Talent Retention Strategies

Why organisations work with Joe Mull He has a named, defensible framework, Employalty, that reduces engagement to three operating levers (Ideal Job, Meaningful Work, Great Boss) and links each to retention, reputation and revenue. He brings the credibility of running learning and development inside a major US healthcare employer, UPMC Physician Services, so the content lands with operators rather than HR theorists. He is one of fewer than 300 living speakers inducted into the Professional Speakers Hall of Fame, a body of work recognised by his peers in 2025. Publishers Weekly named Employalty a top business book of the year, which gives the keynote an evidence base buyers can quote back to their executive team. He owns the manager-as-multiplier argument with specific, repeatable behaviours, not generic “be a better boss” framing, which is what a CHRO actually needs to commission a change programme around. Biography highlights 2025 inductee, Professional Speakers Hall of Fame (CPAE), National Speakers Association. Certified Speaking Professional (CSP), NSA. Author of Employalty, named a top business book of the year by Publishers Weekly. Author of No More Team Drama and Cure for the Common Leader. Former Head of Learning and Development, Physician Services, University of Pittsburgh Medical Center (UPMC). Host of Boss Better Now, ranked among the top management podcasts globally. Named to Global Gurus’ Top 30 Management Speakers list in 2026. Contributor to and featured in The Wall Street Journal, Forbes, Fortune, and Harvard Business Review. Biography Engagement scores are a lagging measure of something more basic: whether people have a reason to commit. After three years of forced redesign, employees are choosier, quieter and more willing to walk, and the manager layer is where most organisations lose them. That is the territory Joe Mull works in. His Employalty framework, set out in the book Publishers Weekly named a top business book of the year, names three conditions that decide whether an employee commits or coasts: an Ideal Job, Meaningful Work, and a Great Boss. The argument is operational. Each lever maps to a manager behaviour, and each manager behaviour maps to retention, reputation and revenue. Before he was a keynote speaker, Mull ran learning and development for Physician Services at UPMC, one of the largest physician groups in the United States. That history matters. The content was built inside a healthcare employer under real workforce pressure, not derived from survey data, which is why operators tend to leave his sessions with specific things to change on Monday. In 2025 he was inducted into the Professional Speakers Hall of Fame, a recognition fewer than 1% of professional speakers receive. His podcast Boss Better Now sits among the most-listened-to management shows, and his commentary appears in the Wall Street Journal, Forbes, Fortune and Harvard Business Review. The through-line across all of it is the same wager: that the quality of bosses, not the quality of perks, decides whether a workforce stays. Key speaking topics Employee commitment and retention The manager-employee relationship as a business lever Workplace culture in the post-pandemic labour market Team dynamics and workplace conflict Leadership development for frontline and mid-level managers Workforce trends and the changing social contract of work Ideal for CHROs and senior HR leaders rebuilding retention and engagement strategy Heads of learning and development designing manager capability programmes Healthcare, hospitality, professional services and other high-turnover sectors CEO and executive offsites where culture and people strategy are on the agenda Audience outcomes A shared language for what actually drives commitment at work, anchored in the Employalty framework A clear read on where the manager layer is creating or destroying retention Specific behaviours managers can adopt to lift discretionary effort A sharper view of the trade-offs between engagement spend and manager capability investment Practical tools for addressing team drama, gossip and the conflict patterns that drain culture

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 Eric Termuende He gives leadership teams a working language for incremental change. The “one-degree shift” framework reframes culture work as a sequence of small, low-resistance moves teams can actually make, instead of a programme to be launched. His research base is original. Rethink Work and the surveys behind it focus on what attracts and retains the right people for a specific workplace, not the best people in the abstract, which is a more useful question for most CHROs. He pitches at team level, not enterprise level. Most future-of-work speakers operate at workforce-strategy altitude. Termuende speaks to the manager and the leader of leaders, which is where engagement and retention are actually won or lost. He has tested the material against operating environments at Amazon, IBM, Coca-Cola, Toyota, and Nokia. The keynotes have been refined through repeated commercial use, not built for the stage. Biography highlights Co-Founder of NoW of Work, a workplace innovation and leadership consultancy. Author of Rethink Work (Barlow Books), an Amazon best-seller on engagement and retention. Named to American Express’s Top 100 Emerging Innovators under 35. 