delivering Happiness. The story is straight. Lim built the original Zappos Culture Book, which became the internal artefact that defined how Zappos talked about itself. She then co-founded Delivering Happiness with Tony Hsieh in 2010 and led the launch of his book, which sat on the New York Times bestseller list for 27 weeks. Delivering Happiness became a consultancy used by Fortune 500 cultures, Best Places to Work honourees and government bodies, and reached the Inc. 5000 list of fastest-growing private companies in 2020. Her own book, Beyond Happiness, was published by Grand Central in 2021 and named a Wall Street Journal bestseller and a Forbes Top Business Book of the year. The argument is operational: organisations get sustained engagement when individual purpose is connected to a clear organisational mission, and leaders are the variable that makes the connection real or hollow. The Greenhouse Method and the Me, We, Community framework give HR and leadership teams a structure they can run inside the business, not just a talk to applaud. What separates Lim from the broader wellbeing field is the lineage. She is not adapting someone else’s culture story for the stage. She built the source material, she co-founded the consultancy that productised it, and her selection to the Global Happiness Council of Work and Wellbeing in 2017 placed her inside the group shaping the policy conversation on this question. Key speaking topics Workplace culture and engagement Purpose-driven leadership Employee wellbeing Organisational change and resilience Authentic leadership Belonging and connection at work Ideal for CHROs and Chief People Officers redesigning engagement strategy after a period of restructure or fatigue Boards and executive teams reviewing the link between culture, purpose and commercial performance Heads of culture, DEI and employee experience inside Fortune 500 and large public-sector organisations Leadership development programmes focused on values-based and authentic leadership Audience outcomes A clear way to talk about purpose that connects individual employees to organisational mission, using the Me, We, Community model. The Greenhouse Method as a named structure for reducing burnout and rebuilding trust through change. The lessons from inside the Zappos culture build, told by the person who wrote the original Culture Book. A defensible language for wellbeing that goes beyond the surface wellness vocabulary leaders are tired of.

Why organisations work with Natalie Johnson The CultureJourney™ framework gives senior teams a working model for how culture is actually produced, organised around three named levers: energy, connection, and courage. Combines a science foundation in human performance and resilience with three decades of corporate performance coaching. Few speakers in this space work from both traditions. Certified Dare to Lead™ Facilitator licensed by Brené Brown’s organisation, which means buyers can book her for a keynote and for the full leadership programme from a single practitioner. Track record with organisations where performance under pressure is the basic operating condition, including NASA, the U.S. Department of Defense, Google, Johnson & Johnson, Deloitte, and Ascension Healthcare. Biography highlights Co-founder and Chief Visionary Officer of Vidl Work, the consulting and keynote firm she leads Co-author of Leading the Culture Journey: Elevating Everyday Actions to Create Extraordinary Workplaces (Wiley, August 2026) Co-creator of the CultureJourney™ framework, used to guide culture transformation inside client organisations Performance Coach with the Johnson & Johnson Human Performance Institute Certified Dare to Lead™ Facilitator licensed by Brené Brown’s organisation, and a Wellcoaches® Certified Coach BSc in Human Performance and Nutrition; MSc in Wellness Promotion Co-host of the Energy, Connection & Courage at Work podcast Biography Most organisations describe their culture in terms they cannot define. Engagement scores climb and wellbeing budgets grow each year, yet senior teams still cannot explain why some groups sustain high performance while others burn out. This is the gap that the CultureJourney™ framework was built to close. Natalie Johnson developed it with her team at Vidl Work, the firm she co-founded and now leads as Chief Visionary Officer. The framework treats culture as the product of three working systems: how leaders elevate energy, how teams prioritise connection, and how leaders choose courage. The thinking is set out in Leading the Culture Journey, her 2026 book with Rebecca Johnson, published by Wiley. Her authority on the topic comes from a combination of training that few culture speakers share. Johnson holds a BSc in Human Performance and Nutrition and an MSc in Wellness Promotion. She is a Wellcoaches® Certified Coach, a Performance Coach with the Johnson & Johnson Human Performance Institute, and a certified Dare to Lead™ Facilitator. The Dare to Lead credential licenses her to deliver Brené Brown’s full leadership programme inside client organisations. Her client list spans organisations where performance under pressure is the basic operating condition: NASA, the U.S. Department of Defense, Google, Johnson & Johnson, Deloitte, Ascension Healthcare, and the American College of Surgeons. The HR profession books her too: she has delivered keynotes for SHRM, the largest professional association for human resources. She also sits on the board of the Kidney Cancer Association and is a member of the International Women’s Forum. Key speaking topics Workplace culture and culture transformation Human performance and energy management Trust and courageous conversation in teams Resilience and sustainable high performance Employee wellbeing as a performance lever Dare to Lead leadership development Ideal for Chief executives and senior leadership teams setting culture as a strategic priority CHROs and Chief People Officers running culture, engagement, and wellbeing portfolios Cross-functional teams operating under sustained change cycles: post-merger integrations, restructures, transformation programmes Leadership teams in high-pressure operating environments such as healthcare, defence, and regulated industry Organisations running Brené Brown’s Dare to Lead programme that want a licensed facilitator with deep performance science background Audience outcomes A working model for culture that names where it gets built and where it breaks down Language for linking employee wellbeing and engagement spend to commercial performance A method for holding the courageous conversations that team trust depends on, drawn from Dare to Lead Approaches for managing human energy and recovery at both individual and team level

