Resilience & Stress Management

Why organisations work with Georgia Harrison A first-hand voice on intimate image abuse with a direct line to legislative outcome. Her decision to waive anonymity during the Stephen Bear prosecution and her work with government produced amendments inside the Online Safety Act 2023, which is rare evidence of citizen campaigning translating into statute. Credibility with the people most affected. Harrison reaches young employees, customers, students and frontline staff in a register a senior policy speaker cannot match, which matters for internal wellbeing programmes, customer-facing safeguarding training and brand purpose work. Operational experience of consent and online safety campaigning. Named partnerships with Thames Valley Police (“Consent Conversations”) and Superdrug (“You before Yes”) give her a track record of building education programmes for adult and young-adult audiences. A working broadcaster and author on the subject. Her ITV documentaries Revenge Porn: Georgia vs Bear and Porn, Power, Profit, and her 2024 memoir Taking Back My Power, give the talk a body of public-facing work behind it rather than a single anecdote. A clear, current public profile. MBE recipient, BBC 100 Women 2023, Glamour Women of the Year 2023, which gives the booking external visibility and helps drive internal turnout. Biography highlights MBE awarded in the 2025 King’s Birthday Honours for services to the prevention of violence against women and girls and for campaigning on online privacy and cyber crime. First Love Island contestant to receive an MBE. Campaigning contributed to amendments to the Online Safety Act 2023 on intimate image abuse. Listed on BBC 100 Women 2023; Glamour Women of the Year 2023 (Activist Award). Author of Taking Back My Power (Dialogue / Hachette, 2024). Fronted ITV documentaries Revenge Porn: Georgia vs Bear (2023) and Georgia Harrison: Porn, Power, Profit (2025). Named campaigns with Thames Valley Police (“Consent Conversations”) and Superdrug (“You before Yes”); has interviewed Tony Blair, Sir Keir Starmer, Lord Hague and Sadiq Khan in policy interview work. Biography In December 2022 Stephen Bear was sentenced to 21 months in prison for voyeurism and for disclosing private sexual images. The complainant in that case had waived her anonymity to speak publicly. That decision turned a personal harm into the most-covered intimate image abuse prosecution in UK media and forced the issue out of the safeguarding column and into the policy column. The campaigning that followed contributed to amendments inside the Online Safety Act 2023, including the move away from requiring prosecutors to prove an intent to cause distress. That is a substantive legislative outcome traceable to one person’s public testimony and to sustained work with government, the Crown Prosecution Service stakeholders and victim groups. Georgia Harrison MBE has since built the public-facing apparatus around that work. Two ITV documentaries, Revenge Porn: Georgia vs Bear and Porn, Power, Profit, examined the legal and commercial mechanics of image-based abuse and the deepfake economy. Her 2024 memoir Taking Back My Power, published by Hachette’s Dialogue imprint, sets out the case story and the campaigning arc. Named partnerships with Thames Valley Police on consent education and with Superdrug on the “You before Yes” campaign extend the work into school and high-street audiences. For corporate buyers, the value is specific. Boards, HR teams and customer-facing brands are being asked to take positions on online safety, deepfakes and consent that they were not asked to take five years ago. Harrison brings a lived voice on those issues that policy expertise alone cannot supply, alongside the public profile of an MBE, a BBC 100 Women listing and a Glamour Women of the Year award. Key speaking topics Image-based sexual abuse and online safety Consent education and the workplace social contract Resilience after public trauma Reform of the Online Safety Act Deepfakes and the harms economy Personal advocacy and citizen campaigning Mental health and self-worth in the digital age Ideal for HR, DEI and wellbeing leads building internal programmes on online safety, consent and respect at work Customer-facing brands with young adult audiences (retail, telco, social platforms, education providers) Schools, universities and police forces commissioning consent and digital safety education Internal women’s networks, ERG events and International Women’s Day platforms Audience outcomes A clear account of how UK law on intimate image abuse changed and what is still unresolved A working vocabulary for talking about consent, image-based abuse and deepfakes inside an organisation A frank view of what online harm looks like from the receiving end, in language that lands with non-specialist audiences A direct example of how citizen advocacy turns into legislative change Renewed permission to take online safety seriously as a culture and wellbeing issue, not only a compliance one

Why organisations work with Michelle Moore Her conscious leadership course on LinkedIn Learning has reached more than 25,000 learners, giving her a teaching method that has been tested at scale before it reaches a client’s leadership team. She has sat on a national regulatory commission (the Independent Commission for Equity in Cricket) whose findings forced the ECB into a public reckoning, which means she speaks about inclusion from the inside of governance, not from the outside. Her book Real Wins, published by Hachette and shortlisted for the CMI Management Book of the Year, gives leaders a vocabulary for connecting identity, resilience, and performance without reducing any of the three to a slogan. She works across business, sport, government, and education, with named clients including the Premier League, UNICEF, the University of Cambridge, and BAFTA, so her examples translate across sectors instead of staying locked inside one. Biography highlights Author of Real Wins: Race, Leadership and How to Redefine Success (Nicholas Brealey, Hachette UK), shortlisted for the Chartered Management Institute Book of the Year and the Business Book Awards. LinkedIn Learning instructor on Conscious Leadership, 25,000+ learners. Former commissioner, Independent Commission for Equity in Cricket, whose 2023 report led to the ECB’s public apology. Trustee, SportsAid; member, Sport England Talent Inclusion Advisory Board; advisor, Women’s Sport Trust. Senior honorary associate lecturer, University of Worcester; former instructor, The Guardian Masterclasses. Winner of the 2016 PRECIOUS Award for Outstanding Woman in Sport and a national Changemaker award. Biography Conscious leadership is often misread