2022 Arch Award for Early Career Achievement, Haskayne School of Business, University of Calgary. TEDx speaker (TEDxBCIT, “Bigger than Work”) and Walrus Talks contributor. Host of the One Degree Shift podcast, interviewing operators and executives on incremental team change. Biography Most culture programmes fail not because the diagnosis is wrong, but because the prescribed change is too big to land. Teams are asked to adopt new behaviours on top of existing workload, and the new behaviours do not survive the first quarter. Eric Termuende’s work begins from this observation. The argument running through Rethink Work and the surveys behind it is that engagement and retention are decided at the team level, by a small number of recurring behaviours, and that the right intervention is operational rather than aspirational. NoW of Work, the consultancy Termuende co-founded, is built around that premise. The “one-degree shift” framework is its working vocabulary: small, specific behaviour changes designed to reduce friction and build trust without triggering another transformation initiative. The credentials sit underneath the argument. American Express named him to its Top 100 Emerging Innovators. The University of Calgary’s Haskayne School of Business gave him its Arch Award for Early Career Achievement in 2022. The material has been refined in front of audiences at Amazon, IBM, Coca-Cola, Toyota, Nokia, and Zoom, and on TEDx and Walrus stages. For senior people leaders, the proposition is unusually concrete. Termuende leaves an audience with a way to act on Monday morning, not a thesis to debate. That is rare in the future-of-work category, where most speakers operate one level too high to be useful to the line managers who actually run the teams. Key speaking topics Future of work and workforce design Team performance and trust Talent attraction and retention Workplace culture and engagement Multigenerational teams Leadership in uncertainty AI and the manager’s role Ideal for CHROs and people leaders responsible for engagement and retention strategy Leadership development and learning teams designing manager curricula Operations and divisional leaders running multigenerational teams under change Executive offsites focused on culture and talent in growth or post-merger contexts Audience outcomes A working framework for designing small behavioural shifts that hold at team level A clearer answer to which people the organisation should be attracting, not just how to attract more Practical positions on the multigenerational workforce that line managers can apply A reframing of culture work as operational practice, not communications activity

Why organisations work with Anton Gunn He has operated at the level his audiences operate at. Advising a President on national health policy and running diversity and external affairs inside a federal department is not a case study he read; it is the room he was in. His World-Class Culture framework gives executives a named, structured approach to retention and culture rather than another values poster. It has been applied inside Pfizer, KPMG, Microsoft, HCA Healthcare and Mercedes-Benz Vans. He talks about inclusion as an operating capability, not a political position. For boards navigating contested ground on DEI, that distinction is the reason he gets booked. His credibility carries on both sides of the executive table: a Harvard Institute of Politics fellow with a Certified Speaking Professional designation, an MSW, and seven years inside senior healthcare leadership at MUSC. Biography highlights Former senior advisor to President Barack Obama; Director of External Affairs, U.S. Department of Health and Human Services, leading stakeholder engagement for Affordable Care Act implementation Former Executive Director and Chief Diversity Officer, Medical University of South Carolina Resident Fellow, Harvard Institute of Politics Bestselling author of Just Lead, The Presidential Principles, and The Audacity of Leadership Certified Speaking Professional, a designation held by fewer than 10 percent of professional speakers worldwide Featured in TIME, The Wall Street Journal, Forbes, NPR, BBC and Good Morning America Biography The Affordable Care Act needed people to believe in it before it could function. As Director of External Affairs at the U.S. Department of Health and Human Services, Anton Gunn led the stakeholder engagement that turned a contested federal statute into something hospitals, employers and citizens could act on. That work, advising President Obama and Secretary Sebelius, is the reference point his clients hire him for. He has since spent close to a decade translating that experience into a body of executive practice. As Chief Diversity Officer and Executive Director at the Medical University of South Carolina, he ran inclusion as an operating function inside a complex healthcare institution, not as a communications exercise. His framework, World-Class Culture, codifies the seven behaviours he saw separate retention-positive cultures from the rest. His three books trace the same argument from different angles. The Audacity of Leadership set out the principles. The Presidential Principles distilled what he learned watching Obama lead in real time. Just Lead, his 2022 bestseller, gave operators 44 specific actions for retention and culture. Pfizer, KPMG, Microsoft, T-Mobile, SHRM and Mercedes-Benz Vans have all brought him in to apply that work. He is a Harvard Institute of Politics fellow and a Certified Speaking Professional, a designation held by under 10 percent of speakers globally. The combination buyers respond to is rarer than either credential alone: a former White House operator who has also run culture and inclusion inside a 17,000-person institution, and who can talk to a board in the language of accountability rather than aspiration. Key speaking topics Values-based leadership Workplace