Employee Wellbeing

Why organisations work with Hayley Mulenda She has been booked into the rooms where retention strategy is set, including Microsoft HQ in Redmond, Unilever’s C-suite under Leena Nair, and Meta MENA’s leadership. Her TEDxLSE talk «The Danger of Being a Role Model» frames a specific argument about authenticity that translates directly into how organisations think about leadership visibility and reverse mentoring. She holds an active operating seat as Brand Board Member at Wagamama, so the inclusion and culture content is informed by board-level decision-making, not consultancy at arm’s length. Her work on the gap between C-suite intent and Gen Z lived experience addresses a problem most leadership teams can name but few can resolve. Her book «The ABCs to Student Success» and her TEDx platform give her a public body of work that buyers can read before booking. Biography highlights TEDxLSE speaker, «The Danger of Being a Role Model» Author, «The ABCs to Student Success» Brand Board Member, Wagamama Keynote and consulting work with Microsoft, Unilever, JP Morgan, Google, Meta MENA, Chanel, Bloomberg Media, Harrods, Clifford Chance, Cabinet Office UK Spoken at Wembley Arena, Oslo Spektrum, and the UK Houses of Parliament Named one of 25 Black entrepreneurs to watch in 2024, The Black Business Show x HSBC Biography The cost of failing to engage a younger workforce is now measured at executive committee level. Retention has become a leadership question rather than an HR one. Hayley Mulenda’s work sits at the point where mental health, inclusion, and generational change converge inside that question. She came to the work through her own experience. After a suicide attempt at 18, she rebuilt her life around the practical mechanics of mental health and self-worth, and turned that into a public body of work. Her TEDxLSE talk, «The Danger of Being a Role Model», argues that organisations and leaders default to curated personas when employees actually need authenticity, and that the difference is what determines trust. Her client list reflects how that argument lands inside large organisations. Microsoft brought her to Redmond. Unilever’s then Chief HR Officer Leena Nair, now CEO of Chanel, has worked with her. Meta MENA, JP Morgan, Bloomberg Media, Clifford Chance, Google, the Cabinet Office, and Teach First have all booked her on briefs covering wellbeing, inclusion, and reverse mentoring. Wagamama appointed her to its brand board. The «ABCs to Student Success» gives her a published framework. The board seat keeps the work close to operating decisions. Together, they explain why she is booked less as a wellbeing speaker and more as a translator between senior leaders and the workforce now reporting to them. Key speaking topics Mental health and wellbeing in the workplace Reverse mentoring and generational engagement Diversity, equity and inclusion Employee retention and the social contract of work Authentic leadership and personal branding Workplace culture across the MENA region Ideal for CHROs and people directors managing retention of Gen Z and millennial talent Inclusion and culture leads building reverse mentoring or ERG programmes Executive teams reviewing employee engagement and wellbeing strategy Conferences and offsites where leadership wants a credible voice on mental health rather than a generic one Audience outcomes A working language for the difference between leader visibility and leader authenticity, and why one drives engagement and the other does not A direct view of what younger employees actually want from senior leaders A reframing of mental health from a wellbeing programme into a retention lever Practical reference points for designing reverse mentoring that produces decisions, not optics

Why organisations work with Elaine Kasket She is one of the few cyberpsychologists in Europe who is also a clinically trained, HCPC-registered counselling psychologist, which means her advice on digital wellbeing is grounded in clinical practice, not commentary. Her work covers technology across the full lifespan, from “sharenting” to digital afterlife, which gives leaders a coherent framework for thinking about the employee, the customer, and the citizen as the same person. She wrote the definitive trade book on digital death and digital legacy, All the Ghosts in the Machine, and now leads on the psychology of AI companions and grief bots, an area few executive audiences have heard explained well. She has consulted to organisations including Netflix, Santander, Deloitte, the NHS and Hill & Knowlton Strategies, so the work translates from research into board-level conversations about AI, attention and surveillance. Her newest book, Reset, gives leadership teams a practical vocabulary for agency over technology rather than the usual digital detox framing, which most senior buyers find too thin for adult professional audiences. Biography highlights BPS-Chartered Psychologist and HCPC-Registered Counselling Psychologist; Associate Fellow of the British Psychological Society Visiting Professor at the Centre for Death and Society, University of Bath; formerly Honorary Professor of Psychology at the University of Wolverhampton Author of Reset: Rethinking Your Digital World for a Happier Life (Elliott & Thompson, 2024) and All the Ghosts in the Machine (Robinson, 2019) TEDx Oxford speaker; featured expert in the Netflix documentary The Future Of: Life After Death Regular contributor to BBC Radio 4 Woman’s Hour, CNN, BBC Ideas, The Guardian, New Scientist, Psychology Today and Stylist Keynote engagements include Santander, Deloitte, the NHS, Royal Society of Medicine, Congreso Futuro, re:publica and the International Baccalaureate global conference Biography Most organisations