Future of Work speakers

Why organisations work with Valentini Konstantinidou A working scientist, not a wellness presenter. Her PhD work on Mediterranean diet and olive oil nutrigenomics is published in peer-reviewed journals including Nutrients, which makes the content defensible inside a medical or HR governance review. She translates nutrigenetics into corporate programme design. DNANUTRICOACH has been doing this commercially in Barcelona since 2015, including for B2B clients, so the operating model is tested. She gives wellbeing teams a way to talk about ESG that is grounded in measurable employee health, not narrative. The connection she draws between Mediterranean diet research, chronic disease prevention and productivity is specific and citable. Trilingual delivery in English, Spanish and Greek, with academic teaching credentials at UOC and TECH in Spain. Useful for multinational employers running pan-European wellbeing programmes. Biography highlights PhD in Biomedicine, Pompeu Fabra University, Barcelona (2010); MSc Biomedical Research, Pompeu Fabra (2007); degree in Human Nutrition and Dietetics, CEU San Pablo University, Madrid (2019). Founder of DNANUTRICOACH, Barcelona (2015), and of the first Nutrigenetic Centre in Athens (2020). Co-author of “Nutritional Genomics and the Mediterranean Diet’s Effects on Human Cardiovascular Health” (Nutrients, 2016). Ambassador, European Lifestyle Medicine Organization. Member, American Society of Nutrition since 2012. Collaborating professor at UOC and TECH universities; university lecturer accreditation by AQU Spain. Author of the first Greek-language book on nutrigenetics for a general audience (2021). Biography Most corporate wellness programmes assume one set of habits will work for an entire workforce. Nutritional genomics has spent two decades disproving that assumption. Valentini Konstantinidou’s research career, from Pompeu Fabra University to her current commercial practice, sits inside that disproof. She completed her PhD in Biomedicine at Pompeu Fabra in 2010, with research on the nutrigenomic effects of virgin olive oil polyphenols within the Mediterranean diet. She added a degree in Human Nutrition and Dietetics from CEU San Pablo University in Madrid in 2019, which makes her a registered dietitian-nutritionist in Spain as well as a published researcher. Her 2016 paper in Nutrients on Mediterranean diet and cardiovascular health remains one of the cited reference points in the field. In 2015 she founded DNANUTRICOACH in Barcelona, then opened the first Nutrigenetic Centre in Athens in 2020. The business translates genetic test results into specific dietary and lifestyle recommendations. The corporate arm applies the same model to employee wellbeing, designing programmes that connect nutrition science to chronic disease prevention and to ESG reporting on workforce health. For organisations, the practical value is a defensible alternative to generic wellness. Her work gives HR and benefits leaders a way to spend wellbeing budget on interventions with a published evidence base, delivered by a researcher with academic teaching posts at UOC and TECH and ambassador status with the European Lifestyle Medicine Organization. Key speaking topics Precision nutrition and corporate wellbeing Nutritional genomics and nutrigenetics Mediterranean diet and chronic disease prevention Sustainable nutrition in workplace programmes ESG and employee health metrics Behaviour change in dietary habits Extra virgin olive oil and healthy ageing Ideal for CHROs and benefits leaders designing or auditing employee wellbeing programmes ESG and sustainability leads building defensible workforce health metrics Heads of corporate health, occupational health and medical directors in multinational employers Leadership audiences at food, pharmaceutical, insurance and healthcare companies Audience outcomes A working understanding of how nutritional genomics differs from generic wellness advice, and where each is appropriate Specific examples of how Mediterranean diet research links to chronic disease prevention and productivity A framework for connecting employee wellbeing spend to ESG reporting in a way that holds up to scrutiny Practical entry points for piloting precision nutrition inside an existing wellbeing programme

