Historically, businesses have focused on capability – what someone knows, their qualifications, and their experience. But in reality, cultural fit matters more. Employees who align with a company’s values, attitude, and mission foster a collaborative and high-performing environment. Capability can be developed, but cultural fit is far harder to find.

Cultural fit > Capability

In our approach to hiring and team-building, cultural fit always takes precedence over professional competence. Why? Because even the most talented individual will struggle in an environment where their values don’t align with the company’s ethos.

Key reasons cultural fit comes first:

1. Prevents conflict and strengthens teamwork – Employees with shared values collaborate better and reduce friction within teams.
   
2. Encourages long-term engagement – People who believe in a company’s culture are more likely to stay and contribute over time.
   
3. Enhances overall company performance – A well-aligned team operates more smoothly, leading to better results.

That’s why, in our performance evaluations, cultural fit accounts for 20% of the assessment, ensuring employees actively promote and practice company culture. New hires undergo cultural induction before focusing on performance orientation, reinforcing this priority from day one.

Importance of Cultural Fit in Hiring

Positioning people for success

Beyond hiring the right talent, success depends on placing people in the right roles. Identifying strengths and leveraging them appropriately is key to unlocking potential and maximizing effectiveness.

We use a combination of competency modeling, assessments, team-building exercises, and 1:1 interviews to create a full picture of each employee. This allows us to ensure:

1. Employees are in roles that best suit their strengths.
2. They receive diverse experiences through rotational programs.
3. Feedback loops enable ongoing development and refinement of their positions.

If the cultural fit is right, we can always adjust roles to find the best match. The goal is to position employees where they can truly excel.

Hire people smarter than you

A great leader isn’t defined by their individual capabilities but by the strength of their team. The best leaders actively surround themselves with people who are more competent than they are, lifting the entire organization to new heights.

Our talent selection model reflects this. If a leader’s talent score is higher than their team’s, the team is likely being held back. But when a leader surrounds themselves with top-tier talent, the entire team’s performance rises.

A Chinese proverb says, “When three people work together, one of them will always have something to teach me.” This mindset fosters an environment of continuous learning and growth.

The competency model: a framework for success

We’ve developed an internal competency model to guide our hiring, performance evaluations, and leadership development. It’s built on four core pillars:

1. We > I – Prioritizing teamwork over individual success.
2. Breakthroughs & Innovation – Encouraging creative problem-solving.
3. Pragmatism & Integrity – Ensuring honesty and real-world effectiveness.
4. Customer Orientation – Keeping the customer at the center of everything.

Each pillar includes measurable behavioral traits that help quantify staff effectiveness, forming part of annual appraisals for continuous improvement.

Final thoughts

Hiring the right talent isn’t just about skills – it’s about fit, positioning, and leadership.

1. Prioritize cultural fit over capability.
2. Place people in roles where they can thrive.
3. Hire people smarter than you to elevate your team.

When these principles guide hiring and team-building, businesses can move beyond mere competence to true excellence.

The post Hiring for success: Why cultural fit beats capability every time appeared first on Happiness Capital.

Sammy Lee’s Autopilot Leadership Model

Leadership and management are often conflated, but they serve fundamentally different purposes in organizations. While management emphasizes control and problem-solving, leadership inspires motivation, innovation, and growth. Sammy Lee, inspired by Lao Zi’s Dao de Jing, has developed the Autopilot Leadership Model, a transformative framework that redefines leadership and empowers teams to operate with autonomy and excellence. This article explores the six core elements of the model and how it distinguishes leadership from management.

Management vs. leadership

Harvard Business School Professor John Kotter famously stated, “Management provides control and solves problems. Leadership provides motivation.” This distinction underpins the Autopilot Leadership Model. Management is about systems, processes, and maintaining order. Leadership, by contrast, is about inspiring people to achieve a shared vision, fostering creativity, and enabling teams to perform at their best.

Sammy Lee’s Autopilot Leadership Model focuses on leadership, not management. It’s about cultivating an environment where teams are self-operational, optimizing performance, employee satisfaction, and innovation. This approach shifts leaders from micromanagers to visionaries who empower their teams to thrive.

