Keynote speaker & facilitator
Most organisations know what they should say. Very few can say it out loud.
I work with the conversations companies avoid — about difference, about pressure, about what people really think. Talks that leave a room more honest than it was ninety minutes earlier.
- 14Years facilitating difficult conversations at work
- 4.5Average speaker rating, 211 delegate responses
- 1Qualified attorney of the High Court of South Africa
Average speaker rating across 211 delegate responses, gathered from independently run post-session surveys at seven organisations between 2024 and 2025 — including AXA XL, Atradius, Dedalus and Vattenfall.
- 144 → 401Attendance at a Dedalus session, from the opening minute to fifteen minutes in. People called colleagues into the room.
- 71 → 360The same pattern at Atradius, where the room kept filling to the end of the session.
Trusted by
“‘Inclusion is comfort’ really hit me.”Delegate survey response
“He brought forth difficult conversation and allowed for it to be discussed openly.”Delegate feedback, leadership module
“His style makes him highly relatable, but easy to follow in what can be a sensitive and complicated topic.”Delegate survey response, Atradius
Stream one
Inclusion & belonging
For organisations who are past the awareness stage and want something that changes behaviour rather than sentiment.
What we got wrong about inclusion
A decade of training, and the numbers have barely moved. An honest account of why most inclusion work fails — and what the organisations getting it right are doing differently.
- Why awareness rarely becomes behaviour
- The four failure patterns to check for
- What to measure instead of sentiment
The decisions we don’t examine
Bias does its real damage in ordinary moments: who gets hired, stretched, promoted, believed. Built for leaders and HR, and grounded in how these decisions actually get made.
- Where bias enters a people decision
- Practical checks that survive a busy week
- How to challenge a call without an accusation
Belonging, and what it costs
Belonging is the most quoted and least understood word in the field. What it actually asks of an organisation, and why the people who have it rarely notice.
- Belonging as behaviour, not atmosphere
- The everyday signals that include or exclude
- What leaders can change on Monday
Stream two
Teams under pressure
For teams carrying uncertainty, restructuring or relentless delivery — and the leaders trying to hold them together.
The room where nobody says the real thing
Psychological safety, without the poster. Why capable teams stay quiet about things they can see clearly, and what it costs in decisions and delivery.
- What silence in a meeting is telling you
- The leader behaviours that open a room
- Disagreement without damage
Steadiness under pressure
Uncertainty, failure and pressure are one system, not three problems. How teams stay bonded when the ground moves — and what erodes trust fastest when it does.
- Reading the pressure your team is carrying
- What stays stable when little else does
- Rebuilding trust after a hard year
Being left behind
A wider talk on belonging, work and globalisation — who the last decade carried forward, who it didn’t, and what that means for the people in your building.
- Why disconnection shows up as disengagement
- Work as a source of belonging
- A view from the global south
Fees. Keynote fees from [amount], depending on format, travel and licensing. In person and online, in South Africa and internationally. Tell me the brief and I’ll come back with a number the same week.
Check availability
About
Fourteen years of rooms where the real thing finally got said.
I’m a facilitator and keynote speaker based in Johannesburg, working with organisations across Africa, Europe and North America. I trained as an attorney — which is mostly useful for knowing how carefully people choose their words, and why.
My work sits where inclusion, psychological safety and team cohesion overlap: the everyday behaviours that decide whether people speak up or stay quiet, and what that costs an organisation when they don’t.
For intact teams
EXHALE
Sometimes a talk isn’t what a team needs. EXHALE is a facilitated session that makes deliberate space for a team to connect, say how they’re actually doing, and work out how they want to work together from here.
Every one is designed to the brief — there is no fixed running order. Most often it follows a restructure, a hard quarter, a new leader, or a team that has quietly stopped talking.
At a glance
- Format
- Facilitated, in person
- Length
- Half or full day
- Group size
- Best under 25
- Designed
- To brief, after one diagnostic conversation
- Fee
- From [amount] per day
Watch & read
Showreel
Ninety seconds of what a room looks like.
Talks on video
Full keynotes and conference sessions.
Essays
Longer thinking on inclusion, work and belonging.
Interviews & podcasts
Conversations elsewhere.
Tell me what the room needs to leave with.
Fifteen minutes is usually enough to work out whether I’m the right person for it — and I’ll tell you if I’m not.
Book a 15-min call