Why organisations work with Vishen Lakhiani He has built and run a multi-country, multi-nationality workforce at Mindvalley, so the cultural practices he teaches are tested inside a company he has scaled, not theorised from a consulting seat. His two books, The Code of the Extraordinary Mind and The Buddha and the Badass, give corporate audiences a shared vocabulary that connects personal development to operating performance. He is a credible bridge between the personal-growth audience and serious corporate buyers, which matters for organisations whose employees already consume this content privately and want it brought inside the company on terms leadership can stand behind. Mindvalley’s recognition for workplace design and culture, including coverage by Inc. for its Kuala Lumpur office, gives the practical workplace argument visible proof points beyond the keynote. Biography highlights Founder and CEO of Mindvalley, the personal growth and education company he started in 2002. Author of The Code of the Extraordinary Mind (Rodale, 2016), a New York Times bestseller translated into more than twenty languages. Author of The Buddha and the Badass (Penguin Random House, 2020), a No. 1 Wall Street Journal Business bestseller and New York Times bestseller. Member of the Transformational Leadership Council and the XPRIZE Foundation Innovation Board. Founder of A-Fest, an invite-only conference series for entrepreneurs working on consciousness, education, and human performance. Bachelor’s degree in computer engineering from the University of Michigan, with early career time at Microsoft before founding Mindvalley. Biography Mindvalley began as a small meditation website in 2002 and now operates as a global learning platform with students in nearly every country. Its founder, Vishen Lakhiani, built it on a single working hypothesis: adults learn faster, and stay longer, when development inside the workplace is treated with the seriousness organisations usually reserve for strategy and finance. That hypothesis sits behind two New York Times bestsellers. The Code of the Extraordinary Mind argues that most of what people accept as adult life is inherited rules they have never tested. The Buddha and the Badass applies the same lens to work, taking the unusual position that compassion and ambition are operating partners rather than opposites. Both books made the bestseller lists, and the second debuted at No. 1 on the Wall Street Journal Business Hardcover list. The corporate relevance comes from Mindvalley itself. Lakhiani has run a workforce drawn from more than fifty nationalities, building cultural practices that survived contact with hiring at scale, remote operations, and a global audience. His memberships of the Transformational Leadership Council and the XPRIZE Foundation Innovation Board place him alongside figures driving long-range thinking on human development and applied innovation. For senior teams, he is the speaker who can make a culture-of-learning conversation feel concrete. He has translated personal-development language into operating practice inside his own company, then sold the result to twenty million people. That gives him a footing in the room that few personal-growth authors hold. Key speaking topics Workplace culture and human development Learning innovation and corporate education design Personal transformation as an operating practice Mindfulness and performance under pressure Goal-setting and motivation systems Entrepreneurship and scale-up culture Future of work and the meaning question Ideal for Chief People Officers and CHROs rebuilding corporate learning around behavioural change. Founders and CEOs of high-growth companies designing culture for a multi-country, multi-generational workforce. Leadership offsites where the brief is to combine commercial ambition with employee meaning. Conferences on the future of work, learning, and human performance. Audience outcomes A working language for connecting personal development to commercial outcomes that senior leaders can use without wincing. A clearer view of why current corporate learning programmes generate completion rates without behavioural change. Practical Mindvalley-tested approaches to onboarding, ritual, and cultural cohesion at scale. A specific frame for talking about meaning at work that does not slide into wellness clichés. Confidence that the personal-growth content employees already consume can be channelled into something the organisation owns.

