Multigenerational Workplace

Why organisations work with Dr. Diane Hamilton She turns curiosity from a soft cultural aspiration into a measurable diagnostic. The Curiosity Code Index gives leaders a named set of inhibitors, fear, assumptions, technology, environment, that can be addressed with specific interventions rather than slogans. Her work connects directly to the business outcomes leaders are already accountable for: engagement, innovation rate, learning velocity, retention. The framing makes curiosity legible to a CFO, not only to an L&D team. Thinkers50 Radar selection (2020) places her among a small group of behavioural thinkers being actively translated into corporate practice. The recognition signals her credibility to boards reviewing speaker rosters. A Forbes column and five years interviewing thousands of senior leaders on her nationally syndicated radio show mean she walks into a boardroom already fluent in the language of the C-suite. Four decades of business experience, an MBA program chair role, and certifications in Myers-Briggs and EQ-i give her the assessment vocabulary HR leaders trust, without the academic distance that limits some behavioural speakers. Biography highlights Founder and CEO of Tonerra, a management consulting and training business focused on curiosity, perception, and behavioural assessment. Creator of the Curiosity Code Index and the Perception Power Index, both validated organisational assessments with associated certification programmes. Thinkers50 Radar 2020 selection, the annual list of management thinkers most likely to influence organisational practice. Fulbright Specialist and faculty member at Duke Corporate Education, the executive education arm of Duke University, and former MBA Program Chair at the Forbes School of Business and Technology. Author of Cracking the Curiosity Code, Curiosity Unleashed, and The Power of Perception (with Dr. Maja Zelihic), with a fourth title, Adaptive Curiosity, forthcoming from Wiley. Host of Take the Lead, a nationally syndicated radio show, where she interviewed thousands of senior leaders including Steve Forbes, Naveen Jain, and Craig Newmark. Forbes contributor on workplace behaviour, leadership, and innovation. Biography Curiosity is one of the most cited drivers of organisational performance and one of the least precisely measured. Diane Hamilton built her career on closing that gap. The Curiosity Code Index, which she created and validated, identifies the four factors that suppress curiosity inside organisations: fear, assumptions, technology, and environment. The framework, known as FATE, gives leaders a diagnostic rather than a slogan. Hamilton brings the assessment vocabulary HR functions trust. She holds a PhD in business management and is a certified Myers-Briggs and EQ-i practitioner. She teaches leadership as faculty at Duke Corporate Education and previously chaired the MBA programme at the Forbes School of Business and Technology. Her consulting firm, Tonerra, applies the Curiosity Code Index alongside the Perception Power Index, a second validated instrument she developed with Dr. Maja Zelihic and set out in their book The Power of Perception. Thinkers50 named her to its 2020 Radar, the annual cohort of management thinkers shaping organisational practice. She writes for Forbes on workplace behaviour. Over five years hosting Take the Lead, her nationally syndicated radio show, she interviewed thousands of senior figures, including Steve Forbes and Craig Newmark. As a Fulbright Specialist she speaks and teaches internationally, with recent engagements in the United States, Luxembourg, and Dubai. For a corporate audience, the practical value is the move from cultural rhetoric to behavioural intervention. Hamilton names the specific structures and assumptions that suppress curiosity inside a given organisation, then prescribes the changes that follow. Her forthcoming book, Adaptive Curiosity, extends that work to the question now facing every leadership team: what stays distinctly valuable in people as intelligent machines absorb more of the work. Key speaking topics Curiosity as an organisational capability Perception and global leadership Emotional intelligence in senior roles Future-proofing the workforce in the age of AI Innovation culture and employee engagement Behavioural assessment in leadership development Multigenerational workforce dynamics Ideal for CHROs and senior HR leaders rebuilding engagement and learning culture Heads of L&D commissioning behavioural assessment programmes Innovation and transformation leads diagnosing why initiatives stall Executive teams investing in EQ and behavioural development for senior cohorts Audience outcomes A named diagnostic, FATE, for identifying what specifically suppresses curiosity in their organisation A framework for connecting curiosity to engagement, innovation, and retention metrics leaders already track Tools to assess and develop emotional intelligence and perception in senior teams A clearer view of how personality and generational differences shape team performance A practical sense of which behavioural interventions move the needle and which produce activity without change

Why organisations work with Simon Walker Operational leadership credibility, not metaphor. Walker took Toshiba Wave Warrior to second place in the BT Global Challenge as the fleet’s youngest skipper, then ran the company that organised the race. Boards hear leadership lessons drawn from a record, not an anecdote. Twenty years of practice inside corporate leadership development through his own firms, talentsmoothie and my360plus, including 360-degree feedback systems used inside live executive programmes. Academic anchoring at Henley Business School and Southampton Business School as a Visiting Executive Development Fellow, which gives the work a research spine that withstands scrutiny from heads of L&D and CHROs. A coherent point of view on generational dynamics, grounded in his co-authored “Generation Y: what they want from work” research, that helps leadership teams stop treating generational friction as an HR irritation and start treating it as a leadership question. Range across formats. Walker is commissioned for keynote, masterclass, mentoring and senior-team facilitation, which suits buyers who need the same voice across a multi-touch leadership programme rather than a one-off platform speech. Biography highlights Skipper of Toshiba Wave Warrior, BT Global Challenge 1996/97, second place, youngest skipper in the fleet. Former CEO of Challenge Business, organiser of the 2000/01 and 2004/05 Global Challenge round-the-world yacht races. Co-founder of talentsmoothie, a leadership and people development consultancy. Co-founder of my360plus, an online 360-degree feedback and executive coaching platform. Visiting Executive Development Fellow, Henley Business School and Southampton Business School. Co-author, “Generation Y: what they want from work.” Featured in Fast Company’s “Who’s Fast 2001” leadership profile. Biography Most leadership lessons come from books. A smaller number come from a documented record under conditions that punish poor judgement. The 1996/97 BT Global Challenge sent