talk about digital wellbeing in the language of the wellness industry: detoxes, screen-time apps, mindful breathing. The actual psychological problem is structural. Attention is being extracted, identity is being recorded, and the costs are showing up in engagement, retention and clinical mental health caseloads. That gap between the corporate vocabulary and the clinical reality is the space Elaine Kasket works in. She trained as a counselling psychologist before cyberpsychology was a discipline, and is registered with the HCPC alongside her chartered psychologist status with the British Psychological Society. That clinical grounding is what separates her commentary from the commentary economy around technology. She led the Doctorate in Counselling Psychology at Regent’s University London, was Honorary Professor of Psychology at the University of Wolverhampton for five years, and is now Visiting Professor at the Centre for Death and Society at the University of Bath. Her first trade book, All the Ghosts in the Machine (Robinson, 2019), opened a serious public conversation about digital legacy: what happens to your data, your accounts and your image when you die, and what that means for the people who outlive you. Reset: Rethinking Your Digital World for a Happier Life (Elliott & Thompson, 2024) extends the argument across the full lifespan, from “digital gestation” and sharenting to surveillance, AI relationships and the digital afterlife. For leadership audiences, she connects four conversations executives often run as separate problems: employee mental health, AI adoption, brand trust and data governance. Her recent keynotes for Santander, Deloitte, the NHS, the Royal Society of Medicine and Congreso Futuro have moved leaders away from “digital detox” framing and toward agency, the design question of how a workforce uses AI without losing the cognitive and relational ground organisations actually run on. Key speaking topics Cyberpsychology and digital wellbeing Psychology of AI adoption at work AI companions, grief bots and the future of human connection Digital legacy, data privacy and digital afterlife Attention, surveillance and the extractive attention economy Technology across the lifespan, from sharenting to digital afterlives Ideal for CHROs and Chief People Officers designing wellbeing, engagement and AI-readiness programmes Chief AI Officers and transformation leads embedding AI into employee experience and customer-facing tools Brand, marketing and communications leadership teams working on trust, privacy and AI narratives Boards and risk committees considering the human and reputational dimensions of data, surveillance and AI Audience outcomes A clinically grounded read on what technology is actually doing to attention, identity and relationships at work A vocabulary for talking about digital wellbeing that holds up in front of clinicians, regulators and senior employees A clearer view of where AI companions, grief bots and synthetic relationships intersect with workforce mental health and brand risk A practical sense of what individual and organisational agency look like in an extractive attention economy A framework that connects digital legacy, data governance and employee trust as one coherent leadership question

Why organisations work with Jill Payne A working method, not a mood-lift. Her Energy Management framework gives leaders and teams a shared language for how they move, what they focus on, and how they talk to themselves under load. Credibility with high-performance environments. She has coached the Canadian Women’s Olympic Rugby 7’s programme on mental conditioning and culture, and applies the same playbook inside companies. A book the field has rated. Be a Dime won Gold at the 2024 Foreword INDIES Book of the Year Awards in the Self-Help category, published by Figure 1 Publishing. Range across sectors that demand precision. Named corporate clients include Google, NASA, McDonald’s, Sony, PepsiCo, Boeing, and Western Union. Tools audiences keep using. Her sessions hand over named practices, the Body, Focus, Dialogue (BFD) sequence among them, that leaders can take back into their week. Biography highlights Author of Be a Dime: Unleash Your Inherent Energy and Live Life More Joyfully (Figure 1 Publishing). Gold Foreword INDIES Book of the Year Award, Self-Help, 2024. Master’s in Workplace Wellness / Employee Engagement & Workplace Performance; undergraduate degrees in Human Kinetics and Education. Mental Conditioning and Culture Coach to the Canadian Women’s Olympic Rugby 7’s programme. Former Team Canada athlete in Sprint Canoe and Rugby. Corporate clients include Google, NASA, McDonald’s, Sony, PepsiCo, Boeing, Western Union, NBC. Biography Most wellbeing programmes treat burnout as something to soften after the fact. Payne treats it earlier, as a question of capacity. How a leader moves through the day, what they choose to attend to, and the running dialogue they hold with themselves all sit upstream of how much pressure they can absorb before judgement slips. That logic became the Energy Management framework, now used inside organisations across North America. The method is built on three working levers, body, focus, and dialogue, which Payne treats as a single system rather than three wellness habits. Her book Be a Dime sets out the approach in long form and won Gold at the 2024 Foreword INDIES Book of the Year Awards in Self-Help, published by Figure 1 Publishing. Her credibility comes from working inside environments where the cost of poor energy is immediate. As Mental Conditioning and Culture Coach with the Canadian Women’s Olympic Rugby 7’s programme, she applied the same method she now brings to senior teams at Google, NASA, McDonald’s, Sony, PepsiCo, Boeing, and