Why organisations work with Vlatka Hlupic A single, evidence-led system of organisational transformation, built from more than two decades of research and field application across companies including GlaxoSmithKline, BP, SAP, Burberry, and the European Commission A measurable diagnostic, the Organisational Health Scan (developed from her 6 Box Leadership instrument), that lets a leadership team baseline its current culture, identify the constraints holding performance back, and track shift over time The intellectual authority of an academic who chairs a faculty position at Hult Ashridge and has published in Harvard Business Review, paired with the practitioner credibility of a CEO running her own consultancy A clear position on what comes after command-and-control management, set out in two books that have been recognised by Forbes, the Axiom Business Book Awards, and the CMI Biography highlights Professor of Leadership and Management, Hult Ashridge Executive Education Founder and CEO, Management Shift Solutions Ltd; Founder, Drucker Society London Author of “The Management Shift” (Palgrave Macmillan) and “Humane Capital” (Bloomsbury) “The Management Shift” listed by Forbes among the top eight business books of 2014; winner of the Axiom Business Book Award and CMI Management Articles of the Year 2015 Damehood (non-UK) received 2025 for contribution to humanising business; Think Global People “80 Outstanding Global Women 2025” Featured in Harvard Business Review, Financial Times, The Economist, Forbes, and at the Global Peter Drucker Forum Biography Most large organisations are still managed through assumptions that were set in a different industrial cycle. Hierarchy, central control, and extrinsic incentives delivered scale in the twentieth century, but they produce diminishing returns when the work is knowledge-intensive and the workforce expects autonomy. Hlupic’s research argues that the gap between how leaders say they want their organisations to behave and how those organisations actually operate is the single largest drag on engagement and innovation today. Her response is the Management Shift, a five-level model of organisational culture developed across more than a decade of longitudinal research and set out in two books, “The Management Shift” (Palgrave Macmillan) and “Humane Capital” (Bloomsbury). The model describes the steps an organisation moves through as it leaves command-and-control behind, and it sits on top of a diagnostic, the Organisational Health Scan (developed from her 6 Box Leadership instrument), that senior teams use to measure where they actually are. The credentials sit behind the argument, not in front of it. Hlupic is Professor of Leadership and Management at Hult Ashridge Executive Education, Founder and CEO of Management Shift Solutions, and Founder of the Drucker Society London. Her work has been applied inside organisations including GlaxoSmithKline, BP, SAP, Burberry, the European Commission, and the House of Commons. She has contributed to Harvard Business Review, the Financial Times, The Economist, Forbes, and the Global Peter Drucker Forum. In 2025 she received a non-UK damehood for her contribution to humanising business. Forbes listed “The Management Shift” among the top eight business books of 2014, and the work has since picked up the Axiom Business Book Award and the CMI Management Articles of the Year. The throughline across the academic publications, the books, and the client work is the same: a board that wants better engagement, better innovation, and a more durable culture has to change how it leads, and there is now a tested way to do that. Key speaking topics Conscious leadership and the post-command-and-control organisation The Management Shift framework Organisational culture transformation Employee engagement and human-centric leadership Innovation in knowledge-intensive organisations Future of work and digital transformation Humane capitalism and purpose-driven business Culture due diligence for mergers and acquisitions Ideal for CEOs, COOs, and boards re-examining their operating model after restructure, merger, or digital transformation CHROs and chief people officers leading culture change at enterprise scale Senior leadership teams using diagnostic instruments to baseline culture before and after major change programmes Executive education and leadership development functions in large multinationals Audience outcomes A clear five-level map of organisational culture and where their own organisation currently sits on it Specific behaviours that move a team from compliance-driven to engagement-driven performance Evidence from multinationals that have used the Management Shift approach, and what it changed in measurable terms A view of leadership beyond authority, drawn from her HBR work and longitudinal research Language and frame to take into their own executive conversations on culture, engagement, and innovation