culture and retention Inclusive leadership Trust as an executive capability Crisis leadership and recovery Talent strategy in healthcare and regulated industries Ideal for Boards and CEOs navigating culture and retention under restructure CHROs and Chief Diversity Officers building inclusion as an operating discipline Senior leadership teams in healthcare, financial services and regulated industries Public sector and policy audiences working at the boundary of government and enterprise Audience outcomes A named, repeatable framework for diagnosing and rebuilding workplace culture A clearer view of where executive trust is earned and where it is forfeited Concrete actions for retention drawn from the Just Lead framework A working definition of inclusive leadership that holds up in front of a sceptical board An inside view of decision-making at the senior levels of the Obama administration

Why organisations work with Johnny C Taylor Jr He speaks for the formal voice of the global HR profession. SHRM represents nearly 340,000 members influencing more than 362 million workers, which gives his read on workforce trends institutional weight no individual consultant can claim. His book RESET gives executives a structured argument for treating talent, culture, and inclusion as the primary commercial constraint, not technology or capital. He has testified to Congress on workforce policy and chaired the President’s Advisory Board on HBCUs, so he can frame people decisions inside the actual policy and regulatory weather boards are operating in. He writes USA Today’s weekly “Ask HR” column and co-hosts The Work Wire podcast, which keeps his content tested against real questions from working managers, not theory. He has run the talent function at large operating companies including Paramount Pictures, Blockbuster, IAC, and Compass Group, so the perspective is operator-grounded, not academic. Biography highlights President and CEO of SHRM, the largest HR professional body in the world, with members in 180 countries. Author of RESET: A Leader’s Guide to Work in an Age of Upheaval, a Wall Street Journal and national bestseller. Fellow of the National Academy of Human Resources; named Distinguished Executive of the Year by the Academy of Management. Former CEO of the Thurgood Marshall College Fund; chaired the President’s Advisory Board on Historically Black Colleges and Universities. Board director at XPO, Inc. (NYSE: XPO), Guild Education, and Flores HR; Vice Chair, University of Miami Board of Trustees. USA Today columnist on workplace questions; co-host of The Work Wire podcast. Biography The workforce that most boards still describe is the workforce they had in 2019. The one they actually employ has been remade by remote work, AI deployment, five generations on the org chart, and political tension that now arrives at the office door. SHRM’s research, and the questions arriving in Taylor’s USA Today column every week, point at the same gap. Taylor leads SHRM, the global professional body for human resources, with nearly 340,000 members across 180 countries. The seat gives him a working dataset of how organisations of every size are responding to AI adoption, hybrid work, talent scarcity, and contested cultural questions. RESET, his 2021 Wall Street Journal bestseller, made the central argument plainly: the binding constraint on most companies is not capital or technology, it is whether they can find, hire, and engage the people who can use either one. That argument is unusual because it comes from an operator. Before SHRM he was CEO of the Thurgood Marshall College Fund and held senior HR and legal roles at Paramount Pictures, Blockbuster, IAC, and Compass Group USA. He is a Fellow of the National Academy of Human Resources, holds a JD and MA from Drake University, and is admitted to the bar in Florida, Illinois, and Washington, D.C. He has testified to Congress on sexual harassment, paid leave, and workforce development, chaired the President’s Advisory Board on HBCUs, and serves on the boards of XPO, Guild Education, and Flores HR. The Academy of Management named him Distinguished Executive of the Year in 2020. For senior teams trying to run a credible people strategy in front of a board that wants commercial answers, that combination of practitioner authority, policy access, and published thesis is hard to assemble from any other speaker on the topic. Key speaking topics Future of work Talent acquisition and retention Workplace civility and culture AI and the human workforce Workforce policy and regulation Inclusion in a contested political climate Multigenerational workforce dynamics Employee engagement and the social contract of work Ideal for CHROs and senior HR leadership wrestling with talent, engagement, and culture as board-level metrics. CEOs and boards of directors recalibrating workforce strategy around AI, hybrid models, and inclusion. Industry associations and member events convening HR, legal, and operations leaders. Executive offsites and town halls where the people agenda is the central commercial question. Audience outcomes A clearer view of which workforce shifts are temporary and which are structural. A defensible case for treating culture, civility, and engagement as commercial inputs, with evidence drawn from SHRM’s member data. A sharper read on how policy, regulation, and political climate will shape people decisions over the next 12 to 24 months. Practical positions on AI adoption, hybrid work, and inclusion that can survive contact with a sceptical board. A vocabulary for talking about talent that aligns HR, finance, and the C-suite around the same problem.

