Organizational Design

Why organisations work with Nilofer Merchant Her Onlyness framework offers a structural diagnosis for why innovation stalls inside organisations: not a confidence problem or a diversity problem, but a systemic filtering-out of unconventional ideas that the existing norms were built to do. Our Best Work (HarperBusiness, 2026) names 24 specific norms – including performance reviews, servant leadership, and “move fast and break things” – that actively undermine the conditions for great work, and provides a measurable, team-applicable alternative for each one. She holds a position few speakers occupy: genuine technology executive experience (Apple, Autodesk, Symantec; 100+ products; $18B in revenues) combined with management research that Thinkers50 cited as among the five ideas most likely to shape business for the next twenty years. She reframes the productivity and innovation conversation away from individual behaviour change – where most leadership speakers operate – and onto the systems and norms that leaders themselves control, which is a more actionable entry point for a board or senior team. Ranked by Thinkers50 as the “#1 person most likely to influence the future of management in both theory and practice,” her work carries both intellectual authority and practical application at the senior level. Biography highlights Author of four books on organisational performance and work design: The New How (O’Reilly, 2010), 11 Rules for Creating Value in the #SocialEra (Harvard Business Review, 2012), The Power of Onlyness (Viking, 2017), and Our Best Work (HarperBusiness, 2026) Thinkers50 “Future Thinker” Award, 2013; ranked #22 globally in 2017 ranking; Thinkers50 Top 50, 2021; The Power of Onlyness shortlisted for the Thinkers50 Breakthrough Idea Award TED mainstage speaker; “Sitting Is the Smoking of Our Generation” ranks in the top 10% of TED’s most-viewed talks Harvard Business Review contributor; media coverage includes Wall Street Journal, New York Times, Financial Times, Bloomberg, Fast Company, and CNN Former executive at Apple, Autodesk, and GoLive; personally launched more than 100 products generating $18 billion in revenue across 25 years in technology Teaches business strategy and collaborative management at Stanford University and Santa Clara University; MBA, Santa Clara University Founder, The Intangible Labs; top 10 HR thinker, HR Magazine Biography Nilofer Merchant starts from an observation that most organisations resist: the management tools that delivered performance in the twentieth century are actively limiting performance now. From her position as founder of The Intangible Labs and author of four books on work design, she has spent twenty-five years building an evidence base for that claim, and an alternative. Her Onlyness framework, developed in The Power of Onlyness (Viking, 2017) and cited by Thinkers50 as one of five ideas most likely to shape business for the next twenty years, holds that modern value creation flows not from hierarchy or title, but from the distinct perspective that only each individual can bring. When organisations filter out that perspective through deference, conformity, and outdated norms, they lose the one input that capital and process cannot replicate. Our Best Work (HarperBusiness, 2026) takes that argument into the operational detail boards and leadership teams can actually act on. It names 24 specific norms – from performance reviews to servant leadership to “move fast and break things” – that suppress contribution, trust, and innovation, and pairs each with a measurable alternative. The argument is structural: the problem is not the willingness of people to perform, but the systems they are asked to perform inside. Merchant’s authority on this is grounded in operating experience. A former executive at Apple, Autodesk, and Symantec, she personally launched more than 100 products generating $18 billion in revenue. She has contributed to Harvard Business Review, been ranked #22 among the world’s top management thinkers by Thinkers50, and teaches business strategy at Stanford University and Santa Clara University. Her TED talk “Sitting Is the Smoking of Our Generation” ranks in the top 10% of TED’s most-viewed talks. Key speaking topics Organisational norms and performance systems The Onlyness framework and value creation Intangible value in modern organisations Collaborative strategy and execution Innovation and idea suppression in hierarchical structures Future of work and work design Culture change as systems change Ideal for CHROs and People leaders designing or overhauling performance and culture systems CEOs and senior leadership teams asking why execution consistently falls short of strategy Chief Innovation Officers and transformation leads examining why new ideas fail to scale internally Boards and executive committees evaluating whether their management models are still fit for purpose Audience outcomes A named diagnostic framework (Onlyness) for identifying where organisational value is being systematically suppressed – and why Specific understanding of which widely adopted management practices are actively limiting innovation and contribution in their own organisations A practical model for replacing competition-based and hierarchy-based norms with trust and collaboration-based alternatives, drawn from Our Best Work‘s 24-indicator framework Language for the gap between what organisations currently measure and what actually creates value – useful for board-level and senior team conversations Concrete team-level practices applicable immediately post-session, drawn from the chapter-by-chapter practice model in Our Best Work