The six elements of the Autopilot Leadership Model

1. Choosing the right talent
   The foundation of a high-performing team lies in selecting the right individuals. Talent recruitment is not just about finding qualified candidates but ensuring that their strengths, values, and aspirations align with the organization’s vision. When the right people are in place, teams are equipped with the potential to achieve extraordinary results.
   
2. High-trust environment
   The foundation of a high-performing team lies in selecting the right individuals. Talent recruitment is not just about finding qualified candidates but ensuring that their strengths, values, and aspirations align with the organization’s vision. When the right people are in place, teams are equipped with the potential to achieve extraordinary results.
   
3. Highly effective teams
   Trust is the ecosystem that nurtures talent. In a high-trust environment, employees feel valued, respected, and empowered to take initiative. Without trust, collaboration falters, innovation stagnates, and productivity declines. Leaders must cultivate trust through transparency, integrity, and support.
   
4. Common goal
   A shared objective is the compass that guides teams. When every team member understands and aligns with the organization’s goals, they can work cohesively toward a common destination. A clear and compelling vision not only motivates individuals but also unifies them as a collective force.
   
5. Effective empowerment
   Empowerment involves more than delegation; it requires giving employees the tools, authority, and confidence to take ownership of their roles. Leaders in the Autopilot Model trust their teams to make decisions and solve problems, enabling them to maximize their unique strengths. Defined roles and responsibilities further clarify expectations, fostering accountability and innovation.
   
6. Coaching and developing talent
   Continuous development is the catalyst for sustained growth. Leaders must invest in coaching their teams, helping individuals refine their skills and unlock their potential. By prioritizing development, leaders create a ripple effect that strengthens team dynamics, enhances performance, and propels the organization forward.

Unlocking the power of leadership

The Autopilot Leadership Model recognizes that talent and teams are the cornerstones of organizational success. By focusing on trust, empowerment, and growth, leaders can create a workplace where employees are motivated to push boundaries, take initiative, and collaborate effectively.

The role of trust

Trust is the linchpin of the autopilot model. In a high-trust environment, employees are more likely to innovate, take risks, and collaborate effectively. For instance, companies like Patagonia are celebrated for their cultures of trust. Patagonia’s trust in its employees to balance work and personal lives has led to exceptional employee satisfaction and loyalty.

Synergy through teams

An effective team is greater than the sum of its parts. By leveraging individual strengths and fostering collaboration, teams can achieve incredible results. This principle is exemplified by the success of companies like Pixar, where diverse talents come together to produce award-winning films, and SpaceX, where collaborative teams consistently push the boundaries of space exploration.

Leadership in action

Effective leaders guide their teams toward a shared goal while empowering them to chart their paths. Leaders like Richard Branson, founder of Virgin Group, and Indra Nooyi, former CEO of PepsiCo, embody this approach. Branson emphasizes trust and autonomy, encouraging employees to innovate without fear of failure. Nooyi, through her “performance with purpose” strategy, inspired her teams to align with a larger mission, fostering a culture of collaboration and purpose-driven success.

A leadership model for the future

Sammy Lee’s Autopilot Leadership Model is more than a framework; it’s a paradigm shift. By focusing on talent, trust, empowerment, and development, the model enables organizations to operate at their highest potential. Leaders who adopt this approach can inspire their teams to achieve not only organizational goals but also personal growth and fulfillment.

In a world where agility, innovation, and collaboration are paramount, the Autopilot Leadership Model offers a blueprint for sustainable success. It’s a call to action for leaders to step away from micromanagement and step into their roles as visionaries, coaches, and catalysts for change.

Read more:
The Autopilot Leadership Model – Sammy Lee
Leading from behind – Harvard Business Review
Dao de jing – Way power book – translation by Sanderson Becks (Leaders, 17)

The post Autopilot Leadership: Leading the way appeared first on Happiness Capital.

Founded in 2019 by Jacob Nathan, Epoch Biodesign harnesses synthetic biology, generative AI, and physics-based data modeling to engineer enzymes that break down stubborn plastic and textile waste. Their revolutionary platform deconstructs waste at the molecular level, purifies it, and rebuilds it into brand-new, high-performance polymers – offering a fully circular solution that rivals fossil-based materials in both performance and cost.