Why organisations work with Jahkini Bisselink She sits inside Whetston Strategic Foresight, a practice built for long-range corporate planning, which means her insights arrive as briefable strategy inputs rather than generational commentary. She is one of the few speakers who is both a member of Generation Z and a trained foresight researcher of it, which closes the gap between authentic voice and analytical distance. Her UN Youth Representative work involved structured consultations with more than 4,000 young people, giving her data depth most generational speakers cannot match. Senior clients including Deutsche Telekom, the European Parliament, and Lloyds Banking Group have used her to shape leadership conversations about Gen Z, not as a panel novelty. She works in English and Dutch, and she presents to boards, HR functions, and customer experience teams without translating the message between them. Biography highlights Dutch United Nations Youth Representative, 2017 to 2019, elected through open national election. First UN General Assembly speech delivered at age 18. Youth expert at Whetston Strategic Foresight, Amsterdam, since 2020. TEDxYouth@Maastricht speaker, March 2019, “Why Youth Participation is Key”. Named in MIPAD (Most Influential People of African Descent) Class of 2023. Corporate clients include Deutsche Telekom, the European Parliament, Lloyds Banking Group, Rabobank, R/GA, and AVEVA. Biography A quarter of the workforce is now Generation Z, and most leadership teams are still describing them in language borrowed from coverage of millennials a decade earlier. The result is a steady mismatch between what organisations design for younger employees and customers, and what those groups actually want. Closing that gap is now a board-level problem, not an HR one. Bisselink works inside Whetston Strategic Foresight in Amsterdam, where her job is to translate generational research into corporate strategy. Whetston is a foresight practice, not a marketing agency, which shapes how her work lands: she briefs leadership teams the way a strategy consultant would, with a defined argument and named implications, rather than offering generational colour. Her credibility on Gen Z is built on two layers. She is a member of the generation, born in Amsterdam in 1999. She also spent two years as the Dutch United Nations Youth Representative, running structured consultations with more than 4,000 young people across the country and presenting their views at the UN General Assembly in New York. That fieldwork, conducted before she joined Whetston, is the data foundation under her current commercial work. Boards and HR functions at Deutsche Telekom, Lloyds Banking Group, the European Parliament, and Rabobank have used her to pressure-test assumptions about how their next generation of employees and customers actually decide. She was recognised in the MIPAD Class of 2023 for the same body of work. Key speaking topics Generation Z in the workforce The multigenerational workplace Future of customer experience Strategic foresight and generational trends Corporate purpose and youth activism Talent attraction and retention for the next generation Ideal for CHROs and heads of talent rebuilding attraction and retention strategies around a Gen Z-majority workforce CMOs and customer experience leaders whose growth segment is now Gen Z Executive teams and boards reviewing workforce, culture, and brand strategy through a generational lens Public sector and policy bodies that need a credible Gen Z voice in stakeholder conversations Audience outcomes A clearer read on what Gen Z employees and customers actually decide on, separated from common media generalisations. Specific implications for how attraction, retention, and customer strategy need to change inside the audience’s own organisation. A working understanding of the friction points between four working generations and where leaders are still managing on outdated assumptions. Direct exposure to a Gen Z researcher whose evidence base is consultation work, not commentary.