Why organisations work with Jeff de Kleijn Two decades inside HP and Canon across Asia Pacific and Europe, including running HP’s Large Format Printing business for APJ, gives him operating credibility with senior leaders who have lived through global restructures. Works fluently across Western systems thinking and Chinese strategic philosophy, useful for European and US executive teams navigating Asia exposure without simplifying it. Frames leadership as an operating system question, where decision rights, rhythm and supervisory clarity are the variables, not personality or style. Brings a working executive’s vantage point through his current role leading Dilaco, so the room hears a peer, not a retired commentator. Biography highlights Former General Manager, Large Format Printing Division, HP Asia Pacific and Japan. Senior executive roles at Canon across Europe and Asia. Chief Executive of Dilaco Group since 2019. Founder of Cortlandt Gulch, his leadership advisory and writing platform. Forthcoming book, Postmodern Leadership: Navigating Crises and Complexity in the Information Era. Trained in theatre and improvisation at the Bruges Conservatory of Music & Arts; works in English, Dutch and Chinese. Biography Most large organisations are still wired to push decisions up and instructions down. That structure is breaking against the speed and interdependence of the systems leaders now operate in. Jeff de Kleijn’s work begins from that mismatch, and from the specific question of how senior teams behave once they accept it. His authority on the subject is operational, not theoretical. He spent two decades in senior roles at HP and Canon, including running HP’s Large Format Printing business across Asia Pacific and Japan, before taking over Dilaco, a Belgian IT services group, in 2019. The throughline is leading commercial organisations through restructure, geographic complexity and technology shifts while the formal authority structure was always slightly behind events. He writes and advises through Cortlandt Gulch, and is finishing a book, Postmodern Leadership: Navigating Crises and Complexity in the Information Era, that sets out his core argument. Power inside large organisations has already moved from position to network connectivity. The leaders who are getting traction are the ones rebuilding their operating rhythm, supervisory cadence and decision rights around that fact, rather than working harder inside the old chart. What he brings to a room is the combination of a sitting executive’s vocabulary, exposure to both European and Asian operating cultures, and a stage discipline shaped by training in theatre at the Bruges Conservatory. Senior audiences leave with a sharper view of where their own authority architecture is misfiring, and a vocabulary for fixing it. Key speaking topics Networked and decentralised leadership Decision rights and supervisory clarity in complex organisations Leadership operating models under systemic uncertainty AI as an institutional, not technological, force Eastern and Western strategic thought in executive practice Restructuring and post-transformation leadership Ideal for Boards and executive committees redesigning how authority and decision rights operate post-restructure CEOs and group MDs of multi-region businesses with significant Asia exposure Private equity portfolio leadership teams under pressure to operate with fewer layers Transformation and strategy leads working on the leadership operating model, not just structure Audience outcomes A clearer read on where their current authority structure is the bottleneck, not the workload Specific language for separating control, coordination and supervision as distinct leadership tasks A working frame for combining Western strategic analysis with Chinese strategic thinking in real decisions A more honest internal conversation about what their organisation actually needs from its top team

Why organisations work with Aubrey Blanche-Sarellano She built the Balanced Teams Diversity Assessment used inside the Atlassian Team Playbook, giving People teams a measurement framework they can run themselves rather than a workshop they have to repeat. She has held the senior internal seat twice, at Atlassian and Culture Amp, so her recommendations come from running the function at scale, not from observing it. Her work on AI ethics is grounded in current academic study at Cambridge’s Leverhulme Centre, which means the responsible-AI content is current with regulation rather than recycled from 2021 DEI decks. She treats equity as a product and operations problem. That makes her useful to CHROs, Heads of Product, and AI leads, not only to DEI specialists. She speaks credibly to the post-DEI-backlash context: how to keep inclusion outcomes when the political signalling has to come down. Biography highlights Founder and CEO of The Mathpath, advising on equitable operations, responsible AI, and ESG. Former Global Head of Equitable Design & Impact, Culture Amp. Former Global Head of Diversity & Belonging, Atlassian. Built the function from scratch. Inventor of the Balanced Teams approach and the Balanced Teams Diversity Assessment in the Atlassian Team Playbook. Master’s candidate in AI Ethics and Society, Leverhulme Centre for the Future of Intelligence, University of Cambridge. Board director at Circle of Blue and the Culture Amp Foundation; limited partner at Operator Collective. Featured in Wired, Wall Street Journal, Australian Financial Review, and USA Today. Biography Diversity programmes were designed for a political environment that no longer exists. Budgets are smaller, scrutiny is sharper, and the language that worked five years ago now invites litigation in some markets and ridicule in others. The companies that still want inclusion outcomes have a problem: they need the results, but they cannot keep running the programme in its original form. Aubrey Blanche-Sarellano works on that problem from the operations side. She built Atlassian’s Diversity & Belonging function from scratch and scaled it across the company’s international expansion, then joined Culture Amp as the first Global Head of Equitable Design & Impact. The Balanced Teams Diversity Assessment she developed at Atlassian became part of the company’s public Team Playbook, which is why her frameworks are familiar to People teams who have never met her. Through The Mathpath, her consultancy, she now advises leaders on the same question at a higher altitude: how to embed equity into talent processes, product decisions, and AI deployment so that the outcomes survive without the political infrastructure. Her current academic work at Cambridge’s Leverhulme Centre for the Future of Intelligence sits behind the responsible-AI content, which has become a larger share of her client engagements. She is direct about what does not work. Unconscious bias training is not, in her reading, a solution. Equitable design is. Her audiences leave with a clearer view of where inequity is actually produced inside their organisation and which operating levers, talent process, product practice, AI tooling, will move it. Key speaking topics Equitable operations and organisational design Responsible AI and algorithmic bias Talent process redesign and ERG programmes Inclusion in a post-DEI-backlash context Equitable product development ESG and ethical business operations Ideal for CHROs and Heads of People rebuilding inclusion strategy under new constraints Heads of Product and AI leads embedding fairness into model deployment and product practice ERG sponsors and DEI leads under pressure to demonstrate operating impact, not activity Executive teams reviewing where to take DEI investment next Audience outcomes A clearer map of where inequity is produced inside your own talent and product systems A working definition of equitable design, with examples of where it replaces conventional DEI activity Specific guidance on evaluating AI tools for fairness risk before deployment A read on how to keep inclusion outcomes when the political signalling has to come down Language for talking about equity that holds up in front of a sceptical board