The urgency is clear: less than 1% of textile waste is recycled today. Traditional methods struggle with blended fabrics, chemical coatings, and synthetic fibers, dooming most textiles to landfills or incineration. Epoch Biodesign’s bio-recycling platform is a game-changer, scalable, cost-competitive, and ready to revolutionize the industry.

Epoch Biodesign have big plans to grow their team, launch the UK’s first bio-recycling demonstration facility and look to expand beyond nylon, extending their enzyme-powered platform to other plastics. Ultimately they’re aiming for a fully circular economy. By pushing global textile recycling rates from a dismal 1% toward near 100%, they aren’t just reducing waste – they’re redefining the future of materials.

Jacob Nathan, Founder of Epoch Biodesign, says: “Happiness Capital share our mission for real, scalable impact. Their deep industry connections and commitment to sustainability will help turn bio-recycling from a concept into a global reality.”

We are proud to support Epoch Biodesign in their mission to reinvent recycling. The future is here – and it’s built on science, innovation, and sustainability.

To learn more, visit www.epochbiodesign.com

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Becoming the invisible leader

Lao Zi identifies four types of leaders in his timeless wisdom:

1. The best leaders are those the people barely know exist.
   
2. The next best are loved and praised.
   
3. The next are feared.
   
4. The worst are hated.

Sammy Lee, deeply influenced by this philosophy, sought to embody the invisible leader – one who operates with such seamless trust and delegation that their presence is almost imperceptible. His goal extended beyond personal growth; he aimed to pass this model to other entrepreneurs, enabling them to cultivate organizations driven by trust and autonomy.

The inverted triangle and leading from behind

At the core of the Autopilot Leadership Model is the inverted triangle framework:

• Customers form the widest base, representing the primary focus of the organization.
• Staff, positioned just above, are the driving force behind customer satisfaction.
• Management right behind the staff, acting as enablers and supporters rather than controllers.
• CEO occupying the narrow tip, supporting everyone above them.

This structure mirrors the concept of “leading from behind,” as articulated in a Harvard Business Review article. In this approach, leadership is not about micromanaging but about empowering employees to take charge, make decisions, and innovate. Leaders act as a safety net, ensuring their teams have the resources and trust they need to succeed.

The power of trust

Trust is the cornerstone of the Autopilot Leadership Model. In its absence, communication falters, collaboration ceases, and organizational chaos ensues. When present, however, trust unlocks the full potential of individuals and teams.

Trust and organizational success

Studies highlight the tangible impact of trust on business outcomes. For example:

• Employee performance: Research from Gallup shows that employees who feel trusted are 74% less stressed, 106% more energized, and 50% more productive.
  
• Business success: Companies with high-trust cultures, such as Google and Zappos, consistently outperform their competitors. Zappos’ emphasis on trust and employee autonomy fosters innovation, resulting in customer satisfaction rates that have set industry benchmarks.
  
• Business growth: A Deloitte study reveals that organizations with trust-based cultures are 2.5 times more likely to be high-performing.
  
• Happiness: The 2022 World Happiness Report emphasizes that trust – both interpersonal and institutional – is a key determinant of workplace satisfaction and overall happiness.
  
• Employee retention: Trust fosters job satisfaction, reducing turnover rates and enhancing team morale.

Building trust in organizations

For trust to flourish, leaders must:

• Encourage autonomy: Employees thrive when given the freedom to make decisions. This autonomy fosters creativity, accountability, and job satisfaction.
  
• Create a supportive environment: Leaders should prioritize respect, open communication, and recognition of individual contributions.
  
• Delegate effectively: Delegation is not abdication. Leaders provide clear expectations and then step back, allowing employees to execute their roles without interference.

The invisible leader in practice

Becoming an invisible leader requires a shift in mindset. Leaders must:

• Focus on creating systems that prioritize customers and employees over personal authority.
• Let go of the need for control, trusting their team to deliver results.
• Serve as a guide and supporter, rather than a director.

When this model is fully realized, organizations transition into “autopilot” mode, where trust and empowerment enable employees to operate at their best, fostering innovation and customer satisfaction.