Why organisations work with Russell Beck His 6C© model (Compensation, Career, Cause, Community, Culture, Company) gives people teams a structured, actionable framework for talent strategy: not a list of principles, but a diagnostic and planning tool organisations can apply directly. His career spans engineering project leadership across 25 countries, European Head of Talent at Yahoo!, MD of a £120m talent outsourcing business, and Global Head of Consulting at Impellam Group: a level of operational depth that most future-of-work commentators do not have. The World of Work to 2030 was recognised by the Financial Times as a business book to read and won the Institute of Leadership’s Book of the Year giving his frameworks independent, named validation rather than self-asserted authority. He translates megatrend analysis into specific commercial decisions. His sessions leave teams with a clear view of what the talent market will require of them by 2030, not just why it matters. Biography highlights Author of The World of Work to 2030, published by Bloomsbury Business (2024) Winner, Institute of Leadership Leadership Book of the Year 2024 Recognised by the Financial Times as a business book to read; regular interviewee in the FT Former European Head of Talent, Yahoo! – built one of the first pan-European talent functions Former Managing Director, Carlisle Managed Solutions – grew business to £120m turnover in 30 months; former Global Head of Consulting, Impellam Group Engineering project leader across 25+ countries, including a USD500m programme; co-owner and Director of Inspiration, ImagineThinkDo Biography Work is changing faster than most organisations’ talent strategies can keep up with. The labour market that defined hiring and retention practices for the last thirty years has shifted structurally, and the organisations still winning on compensation alone are discovering the limits of that approach. Russell Beck has spent three decades working through this tension as an operator running large-scale engineering programmes across 25 countries to building Yahoo!’s first pan-European talent function, to leading a £120m talent outsourcing business as Managing Director. His book, The World of Work to 2030, published by Bloomsbury Business, maps the megatrends reshaping organisations and careers and translates them into a practical action framework. It won the Institute of Leadership’s Leadership Book of the Year in 2024 and was recognised by the Financial Times as a business book to read. The book’s argument is not that change is coming, it is that most organisations are already behind, and that closing that gap requires deliberate, structured action on people strategy now. The 6C© model (Compensation, Career, Cause, Community, Culture, Company) is Beck’s proprietary framework for diagnosing and rebuilding talent strategy in a market where employees hold structural leverage. It has been deployed with organisations across sectors including Vodafone, the NHS, Cambridge University Press and the Top Employers Institute. Through ImagineThinkDo, the consultancy and development firm he co-owns with Alison Beck, he works directly with senior leadership teams on workforce transformation, leadership development and cultural change. His perspective combines the research discipline of an engineer, the strategic experience of an operator who has led at scale, and the practical tools of a practitioner who has done the work inside organisations, not just advised on it from outside. Key speaking topics Future of work and workforce strategy Talent attraction, retention and the 6C© model Organisational culture and belonging The multigenerational workforce Purpose-led leadership Leadership in uncertainty Future skills and employability Megatrends and their organisational implications Ideal for CHROs and people directors designing future-fit talent strategy Senior leadership teams navigating workforce transformation Talent, learning and organisational development functions CEOs and MDs seeking a commercially grounded view of the future labour market Audience outcomes A structured view of the megatrends reshaping work, and their specific implications for organisational and talent strategy Familiarity with the 6C© model as a practical tool for rebuilding attraction and retention approaches Clearer understanding of why belonging – not diversity alone – determines whether inclusion strategies deliver measurable outcomes Practical steps leaders can take to close the gap between current people strategy and what the labour market will require by 2030 A leadership lens for embedding purpose and meaning at work in ways that affect retention and performance