fourteen identical yachts the wrong way around the world against the prevailing winds, and a 28-year-old skipper named Simon Walker brought Toshiba Wave Warrior home in second place, the youngest in the fleet. Fast Company later profiled him under the line, “I can only compete through my crew.” That insight, that a leader competes through other people, has shaped the rest of his career. After the race he ran Challenge Business, organising the 2000/01 and 2004/05 Global Challenges, then turned full-time to corporate leadership development. He co-founded talentsmoothie, a research-based consultancy, and my360plus, an online 360-degree feedback and coaching platform now used inside executive programmes. His academic anchoring sits at Henley Business School and Southampton Business School, where he is a Visiting Executive Development Fellow. The work covers leadership behaviour under pressure, the practical mechanics of executive development, and the generational shifts reshaping how teams form and commit, ground he covered first in the co-authored report “Generation Y: what they want from work.” What buyers tend to remember after a session is the specificity. The detail of how a crew breaks down on the seventh gale of a Southern Ocean leg maps closely onto how a leadership team breaks down in the third quarter of a difficult restructure. The diagnostic is the same. Walker’s value to a senior audience is that he has run both kinds of crew and can talk about each in the language of the other. Key speaking topics Leadership under sustained pressure Executive development and 360-degree feedback Future of work and the changing employment contract Generational diversity in senior teams Team dynamics and crew leadership Technology and the behavioural shift inside organisations Talent attraction and retention Ideal for CEOs, CHROs and heads of leadership development designing senior leadership programmes Boards and executive teams entering or recovering from a sustained period of change Talent and L&D leaders rethinking executive development for a multigenerational workforce Senior leadership offsites where the brief is composure, judgement and crew dynamics rather than a single topic Audience outcomes A clearer read on how leadership behaviour shifts when pressure becomes sustained rather than episodic A sharper diagnostic for where a senior team is likely to break down before it does A practical view of how 360-degree feedback and structured executive development translate into changed behaviour A more grounded conversation about generational expectations inside the leadership pipeline Reference points and language that senior leaders can use back at work, drawn from a documented offshore command record rather than abstraction

Why organisations work with Seth Mattison His book The War at Work, co-authored with Joshua Medcalf, frames the cultural and structural tension between the traditional hierarchy and the emerging network, which is the underlying shape of most workforce disputes leaders are now managing. As a Strategic Partner at BridgeWorks, the firm that helped define generational diversity consulting, he works inside the practitioner tradition rather than commenting on it from the outside. His client list is unusual in its breadth: MasterCard, Microsoft, AT&T, PepsiCo, Morgan Stanley, Berkshire Hathaway, Dow, Disney and the Dallas Cowboys, which means his material has been calibrated across consumer, technology, financial services, industrial and entertainment audiences. He is a main-stage speaker first, with an Editors’ Picks Speaker to Watch selection and published quotes in the Wall Street Journal, Forbes, Entrepreneur and The Globe and Mail, which is useful for all-hands, sales kick-offs and customer conferences. He combines data-heavy content on workforce trends with a storyteller’s register, which keeps Gen Z and boomer audiences in the same session without patronising either. Biography highlights Co-Founder and CEO of Luminate Labs; Strategic Partner at BridgeWorks Co-author of The War at Work with Joshua Medcalf Expert on generational workforce dynamics, future of work and talent management Published and quoted in the Wall Street Journal, Forbes, Entrepreneur and The Globe and Mail Named clients include MasterCard, Microsoft, AT&T, PepsiCo, Morgan Stanley, Berkshire Hathaway, Dow, Disney, Johnson & Johnson, IBM and the Dallas Cowboys Editors’ Picks Speaker to Watch Biography Four generations are now working alongside each other in most major organisations, and the assumptions each has brought to the table about loyalty, hierarchy and flexibility are pulling in different directions. Seth Mattison has spent almost two decades working on that gap. As Co-Founder and CEO of Luminate Labs and a Strategic Partner at BridgeWorks, the consulting firm that helped define the generational-diversity category, he works with senior leaders on the specific changes that multi-generational and post-hierarchical workplaces require. The War at Work, co-authored with Joshua Medcalf, is the most accessible expression of his argument. Written as a fable, it lays out the tension between the traditional hierarchy and the emerging network inside modern organisations, and the unwritten rules leaders need to understand to manage both. The book is widely used in leadership programmes, and it is the same argument his keynotes are built on. The client list runs across industries that rarely share a training vendor: MasterCard, Microsoft, AT&T, PepsiCo, GE Energy, Cisco, Morgan Stanley, Berkshire Hathaway, Dow, Disney, Johnson & Johnson, IBM and the Dallas Cowboys. His work has been quoted in the Wall Street Journal, Forbes, Entrepreneur and The Globe and Mail, and he has been selected as an Editors’ Picks Speaker to Watch. For CHROs, chief talent officers and executive committees trying to build a leadership pipeline that spans Gen Z through boomers, Mattison offers something most generational speakers do not: a main-stage performer backed by a consulting practice and a published book, with a client footprint that shows the argument holds up across sectors. Key speaking topics Generational dynamics and the multigenerational workplace Future of work and the shift from hierarchy to network Talent management and high-performance culture Sales and leadership in the new workforce Next-generation leadership development Change and transformation in the people system Ideal for CHROs, chief talent officers and HR leadership teams designing multigenerational workforce strategy Sales, revenue and commercial leadership teams adapting to new buyer and workforce dynamics All-hands, kick-offs and customer or partner conferences where a main-stage future-of-work voice is needed Leadership programmes and corporate universities running high-potential and next-generation cohorts Audience outcomes A working vocabulary for the tension between hierarchy and network inside their own organisation A clearer view of what drives and derails each generational cohort at work, drawn from BridgeWorks practice and Mattison’s own research Specific prompts for updating leadership, sales and talent practices for a post-hierarchical workforce Case material from named Fortune 500 engagements usable as reference cases in the audience’s own context