Why organisations work with Peter Avis A career from dishwasher to General Manager of Galvin at Windows at the London Hilton on Park Lane, giving him operational credibility with both frontline teams and executive leadership in the same room. Fifteen years inside the Virgin Group, working alongside Sir Richard Branson on the London Roof Gardens, Mont Rochelle and Kasbah Tamadot, where service culture is a measurable commercial asset. UK Restaurant Manager of the Year in 2009 and Chairman of the UK Guild of Restaurant Services, recognised credentials that translate hospitality language into commercially serious customer experience. A working operator’s view of employee engagement, not a consultant’s deck: how rosters, recognition and recruitment actually change guest outcomes. Biography highlights General Manager of Galvin at Windows and 10 Degrees Bar at the London Hilton on Park Lane from February 2020, succeeding Fred Sirieix. UK Restaurant Manager of the Year, 2009, while running Babylon Restaurant at The Roof Gardens, which won Best London Restaurant at the Visit London Awards in 2008. More than 15 years with the Virgin Group, including involvement in the launches of Virgin Limited Edition properties Mont Rochelle in South Africa and Kasbah Tamadot in Morocco. Chairman of the UK Guild of Restaurant Services and Fellow of the Institute of Hospitality. Recipient of the 2014 Richard Branson Special Award for Services to the Community and the 2014 Carey Award Manager of the Year. Awarded the Platinum Jubilee Medal in 2022 and inducted into the Seal of Excellence at the House of Lords for services to hospitality. Biography Service businesses can describe their brand promise clearly. The difficulty is keeping it intact across a 14-hour service, three sittings, a kitchen running short and a new starter on the floor. That gap, between corporate standard and the table the guest is actually sitting at, is the problem Peter Avis has spent a career solving. He began as a dishwasher in Liverpool and ran kitchens, floors and rooms up through the ranks at named London venues. By 2009 he was UK Restaurant Manager of the Year at Babylon Restaurant in The Roof Gardens, Kensington. Babylon had taken Best London Restaurant at the Visit London Awards a year earlier under his management. Fifteen years inside the Virgin Group followed, working closely with Sir Richard Branson and the Virgin Limited Edition team. He was part of the launch teams for Mont Rochelle in South Africa and Kasbah Tamadot in Morocco, brands where service is the product. In 2020 he was appointed General Manager of Galvin at Windows and 10 Degrees Bar at the London Hilton on Park Lane, succeeding Fred Sirieix. That breadth gives him an unusually grounded view of engagement, recognition and service culture. He chairs the UK Guild of Restaurant Services and holds Fellow status at the Institute of Hospitality. Boards and operational leaders book him because he can talk about engagement, retention and customer experience in the language of a working operator, not a consultant. Key speaking topics Customer service and guest experience Employee engagement in service businesses Building high-performing hospitality teams Leadership in service operations Delivering on a brand promise Recognition, retention and culture in frontline industries Ideal for Hospitality, leisure and retail leadership teams and operations directors Customer experience and service excellence functions across consumer-facing industries HR and people leaders working on engagement and retention in frontline workforces Conferences focused on service culture, brand delivery and operational excellence Audience outcomes A practical view of how recognition, recruitment and floor leadership change guest outcomes A clearer understanding of where brand promise breaks down between executive intent and frontline delivery Specific examples from named flagship operations rather than generic service theory Confidence that service excellence is a managed system, not a personality trait

Why organisations work with Tim Campbell A founder’s view of what early-stage capital, mentoring and access actually do for people who do not start with networks, drawn from supporting more than 750 start-ups through the Bright Ideas Trust A senior commercial perspective on inclusion that connects diversity to talent acquisition and business outcomes, informed by his strategic adviser work in global recruitment Public recognition that opens doors at executive and audience level: MBE for Services to Enterprise Culture, two decades of broadcast presence on The Apprentice, and a seat on the Windrush Commemoration Committee A practitioner’s read on what makes a small business survive its first three years, codified in his co-authored book with Paul Humphries published by Headline Biography highlights Winner of the first series of BBC’s The Apprentice in 2005, hired by Sir Alan Sugar as Project Director of Amstrad’s Health and Beauty division Co-founder of the Bright Ideas Trust, which raised over GBP 3m and supported more than 750 start-ups from disadvantaged backgrounds Appointed MBE in 2012 for Services to Enterprise Culture Co-author of “What’s Your Bright Idea? The Journey to