Western Union. The academic spine is a Master’s in Workplace Wellness and Employee Engagement, layered on undergraduate work in Human Kinetics and Education. For an organisation absorbing change fatigue or watching engagement scores drift, Payne gives leaders a concrete operating practice, not another wellness initiative. The work is closer to mental performance coaching than to mindfulness, and it equips senior teams to keep showing up clearly when conditions tighten. Key speaking topics Energy management and personal capacity Burnout prevention and recovery Resilience under sustained pressure High-performance team culture Mental conditioning for leaders Joy and engagement at work Workplace wellbeing strategy Ideal for CHROs, CPOs, and heads of talent rebuilding engagement after sustained change Senior leadership teams managing performance under prolonged pressure Wellbeing and learning leads moving past surface-level wellness programming High-performance functions, sales, trading floors, clinical leadership, where capacity is the constraint Audience outcomes A working vocabulary for energy as an organisational capacity, not a private wellness concern The Body, Focus, Dialogue (BFD) sequence as a practice that leaders can apply that week A clearer read on the early indicators of burnout inside their own teams Specific practices for joy and recovery that are grounded in evidence, not slogans A reframe of resilience as a daily operating habit, taught and reinforced

Why organisations work with Victoria Humphries A lived account of decision-making in life-threatening conditions, including falling through Arctic ice, that translates directly to how senior teams behave when the stakes are real and the recovery margin is thin. An executive track record across teaching, governance, consulting and running an EdTech business, so the resilience material lands as commercial advice, not adventure storytelling. A specific focus on the leadership behaviours that hold workforces together through repeated restructure: small steps, visible composure, recovery from setback. Co-author of Frigid Women, the published account of the 1997 first all-female North Pole expedition, which gives the keynote a documentary anchor rather than a retold anecdote. Repeat use by leadership-development and change programmes at AkzoNobel, Tarmac, Coventry Building Society, COBIS, Pfizer and ServiceNow. Biography highlights Member of the first all-female relay expedition to the North Pole, 1997. Co-author of Frigid Women, published by Eye Books, written with her mother, Sue Riches. Three-time Guinness World Record holder, as cited on her speaker profiles. 25-plus years across education, governance and commercial leadership, including managing director of an EdTech company. Keynote and workshop client list including AkzoNobel, Coventry Building Society, British Telecom, AQA Education, Tarmac Springboard, Pfizer, ServiceNow and COBIS. Biography The 1997 expedition to the North Pole was twenty women in a relay across shifting Arctic ice, in temperatures around minus 40, with rescue dependent on aircraft that could only land in a narrow weather window. Victoria Humphries was one of them. She and her mother Sue went through the ice into the Arctic Ocean at one point and got themselves out. That story sits underneath the rest of her work as a leadership speaker. The expedition is documented in Frigid Women, the book she co-wrote with her mother and published through Eye Books. It is not a motivational text. It is an account of how a non-professional team prepared for, survived and recovered from a sustained ordeal, and what each person had to manage in their own head to keep going. That makes it useful source material for organisations dealing with fatigue and repeated change, rather than a one-off shock. The commercial track record is what allows the polar story to do useful work in a corporate room. Twenty-five years of teaching, governance, consultancy and running an EdTech business gives her the language of leadership development, restructure and team performance. Programmes she has delivered for AkzoNobel, Coventry Building Society, Tarmac, Pfizer, COBIS and ServiceNow are positioned as resilience and change content, not adventure speeches. Her signature talks, Managing Change in a Changing World, One Step at a Time and Be Bold, Be Brave, Be You, take the same idea into different audiences. The argument is consistent: when conditions stay hard for a long time, what holds a team together are small, visible acts of composure from the people leading it. Key speaking topics Resilience and stress management Leading through sustained change Self-leadership under pressure Team leadership in difficult conditions Women in business and leadership Motivation and self-belief Diversity, equity and inclusion Ideal for Leadership development programmes for newly senior managers, including high-potential and emerging-leader cohorts. HR, talent and learning teams are designing resilience or change-readiness content into a wider curriculum. Conferences and town halls during or after a restructure, integration, or sustained period of operational pressure. Women’s leadership networks and inclusion programmes that want a speaker with a substantive professional record alongside the personal story. Audience outcomes A clearer view of how composure under pressure shows up as a leadership behaviour, not a personality trait. A method for breaking long, uncertain change into the next single step a team can act on. A frame for recovering from a setback at work without losing the team’s commitment to the next phase. A more honest read on personal capability, particularly for people who have under-rated their own resilience.