Why organisations work with Dr Sue Mitchell Her PEP framework gives leaders a portable and memorable model for navigating uncertainty – field-tested across sectors from global pharma to policing, and consistently recalled by participants months after delivery. Her background in evolutionary ecology – studying adaptive strategies across complex, dynamic systems – informs an analytical approach to leadership that goes beyond behavioural coaching, connecting individual mindset to systemic structures. She completed training with Peter Senge in Compassionate Systems Leadership, giving her work a rigorous intellectual foundation that distinguishes her from practitioners working from applied psychology or HR frameworks alone. Her concept of “inner sustainability” reframes resilience as a proactive leadership capacity rather than a reactive stress-management tool – a distinction that senior leaders in high-change environments find practically useful. Biography highlights PhD in evolutionary ecology; post-doctoral research at the University of Edinburgh and a Max Planck Institute, Germany Trained in Compassionate Systems Leadership with Peter Senge, author of The Fifth Discipline Author, The Authority Guide to Engaging Your People (SRA Books) Founder and Director, Aeona Ltd; clients include EY, Lloyds Banking Group, Bayer, Gilead Sciences, Scottish Enterprise, and Police Scotland Fellow and former Regional President (Scotland, 2019–2020), Professional Speaking Association UK & Ireland Co-founder, IDG Edinburgh Resilience Hub – applying the Inner Development Goals framework to leadership and organisational change Biography When engagement falls and burnout rises, the root cause is rarely individual. It is usually a leadership culture that was built for stability and has not been redesigned for permanent disruption. Dr Sue Mitchell has spent two decades helping organisations close that gap. Her starting point is unusual. Before moving into coaching and leadership development, she was an evolutionary ecologist, with post-doctoral research at the University of Edinburgh and a Max Planck Institute in Germany. The discipline – studying how organisms sustain effective strategies across dynamic, interconnected systems – gave her a framework for understanding organisations that is structurally different from standard behavioural models. She later trained with Peter Senge in Compassionate Systems Leadership, deepening that foundation. That systems perspective runs through her proprietary PEP framework: a practical model for helping leaders maintain clarity, commitment and adaptability under pressure. It has been delivered across a client base that includes EY, Lloyds Banking Group, Gilead Sciences, Bayer, Scottish Enterprise, and Police Scotland. More recently, she co-founded the IDG Edinburgh Resilience Hub, bringing the Inner Development Goals framework – developed as a companion to the UN Sustainable Development Goals – into leadership and organisational practice. She is the author of The Authority Guide to Engaging Your People (SRA Books) and a Fellow of the Professional Speaking Association UK & Ireland, where she served as Regional President for Scotland. Through Aeona, her Edinburgh-based consultancy, she works across keynote speaking, executive coaching, and multiday leadership development programmes. Key speaking topics Adaptable leadership Navigating change and uncertainty Employee engagement and sustainable performance Systems thinking in organisations Organisational resilience Inner sustainability and mindset Diversity, decision-making and team dynamics Ideal for Senior leadership teams navigating restructure, sustained organisational change, or rapid growth HR directors and heads of OD commissioning leadership development programmes or all-staff development events Organisations in professional services, financial services, life sciences, or public sector seeking structured leadership development programmes Mid-to-senior management cohorts where engagement, performance, and wellbeing are competing tensions Audience outcomes A portable framework (PEP) for managing their own mindset and their team’s behaviour through uncertainty and change Clearer understanding of how unconscious mental models shape decision-making under pressure – and how to intervene A common language for discussing change, resilience and engagement across a leadership group Practical tools for sustaining performance without trading off wellbeing Greater awareness of how organisational systems and structures – not just individual behaviour – drive or undermine engagement

Why organisations work with Helen Lawal Clinical credibility that few wellbeing speakers match: 15 years as an NHS GP, MRCGP, and a postgraduate qualification in nutrition, so the science in the room is hers, not borrowed. A rare specialism in ADHD and AuDHD in women, shaped by a private practice focused on nutrition and sustainable behaviour change for this group. Named ambassador for ADHD UK and trainer on the National Autism Training Programme, so the neurodiversity content is informed by advocacy and training work, not a topic pick-up. Television presenting experience on Channel 4’s Food Unwrapped and How to Lose Weight Well, which translates into a speaker who can hold a large room and explain science without losing it. Lived experience as a late-diagnosed AuDHD woman, which grounds the work in something buyers trust more than a deck. Biography highlights NHS GP with 15 years of clinical experience, MRCGP, MBBS (Hull York Medical School), BSc Sport and Exercise Science (University of Leeds), DFSRH, MNutr. Celebrity Ambassador for ADHD UK (charity number 1188365). Trainer on the National Autism Training Programme. Presenter on Channel 4’s Food Unwrapped; co-presenter of How to Lose Weight Well with Dr Javid Abdelmoneim. Runs a private practice supporting ADHD and AuDHD women with nutrition, eating habits, and sustainable health behaviour change. Media contributor across BBC, ITV’s This Morning, Steph’s Packed Lunch, and BBC Radio Leeds on women’s health, nutrition, and neurodiversity. Biography Most corporate wellbeing content still assumes a neurotypical employee. For the quarter of any workforce that is neurodivergent, and especially for the women diagnosed in their thirties and forties after years of being told they were simply disorganised, the standard advice lands badly. That gap is where Dr Helen Lawal’s work sits. She came to it through clinical practice. Fifteen years as an NHS GP, MRCGP-qualified, with a medical degree from Hull York Medical School and a first degree in sport and exercise science from Leeds, gave her the grounding. A postgraduate qualification in nutrition and a specialism in ADHD turned it into a defined practice area. She now runs a private service for ADHD and AuDHD women focused on eating, energy, and sustainable behaviour change, the areas where standard GP time runs out. The public-facing side has been built in parallel. She