Why organisations work with Will Hutton Three decades of macro-economic analysis tested in public, from The State We’re In in 1995 through This Time No Mistakes in 2024, so the framework is not a recent rebrand. A working seat inside the institutions that shape British policy: the Hutton Review of Fair Pay in the Public Sector, the Commission on Creative Industries, the EU Kok Commission, and the National Institute for Economic and Social Research. A genuinely structural argument on corporate purpose through The Purposeful Company, used by boards rethinking governance, executive pay and stakeholder accountability. Editorial and broadcast judgement built over years as Editor-in-Chief of The Observer and Economics Editor at Newsnight, which makes him unusually clear on which economic stories matter and which do not. Equally credible on China, Europe and the United States, so a board worrying about exposure across all three gets one coherent analysis rather than three partial ones. Biography highlights President of the Academy of Social Sciences. Principal of Hertford College, Oxford, 2011 to 2020. Co-chair of The Purposeful Company; co-founder and chair of the Big Innovation Centre. Former Chief Executive of The Work Foundation; former Editor-in-Chief of The Observer; former Economics Editor of BBC Newsnight and The Guardian. Author of seven books on political economy, including The State We’re In (1995) and This Time No Mistakes: How to Remake Britain (2024). Chair of the Hutton Review of Fair Pay in the Public Sector (2010 to 2011) and the Commission on Creative Industries (2007); rapporteur to the EU Kok Commission (2004). Biography The State We’re In sold more copies than any British political-economy book since 1945. It set the terms of a debate, on short-termism, on the costs of financialised capitalism, on what serious institutional reform would look like, that the country has been having ever since. Thirty years later, This Time No Mistakes: How to Remake Britain returns to the same argument under new conditions and was reviewed in the Financial Times, the LSE Review of Books and the Literary Review. What sits behind both books is an unusually wide working footprint. Hutton has been Editor-in-Chief of The Observer, Economics Editor at Newsnight and The Guardian, Chief Executive of The Work Foundation, and Principal of Hertford College, Oxford. He chaired the Hutton Review of Fair Pay in the Public Sector for the Coalition government and the Commission on Creative Industries for the Labour government, and was rapporteur to the EU Kok Commission. The current focus is institutional. As co-chair of The Purposeful Company he works with boards and asset managers on what corporate purpose, governance and executive pay should look like if shareholder primacy is no longer the working assumption. As President of the Academy of Social Sciences and chair of the Big Innovation Centre, he sits across the British social science and innovation policy systems. For senior audiences, the value is in the synthesis. Hutton reads China, the United States, the European Union and the United Kingdom as one connected system, and his Observer column is the long-running test bed. A board trying to make capital, governance and political-risk decisions in that environment gets a single coherent reading from a single voice with thirty years of public track record. Key speaking topics The British and European political economy Corporate purpose, governance and executive pay China, the United States and the future of the global economy Stakeholder capitalism and institutional reform The future of work and the social contract Innovation policy and industrial strategy Fairness, inequality and public sector reform Ideal for Boards and executive committees of UK and European corporates assessing geopolitical and macro exposure Asset managers, pension funds and institutional investors recalibrating governance and stewardship expectations Government, regulator and think-tank audiences working on industrial strategy, public sector reform or corporate governance Senior leadership programmes at business schools and professional services firms Audience outcomes A working map of how the British, European, Chinese and US economies now connect, and where the pressure points sit A clear view of what corporate purpose and stakeholder governance mean in practice for board agendas, pay and stewardship An informed reading of how UK political and policy shifts feed through to corporate operating conditions A sharper sense of which economic news is structural and which is noise

Why organisations work with Yves Morieux Smart Simplicity® is a proprietary BCG framework built on social science – game theory, organisational sociology, economics – not management intuition. Leaders take away a testable model, not a set of principles. His argument is counter-intuitive and specific: the problem is not complexity itself, but the organisational response to it. That reframe changes where leadership teams look for solutions. His two TED talks on the subject have exceeded 5 million views, which means senior audiences often arrive having already encountered the framework and wanting to operationalise it. Six Simple Rules, published by Harvard Business Review Press, gives organisations a durable reference point that outlasts a single event and shapes how teams implement change. His 2019 BCG Fellow research introduced “Relational Productivity”, extending the Smart Simplicity model into how digital ways of working reshape cooperation and output. Organisations dealing with hybrid work and digital transformation get a framework grounded in his earlier work but updated for current conditions. Biography highlights BCG Fellow since 2008; Managing Director and Senior Partner at Boston Consulting Group; Director of the BCG Institute for Organization Creator of Smart Simplicity®, BCG’s registered framework for managing organisational complexity and rebuilding cooperation Author of a