as a softer register of the same management language. In Moore’s hands it is a working discipline: how leaders relate to themselves, how they hold values under pressure, and how they make decisions that survive scrutiny. Her LinkedIn Learning course on the subject has reached more than 25,000 learners, which is a rare evidence base for any one speaker’s framework. The credibility behind the framework comes from where Moore has used it. She served as a commissioner on the Independent Commission for Equity in Cricket, the body whose 2023 report compelled the England and Wales Cricket Board to issue an unreserved apology over racism, sexism, and class exclusion in the English game. She holds board roles with SportsAid, Sport England’s Talent Inclusion Advisory Board, and the Women’s Sport Trust. Real Wins, published by Nicholas Brealey at Hachette UK, was shortlisted for the Chartered Management Institute Book of the Year and the Business Book Awards. The book argues that resilience, identity, and performance are linked, and that leaders who try to separate them tend to manage all three badly. The same argument shapes her keynotes for the Premier League, UNICEF, the University of Cambridge, and BAFTA. What makes her useful to a boardroom is the combination of governance-grade experience and a teaching practice that has been pressure-tested at scale. She talks about inclusion as something senior leaders do under cost, not something they declare without one. Key speaking topics Conscious leadership Values-based and inclusive leadership Executive presence and credibility Resilience under sustained pressure Identity, performance, and self-leadership Inclusion as a leadership capability Changemaking in regulated and high-scrutiny environments Ideal for CEOs, CHROs, and senior leadership teams navigating inclusion as a governance question rather than a communications one Boards and executive committees in sport, media, and regulated industries facing public scrutiny on culture and equity Leadership development programmes for newly senior leaders building presence, values clarity, and resilience ERG sponsors, transformation leads, and inclusion councils that want a speaker with governance credibility, not bureau polish Audience outcomes A working definition of conscious leadership that leaders can apply to their own decisions, not an abstract model Language for connecting identity, resilience, and performance in ways that hold up in performance reviews and board conversations A clearer view of where inclusion becomes a leadership behaviour and where it stops being one Reference points drawn from elite sport governance, regulatory work, and corporate leadership development that tr

Why organisations work with Oswald Rodrigo Pereira He has summited five eight-thousand-metre peaks without supplementary oxygen or Sherpa support, a credential held by a small population of climbers worldwide and one that gives his risk material a basis no simulation can replicate. He has been on the active end of two high-altitude rescues, including the 2023 evacuation of 84-year-old Carlos Soria from Dhaulagiri, and uses both as worked examples of crisis decision-making rather than as anecdote. His twelve years as a television journalist before mountaineering give him a working method for information triage under deadline, which he applies directly to how leadership teams handle incomplete data. He directs and shoots his own documentary work in the death zone, including The Silent Escape, which gives his sessions visual evidence at a level most speakers in the resilience category cannot match. Biography highlights Five eight-thousand-metre summits without supplementary oxygen: Broad Peak, Annapurna, Dhaulagiri, Makalu, Kangchenjunga Ten Himalayan and Karakoram expeditions in seven years, including two winter K2 attempts Director of The Silent Escape, awarded Best Mountain Film at the Krakow Mountain Festival 2023 and screened in more than twenty countries Co-led the 2023 high-altitude rescue of climber Carlos Soria on Dhaulagiri Twelve-year prior career as a television journalist in Poland covering politics, economics and sport Law studies at the University of Warsaw and the University of Lisbon Biography The death zone above eight thousand metres is the highest-stakes operating environment a person can voluntarily enter. Judgement degrades, oxygen falls below half of sea-level value, and the consequences of a slow decision are irreversible. Oswald Rodrigo Pereira has worked in that environment for seven years, on ten expeditions, and has summited five of its peaks without supplementary oxygen. His route to the mountain ran through journalism. Twelve years in Polish television covering politics, economics and sport gave him a working discipline around information under deadline. The pivot came on a winter K2 expedition, where he went as a correspondent and stayed as a climber. He now films what he climbs. The documentary The Silent Escape premiered in Seoul in October 2023, won Best Mountain Film at the Krakow Mountain Festival, and has since screened in over twenty countries. Two rescues anchor his crisis material. The 2023 evacuation of 84-year-old Carlos Soria from Dhaulagiri, reported in detail by Explorersweb, required him and climbing partner Bartek Ziemski to return to altitude with stretcher and oxygen after their own summit and ski descent. The decisions in that sequence, who moves, in what order, with what margin, are the substance of his risk and decision-making sessions, not the dressing. What he offers leadership audiences is not motivation. It is a working description of how a small team triages information, allocates physical and cognitive reserve, and decides what to abandon when conditions change faster than the plan. The translation to boardroom risk is left to the audience, deliberately, and that is the strongest test of whether the material lands. Key speaking topics Risk management in extreme conditions Decision-making under sustained pressure Crisis response and rescue operations Resilience and recovery Information triage from journalism to crisis leadership High-altitude filmmaking and storytelling Personal transformation and physical reinvention Ideal for Executive teams and boards running risk, safety, or crisis-response remits Operations and field leaders in industries with consequential physical risk (energy, construction, logistics, defence) Leadership offsites focused on decision-making under pressure Conferences in insurance, security, or resilience adjacent sectors Audience outcomes A concrete picture of how a small team makes consequential decisions when information is partial and time is short Two worked examples of high-altitude crisis response, used to surface the structure of good and bad calls under load A framing of risk that separates the avoidable from the inherent, and treats the inherent as something to be managed rather than removed Footage and first-person material from inside the death zone that gives the abstract content concrete weight