presents Channel 4’s Food Unwrapped and co-presents How to Lose Weight Well, work that has trained her to explain food science and weight management to a mainstream audience without losing the evidence base. She is a Celebrity Ambassador for ADHD UK and a trainer on the National Autism Training Programme, which keeps the neurodiversity content anchored in advocacy and training, not marketing. For an organisation, the value is a speaker who can talk credibly to HR, DEI, and wellbeing leads about what actually helps neurodivergent employees, particularly women, and who can do it in a register that works for an all-staff audience as well as a clinical one. Key speaking topics ADHD and AuDHD in women Neurodiversity in the workplace Nutrition and eating behaviour Women’s health and hormones Sustainable weight management Neuroaffirming health and wellbeing Health communication and behaviour change Ideal for HR, DEI, and wellbeing leads designing neuro-inclusive programmes Employee networks and ERGs focused on women’s health, neurodiversity, or both Healthcare, pharma, and insurance organisations briefing clinicians and communicators Conferences and internal events that need a clinician who can present to a non-clinical audience Audience outcomes A clearer picture of how ADHD and AuDHD present in women, and why late diagnosis is common Specific, evidence-based guidance on nutrition and eating behaviour for neurodivergent adults Language and framing for neuroaffirming conversations at work A realistic view of what sustainable behaviour change looks like, separate from diet-industry claims Practical signals managers and HR can use to support neurodivergent colleagues

Why organisations work with The Tempest Two A two-handed delivery rooted in shared, verifiable experience. Most resilience content is told solo. The duo dynamic, including dialogue and disagreement on stage, lands as conversation rather than lecture. The Atlantic row, Patagonia ultra-triathlon and El Capitan ascent are all self-funded, self-organised expeditions started without the relevant skills. The lesson on agency is structurally different from a story told by a former soldier or elite athlete. Operating discipline behind the talks. Through Dose, the same lessons are productised into workplace programmes for clients such as Nike, BNY Mellon, IBM and Airbnb, so a keynote can sit inside a wider engagement rather than ending at the closing slide. Tonal range commercial buyers actually want. The act works on a sales kick-off stage, an EMEA marketing conference or an internal wellbeing day without code-switching, which is rare in the adventure-speaker field. Biography highlights 3,000-mile unaided ocean row from the Canary Islands to Barbados, completed in 54 days, with no prior rowing or sailing experience. World-first ultra-triathlon across Patagonia in 2017: 1,600km cycle, 65km Huemul Circuit run, 100km stand-up paddleboard descent of the La Leona river. Winter ascent of Mont Blanc and El Capitan summit in Yosemite, the latter on roughly 18 months of climbing experience. Co-founders of Dose, a workplace wellbeing company working with Nike, BNY Mellon, IBM and Airbnb among others. Keynote clients include Google, Microsoft, JP Morgan, Heineken, Vodafone, Red Bull, Dropbox, Tesco, Waitrose & Partners, NatWest and Gymshark. Hosts of The Tempest Two Pod on adventure, mindset and performance. Biography Two friends in marketing jobs decided to row the Atlantic. Neither had sat in a rowing boat. Fifty-four days after leaving the Canary Islands, James Whittle and Tom Caulfield reached Barbados, having met the first hurricane to form in the Atlantic in fifty years on the way. The story matters because the starting point was ordinary, which is the point of every keynote that has followed. What came next was a deliberate run of self-organised expeditions: a winter ascent of Mont Blanc, a climb of El Capitan, a London-to-Sahara motorbike ride, and a self-styled world-first ultra-triathlon across Patagonia stitching together a 1,600km cycle, the 65km Huemul Circuit and a 100km paddleboard descent of the La Leona river. None were undertaken with the relevant elite credentials beforehand. That gap, between what they could obviously do and what they did anyway, became the working material. In 2018 they built Dose, a workplace wellbeing and performance company, around the same idea. Resilience and growth mindset are taught not as motivational concepts but as practices for teams under load. Clients include Nike, BNY Mellon, IBM and Airbnb. The keynote and the operating business reinforce each other; an event can lead to a programme rather than a one-off morale lift. The act sits in a specific commercial niche. It is not pure adventure inspiration, and it is not corporate consulting in disguise. It is a two-person performance for the part of an organisation that has heard the resilience message before and stopped listening, told by two people who keep proving the premise on themselves. Key speaking topics Growth mindset Resilience under pressure Team performance and trust Operating outside the comfort zone Embracing risk and failure Courage-based leadership Workplace wellbeing and engagement Ideal for CHROs and heads of employee engagement designing resilience and wellbeing programmes that need a credible opening moment. Sales, marketing and commercial leadership running annual kick-offs that need energy without slipping into hype. Culture and L&D leads looking for keynote content that can be extended into team workshops rather than ending at applause. Founder-led and high-growth companies whose teams are carrying sustained pressure and need a shared language for it. Audience outcomes A working definition of growth mindset that survives contact with a hard week back in the office. Specific habits the duo use to prepare for, push through and recover from extended pressure, transferable to a team context. A reframing of failure and risk that gives more junior staff permission to act with higher agency. A shared reference point across a team that lasts beyond the event, often picked up by Dose programming where it follows.