Why organisations work with Dan Pontefract The Work-Life Bloom model is not a concept – it is a research-backed framework with 12 named factors, four defined employee personas, and a structured approach that leaders can apply to their teams immediately. It gives organisations something specific to replace the work-life balance language they already know is not working. His decade as Chief Envisioner and Chief Learning Officer at TELUS – where he launched the TELUS MBA, the Transformation Office, and a leadership philosophy that drove employee engagement to nearly 90% – means he is not theorising about culture change from the outside. He has built it at scale. His five award-winning books each address a discrete organisational tension with a named model: the three-level purpose sweet spot (The Purpose Effect), the cyclical Open Thinking framework (Open to Think), the nine-lesson caring leadership model (Lead. Care. Win.), and the 12-factor Work-Life Bloom. Audiences leave with named frameworks they can act on, not just ideas they can reflect on. His sixth book, The Future of Work Is Grey (May 2026), positions him on a strategic workforce issue that most boards are not yet treating as a risk: age debt – the growing talent and productivity shortfall created by demographic ageing – and the experience dividend available to organisations that treat older workers as assets. He is one of the few leadership voices in this space with a complete framework already developed. Thinkers50 Radar recognition (Class of 2018) and the Thinkers50 Best New Management Book designation for Work-Life Bloom (2024) provide intellectual validation beyond the speaking circuit. His ideas are credentialed within the management thinking community, not only the keynote market. Biography highlights Founder and CEO, Pontefract Group; former Chief Envisioner and Chief Learning Officer, TELUS Author of five award-winning books: Flat Army, The Purpose Effect, Open to Think, Lead. Care. Win., and Work-Life Bloom; sixth book, The Future of Work Is Grey, publishing May 2026 Work-Life Bloom: 2024 Thinkers50 Best New Management Book and Axiom Business Book Awards Gold Medal, Leadership category Open to Think: 2019 getAbstract International Book of the Year; Lead. Care. Win.: 2022 Nautilus Awards Silver Medal for Leadership Thinkers50 Radar Class of 2018; shortlisted, Thinkers50 Talent Award, 2019 Adjunct Professor, Gustavson School of Business, University of Victoria Contributor to Forbes and Harvard Business Review Presented at four TED events; delivered more than 1,000 keynotes across North America, Europe, Australia, and the Middle East Biography Work-life balance has been the default language of organisational culture for three decades. The data says it is not working. Engagement has flatlined, burnout has become a structural feature of corporate life, and the gap between what leaders promise their people and what they actually deliver keeps widening. The framework itself is the problem. Dan Pontefract has spent two decades inside and alongside organisations asking why the standard tools keep failing. His Work-Life Bloom model, built on primary research with more than 8,000 leaders and team members across 15 countries, maps 12 factors that determine whether people can genuinely flourish in both work and life. The insight spans five award-winning books and gives leaders a practical operating system to act on, not just a new way of describing the problem. That credibility is not theoretical. As Chief Envisioner and Chief Learning Officer at TELUS, Pontefract launched the TELUS MBA, the company’s Transformation Office, and a leadership philosophy that drove employee engagement to nearly 90%. Since founding Pontefract Group in 2018, he has worked with organisations including Salesforce, Nestlé, Manulife, and Virgin Media O2. His sixth book, The Future of Work Is Grey, publishing May 2026, tackles a challenge most boards have not yet named. As populations age and birth rates fall, organisations are accumulating what he calls age debt – a growing talent and productivity shortfall they are unprepared for. His Rivers, Rocks, and Rubies framework gives leaders a practical approach to treating experience as a competitive asset. He is an adjunct professor at the University of Victoria’s Gustavson School of Business and a contributor to Forbes and Harvard Business Review. Thinkers50 named him to the Radar Class of 2018. Key speaking topics Work-life bloom and the conditions for employee flourishing Culture transformation and employee engagement Purpose-driven leadership Caring and human-centred leadership practice The multigenerational workforce and age as a strategic asset Open thinking, decision-making, and organisational performance The future of work Ideal for CHROs and People and Culture leaders redesigning engagement, wellbeing, and culture strategy CEOs and senior leadership teams navigating cultural transformation or significant workforce change Transformation leads and Learning and Development heads building leadership capability at scale Executive teams and boards confronting multigenerational workforce planning and the talent implications of demographic ageing Audience outcomes A named, practical alternative to work-life balance – the Work-Life Bloom model and its 12 factors – that leaders can apply to their teams immediately after the session Clarity on the four work-life personas (blooming, budding, stunted, in renewal) and how to identify and respond to each within their own organisations A framework for three-level purpose alignment – between individual, role, and organisation – drawn from The Purpose Effect model Nine concrete leadership practices from the Lead. Care. Win. model for building caring, high-trust teams in everyday conditions An initial strategic lens on the multigenerational workforce challenge and the actions leaders should be prioritising now

Why organisations work with Carl Honoré He makes a specific, testable claim that most management culture resists: that slowing down is not a productivity concession but a competitive advantage, and he has two decades of cross-sector evidence to support it. His Slow Fix framework gives organisations a direct alternative to short-termism in problem-solving, not as a philosophical preference, but as a structured approach to decisions that actually hold. On ageing and the workforce, he converts a topic most organisations treat as a compliance or HR issue into a commercial argument: mixed-age teams outperform across measurable metrics, and ageism is a business risk, not just a social one. His work sits at the junction of two urgent organisational pressures – sustainable performance culture and the longevity economy – giving him a rare dual relevance for leadership teams and people functions simultaneously. As the originator of the Slow Movement – a framework covered by the Financial Times, Wall Street Journal, Economist and Time, among others – he brings a level of intellectual ownership that very few speakers in the workplace culture space can claim. Biography highlights Author of In Praise of Slow (2004), Under Pressure, The Slow