Why organisations work with Ross Reekie He brings primary research material that most engagement speakers do not have: the Fun Jobs Project is a multi-year field experiment in which he personally took on roles from ski instructor to stand-up comedian to test where meaning actually originates at work. He treats meaning as a performance variable, not a wellbeing variable. The argument lands with operating leaders who have stopped believing engagement programmes pay back. His academic base is serious. An Engineering degree from Edinburgh, an MBA and a Master’s in Sustainable Leadership from MGSM Sydney, and PhD-track research at Macquarie give him a credible research spine to sit alongside the field work. He is built for interactive formats. His keynote uses live experiments, props and audience participation rather than slide narration, which suits internal leadership offsites and culture-launch events. He has tested the same content across two continents and across sectors, with named conference platforms including TEDxMonashUniversity, TEDxGlasgowCaledonianUniversity, and the Urban Future Global Conference. Biography highlights Founder of Rise Consulting, Sydney, working with leadership teams on meaningful work and workplace culture. TEDx speaker at TEDxMonashUniversity (2019) and TEDxGlasgowCaledonianUniversity (2019). Creator of the Fun Jobs Project, a live research experiment into the sources of meaning at work. Host of The Meaning of Work podcast, with hundreds of interviews from interns to chief executives. MBA and Master’s in Sustainable Leadership from MGSM Sydney; Engineering degree from the University of Edinburgh; Master’s in Research underway at Macquarie University. Twenty years of consulting work with leadership teams across Europe, Asia, the Middle East, and Australia. Biography Most organisations have stopped believing their own engagement data. Scores hold steady, but discretionary effort drains away, and the standard interventions of values workshops, recognition platforms and mission refreshes no longer change behaviour. The interesting question is no longer whether people are engaged. It is what they are committing to, and why. Ross Reekie has spent two decades inside that question. He founded Rise Consulting in Sydney to work with leadership teams on meaningful work and workplace culture, building on twenty years of consulting across Europe, Asia, the Middle East, and Australia. His academic base sits alongside the practice: an Engineering degree from the University of Edinburgh, an MBA and a Master’s in Sustainable Leadership from MGSM Sydney, and Master’s research at Macquarie University on what makes work matter. The Fun Jobs Project is what sets the work apart. After burning out as the meaningful-work expert who had lost meaning in his own work, Reekie ran a live experiment on himself, taking roles from ski instructor to stand-up comedian to opera extra to test where engagement actually comes from. The output is a model of meaning that starts with a playful, exploratory mindset rather than with mission statements, and that treats curiosity and connection as performance inputs. He brings the same material to TEDx stages at Monash and Glasgow Caledonian, to the Urban Future Global Conference, and to private leadership rooms. His keynote runs as a live, interactive session rather than a talk, with props and audience experiments built in. For a senior people or transformation leader trying to revive a tired culture, he gives them a research-grounded argument they can hand to an operating board. Key speaking topics Meaningful work and workplace culture Employee engagement and the social contract of work Purpose and authenticity in leadership Burnout and recovery in senior teams Belonging and team connection Fear as a performance blocker Playful curiosity as a leadership capability Ideal for CHROs and chief people officers rebuilding engagement after a period of flat scores or fatigued change programmes Heads of culture and internal communications launching or refreshing a purpose narrative Leadership teams and executive offsites looking for a working session rather than a talk Conference organisers in the future-of-work, employee experience, and urban or civic-leadership space Audience outcomes A research-grounded view of why meaning at work is a performance question, not a wellbeing question A clear distinction between engagement programmes that move behaviour and those that do not Specific language for the mindset shifts that produce more discretionary commitment at work Practical prompts for leaders to test on their own teams before changing anything organisation-wide A felt experience of a working session, not a lecture, that participants can replicate in their own offsites

Why organisations work with Anelia Uzunova A corporate operator’s read on wellbeing. She has run point for a CEO at Galderma and managed global innovation projects at Novartis, so the inner-leadership conversation lands as an executive discipline rather than a soft-skills add-on. Founder of the wellbeing community at the World Economic Forum, which gives her a credible vantage point on how peer organisations are actually structuring this work, not just how they describe it on their careers page. A structured method, the RISE Inner Leadership framework, that gives leadership teams something concrete to take back to their day-to-day, rather than a workshop afterglow. A bilingual, cross-cultural speaker with working experience across Switzerland, the US, and the UK, well suited to executive audiences in pharma, healthcare, and globally distributed corporate teams. INSEAD-trained executive coach who lectures on Leading for Wellbeing to its MBA audience, which translates into content that survives a sceptical senior room. Biography highlights Chief of Staff to the CEO, Galderma Global Leadership Fellow, World Economic Forum; founder of the WEF wellbeing community Former global digital innovation project lead at Novartis, Switzerland MBA and executive coaching certification, INSEAD Executive Masters in Global Leadership, World Economic Forum programme Lecturer to INSEAD MBA audiences on Leading for Wellbeing Biography Pharma is a useful test case for the limits of conventional wellbeing programmes. The work is high-stakes, the regulatory load is heavy, and the senior teams running global functions tend to be senior precisely because they absorb pressure