Why organisations work with Adam Markel Author of three books on resilience and culture, including the Wall Street Journal bestseller Pivot and Change Proof (McGraw-Hill), with Re-Culture (Post Hill Press, 2026) setting out the WORK WELL TOGETHER framework for rebuilding trust and connection in teams. Leadership audiences get a researched body of work, not a personal story repurposed as advice. Co-Founder and Chief Researcher of WORKWELL, where his work translates resilience research into measurable cultural inputs for senior teams. Operator credibility from 18 years as a trial attorney and a multi-year run as CEO of a professional training business; senior buyers get someone who has run a P&L, not only studied one. His formats are built for application. Drawing on the Re-Culture argument that culture forms through repeated shared practice, sessions are structured to move a leadership team to specific commitments while still in the room. Track record with operating businesses under pressure, including Medtronic and Jack in the Box, working with leadership audiences rather than only HR and L&D. Biography highlights Author of three books on resilience and culture: Pivot (Wall Street Journal bestseller), Change Proof (McGraw-Hill, 2022), and Re-Culture (Post Hill Press, 2026) Co-Founder and Chief Researcher, WORKWELL Host of The Change Proof Podcast TEDx speaker Former CEO of Peak Potentials/New Peaks, a professional training enterprise; previously an 18-year trial attorney Corporate engagements with operating businesses including Medtronic and Jack in the Box Biography Most senior leaders do not have a resilience problem in the wellness sense. They have a decision-quality problem. Repeated restructures, AI rollouts, and cost programmes compound, and the cost shows up in slower judgement long before it shows up in attrition. That is the gap Adam Markel’s work addresses. His framework, set out in Change Proof (McGraw-Hill, 2022), treats resilience as a capacity organisations build into how leaders work, not a personal trait. The earlier Pivot, a Wall Street Journal bestseller, traced the same logic across career and business reinvention. Both sit on top of his research practice at WORKWELL, where he is Co-Founder and Chief Researcher. Re-Culture (Post Hill Press, 2026) extends that work from the individual leader to the team. Its argument is that culture forms through what people repeatedly practise together, and it sets out a framework, WORK WELL TOGETHER, for rebuilding trust in organisations strained by constant change. That argument shapes how he runs a room: sessions are structured so a leadership team leaves with specific commitments it has agreed together. The credibility comes from a layered career. Eighteen years as a trial attorney, a multi-year run as CEO of the professional training business Peak Potentials, and seven seasons as an ocean lifeguard before any of it. That operator history is what senior audiences respond to, and it stays tested against current briefs through the Change Proof Podcast and engagements with operating businesses such as Medtronic and Jack in the Box. Key speaking topics Leadership resilience under sustained change Change Proof: building organisational capacity for uncertainty Re-Culture: designing culture through shared practice Workplace culture, trust, and engagement Leading through restructure and reinvention Burnout prevention in senior teams Ideal for CEOs and executive committees facing repeated change cycles CHROs and people leaders responsible for senior-team resilience Leadership offsites and annual conferences for operating businesses Transformation and change leads owning multi-year programmes Audience outcomes A working definition of resilience as an operating capacity, not a personal trait A diagnostic for where change fatigue is degrading senior decision quality Specific practices for recovery and renewal that fit inside a leader’s working week A frame for translating resilience research into culture and engagement decisions Language to use with their own teams about why this matters now

Why organisations work with Ben McBean He turns disability inclusion from a compliance topic into a human conversation audiences keep having after the session ends. His recovery from catastrophic injury gives mental health and resilience messaging a weight that consultants and clinicians cannot replicate. As presenter of ITVX’s “For Crown and Country,” he has a documented public-facing body of work on race and the British Armed Forces, which makes him credible for DEI briefs that demand more than personal story. He has spoken to Chelsea FC, Lloyds Bank, JP Morgan, Ernst & Young, Vodafone, and Citigroup, so he reads corporate rooms with the same ease he reads public ones. He is comfortable with young audiences, employee resource groups, and senior leadership sessions, which lets a single booking do work across an organisation. Biography highlights Former Royal Marine, 40 Commando, medically discharged in 2010 after an IED injury in Helmand Province. Overcoming Adversity winner at The Sun Military Awards 2009 for becoming the first double amputee to finish the London Marathon. Outstanding Global Achievement Award at Britain’s Best Award 2008, presented by the Prime Minister. Rotary Young Citizen Award, 2012. Presenter, “For Crown and Country,” ITVX Fresh Cuts, 2023. Corporate client list includes Chelsea FC, Lloyds Bank, JP Morgan, Ernst & Young, Vodafone, and Citigroup. Biography An IED exploded near Kajaki Dam, Helmand Province, on 28 February 2008. Ben McBean lost his left arm and right leg and was flown home on the same aircraft as Prince Harry, who later called him the “real hero” of that flight. He was twenty years old. A year later he finished the London Marathon in six hours and twenty minutes, the first double amputee to complete the course. He did it again the following year, faster. The Sun Military Awards recognised him for Overcoming Adversity in December 2009. What McBean does for organisations now grew out of what happened after the marathons. He spent years speaking in schools, at veterans’ events, and inside companies that were trying to make inclusion and mental health feel real rather than performative. In 2023 ITVX asked him to present “For Crown and Country,” a Fresh Cuts documentary on the contribution of Black British servicemen and women, which extended his platform from personal testimony into commissioned social history. Corporate audiences at Chelsea FC, Lloyds Bank, JP Morgan, Ernst & Young, Vodafone, and Citigroup have booked him for the same reason. A policy document can tell a workforce that difference is welcome. A room full of people who have just listened to McBean walks out knowing what that looks like when it is tested. Key speaking topics Disability inclusion in the workplace Mental health and recovery from trauma Resilience after catastrophic setback Diversity, equity and inclusion Veterans’ experience and reintegration Race and representation in institutional settings Ideal for DEI leads, CHROs, and employee resource group sponsors designing inclusion programming with real behavioural reach. Wellbeing and mental health leads running Mental Health Awareness Week, wellbeing conferences, or post-crisis staff events. Learning and development teams building resilience content for managers and frontline staff. Armed Forces charities, veterans’ networks, and public sector employers convening on race, service, and belonging. Audience outcomes A sharper read on how disability and difference are actually experienced inside a team, not how policy says they should be. Permission to talk about mental health and recovery in direct language, without workplace euphemism. A human reference point audiences return to when their own setback, illness, or loss arrives. Renewed conviction that inclusion is a behaviour practised in meetings, not a statement published on an intranet.