Why organisations work with Kimberley Wilson She is dual-trained as a Chartered Psychologist and a nutritionist, which lets her connect food, sleep and stress to measurable cognitive and behavioural outcomes that HR and clinical leads both recognise. Her Whole Body Mental Health approach gives leaders a workable thesis: brain health is built, not gifted, and the inputs sit inside the working day. Her clinical track record is unusually serious for the corporate stage. She led the therapy service at HMP and YOI Holloway and served as a Governor of the Tavistock and Portman NHS Mental Health Trust. She has translated the science into two trade books, How to Build a Healthy Brain and Unprocessed, and a regular media platform that includes BBC Radio 4 and BBC Science Focus. She turns research into practice. Audiences leave with specific behaviours to adopt, not a general call to look after themselves. Biography highlights Chartered Psychologist with a Master’s degree in Nutrition, running a private practice in central London. Former Governor of the Tavistock and Portman NHS Mental Health Trust. Former Chair of the British Psychological Society’s Training Committee in Counselling Psychology. Led the therapy service at HMP and YOI Holloway, then Europe’s largest women’s prison. Author of How to Build a Healthy Brain (Yellow Kite, 2020) and Unprocessed (Penguin, 2023). Host of BBC Radio 4 podcast Made of Stronger Stuff; contributor to BBC Science Focus and Psychologies Magazine. Biography Mental health programmes inside organisations have stalled at the level of awareness. Awareness has not lowered burnout rates or improved cognitive performance, and senior leaders know it. The next conversation is about what physically builds and protects the brain at work. That is the territory Kimberley Wilson has spent her career in. She is a Chartered Psychologist with a Master’s degree in Nutrition, and she works at the point where psychology, food and physiology meet. Her clinical credentials sit in serious places. She was a Governor of the Tavistock and Portman NHS Mental Health Trust, chaired the British Psychological Society’s Training Committee in Counselling Psychology, and led the therapy service at HMP and YOI Holloway. Her published work makes the argument explicit. How to Build a Healthy Brain set out the lifestyle inputs, sleep, nutrition, movement, recovery, that protect cognitive function across a lifetime. Unprocessed pushed further, showing how modern diets are shaping mood, behaviour and decision quality at population scale. Both books are written for general readers, which is why they translate well to a corporate audience. On stage she is plain spoken, evidence led and useful. She gives leaders a framework for thinking about brain health as infrastructure, and gives employees specific things to change on Monday morning. For organisations spending real money on wellbeing without seeing the return, that combination is the point. Key speaking topics Whole Body Mental Health Brain health and cognitive performance at work Nutrition, mood and behaviour Stress, recovery and burnout prevention Sleep and high-performance teams Workplace mental health strategy Ideal for CHROs and Heads of People rebuilding wellbeing strategies that need to show measurable impact. Boards and executive teams concerned with cognitive performance, decision quality and senior leader burnout. Health, safety and wellbeing leads in high-pressure sectors such as financial services, professional services, healthcare and defence. Audience outcomes A clear thesis on how brain health is built, and where it can be protected or eroded inside the working day. Specific behaviours linked to sleep, nutrition, movement and recovery that audiences can apply immediately. A more accurate reading of the link between food, mood and decision-making at work. A sharper view of where wellbeing investment actually shifts performance, and where it does not.

Why organisations work with Diana Ospina and Oscar Lemus They bring an instrument, not a philosophy. BhiPRO produces a quantified Business Happiness Index across 35 indicators with a reported 94% reliability, the kind of evidence a board will fund against. The methodology has earned external academic validation. Harvard Business School teaches a BhiPRO case based on its deployment at Lanco Medical Group, which signals serious analytical credibility for a culture topic that usually trades on anecdote. They speak as a duo with two distinct lenses: Diana on applied neuroscience and culture practice, Oscar on the financial and operational economics of happiness. The split lets them address a CHRO and a CFO in the same room. They are the leading Spanish-language voices on workplace happiness measurement in Latin America, with deployments across 70+ companies and an open study spanning 29 countries. For multinationals with significant LatAm operations, they offer regional substance most international speakers cannot. Their book “Signos Vitales de la Felicidad Organizacional” is prologued by Néstor Braidot, the leading Spanish-language neuroscientist on applied business neuroscience, anchoring their work in a credible scientific tradition. Biography highlights Co-creators of BhiPRO (Business Happiness Index Program), a 35-indicator scientific methodology for measuring organisational happiness, climate and wellbeing. BhiPRO featured as an MBA teaching case at Harvard Business School, based on the Lanco Medical Group implementation. Co-founders of Mide la Felicidad, the Colombian firm that has applied the methodology to 70+ companies in Latin America since 2015. Co-authors of “Signos Vitales de la Felicidad Organizacional” and “Metodología Científica BhiPRO: Cómo Medir la Felicidad Organizacional,” with prologue by neuroscientist Néstor Braidot. Diana Ospina: TEDx speaker (“Monitoreando Felicidad Laboral”, TEDxSanJosédeDavid), NLP practitioner and applied neuroscience specialist. Oscar Rodríguez Lemus: Honorary Doctorate in Human Development and Leadership (2023), trained in Applied Neurosciences and Brain Gym at the Braidot Institute, with two decades in capital markets and finance before his work on workplace happiness. Biography Most organisations cannot answer a basic question about their own culture: how happy are our people, in numbers a finance director would accept. Pulse surveys and engagement indices give partial answers. They do not link wellbeing to performance with enough rigour to defend a culture budget through a downturn. The instrument has been missing. BhiPRO was built to close that gap. Diana Ospina Campuzano and Oscar Rodríguez Lemus spent more