Fix, and Bolder – published in 36 languages, with bestseller listings across multiple countries Two main-stage TED Talks – «In Praise of Slowness» and «Why We Should Embrace Aging as an Adventure» – with combined views in the millions In Praise of Slow described by the Financial Times as the foundational text of the Slow Movement Journalist whose work has appeared in The Economist, Observer, National Post, Houston Chronicle, Miami Herald, and Time Named 2024 Advocate for Aging by Next Avenue and the American Society on Aging Creator and presenter of BBC Radio 4 series Status by Carl Honoré; previously presented The Slow Coach for BBC Radio 4 and Frantic Family Rescue for ABC TV Australia Bolder selected as BBC Radio 4 Book of the Week and Reader’s Digest (UK) Book of the Month Graduated from the University of Edinburgh; reported across Europe and South America for over a decade before turning to books Biography Speed and youth are the two defaults of modern organisational culture. Carl Honoré has built a career and a global movement on the argument that both are miscalibrated, and that the evidence for changing them is stronger than most organisations acknowledge. In Praise of Slow (2004), the book that gave the Slow Movement its name and its intellectual framework, made a counterintuitive claim: that choosing when to be fast, rather than defaulting to fast, is a more reliable route to performance. The Financial Times placed it as the foundational text of the movement. His third book, The Slow Fix, extended that argument into problem-solving, building the case that organisations addicted to quick responses consistently underperform against those willing to invest time in diagnosis and depth. His more recent work, anchored in Bolder, applies the same analytical lens to age. The demographic case for rethinking older workers is well-established in research; the cultural and commercial case is Honoré’s contribution. His argument that ageism functions as a form of the same bias toward speed and novelty that distorts organisational decision-making, connects the two strands of his work into a coherent framework for leaders. In 2024, that work was recognised by both Next Avenue and the American Society on Aging, who named him an Advocate for Aging. Trained as a journalist at The Economist, Observer, and Time, among other outlets, Honoré brings a mode of inquiry to organisational topics that is grounded in evidence gathered across cultures and sectors, not in a single industry or institutional context. His two main-stage TED Talks have been viewed millions of times; his books are published in 36 languages. Key speaking topics Pace as organisational strategy The Slow Movement and workplace performance Multigenerational workforce design Ageism as a commercial risk Sustainable performance and decision quality The Slow Fix: problem-solving under pressure Status, hierarchy, and organisational culture Longevity and the future of work Ideal for CHROs and people leaders designing age-inclusive workforces and addressing talent retention across generations CEOs and senior leadership teams examining whether performance culture is undermining the quality of decisions and the depth of problem-solving Boards and executive committees navigating the commercial implications of ageing demographics and multigenerational customer bases Culture transformation leads and change management functions rethinking pace, productivity, and sustainable output Audience outcomes A clear framework for diagnosing where organisational speed becomes a liability – in decision-making, leadership, and creative work Evidence-based understanding of why multigenerational teams outperform and what structural changes enable that performance A reframed view of ageism as a commercial and strategic problem, not only a social or legal one Practical approaches drawn from the Slow Fix framework for tackling complex problems without defaulting to short-term solutions Greater awareness of the connection between pace culture and youth bias – and why addressing one typically requires addressing both

Why organisations work with Alexis Abramson A PhD in Gerontology from USC’s Leonard Davis School combined with 25 years consulting the product and marketing teams of L’Oréal Paris, Marriott, Walmart, and Procter & Gamble. The academic credential and the commercial track record rarely come together in the same person. Direct product build experience, not commentary. She helped launch the AARP Innovation Lab as Entrepreneur-in-Residence, built BMO Private Bank’s enCircle caregiving programme, and developed Century 21’s MatureMoves programme for agents selling into the boomer market. Two decades of quoted commentary in TIME, The Wall Street Journal, Forbes, Financial Times, and Entrepreneur, and hundreds of appearances on NBC’s Today, CNN, and MSNBC as the on-air expert on ageing and generational trends. The Emmy and Gracie Awards confirm she can explain a demographic shift in plain English. Ten years as a primary caregiver for her grandmother inform her work on caregiving as a workforce productivity issue. The material lands because she has lived it. Biography highlights PhD in Gerontology, University of Southern California’s Leonard Davis School of Gerontology Former AARP Entrepreneur-in-Residence; led the launch of the AARP Innovation Lab Developed BMO Private Bank’s enCircle caregiving programme, Century 21’s MatureMoves programme, and Delta Airlines’ mature-adult frequent flyer programme Consulted for L’Oréal Paris, Walmart, Marriott, Comcast, Northwestern Mutual, Procter & Gamble, Kimberly-Clark, Philips, Humana, Ameriprise, and Harvard University Featured in TIME, Forbes, The Wall Street Journal, Entrepreneur, Financial Times, and People; on-air expert for NBC’s Today, CNN, CBS, FOX, and MSNBC Emmy and Gracie Award-winning broadcast journalist Author of The Ultimate Longevity Guide, The Ultimate Caregiver, The 55+ Fact Book, STOP FRAUD, and Home Safety for Seniors Biography The 50+ consumer market is now the largest block of discretionary spending in most developed economies, and brands still misread it. Marketing teams design for a demographic that has not existed since the early 2000s. Product teams assume needs that never land. This is the territory Alexis Abramson has worked inside for 25 years. She trained first as a gerontologist at the University of Southern California’s Leonard Davis School, then moved into commercial consulting. Her client list includes L’Oréal Paris, Walmart, Marriott, Procter & Gamble, Kimberly-Clark, Comcast, and Northwestern Mutual. Her work is concrete. As AARP’s Entrepreneur-in-Residence she played a leading role in the launch of the AARP Innovation Lab. She built BMO Private Bank’s enCircle caregiving programme and developed Century 21’s MatureMoves programme for agents selling into the boomer market. She also shaped Delta Airlines’ frequent flyer programme for mature adults. Each required translating demographic research into a product a real customer would use. She is also the author of The Ultimate Longevity Guide, The Ultimate Caregiver, and STOP FRAUD, and an Emmy and Gracie Award-winning broadcast journalist. Hundreds of appearances on NBC’s