for everyone else. That is the environment Anelia Uzunova has worked inside for most of her career, first at Novartis in Switzerland and then as Chief of Staff to the CEO of Galderma. Her shift from operating roles to coaching and speaking was not a reinvention away from corporate life. It was a decision to teach explicitly what she saw working at the top of complex organisations. The Global Leadership Fellows Programme at the World Economic Forum gave her a comparative view across industries; founding the WEF’s wellbeing community gave her a structured one. Both inform a body of work focused on the inner state of the leader as an operational variable. The teachable form of that work is the RISE Inner Leadership framework, organised around four stages: Root, Ignite, Surrender, Embody. It is used with executive audiences and with the INSEAD MBA cohort she lectures to on Leading for Wellbeing. The framing is not therapeutic. It is closer to executive coaching with a clear curriculum, designed for senior leaders who have already tried the surface interventions and want something that holds up under pressure. Her credentials sit across INSEAD, the World Economic Forum, and a fifteen-year corporate track record in pharma and healthcare. The reason this matters for serious organisations is straightforward: when wellbeing is treated as an HR programme, it stays peripheral. When it is treated as a leadership capability, it changes how people work. Uzunova argues, and demonstrates, that the second framing is the one that pays back. Key speaking topics Inner leadership and executive composure Wellbeing as a leadership capability Personal transformation and reinvention for senior leaders Leading through change and uncertainty Purpose and alignment in executive careers Mindful leadership for high-pressure industries Women in senior leadership Ideal for CHROs and Chief People Officers building wellbeing into the leadership agenda rather than the benefits stack C-suite and senior leadership offsites in pharma, healthcare, and other high-pressure regulated industries Executive development programmes and high-potential cohorts Women’s leadership and senior talent forums Audience outcomes A working definition of inner leadership that an executive team can use, not a wellness vocabulary The four-stage RISE framework as a reference structure for how senior leaders manage their own state A sharper view of how composure, alignment, and presence affect team performance and retention Practical anchors for executives navigating role transitions, restructure, or extended pressure A frame for treating wellbeing as a leadership discipline that boards and CEOs can sponsor with confidence

Why organisations work with Jeanette Bronée She treats self-care as a leadership discipline, not a wellbeing programme. Her Power-Pausing method is built for executives who cannot afford to slow down but cannot afford to decide badly either. She brings two decades of work with Fortune 500 organisations including Microsoft, BlackRock, HSBC, Siemens, and the U.S. Navy, and has presented at the United Nations. Her book The Self-Care Mindset (Wiley, 2022) gives clients a tested framework leaders can apply between sessions, not a speaker high that fades by Monday. She contributed the chapter on Power-Pausing in Thinkers50 and Wiley’s Connectedness, a recognition that places her work alongside the field’s most cited voices on human connection and leadership. Her Danish business background and US executive experience give her a register that travels comfortably across European and North American leadership audiences. Biography highlights Author, The Self-Care Mindset, Wiley (2022) Contributing author, Connectedness, Thinkers50 and Wiley, foreword by Rita McGrath Three-time TEDx speaker, including TEDxUNCPembroke Founder of Path for Life, established 2004 Former Board Member, National Speakers Association New York Speaking clients include Microsoft, BlackRock, HSBC, Siemens, eBay, McKesson, U.S. Navy, SHRM, and the United Nations Biography Most leadership advice on pressure assumes the answer is more discipline. Bronée argues the opposite. The capacity to lead well under sustained load is built by what happens in the seconds before a decision, not by what happens after burnout has already arrived. Her Power-Pausing method, developed over twenty years of consulting work, treats that micro-pause as a metacognitive operating practice, not a wellness habit. The work has a specific origin. She built her first company at 23, ran a team of 50 by 25, and was diagnosed with the early markers of the cancer that had killed both her parents. She left the fashion industry, founded Path for Life in 2004, and spent the next two decades testing what actually changes when leaders rebuild their relationship to attention, stress, and trust. That research now sits in The Self-Care Mindset, published by Wiley in 2022, and in her contributing chapter to Connectedness, the Thinkers50 and Wiley volume on authentic human connection at work, with a foreword by Columbia Business School’s Rita McGrath. She has delivered three TEDx talks and worked with Microsoft, BlackRock, HSBC, Siemens, McKesson, the U.S. Navy, and the United Nations. The current emphasis is on trust and judgement in AI-saturated workplaces. As more cognitive load shifts to machines, the leadership variables that matter most are the ones that cannot be automated: the quality of attention a leader brings to a hard call, and the conditions that allow a team to disagree well. Bronée’s argument is that those variables are trainable. Key speaking topics Self-leadership under pressure Power-Pausing as a decision-making practice Building cultures of trust in AI-saturated workplaces The Self-Care Mindset for senior leaders Care-Driven Leadership Resilience and sustainable performance Human capacity in the age of AI Ideal for CEOs, CHROs and senior HR leaders rebuilding the social contract with their workforce Leadership development sponsors designing programmes for newly senior executives Organisations introducing AI tools and worried about the cultural cost of speed without judgement Conferences for women in senior leadership and executive transition programmes Audience outcomes A working definition of self-care as a leadership capability, separate from wellbeing programming The Power-Pausing practice as a tool for higher-quality decisions under time pressure A clearer view of how trust is built or eroded in the small interactions that precede big calls Language to use with their own teams about capacity, not just performance An honest read on where their current culture rewards urgency at the expense of judgement