Starting Your Own Business” (Headline, 2010) Member of the UK Government’s Windrush Commemoration Committee Returned to The Apprentice as Lord Sugar’s permanent advisor from Series 18 onwards Biography The Apprentice in 2005 was the first time most British viewers had watched a hiring decision broadcast as entertainment. Tim Campbell, a senior planner at London Underground, won the series and took the GBP 100,000 job at Amstrad as Project Director of a new Health and Beauty division. The interesting work began two years later. In 2007 Campbell co-founded the Bright Ideas Trust with Paul Humphries and Richard Morris. The model was specific: equity-style early-stage capital and structured mentoring for 16 to 30 year olds who could not raise money through conventional networks. By the time the trust had matured, it had raised more than GBP 3m and supported over 750 start-ups. The work earned an MBE in 2012 for Services to Enterprise Culture and a co-authored book with Humphries, “What’s Your Bright Idea?”, published by Headline. The second arc of his career moved that founder perspective into large organisations. Campbell has held senior roles in talent acquisition and inclusion strategy, advising on diversity, equity and social mobility inside global recruitment, and sits on the UK Government’s Windrush Commemoration Committee. He returned to The Apprentice as Lord Sugar’s aide and now holds the role permanently from Series 18. The throughline is the gap between organisational claims about entrepreneurial culture and inclusion, and what actually happens to people inside the business and outside it. Campbell has worked both sides of that gap, as a founder building a vehicle for capital flow into underrepresented entrepreneurs, and as a senior adviser inside companies that have to decide whether their inclusion language is reflected in who gets hired, funded and promoted. Key speaking topics Entrepreneurship and early-stage business Inclusive talent acquisition and social mobility Resilience in a founder’s career Diversity and inclusion as commercial strategy Leadership through change Personal and organisational reinvention Ideal for Boards and executive teams reviewing the commercial logic of their inclusion strategy CHROs and talent leaders rethinking pipelines into underrepresented communities Founders, scale-up leaders and intrapreneurs inside corporate environments Audiences at staff conferences and ERG events seeking a credible voice on enterprise and inclusion Audience outcomes A clearer view of what early-stage entrepreneurial support looks like when it is built around access, not just funding A practical sense of how diversity commitments translate into hiring, promotion and supplier decisions A founder’s perspective on resilience, drawn from a public career and a charity built and run for over a decade A reframing of inclusion as a commercial discipline tied to talent and growth, not a separate values conversation

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 Sam Silverstein A 30-year body of work that treats accountability as an operating system, not a virtue. Buyers get a structured method, not a motivational reset. Founder of The Accountability Institute and creator of the Certified Accountability Advisor designation. The frameworks are productised, taught, and used inside client organisations long after the keynote. Author of 13 books on the subject, anchored by No More Excuses and The Accountability Advantage. Senior teams can verify the substance before they commission the talk. CPAE Speaker Hall of Fame inductee and past President of the National Speakers Association. The peer recognition is from people who book and brief speakers for a living. Practitioner credibility: built and sold a manufacturing business to a Fortune 500 acquirer before turning to the topic full-time. The room reads him as an operator who later became an author. Biography highlights Founder of The Accountability Institute and the Certified Accountability Advisor programme. Author of 13 books, including No More Excuses, The Accountability Advantage, No Matter What, Non-Negotiable, and Pivot!. CPAE Speaker Hall of Fame, inducted by the National Speakers Association in 2021. Past President of the National Speakers Association (2008). Named one of the World’s Top 30 Organisational Culture Professionals by Global Gurus. Former owner of manufacturing and distribution companies with combined sales over $100 million, including a successful exit to a Fortune 500 company. Biography Most organisations treat accountability as a tone of voice. Silverstein treats it as a structure. His work, developed over three decades and codified through The Accountability Institute, defines accountability as the willingness to keep commitments to others. That definition is operational, not motivational, and it changes how leaders are expected to behave when no one is watching the dashboard. The frameworks sit inside thirteen books, beginning with No More Excuses and built out through The Accountability Advantage, No Matter What, Non-Negotiable, and the Certified Accountability Advisor designation that licenses the method to practitioners. Clients use them to address the problems culture decks