than a decade developing a 35-indicator measurement system covering happiness, climate, wellbeing, culture and sustainability, reporting 94% reliability. The methodology now anchors a Harvard Business School MBA case, based on its application at Lanco Medical Group, and has been deployed across more than 70 companies in Latin America since their firm Mide la Felicidad was founded in Colombia in 2014. The duo work in complementary modes. Diana came to the topic through applied neuroscience, NLP and executive coaching, and is a TEDx speaker on workplace happiness. Oscar’s background sits in capital markets and international economic relations, which gives the partnership a financial vocabulary that culture work usually lacks. Together they published “Signos Vitales de la Felicidad Organizacional,” prologued by the neuroscientist Néstor Braidot, and the companion methodology volume on how to measure organisational happiness. For executive teams the value is concrete. A Spanish-language duo who can stand in front of a Latin American leadership team, present a quantified diagnostic of how their culture is actually performing, and link the gaps to specific operational moves. The Harvard case is the credibility marker. The 35-indicator instrument is the working tool. Key speaking topics Measuring organisational happiness with the BhiPRO methodology Workplace wellbeing and employee engagement Applied neuroscience and workplace happiness Organisational culture transformation Talent retention and human loyalty The economics of happiness at work Entrepreneurship and partnership Ideal for CHROs, Chief Happiness Officers and culture leads in Latin American or Spanish-speaking organisations commissioning a quantified culture diagnostic CEOs and CFOs evaluating the financial case for wellbeing and engagement investment Multinationals with significant Latin American operations seeking regionally credible culture expertise HR conferences and leadership summits in Spanish-language markets Audience outcomes A clear understanding of what an audit-grade happiness measurement actually contains and how it differs from a pulse survey The five dimensions and headline indicators that drive the BhiPRO index, and how each links to operational outcomes An evidence-based read on what Latin American workforce data says about engagement, retention and culture Practical entry points for moving a culture programme from narrative to measurement A neuroscience-informed view of why workplace happiness behaves the way it does, drawn from Braidot Institute training

Why organisations work with Sara Ross A named, proprietary framework. LeadFULL gives leadership teams a shared operating language for shifting out of effort management and into capacity management, grounded in her own multi-year workplace vitality research. A book with a thesis, not a brand. Dear Work, Something Has to Change sets out a specific argument about why current wellbeing interventions fail and what replaces them, which gives leaders something to act on after the keynote. Independent recognition from credible bodies. Global Gurus Top 30 Motivational Speakers (2025) and SUCCESS Magazine’s 2023 Woman of Influence place her on lists that buyers use for shortlist defence. A working track record with high-pressure organisations. Microsoft, Cisco, PepsiCo, Wells Fargo, FedEx, and the U.S. Navy SEALs have used her work in environments where the cost of burnout is operational, not just cultural. Biography highlights Founder and Chief Vitality Officer, BrainAMPED, a leadership research firm. Author of the bestselling Dear Work, Something Has to Change, built on a multi-year workplace vitality study. Global Gurus Top 30 Motivational Speakers, 2025. 2023 Woman of Influence, SUCCESS Magazine. Former Vice President and Global Head of Leadership Innovation, Research and Education at a global leadership development firm. Guest lecturer in executive leadership programmes at Smith College; client work includes Microsoft, Cisco, PepsiCo, Wells Fargo, FedEx, Deloitte, and the U.S. Navy SEALs. Biography Wellbeing has been a corporate priority for a decade, and most senior teams are no closer to fixing the underlying problem. Capable people are still leaving, performance is still uneven, and the cost of fatigue is now showing up in decisions, not just disengagement scores. Sara Ross’s work begins with that observation. She is the founder of BrainAMPED, a leadership research firm, and author of Dear Work, Something Has to Change, which draws on her own multi-year study of workplace vitality. The book makes a specific argument: leaders have been taught to manage effort, when what now matters is managing state. Capacity, not endurance, becomes the operating variable. Out of that research she built LeadFULL, a framework she uses with senior teams to translate the argument into practical leadership behaviour. It sits at the intersection of emotional intelligence, behavioural science, and organisational culture, areas she has worked in for close to two decades, most recently as a global head of leadership innovation before founding BrainAMPED. The work has earned external validation. Global Gurus placed her on its Top 30 Motivational Speakers list for 2025, and SUCCESS Magazine named her a Woman of Influence in 2023. Her client roster runs from Microsoft, Cisco, and PepsiCo through to the U.S. Navy SEALs, organisations where the consequences of running people on empty are not abstract. Key speaking topics Workplace vitality and sustainable high performance Leadership in the age of burnout and fatigue Emotional intelligence at senior levels Building team and personal resilience The future of work and hybrid-era engagement Confidence, recovery, and decision-making under pressure Ideal for CHROs and chief people officers redesigning engagement and wellbeing strategy beyond the wellness vendor cycle. CEOs and senior leadership teams worried about leadership fatigue and the cost of sustained operational pressure. Heads of leadership development running flagship programmes for senior and high-potential leaders. Women’s leadership networks and conference programmes where the brief is substance over inspiration. Audience outcomes A clear, named distinction between managing effort and managing state, and why the second is the strategic variable. Specific leadership behaviours that reduce fatigue without lowering performance expectations. A practical reading of why current wellbeing initiatives stall, and what shifts the curve. Language senior teams can use with each other to talk about capacity, recovery, and sustained output without it sounding soft.