second BCG Fellow research concept, Relational Productivity, developed in 2019 Co-author of Six Simple Rules: How to Manage Complexity without Getting Complicated (Harvard Business Review Press, 2014), with Peter Tollman Two TED talks on organisational complexity and workplace effectiveness, collectively exceeding 5 million views Published in Harvard Business Review, The Economist, The Wall Street Journal, Fast Company, and Le Monde; author of more than 45 articles and book chapters Lecturer in the advanced sociology programme and professor in the master of public affairs programme at Sciences Po, Paris PhD in industrial marketing, University of Strathclyde; DEA in organisational sociology, Sciences Po Biography Organisations under pressure tend to reach for familiar tools: clearer accountability frameworks, more robust reporting, additional coordination structures. Yves Morieux has spent his career at BCG demonstrating that this instinct is the source of the problem, not the solution. The more complex the operating environment, the more those tools erode the cooperation that performance actually depends on. His framework, Smart Simplicity®, was developed through research at the BCG Institute for Organization where he has served as a BCG Fellow since 2008, and grounded in social science disciplines unusual in consulting: game theory, organisational sociology, economics. The six rules at its core are not management principles but structural interventions that change the conditions under which people decide whether to cooperate. His 2019 BCG Fellow work extended the model into Relational Productivity, examining how digital ways of working reshape those same dynamics. Six Simple Rules: How to Manage Complexity without Getting Complicated, co-authored with Peter Tollman and published by Harvard Business Review Press, codified the framework for practitioner use. His two TED talks on the subject, delivered as part of a series curated with BCG, have collectively exceeded 5 million views, making Smart Simplicity one of the most widely seen management arguments of the past decade. Morieux also lectures in the advanced sociology programme and the master of public affairs at Sciences Po in Paris. His work has been covered and published in Harvard Business Review, The Wall Street Journal, The Economist, Fast Company, and Le Monde, and spans more than 45 articles and book chapters. Key speaking topics Organisational complexity and its management Smart Simplicity® framework and the Six Simple Rules Cooperation as a performance driver Relational Productivity and digital ways of working Organisational design and behavioural architecture Leadership under complexity Productivity, engagement, and the failure of conventional management tools Ideal for C-suite and senior executive teams undertaking transformation or restructuring CHROs and people function leaders diagnosing engagement and performance gaps Strategy and organisational design leaders evaluating how structure is shaping behaviour Leadership teams navigating post-merger integration, scaling, or operating model change Audience outcomes A concrete diagnosis of how conventional management responses to complexity generate the performance and engagement problems they were designed to solve Understanding of the six Smart Simplicity® rules and how each changes the structural conditions for cooperation A framework to identify which processes, metrics, and accountabilities in their own organisation are creating complicatedness rather than managing complexity Exposure to the Relational Productivity concept and its implications for hybrid and digital-first operating environments Practical language to take back to leadership teams for evaluating organisational design decisions

Why organisations work with Zack Kass He built the commercial engine inside OpenAI that translated frontier research into deployed products, which is a different vantage point from any external futurist or consultant. His “Unmetered Intelligence” framework gives boards a concrete way to plan for AI as infrastructure, not as a vendor decision, and it travels into capital allocation conversations rather than staying inside the IT function. He works directly with the leadership teams of named global organisations, including Coca-Cola, Morgan Stanley, Microsoft, Deloitte, and Amgen, so the room recognises that the playbook has been pressure-tested against companies they compete with. His Wiley book, The Next Renaissance, is a USA Today, Publishers Weekly, and LA Times bestseller, which gives a CHRO or CIO a coherent reference for their executive team and not only a keynote. He is a recurring voice on Bloomberg and CNBC on AI risk, capital, and workforce impact, so the credibility check a buyer does after the call confirms the brief. Biography highlights Former Head of Go-To-Market at OpenAI; built the sales, partnerships, and customer success teams. Author of The Next Renaissance: AI and the Expansion of Human Potential (Wiley, 2026); USA Today, Publishers Weekly, and LA Times bestseller. Executive-in-Residence, University of Virginia McIntire School of Commerce. Founder of ZKAI LLC; author of the “Unmetered Intelligence” white paper. Advisor to Fortune 1,000 leadership teams including Coca-Cola, Morgan Stanley, Microsoft, Deloitte, PayPal, MetLife, TikTok, Amgen, and The Hartford. Recurring AI commentator for Bloomberg and CNBC; bylined contributor to Fortune. B.A., University of California, Berkeley. Biography