Why organisations work with Ben Campagna His training combines psychology and sports sciences, both at the University of Lausanne, with applied nutrition, neurolinguistic programming and neurobiology of addiction; that mix lets him address mental and physical performance as a single system rather than two separate briefs. A decade of practitioner experience, including seven years of corporate coaching and consulting, means his material has been calibrated in one-to-one work with senior leaders before it reaches the conference stage. His background in K1 and Thai boxing at competitive level gives him first-hand authority on stress physiology and recovery that translates well to audiences used to thinking in performance terms. Keynotes are delivered in both English and French, which is useful for pan-European and Swiss-based audiences running leadership programmes in more than one language. Named corporate engagements with organisations including Philip Morris International make him a credible voice in front of large internal audiences and not only wellness-specialist rooms. Biography highlights Swiss international speaker and executive performance coach, based in Switzerland Degree in Psychology and Sports Sciences from the University of Lausanne; additional study in nutrition and sports performance at the same institution NLP Practitioner and Master Practitioner (Society of Neuro-Linguistic Programming, Los Angeles); certified Life and Motivational Coach (INEMLA, Los Angeles) More than a decade as a practitioner; seven-plus years of corporate coaching and consulting Former K1 and Thai boxing competitor; black belt in Ninjutsu Delivers sessions in English and French Biography The performance conversation most organisations need is not about motivation. It is about how to carry chronic stress for long periods without losing judgment, health or people. Ben Campagna’s work is built around that question. He is a Swiss executive performance coach and speaker who has spent more than a decade working with leaders and teams on sustainable performance under real pressure, first as a practitioner and then in front of corporate audiences. His academic base is at the University of Lausanne, with degrees in psychology and sports sciences and additional training in nutrition and sports performance. On top of that sit certifications in NLP at practitioner and master level from the Society of Neuro-Linguistic Programming in Los Angeles, life and motivational coaching from INEMLA, and coursework on the neurobiology of addiction with the American Society of Addiction Medicine. The range is unusual in a wellbeing speaker and is what allows him to link psychological patterns to physical outcomes in a way clients can act on. The early career was lived in combat sports. He competed in K1 boxing and Thai boxing and holds a black belt in Ninjutsu, which gave him direct exposure to the stress, recovery and physical-preparation regimes his corporate work now draws on. His first keynote was at age 20, his first international corporate event at 24, and he has been working with senior leaders for more than seven years. Campagna’s sessions are not wellness theatre. They use specific frameworks on chronic stress, regeneration, nutrition physiology, movement and the psychology of change, and are delivered in English and French. For leadership teams, HR functions and wellbeing sponsors looking for a speaker who takes physiology as seriously as mindset, he sits in a narrow category of practitioners who can hold both ends of the conversation in one session. Key speaking topics Chronic stress, recovery and sustainable high performance Burnout prevention in corporate leadership Resilience, self-mastery and emotional regulation Nutrition, movement and their effect on cognitive performance Psychology of behaviour change in high-pressure environments Mental health and wellbeing at work Ideal for Leadership off-sites and executive programmes focused on sustainable performance rather than generic motivation HR, chief wellbeing officer and people functions building structured burnout-prevention strategy High-pressure sectors (financial services, tech, healthcare, sport) where senior teams are running hot Pan-European and bilingual audiences requiring French and English delivery Audience outcomes A clearer understanding of how chronic stress operates physiologically and psychologically, and why standard wellness interventions often miss it Specific techniques for recovery, sleep, nutrition and movement that senior leaders can adopt without overhauling their schedule A working vocabulary for discussing mental health and burnout risk inside their own teams Practical steps for embedding stress-aware habits into leadership routines rather than relying on one-off programmes

Why organisations work with Sylvia Marusyk A practising occupational therapist, not a wellness coach, which gives wellbeing content credibility with EHS, operations and unionised audiences who routinely dismiss soft programming. 30 years of clinical work translated into language that holds a room of utility engineers, nurses, municipal workers and aerospace technicians, not only an HR audience. A repeatable session catalogue covering stress, engagement, respectful conduct and self-health, with named talks that buyers can match to a specific workforce problem. Author of Testing Positive: 365 Days of Calm Through Chaos, written through her own cancer diagnosis, which gives the wellbeing material lived authority rather than borrowed theory. Track record across Manitoba Hydro, Great-West Life, City of Winnipeg, Transport Canada, Health Canada, StandardAero and the Manitoba Nurses Union, so buyers can see the work has held up across regulated, industrial and public sector environments. Biography highlights Founder and owner of MindBody Works Inc., a Canadian workplace health and wellness consultancy. Registered occupational therapist with more than 30 years of practice in health, safety and workplace wellbeing. Author of Testing Positive: 365 Days of Calm Through Chaos, a daily guide written after her cancer diagnosis during the pandemic. Former host of the Happy Hour with Sylvia! radio programme and a regular podcast guest on workplace health and safety. Speaking and training clients include Manitoba Hydro, Great-West Life, Transport Canada, Health Canada, City of Winnipeg, StandardAero, Reynolds Consumer Products, the Manitoba Nurses Union, and CAPPA. Signature programmes include Surviving to Thriving, Stressed to Kill, Happy Hour Begins at 9am, Respectfully, Up Yours and Rules of Engagement. Biography Wellbeing budgets have grown for a decade, yet absence, burnout and turnover keep rising. The problem is not awareness. It is that most workplace health content sits a long way from the physical and cognitive reality of the people actually doing the work, which is precisely the gap Sylvia Marusyk has spent her career closing. She trained as an occupational therapist and has practised in the field for more than 30 