Why organisations work with Ashley Rhodes-Courter A clinical credential behind the personal story. She is an LCSW running a mental health agency, the Foundation for Sustainable Families, which means her work on resilience and wellbeing is grounded in clinical practice, not motivational framing. A specific account of what trauma-informed care looks like in real institutions. Nine years across 14 foster placements gives her a rare credibility on systems that fail vulnerable people, and on what it takes to redesign them. Authority on schools, social services, and helping professions. Her talks for educators and frontline workers address abuse identification, burnout, and self-care with the precision of a practitioner, not a guest speaker. A New York Times bestselling memoir used in college curricula nationally, plus a published children’s book on a transgender sibling listed on the 2022 ALA Rainbow Book List. The body of work is taught, not just sold. Biography highlights New York Times bestselling author of Three Little Words (Simon & Schuster, 2008), with sequel Three More Words and the picture book Sam Is My Sister (Albert Whitman & Company, 2021). Licensed Clinical Social Worker. MSW from the University of Southern California; undergraduate degree from Eckerd College. Founder of the Foundation for Sustainable Families, a non-profit mental health agency providing trauma-informed care. Featured on CNN, Good Morning America, Today, The New York Times, USA Today, and Glamour, including selection as one of Glamour’s Top Ten College Women and to USA Today’s All-USA Academic Team. Profiled on NBC’s Women of Worth (December 2021). Sam Is My Sister included on the American Library Association’s 2022 Rainbow Book List. Biography Most public conversations about resilience treat it as a personal trait. In organisations that depend on people doing emotionally demanding work, teachers, social workers, healthcare staff, HR leaders, that framing breaks down. Resilience is built or eroded by systems, supervision, and the quality of care that workers themselves receive. Ashley Rhodes-Courter’s work begins from that point. She is unusual among speakers on this subject in holding the credential that matches the content. As a Licensed Clinical Social Worker with a Master’s from the University of Southern California, she runs the Foundation for Sustainable Families, a mental health agency providing trauma-informed care. The clinical work informs the talks, and the talks track current practice rather than stories from a decade ago. Her authority on the subject is also biographical. Three Little Words, published by Simon & Schuster in 2008, traces nine years across 14 foster placements in Florida. The book began as an essay in The New York Times Magazine, became a New York Times bestseller, and is now used in collegiate social work and education programs. Three More Words extends the account into adulthood and adoptive parenting. Sam Is My Sister, her 2021 picture book with Albert Whitman, was placed on the American Library Association’s 2022 Rainbow Book List. The combination matters for serious buyers. A leadership team that wants a substantive session on burnout, on what schools and social services actually need from staff, or on inclusion as a duty of care, gets a speaker who has lived inside failing systems and now treats people inside the current ones. The argument is not that adversity creates strength. It is that institutions decide whether the people inside them recover or break. Key speaking topics Trauma-informed leadership and organisational practice Burnout and self-care in helping professions Resilience after adverse experience Foster care, child welfare, and adoption Mental health in the workplace Inclusion and family diversity Educator and frontline-worker wellbeing Ideal for CHROs, heads of wellbeing, and people leaders designing trauma-informed support Education sector leaders, district superintendents, and school principals Healthcare, social care, and non-profit boards DEI and inclusion leads working on family diversity and lived-experience inclusion Audience outcomes A clearer working definition of trauma-informed practice and what it asks of managers Specific signals of burnout and abuse that frontline staff and leaders can act on A frame for resilience that holds institutions, not only individuals, accountable A more confident vocabulary for inclusion conversations involving family identity and lived experience

Why organisations work with Anthony Bennett His story is medically verifiable, not metaphorical. Twelve resuscitations, three weeks on ECMO at Great Ormond Street, a 10 per cent survival chance. Audiences leave knowing the platform is real. A four-year corporate role with Whitbread PLC put him alongside operational teams across the UK in support of the £7.5 million Great Ormond Street partnership. He understands how a workforce engages with a cause, not only how a stage receives a speech. Named on the Independent on Sunday’s 2015 Happy List, a credential anchored in a named publication rather than self-description. He is bookable as opening or closing keynote, healthcare audience or commercial team, school assembly or board offsite. Repeat clients include Network Rail, BT, CIPD, IQVIA, Janus Henderson and multiple NHS trusts. Biography highlights 2015 Independent on Sunday Happy List Played a central role in the Whitbread PLC and Great Ormond Street Hospital Children’s Charity partnership directed at the Premier Inn Clinical Building Repeat-booked across UK corporates and NHS trusts including Network Rail, BT, CIPD, IQVIA, Janus Henderson, Salisbury NHS Foundation Trust and University Hospitals Birmingham NHS Foundation Trust Three weeks on an ECMO machine at Great Ormond Street Hospital after contracting Strep Pneumonia, Influenza and Staphylococcus simultaneously in 2006 Resuscitated twelve times, given a 10 per cent survival chance, relearned to walk, talk and breathe Biography A school trip to Paris in 2006 ended with a UK teenager on an ECMO machine at Great Ormond Street Hospital, three viral infections in his system at once and a 10 per cent survival chance. He was resuscitated twelve times. He had a seizure while comatose. He came out of it and had to relearn how to walk, talk and breathe. That is the platform Anthony Bennett works from. The story is unusual not because survival stories are rare on the speaker circuit, but because this one is medically specific and independently documented at a named institution. The post-recovery chapter explains why corporate buyers, not only schools and healthcare audiences, book him. He spent four years working with Whitbread PLC on the partnership with Great Ormond Street Hospital Children’s Charity, which directed funds toward the Premier Inn Clinical Building. The Independent on