Why organisations work with Jeff Speck He has translated walkability from a planning preference into a measurable argument about carbon, healthcare costs, property values and downtown economic performance, set out in Walkable City and applied in master plans for Memphis, Grand Rapids, Lowell and Tampa. His General Theory of Walkability gives mayors, developers and corporate site selectors a single framework for evaluating the trade-offs in any street, block or downtown investment. He brings both sides of the table: ten years inside Duany Plater-Zyberk shaping the New Urbanism, four years running design policy at the National Endowment for the Arts, and almost two decades leading his own consultancy advising cities and the real estate industry. Walkable City is the best-selling urban planning book written this century, and his two 2013 TED Talks have passed six million views, which means audiences arrive already familiar with the argument and ready to discuss application. The 2022 Seaside Prize, awarded previously to Jane Jacobs and Christopher Alexander, places him in a small group of figures recognised for shaping how cities are now planned. Biography highlights Principal of Speck Dempsey, the urban design consultancy he has led since 2007. Director of Design at the US National Endowment for the Arts, 2003 to 2007, where he ran the Mayors’ Institute on City Design and founded the Governors’ Institute on Community Design. Former Director of Town Planning at Duany Plater-Zyberk and Company, a ten-year tenure inside the firm at the centre of the New Urbanism movement. Author of Walkable City and Walkable City Rules; co-author of Suburban Nation and The Smart Growth Manual. FAICP, FCNU, LEED-AP, Honorary ASLA. Master of Architecture with Distinction, Harvard Graduate School of Design. 2022 Seaside Prize, an award whose previous recipients include Jane Jacobs and Christopher Alexander. Ranked among the ten most influential urbanists of all time in Planetizen’s 2023 reader poll. Biography Most arguments about downtowns get stuck on aesthetics. The serious case is economic. Jeff Speck has spent twenty years showing public officials, developers and corporate leaders that the width of a lane, the placement of a parking lot and the design of a block decide whether a city captures investment, talent and tax base, or quietly loses it. Walkable City, published in 2012, set out the General Theory of Walkability and the ten-step process Speck uses to apply it. It became the best-selling urban planning book written this century, and his two 2013 TED Talks have since passed six million views. Walkable City Rules followed in 2018 as the operating manual for practitioners. The argument is built on three decades inside the work. Ten years as Director of Town Planning at Duany Plater-Zyberk and Company, the firm at the centre of the New Urbanism movement. Four years running design at the US National Endowment for the Arts, where he oversaw the Mayors’ Institute on City Design and created the Governors’ Institute on Community Design. Almost two decades leading Speck Dempsey on master plans and street designs for cities including Memphis, Grand Rapids, Lowell and Tampa. The 2022 Seaside Prize, awarded previously to Jane Jacobs and Christopher Alexander, recognises the small group of figures whose work has changed how American cities are now planned. For boards, mayors and developers wrestling with the future of downtown, Speck is the rare adviser who can move between climate strategy, real estate economics and the design of a single intersection without losing the thread. Key speaking topics Walkable cities and downtown economic performance The General Theory of Walkability Street design and the public realm New Urbanism and smart growth Cities, climate and public health economics Downtown revitalisation and real estate investment Transportation policy and the future of the car Ideal for Mayors, city managers, planning directors and downtown development authorities Real estate developers, REITs and corporate site selectors making place-based investment decisions Sustainability, ESG and climate leads in organisations linking property and emissions strategy Boards and senior teams in retail, hospitality and mixed-use real estate Audience outcomes A working definition of walkability as four conditions a street must meet, applicable to any block under review The economic case for walkable places, expressed in terms of property values, retail performance, healthcare costs and carbon A ten-step sequence for prioritising downtown investments when the budget will fund a fraction of what is on the wishlist A clear view of the trade-offs between car capacity, street life and downtown tax base, with named examples of cities that have got it right and wrong A shared vocabulary between planners, developers, finance teams and elected officials for the next set of decisions