Why organisations work with Kelly Mackin A research instrument leaders can actually use. The Motives Met Human Needs Assessment surfaces the 28 psychological, emotional, and social needs that drive a specific employee, team, or culture, replacing one-size-fits-all engagement scores with personalised data. A direct challenge to universal hierarchy thinking. Mackin’s research argues that Maslow-style and engagement-survey frameworks misrepresent how needs actually distribute across a workforce, and gives leaders a defensible alternative. Award-winning published work. Work Life Well-Lived is a Nonfiction Authors Association Bronze Award winner and an Amazon best-seller in its category, giving senior buyers a citable reference point. Practical depth beyond keynote theatre. Mackin trained as a cognitive behavioural coach and meditation teacher and runs assessments, workshops, and leadership accelerators, so the keynote connects to a delivery system the organisation can run after she leaves. Biography highlights CEO and co-founder, Motives Met, the workplace well-being platform behind her research. Author of Work Life Well-Lived: The Motives Met Pathway to No-B.S. Well-Being at Work (Greenleaf Book Group, 2024). Nonfiction Authors Association Bronze Book Award winner. Creator of the Motives Met Human Needs Assessment, identifying 28 motives that drive thriving at work. BA in Communications, Wittenberg University; certified cognitive behavioural therapy practitioner and meditation teacher. Host of DisruptHR San Diego; featured in Authority Magazine and the Human Capital Innovations webinar series. Biography Most workplace well-being programmes assume that everyone is motivated by the same things in roughly the same order. That assumption shapes every engagement survey, every wellness benefit, every “top reasons people quit” list. It is also wrong. Kelly Mackin’s research at Motives Met identifies 28 distinct psychological, emotional, and social motives, and shows that the ranking varies sharply between individuals, teams, and roles. The work sits inside Motives Met, the platform she co-founded and leads as CEO. Its core instrument, the Human Needs Assessment, surfaces an individual’s top motives and maps them against the conditions a manager or organisation is actually providing. The output is a usable diagnostic for leaders who have run out of patience with engagement scores that do not tell them what to do next. Her 2024 book, Work Life Well-Lived: The Motives Met Pathway to No-B.S. Well-Being at Work, became an Amazon category best-seller and won a Bronze Book Award from the Nonfiction Authors Association. The technical foundation comes from her training as a cognitive behavioural therapy practitioner and meditation teacher, which she pairs with quantitative research methods to keep the framework empirical rather than inspirational. For HR and culture leaders, the relevance is operational. Mackin gives them a vocabulary for the gap between what a workforce reports on a survey and what individual people actually need from their work, and a measurement layer they can act on across hybrid teams, multigenerational workforces, and post-restructure cultures. Key speaking topics Workplace well-being and the science of thriving at work Psychological needs and motivation at work Human-first leadership and management practice Stress, burnout, and work-life harmony Psychological safety and emotional inclusion Culture design for hybrid and multigenerational teams Ideal for CHROs and heads of people redesigning engagement and well-being strategy Culture, DEI, and talent leaders responsible for retention and inclusion outcomes Senior managers and team leaders running large or multigenerational teams Leadership development and L&D heads designing manager capability programmes Audience outcomes A working understanding of the 28 motives framework and how it differs from Maslow and engagement-survey models Specific questions leaders can ask their teams to surface individual motives, not just aggregate sentiment A diagnostic lens on where current well-being and engagement spend is misaligned with actual employee needs Language and structure for conversations on burnout, work-life harmony, and psychological safety A clearer link between well-being investment and performance outcomes leaders can defend internally

Why organisations work with Jeff Salzenstein He brings a verified elite-performance credential into the executive room. ATP top 100, two NCAA team titles at Stanford, and a return to the top 100 at age 30 after two career-threatening injuries. The recovery story is not metaphor; it is the source material for the framework. The Own Your Zone of Excellence methodology is structured, not motivational. Four named pillars (rapid stress reduction, mindset shifts, emotional regulation, rest and recovery) that map onto the specific nervous-system and recovery decisions a senior leader can make inside a week. He is booked by organisations whose leaders are visibly under load: Duck Creek Technologies, U.S. Radiology Specialists, Weil Gotshal & Manges, Vistage chairs. The repeat work in private practice, healthcare, and legal services indicates the framework holds up in high-intensity professional settings. He runs Tennis Evolution, a coaching business with a 85,000-subscriber YouTube channel. He has built and scaled a teaching product, which is rare among speakers whose credibility rests on a past career. Biography highlights Former ATP top 100 singles player; career-high world No. 100 reached in June 2004, the oldest American to first crack the top 100 at that age. Two-time Stanford All-American, NCAA team champion 1995 and 1996, played No. 1 singles, team captain, coached by Dick Gould. Tennis Week magazine Rookie of the Year, 1997. Competed in the main draw of all four Grand Slams. Inducted into the Colorado Tennis Hall of Fame, 2005. Founder of Tennis Evolution, an online coaching platform with a YouTube channel exceeding 85,000 subscribers. Contributing author of “The Ultimate Success Guide” with Brian Tracy. Biography Most executive wellbeing programmes are designed for the workforce and ignore the layer under the most pressure. The leadership team gets a slide on resilience and a meditation app. The mechanics of how senior leaders actually regulate stress, recover, and stay sharp through compressed cycles rarely make it into the conversation. Salzenstein’s work starts where that conversation gives up. The credential is unusually concrete. He played No. 1 singles for Stanford under Dick Gould, captained back-to-back NCAA team championships in 1995 and 1996, and reached world No. 100 on the ATP tour. He then broke into the top 100 a second time, at 30, after two career-threatening injuries. Tennis Week named him Rookie