Today, CNN, and MSNBC have built a skill most academics never develop. She can explain a demographic shift in two sentences an executive team actually remembers. Key speaking topics The longevity economy and 50+ consumer behaviour Multigenerational workforce dynamics Generational marketing strategy Product and service design for ageing populations Caregiving as a workforce productivity issue Demographic change as commercial opportunity Ideal for Marketing and brand leaders responsible for growth in mature or multigenerational consumer segments Chief Product Officers and product strategy teams designing for the 50+ market CHROs and people leaders running workforces with four or five generations in the room Board and C-suite teams setting strategy against long-horizon demographic change Audience outcomes A sharper read on where the 50+ consumer is actually spending, and where brands are consistently losing the sale Concrete examples of age-inclusive product and marketing design, drawn from her work with named brands A realistic view of caregiving as a workforce productivity issue with direct cost implications A framework for making the five-generation workforce a source of commercial advantage

Why organisations work with Karim Zeroual He has presented live on national television since 2014, which is the closest professional analogue to running a thousand-seat awards night without an autocue safety net. A Strictly Come Dancing final puts a performer in front of eleven million viewers under live conditions. That is a different category of composure to most stage hosts on the circuit. His CBBC and BBC Bitesize background gives him a precise instinct for keeping mixed audiences with the room, which translates directly to long conference agendas and multi-generational employee events. He moves between scripted broadcast, live theatre at the London Palladium, and improvised studio formats. Few hosts operate credibly in all three. For brands targeting younger employees, families or community audiences, he carries recognition that a generic corporate MC does not. Biography highlights Children’s BBC presenter since 2014, with on-screen credits including BBC Bitesize, Young Dancer, Wimbledon Live and Blue Peter. Runner-up, Strictly Come Dancing series 17 (2019), partnered with Amy Dowden; scored the series’ first perfect 40 in Week 11. Co-presenter of CBBC’s A Week to Beat the World, a factual travel format filmed across Guatemala, Brazil and Japan. Acting credits across The Sparticle Mystery (three series), EastEnders and Da Vinci’s Demons. West End and London Palladium stage credits including The Lion King, Chitty Chitty Bang Bang and Here Come The Boys. Trained at Sylvia Young Theatre School and the Urdang Academy. Biography A live event is a logistics document until someone walks on stage and turns it into a room. That is the job. Awards nights, internal conferences and brand activations rely on a host who can hold attention without flattening the agenda underneath it. Karim Zeroual has done that work in the most demanding live environment in British television. As a Children’s BBC presenter since 2014, he has fronted BBC Bitesize, Young Dancer, Wimbledon Live and Blue Peter, formats that punish any host who cannot keep pace with a live cue and a moving audience at the same time. The Strictly Come Dancing final in 2019 added a different test. Partnered with Amy Dowden, he reached the runner-up position in front of an audience of millions and scored the series’ first perfect forty for a Week 11 Jive. The discipline that produced that result, weeks of repetition under public scrutiny, is the same discipline that lets a host carry an unscripted stage moment without losing the brief. Stage credits at the London Palladium and across the West End in The Lion King, Chitty Chitty Bang Bang and Here Come The Boys round out a profile built on live performance rather than recorded craft. For organisations who need a host who can warm a room of two thousand, interview a CEO without flattering them, and shape an awards running order so it actually lands, that combination is what is being booked. Key speaking topics Live event hosting and awards night MC work Panel moderation and on-stage interviews Conference and town hall hosting Brand activation hosting and presenter-led live content Youth engagement and family audience communication On-camera presenting craft Ideal for Internal communications and HR leads booking annual awards nights, recognition events or town halls Brand and marketing teams running consumer-facing activations or family audience events Conference organisers who need a moderator credible across panels, fireside chats and stage interviews Charity and youth-sector organisations where audience trust with younger demographics matters Audience outcomes A live event run by a host who keeps the agenda intact while the room stays warm Panels and interviews that move beyond polite Q and A into useful exchanges Awards moments that feel earned for recipients, not stage-managed A consistent on-stage presence across multiple sessions of a long-form agenda

Why organisations work with Csaba Toth He runs ICQ Global, a people development business with more than 200 licensed partners across 45-plus countries, which means his methods have been pressure-tested in genuinely multicultural settings rather than theorised in one market. The Global DISC model is ICF and CPD-accredited and gives leaders one common language for personality, generation, profession, and nationality differences inside the same team. He measures and benchmarks psychological safety, motivational drivers, and cognitive diversity, so the conversation moves from cultural awareness slogans to specific data leaders can act on. His credential stack is unusually substantive: John Mattone Intelligent Leadership coach, Hofstede Insights Associate Partner, Richard Lewis-certified behavioural consultant, three Master’s degrees and an Executive MBA. He co-authored Uncommon Sense in Unusual Times with contributions from Marshall Goldsmith and John Mattone, a credibility marker for senior HR and L&D buyers familiar with that lineage. Biography highlights Founder of ICQ Global, a people development organisation with over 200 licensed partners across more than 45 countries. Developer of the Global DISC model, an ICF and CPD Standards-accredited intercultural behavioural framework. Author of Uncommon Sense in Unusual Times, with contributions from Marshall Goldsmith and John Mattone. Forbes Coaches Council member and Harvard Business Review Advisory Council member. Hofstede Insights Associate Partner and Richard Lewis Communications-certified cross-cultural trainer. Holds three Master’s degrees (Italy, UK, Hungary) and an Executive MBA from Quantic School of Business and Technology. Biography Diversity strategies fail at the level of daily team interaction. People with different nationalities, professions, generations, and personalities sit in the same meeting, draw different conclusions from the same words, and lose trust in each other long before anyone names the problem. That is the gap Csaba Toth set out to close. He founded ICQ Global to make cognitive and cultural diversity