Why organisations work with Hollie Castro Operating record across the moments that test a people function: IPO transition at YETI, take-private of BMC Software under Bain Capital and Insight Partners, and VC-backed scale-up at Miro under Accel and ICONIQ. Sits credibly in the boardroom on AI and the workforce, co-chairing the NACD Austin chapter and leading director-level sessions on GenAI governance and the multigenerational workforce. Has actually run HR at global scale: workforces of 1,500 to 50,000, 90 countries, budgets to USD 200 million, 25-plus acquisitions integrated. Bridges Fortune 500 and late-stage start-up worlds, including current advisory work with HR-focused AI founders at Series A through her firm HC Advice. Recognised externally where it counts: Financial Times Group Top 100 Board Candidates and the HR Transformation award at Silicon Valley’s High Tech Symposium. Biography highlights Five-time CHRO and Chief Administration Officer: YETI, BMC Software, Talisman Energy, Miro, Kony. Co-Chair, Austin Advisory Board, National Association of Corporate Directors. Advisory Board Member, Texas A&M Mays School of Business Center for Human Resources. Stanford University and NACD certified Corporate Director; MBA, Thunderbird School of Global Management. Financial Times Group Top 100 Board Candidates; HR Transformation award, Silicon Valley High Tech Symposium. Published in Fast Company, Forbes, The Corporate Board, and Directors & Boards; featured at HR Retail and on the Revenue Builders podcast. Biography Few HR leaders have sat in the seat across as many high-pressure transitions. As CHRO, Castro took YETI through its IPO from private equity ownership at Cortec, led BMC Software through its take-private under Bain Capital and Insight Partners, and ran people strategy at Miro and Kony alongside Accel and ICONIQ Capital. The thread across those mandates is the same: HR as an operating discipline tied to capital events, not a support function. Her scope has been unusually broad. Workforces of 1,500 to 50,000, operations in 90 countries, budgets to USD 200 million, and more than 25 acquisitions integrated. That range includes the cultural architecture work that ESG and compensation committees now ask for, as well as the harder M&A integration calls that decide whether a deal earns its thesis. The board work has become a second discipline. Castro co-chairs the Austin advisory board of the National Association of Corporate Directors and led the 2024 NACD Director Summit conversation on how boards govern GenAI alongside a five-generation workforce. She is a Stanford and NACD certified Corporate Director, a Thunderbird MBA, and was named to the Financial Times Group’s Top 100 Board Candidates. Today she advises HR-focused AI founders at Series A through HC Advice and writes for Fast Company, Forbes, The Corporate Board, and Directors & Boards on the governance questions that follow when HR is asked to deploy AI at scale. Key speaking topics The CHRO as a strategic business partner Generative AI in HR and talent acquisition Global HR strategy and M&A integration Board governance of AI and the workforce Scaling people functions through IPO and take-private events ESG, compensation, and human capital in the boardroom The multigenerational workforce Agile HR and design thinking Ideal for CHROs, Chief People Officers, and CPO-track HR leaders preparing for board-facing roles. Boards, compensation committees, and audit committees engaging with AI, human capital, and ESG oversight. CEOs and executive teams in private equity portfolio companies or scale-ups preparing for IPO, M&A, or take-private events. Leadership programmes for senior women in operating and director roles. Audience outcomes A clearer picture of what boards now expect from HR on AI, talent risk, and human capital reporting. Specific reference points on integrating HR through IPO, take-private, and cross-border M&A. A working view of how generative AI is changing talent acquisition and the CHRO operating model. Director-level language for governing AI ethics, workforce design, and compensation in tandem.

Why organisations work with Grace Lordan She runs the only research centre of its kind inside a top-tier university focused on bringing behavioural science to inclusion at firm level, The Inclusion Initiative at LSE, which gives her findings weight that internal DEI teams cannot generate alone. Her work tells senior leaders which interventions actually shift hiring, promotion, and retention data, and which ones look good in a values statement but fail under measurement. She speaks the language of CFOs and boards, linking inclusion to productivity and performance, which is what gets budget approved and kept. She brings a practical behavioural toolkit, nudges, structured decision design, debiased processes, that leaders can install rather than aspire to. Her Penguin book Think Big has built a wide reader base among professionals, so audiences often arrive already familiar with her frame for individual career design, which makes the organisational material land faster. Biography highlights Associate Professor in Behavioural Science, London School of Economics and Political Science. Founding Director of The Inclusion Initiative at LSE, the research centre she established in 2020. Director of the MSc in Behavioural Science at LSE. Author of Think Big: Take Small Steps and Build the Future You Want (Penguin Life, 2021). Served on the UK government’s Skills and Productivity Board and the BEIS social mobility taskforce; advisory board member of the Women in Finance Charter. Contributor to Financial Times, Harvard Business Review, MIT Sloan Management Review, Fortune, Fast Company, and Reuters; host of the Work FORCE podcast. Biography Inclusion work inside firms has a credibility problem. Budgets have grown for a decade, yet most leadership teams struggle to show a clean line between their interventions and real movement in who gets hired, promoted, and retained. That is the gap Grace Lordan has built a career around closing. She is an Associate Professor in Behavioural Science at the London School of Economics and the founding director of The Inclusion Initiative, the LSE research centre she established in 2020 to bring behavioural science into how firms actually design talent decisions. Her research tests which interventions move the numbers and which do not, across hiring screens, promotion processes, and team composition. The work is published in peer-reviewed journals and picked up by Financial Times, Harvard Business Review, and MIT Sloan Management Review. She also directs the LSE MSc in Behavioural Science, teaches corporate decision-making to executive students, and has advised the UK government on skills, productivity, and social mobility. Her Penguin book Think Big: Take Small Steps and Build the Future You Want applies the same evidence base to individual career design, which is why professional audiences often encounter her ideas before they meet her in the room. What senior buyers get is someone who can talk to a CHRO about process design, to a CFO about