usually skirt: turnover that erodes margin, change programmes that lose energy after launch, and senior leaders who carry decisions that should live closer to the customer. The credentials are equally serious. The National Speakers Association inducted him into the CPAE Speaker Hall of Fame in 2021, and he previously served as the association’s President. Global Gurus has named him among the world’s top thirty organisational culture professionals. The peer recognition matters because it comes from the part of the industry that watches speakers under pressure. Before any of this, he built and ran manufacturing and distribution companies with combined sales above $100 million and sold one of them to a Fortune 500 acquirer. That history is why the room reads him as an operator first. The accountability argument lands harder because the person making it has been the one writing the cheque for the consequences of weak execution. Key speaking topics Accountability as a culture operating discipline Organisational culture and retention Values-driven leadership Change adoption and resistance Trust and team commitment Disengagement and turnover reduction Ideal for CHROs and people directors facing retention and engagement pressure COOs and operating leaders translating strategy into consistent execution CEOs leading culture or values resets after restructure, merger, or rapid growth Leadership development and L&D teams building behavioural standards across the management layer Audience outcomes A working definition of accountability that separates it from blame, compliance, or performance management A clear view of where commitments break down inside their own organisation Specific behaviours that leaders can adopt to model accountability without micromanaging A vocabulary for culture that the senior team can use in operating meetings, not just engagement surveys A defensible answer to “what would change if we actually did this?”

Why organisations work with George Randle He has run talent acquisition at the scale most organisations are trying to reach. His teams hired 85,000+ professionals and 2,000+ executives across 75+ countries inside Fortune 100 and Fortune 1000 firms. His framework is published and specific. The Talent War sets out an attribute-based selection model drawn from US Special Operations, applied to corporate hiring, with named predictors rather than personality archetypes. He brings Hogan certification (HPI, HDS, MVPI) and uses assessment data operationally, for executive selection and derailer identification, not as decoration in a keynote. He built one of the largest veteran hiring programmes inside a Global Fortune 50, which gives him a concrete answer to a problem most CHROs are still solving in PowerPoint. He speaks to talent and HR audiences as a peer, not a consultant. He has sat on both sides of the executive search transaction and structured the team that ran it. Biography highlights Co-author, The Talent War: How Special Operations and Great Organizations Win on Talent (Lioncrest, 2020), foreword by Jocko Willink. Co-host, The Talent War Podcast. Managing Partner, Randall Partners LLC; former Managing Partner at Talent War Group and EF Overwatch. 20+ years of Fortune 100 and Fortune 1000 HR and talent acquisition leadership, including head of talent acquisition roles at a Global Fortune 50 firm. Hogan Leadership Assessment certified coach across HPI, HDS, and MVPI instruments. Former US Army officer with operational assignments in Berlin, US CENTCOM, and III Corps, and deployments to Somalia, Kenya, Central America, and Guantanamo Bay. Biography Most large organisations hire the wrong people in the same way every year. They optimise for credentials and interview performance, then absorb the cost when those hires fail under real conditions. The Special Operations community solved that problem decades ago, by selecting on attributes that predict behaviour under stress rather than on resumes. That is the argument George Randle makes, with the standing to make it. He co-wrote The Talent War: How Special Operations and Great Organizations Win on Talent with former SEAL officer Mike Sarraille and Dr. Josh Cotton, with a foreword by Jocko Willink. The book sets out a selection model anchored in named attributes such as drive, resilience, adaptability, and integrity, and shows how to test for them in a corporate interview. The credibility behind the argument is operational, not theoretical. Randle ran talent acquisition functions inside Fortune 100 and Fortune 1000 firms, and his teams hired more than 85,000 professionals and 2,000+ executives across 75+ countries. He built one of the largest veteran hiring programmes at a Global Fortune 50. He is Hogan certified across HPI, HDS, and MVPI, and uses the assessment data to surface candidates that interview processes routinely miss. He came to the work through the US Army, where he served as an officer with assignments at Berlin, US CENTCOM, and III Corps, and deployments across Somalia, Kenya, Central America, and Guantanamo Bay. The through-line of his career is the same question asked twice: in a high-stakes selection decision, what actually predicts performance. Key speaking topics Attribute-based talent