measurable. The company now operates with more than 200 licensed partners across 45-plus countries, and its core asset is the Global DISC model, an ICF and CPD-accredited framework that extends the most widely used behavioural model in business with a layer for cultural intelligence. Leaders get a single language for the differences that actually slow teams down. The credentials behind the work are unusually deep. Toth is certified through John Mattone’s Intelligent Leadership programme, holds Human Synergistics accreditation, is a Hofstede Insights Associate Partner and a Richard Lewis Communications-certified behavioural consultant, with further certification in CBT, NLP, and Positive Intelligence. He sits on the Forbes Coaches Council and the Harvard Business Review Advisory Council, holds three Master’s degrees from Italy, the UK and Hungary, and an Executive MBA from Quantic School of Business and Technology. His book, Uncommon Sense in Unusual Times, published with contributions from Marshall Goldsmith and John Mattone, sets out how leaders stay relevant when the people around them increasingly do not think, decide, or communicate the same way they do. That is the practical question he answers in a room. Key speaking topics Cultural intelligence and the Global DISC model Psychological safety in multicultural teams Cognitive diversity and team performance Inclusive leadership across generations and nationalities Communication breakdown in global organisations Motivational drivers and behavioural difference Coaching and people development at scale Ideal for CHROs, Heads of L&D, and Heads of Talent leading global or multicultural workforces. DEI and Inclusion leads moving past awareness work into measurable team outcomes. Leadership development and coaching faculties inside multinational businesses. Senior leaders of cross-border teams where communication and trust have stalled. Audience outcomes A common vocabulary for cultural, generational, and personality differences that a team can use the next day. A clearer read on where psychological safety is breaking down inside their own teams and why. The Global DISC lens applied to a real internal dynamic the audience already recognises. Specific behavioural shifts leaders can make when working across cultures, professions, and generations. A more honest assessment of how cognitive diversity is helping or hurting performance in their organisation.

Why organisations work with Timothy Armoo He has actually sold Gen Z attention to the buyers in the room. Fanbytes ran creator campaigns for Apple, McDonald’s, Nike, Samsung, Deliveroo and the UK Government before exiting to Brainlabs. Two exits before 28 give him an operator’s view of scale-up commercial discipline that most Gen Z marketing voices cannot match. His Penguin book What’s Stopping You? gives commercial audiences a structured language for the founder mindset he is asked to transfer into corporate teams. He sits inside Brainlabs as VP Influencer Marketing, which keeps his read on creator platforms, CPMs and Gen Z behaviour current rather than retrospective. He brings a credible answer to the multigenerational question: not a generational stereotype deck, but a working view of how Gen Z employees and customers behave once incentives are on the table. Biography highlights Co-founder and former CEO of Fanbytes; sold to Brainlabs in 2022 in an eight-figure deal. Sold his first business, EntrepreneurXpress, to Horizon Media at 17. Forbes 30 Under 30 Europe 2021, Media & Marketing. Named in the Evening Standard Progress 1000 list of London’s most influential figures in advertising and media. Author of What’s Stopping You? 11 Cheatcodes to Unlock the Life You Want, published by Penguin. Currently Vice President of Influencer Marketing at Brainlabs, the global digital agency that acquired Fanbytes. Biography The hardest commercial question facing many consumer brands is no longer awareness. It is whether the under-30 customer takes them seriously at all. Influencer budgets are climbing, internal teams are stretched between TikTok, Snapchat and YouTube, and most boards have no operator in the room who has actually run those campaigns at scale. Fanbytes was built to sit in that gap. Co-founded by Timothy Armoo in 2017 with Ambrose Cooke and Mitchell Fasanya, the agency ran creator campaigns for Apple, McDonald’s, Nike, Samsung, Deliveroo, Boohoo and the UK Government. In May 2022, Brainlabs acquired the business in an eight-figure deal. Armoo was 27. He stayed on as Vice President of Influencer Marketing at Brainlabs, which keeps his commercial view of Gen Z platforms current, not retrospective. The track record was not a single lucky exit. He sold his first company, EntrepreneurXpress, to Horizon Media at 17. Forbes named him to its 30 Under 30 Europe list for Media and Marketing in 2021. The Evening Standard Progress 1000 listed him among London’s most influential figures in advertising and media. His Penguin book What’s Stopping You? extends the same operator’s logic into a wider audience of commercial leaders and early-career professionals. For senior buyers, the value is specific. He is the rare voice on Gen Z marketing who can speak to a CMO with the discipline of a founder who had to make a P&L work, sell to a procurement team, and exit to a global agency. That is a different conversation from a panel on creator culture. Key speaking topics Gen Z consumer behaviour and brand decisions Influencer and creator-led marketing strategy Entrepreneurship and scale-up commercial discipline Building, scaling and exiting a venture-backed business The multigenerational customer and workforce Social platforms and the modern media landscape Ideal for CMOs, brand directors and consumer marketing leadership rethinking creator and Gen Z strategy Founders, scale-up CEOs and growth leaders preparing for raise, scale or exit Boards and exec teams of consumer-facing businesses with under-30 customer exposure Talent, employer brand and graduate recruitment leads who need a sharper read on Gen Z employees Audience outcomes A clearer commercial map of how Gen Z actually decides on brand, employer and product Specific operator lessons from building, scaling and selling a creator-economy agency A framework for evaluating influencer and creator spend as a measurable channel, not a content experiment A more honest read on the gap between how senior teams talk about Gen Z and how Gen Z behave Conviction to back internal entrepreneurial bets that conventional governance tends to slow