productivity, and to a board about where their inclusion spend is working. The argument is built on evidence from an LSE research centre, not consultancy generalities. Key speaking topics Inclusion as a measurable driver of firm productivity Behavioural science applied to hiring and promotion decisions Designing teams for performance and progression The future of work and skills in a changing labour market Women’s progression and the economics of the gender gap Evidence-based leadership and debiased decision-making Ideal for CHROs and heads of talent responsible for moving measurable inclusion outcomes CEOs and boards allocating budget to DEI and wanting to know what actually works Financial services and professional services leadership teams working under the Women in Finance Charter or equivalent progression commitments Executive audiences across government, policy, and regulated sectors addressing skills and social mobility Audience outcomes A sharper read on which inclusion interventions have evidence behind them and which do not Specific behavioural design moves leaders can apply to hiring, promotion, and team decisions Language that connects inclusion to productivity and performance for CFO and board conversations A clearer view of where the future of work is moving for skills, talent pipelines, and progression Confidence to retire activities that signal good intent but fail on measurement

Why organisations work with Susan Hetrick A working operating model for toxic culture, not a moral framing of it. Her four-stage progression gives a board language to discuss what stage they are in, before deciding what to do. The RESPECT framework as a remediation sequence, used inside her book and consultancy at zuhra. It anchors the conversation in specific leadership behaviours rather than values posters. Practitioner credibility from senior HR roles at the World Bank Group, RBS, HSBC, Aegon and Deloitte, paired with a doctorate from City University Business School. She has run the function she is now critiquing. A published, peer-reviewed thesis (Routledge, 2023; 2024 Business Book Awards finalist) that gives the room a single, citable reference point rather than a deck of opinions. Biography highlights Author, Toxic Organizational Cultures and Leadership: How to Build and Sustain a Healthy Workplace (Routledge, 2023). 2024 Business Book Awards finalist. Co-author with Professor Graeme Martin, Corporate Reputations, Branding and People Management: A Strategic Approach to HR. Doctorate in Organisational Psychology, City University Business School. Senior HR leadership roles inside the World Bank Group, RBS Group, HSBC, Aegon, Arab Banking Corporation and Deloitte. Academic appointments at the Universities of Aberdeen, Glasgow and London, Birkbeck College and Helsinki School of Economics. Founder of zuhra consulting; Chair of the Board, Dundee Rep and Scottish Dance Theatre. Keynote, CIPD Annual Conference 2023, to an audience of 600+ HR professionals. Biography Most organisations describe culture as something they have, not something they do. That language is what allows toxic patterns to harden inside otherwise functional companies, often for years before the board treats them as a strategic risk. Susan Hetrick’s work is built around closing that gap. Her book Toxic Organizational Cultures and Leadership (Routledge, 2023) sets out a four-stage account of how cultures degrade and a remediation sequence she calls the RESPECT framework. The book reached the 2024 Business Book Awards shortlist and is now used by HR leaders looking for a structured way to brief their executive committees. She brings 35 years of senior HR practice to the argument, including roles inside the World Bank Group, RBS, HSBC, Aegon, Arab Banking Corporation and Deloitte. Her doctorate in Organisational Psychology is from City University Business School, with academic appointments at Aberdeen, Glasgow, London, Birkbeck and Helsinki School of Economics. Today she runs zuhra consulting, a specialist culture practice, and chairs the boards of Dundee Rep and Scottish Dance Theatre. The combination matters because it gives senior teams a counterpart who has sat in their seat, written the academic case, and is now operating the remedy with paying clients. Key speaking topics Toxic organisational cultures Healthy workplace culture design Leadership behaviour and culture risk Corporate reputation and HR strategy Culture transformation in regulated industries Board oversight of people risk Organisational psychology in practice Ideal for CHROs and senior HR leaders facing engagement, attrition or conduct concerns Boards and audit/risk committees treating culture as a governance risk Executive teams entering or recovering from restructure, acquisition or scandal Regulated sector leadership groups (financial services, professional services, public bodies) Audience outcomes A four-stage diagnostic that lets a leadership team locate where their culture currently sits The RESPECT sequence as a practical guide to leadership behaviours that repair, rather than mask, cultural damage A clearer board-level language for naming culture risk before it becomes legal or reputational exposure A reading of how HR, legal and executive functions need to operate together to prevent toxicity recurring

Why organisations work with Stephen Frost He has run inclusion at a scale almost no other practitioner can claim, leading diversity and inclusion across the 200,000-strong workforce of the London 2012 Olympics and afterwards heading the function at KPMG. He treats inclusion as a system to be engineered into hiring, promotion and decision-making, not a values campaign, an approach laid out in The Inclusion Imperative and Building an Inclusive Organization. His teaching positions at Harvard Business School, Sciences Po and Singapore Management University give boards confidence that the methodology stands up to academic scrutiny as well as commercial pressure. He brings a record of building inclusion infrastructure that outlives him, including Stonewall’s Workplace Equality Index, now used by most leading UK employers. He is one of a small number of DEI voices able to hold the line on substance while a political backlash makes many DEI conversations harder to have at board level. Biography highlights Head of Diversity and Inclusion for the London 2012 Olympic and Paralympic Games. Former Head of Diversity and Inclusion at KPMG. Founder and CEO of Included, a