OpenAI’s research only became a market because someone had to translate model weights into contracts, support, and adoption inside the world’s largest companies. That commercial scaffolding was built by the team Kass led as Head of Go-To-Market, and it is the unusual seat that shapes what he now offers to boards. The proposition is operational. Most leadership teams have approved AI pilots. Few have made the harder decisions about where intelligence sits in the workflow, who is accountable for outcomes, and what gets reorganised when cognitive capacity stops being scarce. Kass writes about that shift in his Wiley book, The Next Renaissance, and codifies it in his “Unmetered Intelligence” framework, which treats AI as infrastructure on the order of electricity rather than as a product category. The advisory base is concrete. Coca-Cola, Morgan Stanley, Microsoft, Deloitte, PayPal, MetLife, TikTok, Amgen, and The Hartford have all worked with him directly, and the case studies that surface in his keynotes are drawn from those rooms. Bloomberg and CNBC use him as a recurring voice on AI risk and capital allocation, and his Fortune writing pushes the same argument into wider business debate. He is also Executive-in-Residence at UVA McIntire, which keeps the research and the boardroom work on the same circuit. What boards take from him is a sharper read on the next two to three years of AI deployment, written in the language of operating decisions rather than technical features. The choices around workforce, capital, and capability sequencing are no longer theoretical for most executive teams, and Kass is one of the few voices who has watched them get made from the inside of the company that triggered them. Key speaking topics Applied AI strategy for Fortune 1,000 leadership teams The Unmetered Intelligence thesis AI deployment beyond pilots Workforce redesign in the age of AI The Next Renaissance: AI and human potential AI risk, regulation, and board governance Capital allocation and AI infrastructure Ideal for CEOs, CIOs, CTOs, and CHROs setting enterprise AI strategy Boards and audit committees pressure-testing AI risk and governance posture Senior leadership offsites focused on AI deployment and workforce redesign Industry conferences for financial services, technology, healthcare, and consumer goods Audience outcomes A clearer line between AI experimentation and the operating decisions that follow it A board-ready framing for AI as infrastructure, drawing on the Unmetered Intelligence thesis Specific reference points from named Fortune 1,000 deployments rather than generic case studies A defensible position on AI risk, capital allocation, and workforce impact to take back to executive teams

Why organisations work with Zara Janjua She brings broadcast-grade interviewing into corporate rooms, drawing on more than 500 live hours of television and national news across BBC, ITV and STV. She is the host NatWest chose for its Women in Business podcast, its skills development series, and its internal What’s The Chat? podcast, which makes her a credible anchor for organisations building long-running internal communications platforms, not one-off events. She has chaired the Financial Alliance for Women Summit and the EBRD Conference on Skills Development in Central Asia, and has led onstage conversations with Karren Brady and Steven Bartlett, so she is trusted to handle senior figures and senior delegates at international level. She is an appointed member of NatWest’s Ethnicity Advisory Council, which gives her a working view of how a major institution actually moves on inclusion, not just how it speaks about it. She speaks on portfolio careers and reinvention as someone who has actually built one, from national news to comedy, television writing and documentary film, which reaches audiences facing their own career uncertainty in a way a career theorist cannot. Biography highlights BAFTA, NTA and RTS award-winning broadcaster; presents on BBC Radio Scotland and has fronted national news, daytime and comedy across BBC, ITV and STV. Delivered a keynote to an audience of around 16,000 in Melbourne for Rotary International. Led onstage conversations with Karren Brady and Steven Bartlett at the Women in Business and Tech Expo. Reporter for the New York Times Climate Hub at COP26, interviewing John Kerry and Al Gore. Host of NatWest’s Women in Business podcast and its internal What’s The Chat? podcast, and a member of its Ethnicity Advisory Council. Highly Commended finalist, Women of the Future Awards, sponsored by Oxford University and the Financial Times. Biography One career rarely runs from national news to stand-up comedy, television writing, and documentary film. Zara Janjua’s has, and each strand carries recognition: a BAFTA, NTA and RTS across her television work, a place in the BBC Comedy Writersroom won from more than four thousand applicants, and a Technical Award for her first documentary. That range is what makes her effective on a corporate stage. She interviews senior leaders without flattening them and holds a panel to its actual argument, drawing on more than 500 live hours of television and national news. She reported for the New York Times Climate Hub at COP26, securing interviews with John Kerry and Al Gore, and now presents on BBC Radio Scotland. NatWest shows how that translates inside an organisation. Janjua hosts the bank’s Women in Business podcast and its internal