Sunday named him on its Happy List in 2015. Repeat clients include Network Rail, BT, CIPD, IQVIA, Janus Henderson and multiple NHS trusts. What he delivers in a keynote is a perspective reset, not a framework. Audiences leave with a sharper read on how teams sustain morale under pressure, how individuals rebuild after acute setback, and what mental health support actually looks like at the human end of the equation. Key speaking topics Resilience and recovery after acute setback Mental health in the workplace Team morale and cohesion Motivational keynote for wellbeing and engagement events Patient voice in healthcare settings Corporate charity partnerships and employee fundraising engagement Ideal for HR, internal communications and wellbeing leads commissioning a keynote moment inside a broader engagement or mental health programme NHS trusts and healthcare organisations seeking a credible patient voice for staff conferences All-hands events, kick-off conferences and after-dinner slots where a perspective reset is the outcome being bought Schools and youth audiences working on resilience and mental health Audience outcomes A perspective reset on what counts as a setback and what does not Renewed willingness to engage with workplace mental health conversations A clearer view of how individuals and teams sustain themselves under sustained pressure A memorable opening or closing moment that anchors the rest of the event

Why organisations work with Marlo Clarke He gives employees a working language for purpose and fulfilment that is concrete enough to use on a Monday morning, built around named frameworks like the Cycle of Success through Intentional Action and the Spectrum of Joy. He treats setbacks as feedback to be evaluated, not motivation to be hyped past, which makes his content usable for teams under real pressure rather than after-dinner inspiration. His range is unusually wide for the format: the same content has landed with corporate audiences in the United States and United Kingdom and with rural community programmes in South Africa, which forces the ideas to be portable rather than context-dependent. Two TEDx talks at the University of Chester and the University of York give a public, watchable proof of how his material plays to a serious audience. Biography highlights Two-time TEDx speaker: TEDxUniversityofChester and TEDxUniversityofYork Former international rugby player for Barbados Has worked as a strategic and programme director across the United States, United Kingdom and South Africa Led U.S. federally funded youth and community development programmes in the American Midwest Conducted a year-long research project across 13 European countries on fulfilment and career meaning Currently runs volunteer development programmes in rural South Africa Biography Most workplace conversations about purpose end up too abstract to act on. Clarke’s work starts in the opposite place. He teaches people to answer one specific question at the end of a working day, then builds outward from that into how individuals define success, evaluate feedback, and decide what to do next. The material is shaped by an unusual working life. Born in Barbados, Clarke played international rugby for the country, then spent years running development programmes in the American Midwest funded by U.S. federal grants, working as a strategic director in the United States and United Kingdom, and leading volunteer programmes in rural South Africa. A year-long research project took him through 13 European countries interviewing people about what made their lives and careers feel worthwhile. Out of that came a small set of named frameworks: Define, Strive, Achieve, Share as the broad arc; the Cycle of Success through Intentional Action for the day-to-day; the Spectrum of Joy for what to do with achievement once it arrives. The frameworks are the spine of two TEDx talks, “What Now? What Next?” at the University of Chester and “How was your day today?” at the University of York. For an organisation, the value is practical. Clarke gives employees and leaders a way to talk about intention, setbacks and fulfilment that sits inside the working day rather than alongside it, and a vocabulary that holds up whether the audience is a corporate summit in the United States or a rural classroom in South Africa. Key speaking topics Self-defined success Intentional action Navigating uncertainty Feedback evaluation Personal fulfilment at work Cultural competency and cross-context storytelling Purpose and engagement Ideal for HR, learning and development leaders designing engagement and purpose programmes Internal conferences and leadership offsites focused on resilience and renewal Early- and mid-career talent populations being invested in by their employer Mission-driven organisations and NGOs working across cultural contexts Audience outcomes A short, repeatable daily checklist for evaluating progress against self-defined goals A working method for treating setbacks as feedback rather than failure Language for distinguishing between bliss, happiness and contentment, and why that matters at work A framework, Define / Strive / Achieve / Share, that maps onto how employees actually move through goals Renewed intent to act, grounded in two equations Clarke teaches: Passion plus Intention equals Purpose; Time plus Energy plus Money equals Purpose

Why organisations work with Andy Cole A Premier League Hall of Fame career inside one of football’s most demanding dressing rooms, used to ground sessions on standards, feedback and accountability with detail rather than slogan. Five Premier League titles and the 1999 Champions League final, including a goal tally of 121 for Manchester United, give his team-performance material the weight of evidence. Personal authority on resilience through a 2017 kidney transplant and the founding of the Andy Cole Fund with Kidney Research UK, used in sessions on recovery, mental health and the cost of carrying on. Active Manchester United Ambassador and broadcast pundit, comfortable in moderated panels, post-dinner Q and A and corporate hospitality formats where the audience expects fluency under questioning. Biography highlights Premier League Hall of Fame inductee (2024). 187 Premier League goals; Premier League Golden Boot winner 1993/94 with 34 goals in a 42-game season. Five Premier League titles, FA Cup honours and the 1999 UEFA Champions League with Manchester United. 