of the Year in 1997. The Colorado Tennis Hall of Fame inducted him in 2005. The Own Your Zone of Excellence framework grew out of that arc and out of a family mental health and addiction crisis that ended his playing career. It is built around four operational pillars: rapid stress reduction, mindset shifts, emotional regulation, and rest and recovery. The content is closer to applied performance science than to motivational speaking, and it is structured so leaders can use it inside an ordinary working week. Organisations that book him tend to be in high-intensity professional settings where the executive layer is visibly under load. Duck Creek Technologies, U.S. Radiology Specialists, Weil Gotshal & Manges, Lightspeed Systems, The Mortgage Collaborative, and Vistage chairs have used him as keynote or coach. He also runs Tennis Evolution, an online coaching business with a YouTube channel of more than 85,000 subscribers, which makes him one of the few speakers in the performance space who has built and sustained a teaching product alongside his keynote work. Key speaking topics Executive resilience and burnout prevention Stress regulation and nervous system recovery Peak performance under pressure Mental and emotional health for senior leaders Mindset and focus for high-performing teams Sales team performance and pressure Culture and engagement for executive teams Ideal for CEOs and executive leadership teams running high-intensity cycles, particularly in professional services, healthcare, technology, and financial services CHROs and chief people officers building wellbeing programmes that include the senior layer, not just the broader workforce Sales leaders and revenue teams operating under sustained quota pressure Vistage chairs, peer-advisory groups, and leadership offsites focused on personal performance and recovery Audience outcomes A concrete set of practices for rapid stress reduction and nervous system regulation that senior leaders can use during the working day A vocabulary for talking about executive burnout and recovery inside the leadership team Specific techniques for reframing pressure moments without losing edge or focus A clearer sense of what rest and recovery look like at the executive level, beyond holiday and headspace apps

Why organisations work with Rashmi Airan She has lived the failure she now teaches against. A Columbia-trained lawyer who served six months in federal prison for bank fraud is a different category of voice on ethics from a consultant or compliance specialist. Her RISE Through It and Dharma Leadership frameworks give leadership teams a structured language for the moments when pressure starts to distort judgement, not generic values posters. She speaks to boards, law firms, and Fortune 100 leadership teams with first-person authority on the cultural conditions that produce ethical drift, including ambition, fear, and the silent encouragement of senior peers. Her work bridges ethics, resilience, and mental health, which makes her useful to organisations dealing with leaders under sustained pressure rather than only to compliance functions. Biography highlights Columbia Law School graduate, with honours, and former Wall Street investment banker. Served six months in federal prison for bank fraud tied to the US housing crisis. TEDx speaker on ethical blind spots and decision-making under pressure. Creator of two named frameworks used in corporate leadership programmes: RISE Through It and Dharma Leadership. Board director, Overtown Youth Center and Alonzo Mourning Foundation; Ambassador for The Key Clubhouse. Cited media appearances on ABC, PBS, The Washington Post and The Wall Street Journal. Biography Most ethical failures in business are not committed by bad people. They are committed by competent, ambitious leaders inside cultures that quietly reward the wrong things. Rashmi Airan knows this because she was one of them. A Columbia Law School graduate and former Wall Street investment banker, she built a successful US legal practice before being convicted of bank fraud during the housing crisis and serving six months in federal prison. That experience is now the foundation of her professional work, not a footnote to it. She has spent more than a decade studying the conditions under which good judgement breaks down, and translating that into something senior leaders can actually use. Her RISE Through It process and Dharma Leadership framework give executives a structured way to recognise the early signals of ethical drift inside their own decisions and teams. She speaks to boards, law firms, professional services partnerships and Fortune 100 leadership groups, often to audiences who assume this kind of thing happens to other people. Her contribution is to dismantle that assumption with specifics. She names the pressures, the rationalisations, and the cultural cues that precede a serious lapse, drawn from her own collapse and from years of working inside organisations on culture, compliance and resilience. Beyond keynotes, she serves on the board of the Overtown Youth Center and the Alonzo Mourning Foundation, and acts as an Ambassador for The Key Clubhouse, work focused on mental health and second-chance opportunity. Her published writing and TEDx appearances have made her a credible voice for organisations that want ethics treated as a leadership capability rather than a training module. Key speaking topics Ethical decision-making under pressure Values-based leadership Resilience after professional setback Culture and the conditions for ethical drift Mental health and senior leadership Women, voice and authority in leadership Risk awareness for boards and executive teams Ideal for Boards, general counsel and compliance leadership setting the ethical operating standard for the organisation. Partner groups in law, accounting, banking and professional services where individual judgement carries firm-wide risk. Senior leadership development programmes inside Fortune-scale companies focused on values-based leadership and resilience. Women’s leadership forums and emerging-leader cohorts where authority, voice and self-knowledge are central. Audience outcomes A clearer language for the early signs of ethical drift inside teams and individual decisions. A more honest account of how pressure, ambition and culture combine to produce serious lapses in otherwise capable leaders. A practical framework, RISE Through It, for recovering judgement and decision quality after setback or sustained strain. Permission to discuss mental health, fear and self-doubt as leadership issues rather than personal weaknesses. A first-person reference point that leaders carry back into their own teams when the pressure starts to rise.