What’s The Chat? podcast, and sits on its Ethnicity Advisory Council. On larger stages she has led onstage conversations with Karren Brady and Steven Bartlett at the Women in Business and Tech Expo, and delivered a keynote to an audience of around 16,000 in Melbourne for Rotary International. Her keynote work has moved with her. The recurring subject is now the shape of a modern working life: portfolio careers, reinvention, resilience, and aligning work with purpose. The Women of the Future Awards, sponsored by Oxford University and the Financial Times, named her a Highly Commended finalist for building exactly that. The documentaries she produces in Nepal, Tanzania, and Guatemala for charitable partners are its clearest expression, and the reason a Rotary International president has publicly credited her fundraising impact. Key speaking topics Event hosting and moderation Panel chairing and interviewing Portfolio and multi-hyphen careers Career reinvention and resilience Future of work and careers Diversity, equity and inclusion Mental health in the workplace Storytelling and business communication Ideal for CHROs, internal communications leads and DEI directors anchoring long-running internal channels. Boards, summit organisers and awards committees commissioning a host for inclusion, women in business or skills conferences. Talent and early-careers leaders programming events on career reinvention, portfolio working and retention. Financial services, professional services and public-sector organisations briefing a moderator on senior international panels. Audience outcomes A panel or summit that lands its argument rather than drifting between speakers. An internal communications moment that employees actually listen to, anchored by a broadcaster they recognise as credible. Senior speakers drawn out on substance, not left to recite prepared lines. Sensitive subject matter on inclusion, mental health or women’s progression handled with editorial care. Audiences leave rethinking what a viable career can look like, prompted by someone who built one across news, comedy and film.

Why organisations work with Zavier Coyne He is the rare generational expert who belongs to the generation in question. Most authorities on Gen Z are older researchers studying it from the outside; Zavier started his first business at 15 and works the subject as a digital native, so he can translate in both directions between senior leaders and the employees they struggle to read. His Generational Intelligence framework gives leaders something to fix instead of someone to blame. He treats young-employee friction as a structural mismatch in how digitally native people handle feedback and authority, not as an attitude or entitlement problem. The work is tied to numbers leaders already own. Gen Z Coach engages on retention and engagement with clients from tech start-ups to FTSE 100 and NYSE-listed companies, so sessions are built around measurable outcomes, not sentiment. One engagement can reach both sides of the divide. He speaks to senior leadership on leading digitally native talent and to early-career employees on working across generations without lowering standards, addressing the friction from both directions at once. Biography highlights Co-Founder of Gen Z Coach, a multigenerational performance consultancy whose clients range from tech start-ups and universities to FTSE 100 and NYSE-listed companies Originator of the Generational Intelligence (GQ) framework, a behavioural skillset for leading and working across digitally native generations TEDx speaker and guest contributor to the University of Bath School of Management Skills Series Accredited Coach at the highest level of the Association for Coaching and a Master Intuitive Psychology Coach Fellow of beVisioneers: The Mercedes-Benz Fellowship, taking part in the fellowship’s youth-entrepreneurship session at Davos during the 2026 World Economic Forum Featured guest on generational-leadership podcasts including TomorrowToday Global’s Elephants in the Boardroom, and founder of a self-development podcast that topped the Apple charts Biography Gen Z is the first generation shaped entirely by digital systems from birth, and it is now entering workplaces built for an earlier era. The result is friction that most leaders misread. Falling retention and flat engagement get blamed on attitude, when the real gap is in how digitally native employees handle feedback and authority. Zavier Coyne built his work around closing that gap. Through Gen Z Coach, the consultancy he co-founded, he reframes the issue as a structural mismatch rather than a values problem. He gives it a name: Generational Intelligence, a behavioural skillset that both leaders and young employees can be trained in. His clients run from tech start-ups and universities to FTSE 100 and NYSE-listed companies, and the work is measured on retention and engagement. What separates him from most voices on the subject is position. The established authorities on Gen Z tend to be older researchers describing it from the outside. Zavier is a digital native who started his first business at 15 and works the subject from inside the generation. That lets him translate in both directions, which is why senior leaders use him as a bridge to employees they find hard to read. The credentials are concrete. Zavier is a TEDx speaker and an Association for Coaching accredited coach at the highest level. As a fellow of beVisioneers: The