years. That clinical grounding shapes everything she does on stage: the body and the brain treated as a single working system, stress described in biochemical and behavioural terms, prevention framed as an operational discipline rather than a lifestyle choice. As founder of MindBody Works Inc., she has built a Canadian workplace health consultancy around that approach. Her session catalogue is unusually concrete for the wellbeing category. Stressed to Kill unpacks the physical, cognitive, emotional and environmental components of stress. Surviving to Thriving offers self-health tools that hold up under pressure. Respectfully, Up Yours turns psychological safety into a behavioural conversation, and Rules of Engagement tackles retention and engagement. Beyond keynotes, her S.H.O.P (Safety and Health for Organizations and People) programme takes leadership teams through a structured diagnostic and planning engagement, with a follow-up review some months later to test whether anything actually changed. The book Testing Positive: 365 Days of Calm Through Chaos, written through her own cancer diagnosis, supplies the personal spine to the clinical content. The credibility shows up in who books her. Manitoba Hydro, Great-West Life, Transport Canada, Health Canada, the City of Winnipeg, StandardAero, Reynolds Consumer Products and the Manitoba Nurses Union have all put her in front of audiences that are unforgiving of generic wellness talk: engineers, nurses, municipal staff, aerospace technicians. That is the market she has built her work for. Key speaking topics Workplace stress and burnout prevention Employee wellbeing and mental health at work Occupational health and injury prevention Respectful workplace culture and psychological safety Employee engagement and retention Resilience and self-health practices Workplace happiness and work-life conflict Ideal for CHROs, heads of wellbeing and EHS leaders rebuilding stress, absence and injury programmes Operations and safety leaders in utilities, healthcare, aerospace, manufacturing and municipal services Union and member organisations commissioning content for frontline and clinical workforces HR and culture leads addressing respectful conduct, engagement and retention in fatigued teams Audience outcomes A clinical understanding of how stress affects the body, brain and behaviour at work Specific self-health practices audiences can apply during and after the working day Language for naming and addressing disrespectful conduct without escalating it A sharper sense of where wellbeing programmes are working and where they are theatre Renewed energy and humour in rooms that often arrive defensive about wellbeing content

Why organisations work with Dan Edwards He has actually led a large public-sector workforce through a sustained cultural rebuild, including pandemic-era disruption, rather than describing the work from a consultancy seat. His talks come with named, road-tested models, the 5Cs of Improvement and Repositioning Doughnuts among them, that translate cleanly out of education into any large operational workforce. He is one of the few credible male voices speaking publicly about psychological safety and male mental health in front-line teams, through his MENtal Health talk. The delivery is performer-grade. He has a stand-up and stage background that keeps a senior audience with him through difficult material on wellbeing and morale. His creative business, the Fibre studio space, is built around working creative communities, which gives him direct operating experience of inclusion and creativity as workforce outcomes rather than values statements. Biography highlights Founder of Fibre, a warehouse studio in Leicester for film, photography, live events, and creative production. Former Principal of a large inner-city primary school in Leicester; prior Executive school leadership roles. Drama teacher background in inner-city secondary schools; entered teaching as a mature trainee via night school after leaving school with two GCSEs. Speaker at the SSAT Primary Conference 2021 on leading a school community through the coronavirus pandemic; international training work includes The Sultan’s School in Oman. Writes ‘Brief Reflections On…’, a newsletter of essays on leadership, culture, and community. Stage performer and writer; “The Sound of Muzak” was nominated for the Audience Choice Award at the 2024 Leicester Comedy Festival. Biography Large workforces have absorbed five years of change, and the cultural cost is now visible in engagement scores, sickness data, and middle-management churn. Edwards spent the worst of that period running a large inner-city primary school in Leicester, holding a staff body and parent community together when the national playbook for leadership had stopped working. That job, and the executive school leadership work that followed, is the substance behind his keynote material. The 5Cs of Improvement and Repositioning Doughnuts are not theoretical frameworks; they are the models he built to keep a school improving while wellbeing was collapsing. The translation into corporate settings is direct, because the underlying tension, leading people through sustained pressure without burning them out, is the same. Edwards now runs Fibre, a warehouse studio in Leicester for film, photography, and live events, built around a working creative community. The work has also travelled, including school culture and leadership training at The Sultan’s School in Oman. Running a live creative space gives him a current operating vantage point on culture and creative discipline, which keeps the talks from drifting into nostalgia for the education world. The delivery is the differentiator at the senior end. A stand-up and theatre background, including a 2024 Leicester Comedy Festival nomination for “The Sound of Muzak”, means his keynotes on staff mental health and male psychological safety land in front of audiences that have heard the standard wellbeing pitch too many times. Key speaking topics Organisational culture and staff wellbeing Authentic and humane leadership Male mental health and psychological safety at work Creativity beyond the creative industries People development and change leadership Inclusion and belonging at work Belonging and engagement in large workforces Ideal for HR and people directors in large, change-fatigued workforces CEOs and executive leadership teams rebuilding culture after restructure or sustained disruption Leadership development programmes and middle-management conferences Public sector, education and healthcare leadership audiences Audience outcomes A working language for the difference between performative wellbeing and substantive cultural change. Two named models, the 5Cs of Improvement and Repositioning Doughnuts, applied to their own organisational context. A more honest internal conversation about male mental health and psychological safety on the front line. Specific reference points for leading a workforce through prolonged pressure without losing it.