Some of the world’s most successful entrepreneurs exemplify the invisible leadership model by entrusting their staff and fostering trust within their companies. For instance:

• Richard Branson, founder of Virgin Group, is known for his leadership style that emphasizes empowering employees and giving them the freedom to make decisions. His belief in trusting employees to manage their roles has been key to Virgin’s success and reputation as an innovative company.
  
• Tony Hsieh, former CEO of Zappos, revolutionized the corporate world by giving employees autonomy to shape the company’s culture. By focusing on trust and customer service, Zappos became one of the most admired companies for its employee satisfaction and customer loyalty.
  
• Jeff Bezos, Amazon’s founder, often speaks about the importance of trust in leadership. His approach involves empowering teams to innovate independently, with a focus on long-term goals and customer satisfaction.
  
• Warren Buffett: Known for his hands-off leadership style, Buffett places significant trust in the leaders of Berkshire Hathaway’s subsidiaries, allowing them to operate independently. This autonomy has fueled the success of his conglomerate.
  
• Satya Nadella of Microsoft: Nadella transformed Microsoft’s culture by empowering teams and prioritizing collaboration. Under his leadership, the company has thrived, regaining its reputation as a hub of innovation.

Conclusion

The Autopilot Leadership Model, anchored in trust and inspired by Lao Zi’s wisdom, represents a paradigm shift in leadership. By cultivating trust and embracing the role of the invisible leader, organizations can achieve sustainable success, elevate employee happiness, and build enduring customer loyalty. The power of trust is not just a management tool – it’s a transformative force that shapes the very fabric of thriving organizations.

Read more:
The Autopilot Leadership Model – Sammy Lee
Leading from behind – Harvard Business Review
Dao de jing – Way power book – translation by Sanderson Becks (Leaders, 17)

The post The power of Trust: Pioneering the Autopilot Leadership Model™ appeared first on Happiness Capital.

In today’s fast-paced, high-stakes business environment, leaders often find themselves operating on “autopilot” – juggling endless tasks, driving outcomes, and striving to meet ever-increasing expectations. But what if being on autopilot wasn’t a default reaction to stress, but instead a deliberate leadership framework designed for clarity, efficiency, and impact?

The Autopilot Leadership Model, created by Sammy Lee, Executive Chairman of Lee Kum Kee Group, and developed through the Autopilot Leadership Lab (ALLab) since 2016, seamlessly integrates traditional Eastern wisdom with modern Western management practices. This innovative framework equips leaders to achieve a balance between control and delegation, enabling teams to operate autonomously while leaders focus on strategic growth.

Inspired by Lao Zi’s Dao De Jing and the concept of the “Invisible Leader,” the model emphasizes clarity, direction, and minimal intervention. By empowering employees to make decisions, it unlocks their potential, boosts efficiency, and fosters a harmonious workplace. This not only elevates the “Happiness Index” but also ensures business sustainability and long-term success.

Sammy Lee developed this model from his leadership experiences and insights into common challenges faced by leaders. His pragmatic approach combines structure with flexibility, empowering leaders to navigate today’s fast-paced and complex environments with confidence and impact.

The Autopilot Leadership Model embraces the idea that when systems, teams, and leaders are aligned, the mechanics of great leadership can flow seamlessly. At its core lies a principle that’s often overlooked or reduced to a buzzword: Happiness.

Happiness in leadership isn’t about fleeting moments of joy or superficial perks. It’s about cultivating an environment where people thrive, purpose aligns with action, and long-term success is fueled by well-being. Leaders who prioritize happiness as a strategic driver see its impact ripple through every aspect of their organizations – boosting creativity, productivity, and resilience.

The Autopilot Leadership Model recognizes that happiness isn’t an accident – it’s a mindset, a practice, and a measurable element of organizational health. And when leaders embed happiness into their leadership style, they unlock the full potential of their teams and themselves.

Why settle for reactive leadership when you can lead with purpose and joy?

Let’s explore how the Autopilot Leadership Model can help you build a happier, high-performing organization.

The Autopilot Leadership Model: The key to a happier workplace – and a happier world

What Is the Autopilot Leadership Model?