Why organisations work with Andrew Scott His published distinction between an “ageing society” and a “longevity society”, developed in The Lancet Healthy Longevity and across his books, gives leadership teams a concrete alternative to deficit-focused demographic thinking, with direct implications for workforce design, business model adaptation, and long-term investment. His two books, The 100-Year Life (over one million copies sold) and The Longevity Imperative (2024, shortlisted for the FT–Schroders Business Book of the Year), translate macroeconomic and health research into specific decisions organisations face: how to structure careers, what skills to invest in, how to redesign pension and benefits frameworks. His academic research, including a paper in Nature Aging co-authored with David Sinclair and Martin Ellison, connects macro-economic strategy to the science of ageing itself, giving organisations a basis for anticipating how advances in health and geroscience will affect labour supply and workforce composition over the next two decades. As leader of the CEPR Research Policy Network on the Economics of Longevity and Ageing, he has an overall view of policy, academic research, and applied economic intelligence: not a commentator on the trend, but one of the people who defines the research agenda. His advisory roles at the UK Office for Budget Responsibility, and his prior work with HM Treasury and the Bank of England, mean he can brief boards on the regulatory and fiscal changes that longevity economics will drive – before those changes arrive on the agenda. Biography highlights Professor of Economics at London Business School; Principal Scientist (Economics) at the Ellison Institute of Technology, Oxford CBE, 2026 New Year’s Honours – for services to economics, research and public discourse Co-author of The 100-Year Life (with Lynda Gratton) – over one million copies sold; runner-up for the FT/McKinsey Business Book of the Year Award Author of The Longevity Imperative (2024) – shortlisted for the FT–Schroders Business Book of the Year; named one of the FT’s best summer economics reads Research Fellow, Centre for Economic Policy Research; leads the CEPR Research Policy Network on the Economics of Longevity and Ageing; member of the WEF Global Future Council on Healthy Ageing and Longevity Former Non-Executive Director, UK Financial Services Authority; former Managing Editor, Royal Economic Society’s Economic Journal; advisory board member, UK Office for Budget Responsibility; adviser to HM Treasury and the Bank of England Biography The 100-Year Life, co-authored by Andrew Scott and Lynda Gratton, has sold over a million copies. What made it resonate was not the data on life expectancy; it was the argument that longer lives require a fundamentally different structure for careers, organisations, and economic systems. That argument sits at the centre of Scott’s research at London Business School and the Ellison Institute of Technology in Oxford. Scott’s central distinction – between an “ageing society” and a “longevity society” – reframes longevity from a background risk into a strategic imperative. An ageing society focuses on supporting rising numbers of older people. The longevity society, as Scott defines it in The Lancet Healthy Longevity, demands that organisations prepare for fifty-year careers, not just older employees. The implication for workforce strategy, benefits design, and long-term investment is structural, not cosmetic. The Longevity Imperative (2024, shortlisted for the FT–Schroders Business Book of the Year) extends the analysis from individual careers into system-level change: health systems, fiscal policy, financial markets. Academic research published in Nature Aging with David Sinclair and Martin Ellison grounds this macro-economic framing in the science of ageing itself – connecting what medical advances mean for labour supply to decisions boards face today. Scott advises the UK Office for Budget Responsibility and has previously advised HM Treasury and the Bank of England. He co-founded The Longevity Forum and serves on the World Economic Forum’s Global Future Council on Healthy Ageing and Longevity. In 2026, he was appointed CBE for services to economics, research and public discourse. Key speaking topics Economics of longevity Demographic change and long-term economic growth Multigenerational workforce design Career reinvention and the 50-year working life Health, ageing, and the economics of prevention Fiscal sustainability and pension system reform AI, technology, and demographic change Business strategy and long-run demographic risk Ideal for CHROs and heads of people strategy at large, multigenerational organisations navigating career architecture and workforce planning for longer working lives Boards and senior leadership teams integrating demographic risk into long-term strategy alongside AI and geopolitical disruption Financial services leaders – asset managers, pension funds, insurers – whose business models are directly shaped by the structural economics of ageing populations Policymakers and public sector leaders with responsibility for labour market, health, or fiscal policy Audience outcomes A concrete framework – the ageing society vs longevity society distinction – for identifying where current workforce and business strategies are misaligned with demographic reality Clarity on the three-dimensional longevity dividend: what it means in practice to build for lives that are longer, healthier, and economically productive Specific implications for pension design, benefit frameworks, talent investment, and career architecture – not trend-watching, but decision-relevant analysis An evidence-based view of how advances in geroscience and health technology are likely to affect labour supply and workforce composition over the next two decades A new strategic vocabulary for the board conversation on longevity – one that moves from “ageing burden” to a concrete set of opportunities and organisational decisions

Why organisations work with Tammy Erickson A trilogy of Harvard Business Review Press books on Boomers, Gen X and Gen Y built on primary research, not commentary, giving leaders a defensible base for talent and engagement decisions. A McKinsey Award-winning HBR article (“It’s Time to Retire Retirement”) that reframed how Fortune 500 employers think about late-career workers, still cited in CHRO conversations. Five appearances on the Thinkers50 ranking, evidence that her ideas have stayed relevant across more than a decade of workforce change. Operating credibility from board seats at PerkinElmer and Allergan, plus client work with General Electric, Bank of America and Novartis, so the workforce arguments land with senior commercial leaders, not just HR. Co-direction of London Business School’s “Leading Businesses into the Future” programme, which keeps her arguments calibrated to current senior-executive challenges rather than past research. Biography highlights Adjunct Professor of Organisational Behaviour, London Business School; co-director of the “Leading Businesses into the Future” programme. Founder and CEO of Tammy Erickson Associates, a workforce and engagement advisory firm. McKinsey Award winner, Harvard Business Review, for “It’s Time to Retire Retirement.” Author of the HBR Press generational trilogy: “Retire Retirement,” “Plugged In,” and “What’s Next, Gen X?” Co-author of “Workforce Crisis” (Harvard Business School Press) and “Third Generation R&D.” Former director of Fortune 500 corporations PerkinElmer and Allergan. Ranked on Thinkers50 five times, including 2011, 2013, 2015 and 2017. Biography Most workforce strategies still treat the employee base as one undifferentiated group with a single set of motivations. That worked when one or two cohorts dominated the org chart. It does not work now, with Boomers, Gen X, Millennials