selection Executive search and assessment Building high-performing teams Veteran hiring and transition programmes Talent strategy as competitive advantage Leadership under pressure Talent acquisition at scale Ideal for CHROs, Chief Talent Officers, and Heads of Talent Acquisition rebuilding selection processes CEOs and boards reviewing executive search and succession discipline Private equity operating partners assessing portfolio company leadership Senior HR and people leaders running veteran hiring or transition programmes Audience outcomes A named set of attributes to test for in executive and high-stakes hires, beyond competency interviews A working view of how Special Operations selection translates into corporate hiring decisions A clearer read on where assessment data, including Hogan, belongs in the selection process A sharper case to take back to the executive team for treating talent acquisition as a strategic function, not an administrative one

Why organisations work with Hannah Ubl She runs primary research on generational cohorts, including original work comparing Early Millennials, Recessionist Millennials and Gen Z, and brings the data into the room rather than recycling commentary She wrote the operating manual on the first wave of this problem. Managing Millennials For Dummies (Wiley, 2017) is still the most-cited mass-market field guide for line managers running mixed-generation teams Her follow-up book, The Future of Work is Human, gives HR and people leaders a framework for rebuilding trust, psychological safety and belonging when half the workforce is remote and the other half is fatigued She speaks to the layer most generational speakers skip. Audiences from new hires to C-suite at Cisco, Kraft Heinz, Sodexo and Springer Nature, with the same material translating across all of them A decade inside BridgeWorks as Research Director, then six years building Good Company Consulting, gives her the rare combination of researcher discipline and operator instinct on culture problems Biography highlights Co-founder, Good Company Consulting Co-author, Managing Millennials For Dummies (Wiley, 2017) with Lisa X. Walden and Debra Arbit Co-author, The Future of Work is Human: Transforming Company Culture for a Post-Pandemic World, with Lisa X. Walden Former Director of Research and Director of Keynote Speaking, BridgeWorks BS, Communications Studies (Advertising), Boston University Clients include Cisco, Kraft Heinz, Sodexo, Springer Nature, Applied Materials and NACS Biography Five generations now work alongside one another, and the assumptions each generation brings about communication, authority and loyalty no longer overlap. That gap is where Good Company Consulting was built. Ubl co-founded the firm after a decade at BridgeWorks, where she ran the national research programme comparing how millennial sub-cohorts and Gen Z behave inside organisations. The research feeds the keynotes directly. Managing Millennials For Dummies, written with Lisa X. Walden and Debra Arbit and published by Wiley in 2017, set the early reference text for line managers handling mixed-age teams. The Future of Work is Human, her second book with Walden, picks up the thread post-pandemic and reframes culture work as a question of trust, psychological safety and belonging across hybrid teams. What buyers commission her for is the translation layer. She turns cohort data into specific manager moves: how to give Gen Z feedback that lands, how to redesign hybrid rituals so they produce connection rather than performance, how to talk about AI without losing the human contract that holds a team together. Cisco, Kraft Heinz, Sodexo and Springer Nature have all used her to do the same job inside very different cultures. The reason her work travels is research discipline rather than charisma. She earned her stripes inside a research firm before she earned them on stage, and audiences from new hires to senior executives respond to the same material because the underlying argument is empirical, not motivational. Key speaking topics Generational integration in mixed-age teams Gen Z in the workplace Hybrid work and the rebuild of psychological safety Manager capability across generations Employee engagement and the post-pandemic social contract Compassionate leadership in practice Human connection in the age of AI Ideal for CHROs and Heads of People rebuilding engagement and manager capability across generations Leadership development and L&D teams designing programmes for new and mid-level managers Internal communications and culture leads redesigning hybrid rituals Sector audiences with five-generation workforces, including healthcare systems, retail, hospitality and manufacturing Audience outcomes A working understanding of what Gen Z actually wants from an employer, separated from the social media caricature Specific manager behaviours that close the friction between generational cohorts in day-to-day work A clearer view of which hybrid-work rituals build trust and which performatively waste time Language for talking about AI and automation without breaking the employee social contract A research-grounded position to take back to the executive team on engagement and culture investment