global diversity and inclusion consultancy. Teaches Inclusive Leadership at Harvard Business School, Singapore Management University and Sciences Po. Author of The Inclusion Imperative, Inclusive Talent Management and Building an Inclusive Organization; editor of The Key to Inclusion. All published by Kogan Page. Young Global Leader of the World Economic Forum (2011); recipient of the 2010 Peter Robertson Award for Equality and Diversity Champions. Biography The London 2012 Olympic and Paralympic Games employed close to 200,000 people. Running diversity and inclusion across that operation was not a values exercise. It was a delivery problem under intense political and media scrutiny, and Stephen Frost was the person who owned it. The workforce that resulted was 46 per cent female, 40 per cent from minority ethnic backgrounds and 9 per cent with a disability, on numbers that few corporates have come close to since. After the Games, he was hired by KPMG as Head of Diversity and Inclusion, where he set the firm’s targets on gender, ethnicity, social mobility and sexual orientation. He went on to found Included, a global consultancy that now advises governments, multinationals, media organisations and universities. Earlier in his career he had built much of the modern UK D&I infrastructure at Stonewall, including the Workplace Equality Index now used as a benchmark across most leading employers. The argument in his four Kogan Page books is consistent. Inclusion is a decision-making system, not a culture campaign. The Inclusion Imperative draws on the Olympic work to set out how it can be embedded into procurement, recruitment, leadership and operations. Building an Inclusive Organization, co-authored with Raafi-Karim Alidina, extends the case into the cognitive and behavioural mechanics of how inclusion succeeds or fails inside a firm. That body of work is reinforced by teaching positions at Harvard Business School, Singapore Management University and Sciences Po, and by his selection as a World Economic Forum Young Global Leader. For boards under pressure on inclusion at the same time as they are under pressure on cost, regulation and political risk, the value of Frost’s perspective is that it treats inclusion as an operating capability that can be measured, defended and improved. Key speaking topics Inclusive leadership Embedding inclusion into organisational strategy The business case for diversity and inclusion Inclusive talent management and hiring Culture change and behaviour design Cognitive load and decision-making in diverse teams Building an inclusive organisation at scale Ideal for CHROs and Chief Diversity Officers under pressure to show measurable outcomes from inclusion investment. Boards and executive committees navigating DEI in politically contested or regulatory-heavy environments. Talent, recruitment and leadership development leads redesigning processes around inclusion. Senior leadership teams in firms scaling internationally across multiple cultural and legal contexts. Audience outcomes A working definition of inclusion as a decision-making discipline, not a values statement. Specific levers leaders can pull inside recruitment, promotion and team design to improve inclusion outcomes. A clearer language for defending inclusion work to sceptical boards and shareholders. Examples drawn from enterprise-scale deployments at the London Olympics, KPMG and Included’s client base. A grounded view of where inclusion programmes commonly fail and how to design them to last.

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 Richard Sennett A longitudinal sociological lens almost no other living speaker offers. Five decades on the same questions about what work does to people, running from The Hidden Injuries of Class (1972) through The Corrosion of Character (1998) to Building and Dwelling (2018). Reframes employee engagement as a question of craft. The Craftsman (2008) advanced the thesis that “making is thinking” and treats the desire to do a job well for its own sake as a workplace asset organisations either nurture or destroy. A serious framework for cooperation as a workplace skill. Together (2012) argues that cooperation is a craft learned through structured practice, and shows why short-term teams and constant reorganisation erode the conditions that make it possible. Direct involvement in shaping how cities and labour are governed. Sennett wrote the mission statement for UN Habitat III, helped organise COP26 work on cities and climate, and chaired the LSE Cities programme. Credentials at a level few corporate speakers reach: the Hegel Prize, the Spinoza Prize, the Centennial Medal from Harvard, an OBE for services to design and Fellowship of the British Academy. Biography highlights Centennial Professor of Sociology at the London School of Economics; former University Professor of the Humanities at New York University. Author of The Hidden Injuries of Class, The Fall of Public Man, The Corrosion of Character, The Craftsman, Together, Building and Dwelling and The Performer. Founding director of the New York Institute for the Humanities (with Susan Sontag and Joseph Brodsky); former President of the American Council on Work; founder and chair of Theatrum Mundi. Senior Advisor to the United Nations Council on Urban Initiatives; wrote the mission statement for UN Habitat III; helped organise COP26 work on cities and climate. OBE for services to design (2018); Fellow of the British Academy; Fellow of the Royal Society of Literature; recipient of the Hegel Prize, the Spinoza Prize and the Centennial Medal from Harvard. Senior Fellow at the Center on Capitalism and Society, Columbia University; Honorary Professor at UCL’s Bartlett School of Architecture and Institute for Innovation and Public Purpose. Biography The promise of flexible capitalism was that workers would gain real control of their own time and direction. The Corrosion of Character, published in 1998, showed in granular ethnographic detail what actually happened to dismissed IBM executives, Boston bakers and a barmaid turned advertising executive. The book established a thesis that has only sharpened with time: an economy built around “no long-term” produces people who struggle to sustain identity and craft over a working life. That argument matured over two decades into a trilogy on what Sennett calls Homo Faber, or “man the maker.” The Craftsman (2008) advanced a single thesis: making is thinking. It