15 senior England caps; PFA Young Player of the Year, 1994. Author of “Fast Forward: The Autobiography”, Hodder & Stoughton, 2020. Founder of the Andy Cole Fund with Kidney Research UK, launched 2020 with a personal pledge of £250,000. Biography The 1999 Manchester United dressing room is the most studied team environment in English football. Andy Cole spent six years inside it, scoring 121 goals and winning five league titles, an FA Cup and the Champions League final that completed the Treble. The standards inside that group, and the cost of meeting them, are the raw material he draws on when he speaks to senior teams. His Premier League career produced 187 goals across Newcastle, Manchester United, Blackburn, Fulham, Manchester City and others, the Golden Boot in 1993/94 with 34 goals in a 42-game season, and induction into the Premier League Hall of Fame in 2024. The numbers matter for credibility, but the more useful content is what they describe: a working life judged in public, every week, for nineteen years. In 2015 he was diagnosed with focal segmental glomerulosclerosis. By 2017 his kidney function had fallen to seven per cent and his nephew donated the organ that saved his life. He has since spoken openly about the mental health collapse that followed, founded the Andy Cole Fund with Kidney Research UK, and pledged £250,000 of his own money toward research into transplants and patient wellbeing. His 2020 autobiography “Fast Forward” set out the same arc in print: standards, friction, recovery. For corporate audiences, the offer is reflective rather than instructional. He works best in conversation, in moderated panels, and in after-dinner formats where senior leaders want a serious account of performance and recovery from someone who has lived both. Key speaking topics Elite team performance and standards Resilience and recovery after serious illness Mental health in high-pressure careers Manchester United, the Treble and the Premier League era Motivation and team spirit Mentorship and life after sport Ideal for Sales and commercial leadership conferences seeking a credible voice on standards, accountability and team performance. HR, wellbeing and employee engagement events where a personal account of recovery and mental health adds weight to internal programmes. Corporate hospitality, awards dinners and partner events tied to sport, sponsorship or Manchester United audiences. Charity, healthcare and patient-experience events on kidney health, transplant and donor advocacy. Audience outcomes A close-range account of what high standards inside a championship-winning team feel like in practice, not in theory. A direct view of the mental and physical cost of carrying on after a major health shock, told without hedging. A reset on what resilience actually means for individuals working under sustained scrutiny. A confident, honest Q and A with a senior leader who has lived the material on stage and in print.

Why organisations work with Serena Guthrie She has the rare credential of captaining a national team in the cycle immediately after its biggest win, with the specific leadership problem of defending a standard rather than chasing one. Her playing record is decided in the strongest leagues in the sport: Team Bath in England, Northern Mystics in New Zealand, Giants Netball in Australia, where she was named club MVP for the 2017 season. She speaks credibly about the captain’s role inside a high-performance system, including how a senior player holds a dressing room when the head coach is making selection calls that hurt teammates. An MBE for services to netball and a continuing role as Performance Lead at Jersey Netball mean her authority sits in current practice, not retired commentary. Biography highlights 110 senior caps for England; captain of the Vitality Roses from November 2018 to retirement in March 2022. Gold medal, 2018 Commonwealth Games, with the England Roses. Bronze, 2019 Netball World Cup, as captain. Three Netball World Cups (2011, 2015, 2019) and two Commonwealth Games (2014, 2018). Club career across the three strongest leagues in the sport: Team Bath, Northern Mystics, Giants Netball. Giants club MVP, 2017. MBE, 2020 New Year Honours, for services to netball. Performance Lead, Jersey Netball; founder of Legacy Netball; accredited executive coach; business coaching work with Humanise Solutions. Biography England had never won a major netball title before April 2018. When the Roses came home with Commonwealth gold, the team that had spent forty years finishing behind Australia and New Zealand was suddenly the one being chased. Seven months later, Serena Guthrie was named captain. The captaincy she took on was the difficult one. The first World Cup cycle after a defining win is the cycle in which a team has to prove the result was not a peak. Guthrie led the Roses to bronze at the 2019 World Cup in Liverpool under head coach Tracey Neville’s final campaign, and stayed in the role through the next three years of restructure, coaching change, and a pandemic that interrupted the international calendar. She retired in March 2022 with 110 caps and 28 as captain. Her club career sits alongside that international record. She played at Team Bath in the Vitality Netball Superleague, moved to Northern Mystics in New Zealand’s ANZ Premiership, and then to Giants Netball in Australia’s Suncorp Super Netball, the strongest domestic league in the sport, where she was named club MVP in her first season. That is a player who tested her standards in the environments her opponents came from. What she offers corporate audiences now is the substance of the captain’s role inside a high-performance system. She is direct about the gap between leading on the court and managing the room around selection decisions made by someone else; about how senior players hold standards when results turn; and about what defending a benchmark feels like compared with chasing one. Her current work as Performance Lead at Jersey Netball, founder of Legacy Netball, and an accredited executive coach with Humanise Solutions keeps that material in active practice. Key speaking topics Captaincy and senior leadership inside high-performance teams Holding standards after a defining win Team culture under public pressure and scrutiny Selection, accountability, and the senior player’s role Resilience and composure in decisive moments Talent development and the long arc of an elite career Ideal for Executive teams operating under the pressure to repeat or defend a recent result HR and talent leaders working on captaincy, succession, and senior player roles inside teams Women’s leadership programmes and senior development cohorts Sales and commercial leaders running through a defined competitive cycle Audience outcomes A concrete account of what a senior captain does inside a high-performance system when selection calls are not theirs to make A working reference point for holding team standards after a result everyone now expects you to repeat Honest perspective on the personal weight of leading peers, including senior teammates, through public results A usable model of long-career resilience across three of the most competitive leagues in a global sport