Mercedes-Benz Fellowship, he joined the programme’s youth-entrepreneurship session at Davos during the 2026 World Economic Forum. Key speaking topics Generational intelligence in the workplace The digitally native workforce Gen Z retention and engagement Multigenerational team dynamics The future of work Early-career talent development Ideal for CHROs and Heads of Talent facing falling retention or engagement among early-career employees HR and L&D leaders, including Heads of Learning & Development, designing programmes for a five-generation workforce Senior leaders and people managers who run digitally native teams and want to reduce generational friction Organisations whose growth depends on recruiting and keeping Gen Z talent, from tech start-ups to large listed firms Audience outcomes A shared language for naming generational friction, so teams stop putting it down to attitude or entitlement Specific changes managers can make to feedback and expectations with digitally native employees A clearer read on what actually makes Gen Z different at work, separated from what is simply misunderstood For younger employees, practical ways to work across age groups without lowering their own standards

Why organisations work with Zoe Blaskey She addresses the specific reason parents disengage after leave, the loss of identity and confidence psychologists call matrescence, rather than treating the problem as a benefits or flexibility gap. Her material is drawn from coaching thousands of parents and from interviewing experts like Dr Becky Kennedy, Dr Gabor Maté and Philippa Perry on her podcast, so audiences get tested tools, not anecdote. A Sunday Times bestselling book and a podcast with over five million downloads give her a recognition with working-parent audiences that translates into unusually high engagement in the room. She speaks credibly to senior women, having coached the Executive Editor of Goop and worked with brands including Meta and Dove, which makes her relevant to retention conversations at leadership level, not only early-career. Biography highlights Founder of Motherkind, a coaching platform and podcast supporting working parents, and a qualified transformational coach trained at the Co-Active Training Institute. Author of Motherkind: A New Way to Thrive in a World of Endless Expectations, an instant Sunday Times bestseller published by HQ/HarperCollins. Host of The Motherkind Podcast since 2017, with over five million downloads and a top-10 ranking from Apple. Podcast guests include Dr Becky Kennedy, Glennon Doyle, Dr Gabor Maté, Dr Rangan Chatterjee and Philippa Perry. Featured in The Times, The Telegraph, Psychologies, Stylist, Red, Goop, SheerLuxe and the Evening Standard, and invited by Arianna Huffington to write for Thrive. Corporate and brand partners include Meta, Dove, Barbie and Sweaty Betty. Biography Most employers treat the return from parental leave as a logistical event: a date, a phased schedule, a keeping-in-touch day. The harder problem is psychological. The person who comes back is not the person who left, and the gap between their old professional identity and their new reality is where confidence, ambition and retention quietly erode. Zoe Blaskey built Motherkind to close that gap. She came to the work from corporate marketing in London, where the absence of any real support around her own transition into motherhood prompted her to start a podcast in 2017. The Motherkind Podcast has since passed five million downloads and earned a top-10 ranking from Apple, with guests including Dr Becky Kennedy, Dr Gabor Maté and Philippa Perry. The Telegraph called it the antidote to the toxic perfectionism of modern motherhood. Her book, Motherkind, became an instant Sunday Times bestseller on publication by HarperCollins. Underneath the public platform sits a coaching practice: Blaskey trained at the Co-Active Training Institute and has coached thousands of parents, from full-time mothers to global executives, including the Executive Editor of Goop. That range is what lets her speak to a retention problem at every level of an organisation rather than only the early-career tier. For employers, the value is concrete. Parents are among the most expensive talent to replace and the most likely to leave in the years around a child’s birth, and Blaskey’s work targets the confidence and identity collapse that drives those exits. Her corporate sessions draw on the same evidence-based tools she has tested across hundreds of podcast conversations and brand partnerships with Meta, Dove and Sweaty Betty. Key speaking topics Matrescence and parental identity Working-parent retention and engagement Burnout and perfectionism Confidence after parental leave Employee wellbeing for working families Supporting senior women through career and family transitions Ideal for CHROs and heads of talent tackling attrition among working parents DEI and employee-experience leads building parental-transition and returner programmes Employee resource groups and women’s networks Wellbeing and benefits teams looking for substance beyond standard provision Audience outcomes A clear account of why parents disengage after leave and what employers can change Practical tools to manage burnout, guilt and perfectionism that parents can apply immediately A vocabulary for matrescence that helps managers support returning team members Renewed confidence for parents reconciling ambition with a changed sense of identity