treated the desire to do a job well for its own sake as a workplace capacity organisations either nurture or destroy. Together (2012) extended the argument into the social. Cooperation is a craft, Sennett argued, learned through structured practice and degraded by short-term teams and constant reorganisation. Building and Dwelling (2018) carried the same lens into urbanism, distinguishing the ville (the built city) from the cité (how people actually live in it). Sennett’s intellectual lineage runs directly through David Riesman, John Rawls and Hannah Arendt at Harvard, where he took his PhD in 1969. Few living sociologists carry that depth of connection to the most serious thought of the twentieth century into corporate and policy conversations of the present. In 2024 he published The Performer: Art, Life, Politics, the opening volume of a new trilogy on performance, narration and image-making. Key speaking topics The future of work in flexible capitalism Craftsmanship and the conditions for good work Cooperation as a workplace skill Character and the personal consequences of “no long-term” employment Urbanism and the ethical city Public culture and authority in modern organisations Ideal for CHROs and senior people leaders moving past trend diagnostics into the deeper drivers of engagement and workforce design. Executive teams contending with the cultural costs of reorganisation, short-term teams and high turnover. Boards, CEOs and strategy leaders commissioning long-horizon work on the human foundations of organisational change. City leaders, urbanists and real-estate strategists working on the ethics and design of public space. Audience outcomes A vocabulary for what short-termism and perpetual reorganisation actually do to character and craft inside organisations. The “making is thinking” framework, which puts employee skill and the conditions for good work at the centre of strategic conversation. Cooperation reframed as a workplace craft, built through specific practices and degraded by structures many organisations now treat as normal. The ville/cité distinction as a tool for thinking about the human and built dimensions of any large environment, from offices to city districts. A historical lens on flexible capitalism that sets present-day workforce challenges in their actual fifty-year arc.

Why organisations work with Reed Hastings The «Freedom and Responsibility» framework – documented in the Netflix Culture Deck and codified in No Rules Rules – gives organisations a named, sequenced model for replacing bureaucracy with accountability: not a philosophy, but a tested operating system built across a 200-person startup through to a 300-million-subscriber global company. Hastings applied the same cultural principles across four distinct business-model transitions at Netflix – DVD rental, streaming, original content production, and global expansion into 190 countries – providing evidence that the model holds across radically different operating contexts, not just favourable ones. His 2025 appointment to the board of Anthropic by its Long Term Benefit Trust positions him to speak directly to AI governance challenges at board level, based on direct engagement with one of the sector’s leading AI safety organisations – not commentary from the outside. He has publicly documented a major failure – the 2011 Qwikster decision, widely covered in the press – as a case study in what his own cultural model gets wrong under pressure, giving audiences honest access to failure alongside success. A $50 million commitment to Bowdoin College’s AI and Humanity research programme gives him a substantive, funded position on AI’s workforce and societal impact – relevant to CHROs, boards, and executive teams now building their own AI governance frameworks. Biography highlights Co-founder and executive chairman of Netflix; CEO from 1998 to 2023 – led the company through four business-model transformations, from DVD rental to global streaming platform and original content studio Co-authored No Rules Rules: Netflix and the Culture of Reinvention (2020) with INSEAD professor Erin Meyer – New York Times bestseller, shortlisted for the Financial Times & McKinsey Business Book of the Year Award Two published TED talks: «How Netflix changed entertainment – and where it’s headed» (TED2018) and «3 secrets to Netflix’s success» (TED2020) Former board member of Microsoft (2007–2012) and Facebook/Meta (2011–2019); current board member of Bloomberg and Anthropic (appointed 2025) President of the California State Board of Education (2000–2004); current board member of KIPP, City Fund, and the Charter School Growth Fund BA in Mathematics, Bowdoin College; MSCS in Artificial Intelligence, Stanford University; Peace Corps mathematics teacher in Swaziland Biography Reed Hastings built the management case at Netflix – across 25 years and four business-model transitions – that organisations scale best when they remove controls, not add them. The result was the «Freedom and Responsibility» framework, first documented in an internal Culture Deck made public in 2009. Hastings and INSEAD professor Erin Meyer later codified it in No Rules Rules (2020), a New York Times bestseller shortlisted for the Financial Times and McKinsey Business Book of the Year. The framework’s argument runs in sequence: high talent density creates the conditions for radical candor, which in turn enables leaders to eliminate policies, approval layers, and bureaucratic controls. This ordered logic is what separates the Netflix model from generic arguments for employee autonomy. It was not derived from a single favourable configuration – it was tested across DVD, streaming, original production, and international expansion simultaneously, and it broke and was rebuilt along the way. Hastings has spoken publicly about the Qwikster decision as a case in what the model costs when applied badly. Before Netflix, Hastings founded Pure Software in 1991, took it public in 1995, and sold it to Rational Software. That experience of scaling an engineer-led startup into a public corporation shaped his understanding of what happens to culture as organisations grow and complicate. It is the origin of the argument, not merely its backdrop. Hastings sits on the board of Anthropic, appointed in 2025 by its Long Term Benefit Trust to help guide AI development for long-term societal benefit. A $50 million gift to Bowdoin College to establish an AI and Humanity research