Why organisations work with Mike Bushell Twenty years of live national television experience on BBC Breakfast, which translates directly into the composure conferences and awards need from the person holding the room. A recognisable face from one of the UK’s largest morning audiences and a 2019 Strictly Come Dancing series, which adds warmth and recognition to internal events and client-facing nights. A genuine interactive format, Sport or Spoof, that he runs with corporate audiences using sports drawn from his on-air library, giving organisations a built-in entertainment slot rather than a generic keynote. An on-record body of work on activity, participation and trying-the-untried that lends a credible voice to wellbeing, engagement and active-lifestyle programmes inside organisations. Reporting experience from Olympics, Paralympics and multiple World Cups, which gives him native fluency on stage with athletes, sports federations and sponsorship audiences. Biography highlights Longest-serving sports presenter in BBC Breakfast history, joined the programme in 2006. Has personally tried and profiled more than 550 sports on BBC One, from Quidditch and shin-kicking to Kabaddi with the Indian national team at the Asian Games in Doha. Held a Guinness World Record for travelling across water in an inflatable ball, set for Sport Relief in 2012. Contestant on Strictly Come Dancing series 17 in 2019, partnered with Katya Jones. Has reported on the Olympics, Paralympics, Commonwealth Games and football, rugby and cricket World Cups. Author of Bushell’s Best Bits (2013), drawn from his sports-discovery slot. Career began at BBC Radio Solent in 1990, with earlier reporting roles at the Derby Evening Telegraph and the Windsor and Slough Observer. Biography Live sports presentation on BBC Breakfast is one of the more exposed jobs in UK broadcasting. The presenter takes the chair every Saturday morning, on national television, with no second take. Mike Bushell has held that chair longer than anyone in the programme’s history, joining BBC Breakfast in 2006 after starting his career at BBC Radio Solent in 1990. The on-air work is built around a simple proposition: every week, try a sport. The list now runs past 550 and includes shin-kicking, worm charming, Quidditch, swamp soccer, Rush hockey and Kabaddi with the Indian team at the Asian Games in Doha. The book that came out of it, Bushell’s Best Bits, was published in 2013. The format is the source of the interactive Sport or Spoof game he runs with corporate audiences. The wider reporting CV covers Olympics, Paralympics, Commonwealth Games and football, rugby and cricket World Cups. In 2019 he was a contestant on series 17 of Strictly Come Dancing with Katya Jones, which is the credit most internal-event audiences recognise on sight. For organisations, the offer is straightforward. Bushell hosts conferences, moderates panels, runs awards nights and gives after-dinner talks. When the brief calls for it, he also speaks on activity, participation and getting people off the sofa, drawn directly from the on-air body of work. Key speaking topics Event hosting and conference moderation Awards night presenting Active lifestyles and sports participation Workplace wellbeing through movement Resilience and trying the unfamiliar Sports broadcasting and the Olympic and World Cup beat Interactive audience formats including Sport or Spoof Ideal for Internal conferences, sales kick-offs and all-hands looking for a recognisable host Awards nights and sponsor evenings in sport, media and consumer sectors Wellbeing, HR and people-team programmes built around activity and participation Charity galas, fundraising dinners and sports federation events Audience outcomes A programme run cleanly from the front of the room, with live moments handled without losing the audience A shared moment of entertainment through the Sport or Spoof format, tuned to the audience in the room A direct, lived case for getting more active and the corporate-wellbeing argument that follows Behind-the-scenes anecdotes from Strictly, the Olympics, World Cups and 550 sports on national television

Why organisations work with Mike Robbins He treats appreciation, vulnerability, and psychological safety as operational levers, not soft values, and gives leaders a vocabulary their teams can act on the next morning. He has spent twenty years inside the cultures of Google, Microsoft, Wells Fargo, eBay, Gap, Schwab, Airbnb, the NBA, and Pixar. The frame is tested against how high-stakes teams actually behave. His book Bring Your Whole Self to Work and the related TEDxBerkeley talk gave senior leaders a usable language for authenticity that does not collapse into oversharing or performance. He holds the Certified Speaking Professional designation from the National Speakers Association, the top earned credential in his profession, and is one of fewer than ten percent of speakers worldwide to hold it. His perspective sits on an unusual seam: elite-level baseball at Stanford and in the Kansas City Royals system, then two decades of cultural work with serious operating companies. The room recognises the standard he is calling for. Biography highlights Author of five books published by Hay House, including Bring Your Whole Self to Work and We’re All in This Together, translated into fifteen languages. Speaker at TEDxBerkeley, with three TEDx talks that have reached close to 2.3 million views. Featured in the New York Times, on ABC News, and in Harvard Business Review; hosts the weekly We’re All in This Together podcast. Stanford graduate (American Studies, specialisation in race and ethnicity); pitched for Stanford in the College World Series. Drafted by the New York Yankees out of high school; played three professional seasons in the Kansas City Royals minor league system. Certified Speaking Professional (CSP), National Speakers Association. Biography Most teams underperform their talent. Not because the people are wrong, but because the cultural conditions around them, trust, candour, appreciation, the willingness to be honest under pressure, are weaker than the work demands. That gap is the territory Mike Robbins has worked in for twenty-five years, across more than 2,000 programmes in 17 countries. His five books, published by Hay House and translated into fifteen languages, build a coherent argument about how authenticity and appreciation operate as performance variables inside teams. Bring Your Whole Self to