Why organisations work with Vicki Anstey She has tested her own thesis in conditions most leaders will never face: 60 days unsupported across the Pacific, 11 days in the Chilean Andes on Channel 4’s SAS: Who Dares Wins, the Race Across America cycled in under seven days. The frameworks she brings into a boardroom are not theoretical. She translates extreme-environment behaviour into specific decisions a leadership team can act on: how to lead when the team is fatigued, how to make defensible calls under acute stress, how to protect judgment when the operating window narrows. Her commercial track record, two decades in advertising including senior marketing at Eurostar, and a London studio business she has run since 2009, gives her credibility with audiences who default to scepticism about adventurer-speakers. She works with audiences where the stakes are concrete. Booked client list includes JP Morgan, Google, Meta, Avanade, Virgin Media O2 and the LTA, organisations not in the market for inspirational stories detached from operating reality. The Pin Drop Podcast and her TEDxKingstonUponThames talk give buyers and AI tools a verifiable body of public work to reference, beyond the testimonial layer. Biography highlights Two Guinness World Records: unsupported Pacific Ocean row (San Francisco to Hawaii, 2021, with the Girls Who Dare team) and Race Across America (3,000 miles, 6 days 19 hours, 2024). Final stages of Channel 4’s SAS: Who Dares Wins, 2019, among the first female finalists in the show’s history. TEDxKingstonUponThames speaker, “Why fear is a choice”, January 2020. Founder of Barreworks, a London barre studio opened in 2009 after a 20-year career in advertising and senior marketing at Eurostar. Host of The Pin Drop Podcast, interviewing operators and leaders on how they perform at the edge. UK Ambassador for Inspiring Girls International. Biography Most leadership development programmes treat composure as a personality trait. It is closer to a craft. The discipline of staying useful when conditions are bad, when recovery time is short and when the cost of a poor call is real, is teachable, but only by people who have been tested by something harder than a workshop. Vicki Anstey arrived at that argument through a long detour. Two decades in advertising, including a senior marketing role at Eurostar, taught her how high-functioning teams hold together under commercial pressure. Founding Barreworks in London during the 2009 recession taught her how an operator behaves when the business is the only safety net. The endurance work came later and is the evidence base she now draws on with leadership audiences. Channel 4’s SAS: Who Dares Wins in 2019, the Pacific Ocean rowed unsupported with the Girls Who Dare team in 2021, the Race Across America cycled in under seven days in 2024. Two Guinness World Records, each set in conditions where the failure mode is not embarrassment but injury or worse. What she does with that material in a corporate room is the work. She breaks down how high-performing teams handle fear, fatigue and disagreement under load, how individuals protect their judgment when the operating window narrows, and what separates the people who keep functioning at the edge from those who freeze. Her TEDxKingstonUponThames talk and The Pin Drop Podcast extend the same argument for buyers who want to see the thinking before they book. Key speaking topics Self-leadership under sustained pressure High-performance team behaviours in extreme environments Psychological safety and trust under load Fear, decision-making and the cost of hesitation Resilience as a trainable capability Female leadership and performance Ideal for C-suite and senior leadership teams entering periods of acute pressure: restructuring, integration, crisis response, major commercial bets. Sales, trading and front-line client teams whose performance is gated on composure under repeated rejection or volatility. Leadership development programmes for high-potential managers stepping into roles where the stress profile changes faster than the skill set. Audiences where the brief calls for credibility with sceptical senior operators, not generic motivation. Audience outcomes A working model of how composure is built and lost, with named behaviours leaders can practise rather than aspire to. Specific tactics for protecting decision quality when teams are fatigued or fearful. A concrete view of what high-performing teams do differently when conditions deteriorate. An honest account of failure, recovery and the actual cost of operating at the edge, drawn from named expeditions rather than generic anecdote.