and Gen Z sharing teams and reporting lines, each carrying different assumptions about authority, loyalty and what work is for. Erickson built her career on closing that gap. Her Harvard Business Review article “It’s Time to Retire Retirement” won the McKinsey Award and reframed how large employers thought about late-career talent. The argument was not nostalgic or motivational. It was an operating case for redesigning roles, hours and contracts to retain expertise that the demographics said would otherwise walk out. The HBR Press trilogy that followed, “Retire Retirement,” “Plugged In” and “What’s Next, Gen X?,” gave leaders something most generational commentary lacks: a research base built cohort by cohort, with practical implications for engagement, team design and career architecture. Her companion book “Workforce Crisis,” with Ken Dychtwald and Bob Morison, set the broader demographic context. “Leading Across the Ages” was named a Harvard Business Review Breakthrough Idea of 2008. That research sits on top of a working role at London Business School, where she co-directs “Leading Businesses into the Future,” and a track record of Fortune 500 board service at PerkinElmer and Allergan. The result is a voice on workforce questions that boards and executive teams take seriously, because it carries both the scholarship and the operating context. Key speaking topics Multi-generational workforce strategy Employee engagement and the changing employer-employee contract Workforce planning and talent shortage Collaboration in complex organisations Innovation in the intelligent economy Twenty-first century organisational design Future of work and changing assumptions about careers Ideal for CHROs and chief people officers redesigning engagement and retention strategy Boards and executive teams setting talent and workforce policy Heads of organisational development and learning leading multi-generational team programmes Leadership development faculty and HR conferences Audience outcomes A clearer read of how each generational cohort actually behaves inside organisations, beyond the stereotypes Specific implications for talent retention, engagement and team design across cohorts A reframed view of late-career workers as a retention and capacity question, not a cost question An organising frame for redesigning roles, hours and contracts to fit a five-generation workforce Vocabulary senior leaders can use in board and executive conversations on workforce strategy

Why organisations work with Susan Greenfield She framed the question. Her “Mind Change” thesis treats prolonged exposure to digital technology as a force on human cognition comparable in scale to climate change, and has shaped a decade of mainstream debate on screens, attention and identity. The science behind the argument is hers. Two hundred peer-reviewed papers, mostly from her Oxford lab, sit beneath her claims about attention, empathy and identity in the digital age. As founder and CEO of Neuro-Bio, the Oxford biotech she launched in 2013 to pursue a novel theory of Alzheimer’s based on the T14 peptide, she speaks from inside an active research programme. She has spent decades translating brain science for senior non-specialist audiences. That includes twelve years leading the Royal Institution of Great Britain as its first woman director, and ten years as a Forum Fellow at the World Economic Forum at Davos. Biography highlights Founder and CEO of Neuro-Bio Ltd, the Oxford biotech developing a novel approach to Alzheimer’s based on the T14 peptide Senior Research Fellow at Lincoln College, Oxford, and former Professor of Synaptic Pharmacology, University of Oxford Director of the Royal Institution of Great Britain from 1998 to 2010, the first woman to hold the post; first woman to give the Royal Institution Christmas Lectures (1994) Author of Mind Change, The Private Life of the Brain, ID: The Quest for Identity in the 21st Century, and A Day in the Life of the Brain, published by Penguin and Random House Crossbench Life Peer in the House of Lords since 2001 as Baroness Greenfield, of Ot Moor Honours include CBE, Chevalier de la Légion d’Honneur, Australian Society for Medical Research Medal, Fellowship of the Royal Society of Edinburgh, and 32 honorary degrees Biography In a 2009 House of Lords debate, a question was raised that the technology industry has never fully answered. If the human brain adapts to its environment, and the environment is now digital, what is happening to the brain at scale? The argument that grew from that question, developed across the next decade, has shaped how serious organisations think about screens and cognition. Greenfield’s standing to ask the question came from a long career in brain science. Two hundred peer-reviewed papers from Oxford, where she became Professor of Synaptic Pharmacology, sit behind it. So does her tenure as the first woman director of the Royal Institution of Great Britain, the post she held from 1998 to 2010, and the Royal Institution Christmas Lectures she delivered there in 1994. In 2001, she was created a Life Peer as Baroness Greenfield, of Ot Moor. Mind Change, published in 2014, set out the case. The technologies surrounding a young brain shape its development. This is uncontroversial neuroscience. What is contested is the scale of the effect when those technologies are engineered to capture attention and to be returned to. Greenfield’s argument is that the consequences show up in places leaders care about: in how people sustain focus, and in how they form empathy and construct identity. She still runs the science. In 2013, she founded Neuro-Bio, the Oxford biotech she leads as CEO, developing a novel approach to Alzheimer’s based on her research into a peptide called T14. Her lab has linked T14 to neurodegeneration upstream of the amyloid pathway, and is working on a saliva-based diagnostic test the company hopes will detect Alzheimer’s decades before symptoms appear. Key speaking topics The neuroscience of digital technology and the human mind Consciousness, identity and the physical basis of the mind Attention, empathy and the cognitive shift between digital generations The neuroscience of creativity Alzheimer’s, dementia and the future of brain health Women in science, engineering and technology Ideal for Boards and executive committees in financial services, technology, media and consumer-facing sectors CHROs and learning leaders are working on attention and digital fatigue in the workforce Strategy and innovation teams whose customers are the first generation to grow up entirely in a digital environment Education and policy audiences engaging with the science of cognition and the workforce of the future Audience outcomes A defensible vocabulary for what digital technology is doing to attention, empathy and identity A working distinction between what brain science actually shows and what is loosely attributed to “neuroscience” in popular commentary A view of where Alzheimer’s and dementia research is heading from a scientist actively pursuing a novel theory A perspective on the cognitive differences between digital natives and the workforce that came before them, grounded in published evidence