Work and We’re All in This Together are the most cited. Both have moved from leadership reading lists into the working language that companies like Google, Microsoft, Wells Fargo, Airbnb, the NBA, and Pixar use to describe their own culture work. The intellectual frame is sharpened by an unusual background. Robbins pitched for Stanford in the College World Series and spent three seasons in the Kansas City Royals minor league system before injuries ended his playing career. He understands what high-performance teams demand of the people inside them, and he understands what fails. That perspective sits alongside a Stanford degree in American Studies with a specialisation in race and ethnicity, and the Certified Speaking Professional designation from the National Speakers Association. His TEDxBerkeley talk on bringing your whole self to work has reached audiences far beyond corporate stages, and his Forbes column extends the same argument into how leaders practise appreciation, navigate change, and create psychological safety without slipping into performance. The throughline is consistent: culture is not climate, it is capability, and the leaders who treat it that way get more from their people. Key speaking topics Team culture and psychological safety Authenticity and vulnerability at work Appreciation as a performance practice Emotional intelligence for leaders Belonging and inclusion inside teams Leading through change and uncertainty Trust and high-performing teams Human connection in an AI-accelerating workplace Ideal for CHROs and chief people officers rebuilding engagement and team culture after restructure or hybrid transition Senior leadership teams who want a shared language for trust, candour, and appreciation Heads of talent and learning designing culture and leadership development programmes Sales, R&D, and operating leaders responsible for the performance of large, distributed teams Audience outcomes A practical model for psychological safety that leaders can apply inside their own teams the same week Specific behaviours that turn appreciation from a soft idea into a measurable team practice A clear distinction between authenticity that builds trust and disclosure that erodes it Tools for engaging conflict directly rather than routing around it A shared team vocabulary for the cultural conditions that high performance actually depends on

Why organisations work with Lucrezia Millarini Fifteen years of live anchoring at ITV News, including the ITV News at Ten and the network’s breaking news announcement of the Duke of Edinburgh’s death, translates directly into composure on stage when a session goes off script. Background in law before journalism: a Bristol law degree and barrister training, useful when chairing panels on regulation, policy, or geopolitics, where the questioning needs to land precisely. Genuine breadth across hard news and softer territory. She has reported from the Grenfell inquiry coverage and co-hosted ITV’s Mental Health Special with Martin Lewis, so audiences trust her to handle difficult subject matter without slipping into either solemnity or gloss. Recognisable network face for UK audiences. Booking her signals to delegates that the event is serious enough to warrant a household-name anchor at the lectern. Biography highlights Anchor, ITV News: ITV Lunchtime News, ITV Evening News and ITV News at Ten. Presenter, ITV London evening bulletin; regular reporter for ITV’s documentary series On Assignment. Reported on the RTS award-winning ITV coverage of the Grenfell Tower Fire. Co-host, The Martin Lewis Money Show: Live Mental Health Special and Mortgage Crisis Special. Law graduate, Bristol University; barrister training; postgraduate diploma in Broadcast Journalism, City University, London. Patron, Dogs on the Street and Support Dogs; supporter of Alzheimer’s Society campaigns. Biography Live news anchoring is the closest analogue in television to chairing a senior conference. The host has a fixed window, a moving brief, contributors who may go long or off-piste, and an audience that expects clarity without theatrics. Lucrezia Millarini has done that work on ITV News for more than fifteen years, across the Lunchtime News, the Evening News and the News at Ten. Her route in matters. She read law at Bristol and trained as a barrister before moving to journalism via a postgraduate diploma at City University. That legal grounding shows up in how she questions panellists on regulation, policy and geopolitics, where loose framing produces loose answers. The range of stories she has handled on air is proof of the point for sensitive corporate sessions. She fronted ITV’s RTS award-winning coverage of the Grenfell Tower Fire, broke the news of the death of the Duke of Edinburgh in a special announcement in April 2021, and was part of ITV’s team at the Windsor wedding of Harry and Meghan. She has co-hosted ITV’s Mental Health Special with Martin Lewis, and reports for the network’s foreign affairs documentary strand, On Assignment. Corporate clients book her for conference chairing, panel moderation and award hosting. The recurring feedback is composure on stage, warmth with contributors, and a refusal to let a panel meander. For organisations putting a flagship event in front of customers, regulators or the board, those are the variables that actually decide whether the day lands. Key speaking topics Conference chairing and panel moderation Award ceremony and gala hosting Geopolitics and current affairs Mental health and wellbeing in the workplace Media, journalism and the modern newsroom Women in leadership and career conversations Ideal for Boards and CEOs commissioning a flagship customer, investor or industry conference where the chair has to hold the room. CHROs and internal communications leads running town halls or all-hands sessions on sensitive topics, including mental health and restructuring. Awards organisers and gala hosts want a recognisable UK broadcast face at the lectern. Audience outcomes A conference agenda that lands as a coherent argument rather than a sequence of unrelated talks. Panels in which the senior contributors are pushed on the points that matter without the session losing pace. Sessions on sensitive subjects, mental health, restructuring, and geopolitical risk, are handled with the steadiness audiences associate with live news. A day that delegates remember for the substance of the conversation, not for the moments that went wrong.