programme adds institutional weight to that engagement. For boards and leadership teams now navigating AI governance, he brings a practitioner’s perspective – not an observer’s. Key speaking topics Organisational culture and management design The Freedom and Responsibility framework Talent density and high-performance teams Scaling technology-driven businesses AI governance and the societal impact of technology Corporate governance and board-level leadership Education reform and systemic institutional leadership Ideal for CEOs and executive leadership teams navigating growth, culture change, or organisational redesign CHROs and people leaders building high-performance cultures at scale Board directors and governance leads in technology, media, and high-growth organisations Senior leadership teams with active AI governance or AI adoption agendas Audience outcomes A concrete understanding of the «Freedom and Responsibility» framework – and the specific conditions (talent density, radical candor) required before eliminating controls, not after Clarity on how Netflix’s cultural principles functioned as a sequenced system across multiple business-model transitions, including where the model failed A working frame for evaluating which management policies and controls serve organisational performance and which impede it Board-level perspective on AI governance and the human-impact questions that senior leaders now need to address with institutional seriousness Practical reference points from a 25-year operating record – including documented failures – for leadership teams working through their own culture and performance challenges

Why organisations work with Ravin Jesuthasan He gives boards and executive teams an actual blueprint for moving from jobs to skills, not a slide about why it matters. The Work Without Jobs framework, developed with John Boudreau, is the reference text on the subject and is taught inside MIT Sloan and Kellogg. His day job is doing this work. As Mercer’s Global Leader of Transformation Services, he advises some of the largest employers in the world on workforce redesign, so the keynote is built on live engagements, not theory. He sits where AI, automation and human capital actually intersect. His four-step framework for applying automation to work, from Reinventing Jobs, has become a standard tool for HR and operations leaders trying to decide what to automate, what to augment, and what to leave alone. He brings institutional authority that buyers can verify. World Economic Forum Steering Committee on Work and Employment, Thinkers50 Radar, FT Book of the Month, fifteen pieces in HBR and MIT Sloan Management Review. His material is built for the CHRO and the CEO in the same room. Many future-of-work speakers pitch to one or the other. He frames the work redesign question as a board-level operating decision, which is how it now needs to be sold internally. Biography highlights Global Leader of Transformation Services at Mercer. Executive Fellow and Adjunct Lecturer of Executive Education, Kellogg School of Management, Northwestern University. Author of five books including Work Without Jobs (MIT Press, 2022) and The Skills-Powered Organization (MIT Press, 2024). Wall Street Journal bestseller; Financial Times Book of the Month, October 2024. Thinkers50 Radar Class of 2020; shortlisted for the Thinkers50 Talent Award 2023. World Economic Forum Steering Committee member on Work and Employment. Over 200 published articles, including 15 in Harvard Business Review and MIT Sloan Management Review; regular Forbes contributor. CFA charterholder and Fellow of the Royal Society of Arts (FRSA). Biography The job, as a unit of organisational architecture, is starting to look obsolete. Roles are static, skills inside them decay in months rather than years, and AI is now capable of doing chunks of work that used to define entire functions. Most large employers know this. Very few know what to replace the jobs-based model with. This is the territory Ravin Jesuthasan has spent two decades mapping. As Global Leader of Transformation Services at Mercer, he advises multinational employers on how to rebuild their workforce architecture around skills and tasks rather than fixed job descriptions. The same body of work runs through Work Without Jobs, written with John Boudreau and published by MIT Press in 2022, and its 2024 follow-up, The Skills-Powered Organization, written with Tanuj Kapilashrami and named Financial Times Book of the Month in October 2024. The institutional credentials match the intellectual claim. He sits on the World Economic Forum’s Steering Committee on Work and Employment, holds an Executive Fellow and Adjunct Lecturer appointment at the Kellogg School of Management, and was named to the Thinkers50 Radar Class of 2020 before being shortlisted for the Thinkers50 Talent Award in 2023. He has written more than 200 articles, including fifteen pieces for Harvard Business Review and MIT Sloan Management Review, and contributes regularly to Forbes. For boards now being asked how AI will reshape headcount, productivity and capability, his contribution is not a forecast. It is an operating model: a structured way of deciding what work gets deconstructed, which tasks get automated or augmented, and how the organisation acquires the skills it will actually need next year, not the jobs it posted last year. Key speaking topics The skills-powered organisation Reinventing jobs through automation and AI The future of work and the work operating system Workforce transformation and human capital strategy Human-AI collaboration in the enterprise The future of the Chief People Officer role Sustainable digital transformation Ideal for CHROs and Chief People Officers rebuilding the workforce model around skills and AI. CEOs and boards making capital-level decisions on AI, automation and headcount. Transformation, operations and strategy leaders responsible for redesigning how work gets done. Executive teams preparing for skills-based talent markets and post-jobs operating models. Audience outcomes A working definition of the skills-powered organisation and how it differs from a jobs-based model. A four-step method for deciding what to automate, what to augment, and what to leave to humans. A board-ready argument for treating work design as a strategic operating decision, not an HR programme. Specific case examples from global employers already deconstructing jobs into tasks and skills.