The Autopilot Leadership Model is a framework that enables leaders to create systems, processes, and cultures that function seamlessly and allow teams to thrive. Far from being a hands-off or passive approach, it is a deliberate way to lead with clarity, purpose, and balance. The model operates on three foundational pillars:

1. Alignment – Ensuring that individuals, teams, and the organization share a clear sense of purpose and direction.
   
2. Empowerment – Trusting and equipping teams to take ownership of their work and flourish independently.
   
3. Sustainability – Prioritizing well-being to create a positive, enduring workplace culture.

Together, these pillars foster an environment where happiness can flourish – an environment where people feel motivated, valued, and connected.

How the Autopilot Model drives happiness

1. Alignment creates meaningful work
   When people understand how their roles contribute to larger goals, their work becomes meaningful. Clarity of purpose fosters pride and satisfaction, which are key drivers of happiness.
   
   Example: Teams aligned with a clear mission are more likely to feel connected to their work, reducing stress and increasing fulfillment.
   
   
2. Empowerment builds confidence and trust
   Empowered teams feel trusted and capable. By delegating responsibility and supporting autonomy, leaders allow individuals to grow, innovate, and take ownership of their success.
   
   Example: When employees have the freedom to make decisions and contribute creatively, they experience higher job satisfaction and a greater sense of achievement.
   
   
3. Sustainability supports well-being
   Happiness thrives in environments that prioritize balance and resilience. Leaders who actively foster a sustainable workplace – by valuing mental health, promoting work-life balance, and celebrating success – cultivate teams that are energized and engaged.
   
   Example: Recognizing and celebrating team wins fosters positivity, while encouraging breaks and flexibility reduces burnout.

The ripple effect: From workplace to world

A happier workplace doesn’t just benefit the people within it – it ripples outward. When employees experience fulfillment and joy at work, they carry that energy into their communities and personal lives, influencing those around them. By adopting the Autopilot Leadership Model, leaders aren’t just creating better workplaces – they’re contributing to a better world.

Consider the impact:

• Happier teams → Greater collaboration: Positive workplaces foster stronger relationships and open communication.
  
  
• Happier teams → Higher innovation: Teams that feel supported are more willing to take risks and think creatively.
  
  
• Happier teams → Happier communities: Employees who feel good at work spread positivity beyond the office, enriching their personal relationships and communities.

The happiness multiplier effect

The Autopilot Leadership Model makes happiness a sustainable, scalable outcome by embedding it into the organization’s DNA. With aligned goals, empowered individuals, and a focus on well-being, happiness becomes a natural byproduct of day-to-day operations.

This creates a happiness multiplier effect:

• Teams thrive, perform better, and feel valued.
• Leaders experience less stress and greater satisfaction.
• Organizations attract and retain top talent, building momentum for long-term success.

Why happiness matters in leadership

Happiness is often seen as a “nice-to-have” in business, but it’s actually a key driver of success. Research consistently shows that happy employees are:

• 12% more productive,
• 3 times more creative, and
• 87% less likely to leave their jobs.

In the Autopilot Leadership Model, happiness isn’t an afterthought – it’s a measurable, intentional goal. By focusing on happiness, leaders:

• Enhance team resilience and adaptability.
• Reduce turnover and create lasting loyalty.
• Drive innovation and continuous improvement.

Co-creating a happier world

The Autopilot Leadership Model recognizes that happiness isn’t just the responsibility of individuals – it’s a shared effort between leaders and their teams. By co-creating environments where happiness can thrive, leaders inspire their teams to reach new heights while contributing to a larger movement toward well-being in society.

What happens when more organizations embrace this approach?

We begin to shift workplace cultures, making happiness a priority in business and beyond. Leaders who adopt the Autopilot Model are helping to build a world where success and well-being go hand in hand, and where people can flourish both professionally and personally.

Take the first step toward Happier leadership

The Autopilot Leadership Model offers a roadmap for leaders who want to make happiness the cornerstone of their strategy. By fostering alignment, empowerment, and sustainability, you’re not just leading more effectively – you’re building a legacy of joy, purpose, and connection.

Let’s work together to create happier workplaces, one team at a time – and, in doing so, a happier world.

Read more:
The Autopilot Leadership Model – Sammy Lee

The post Introduction to the Autopilot Leadership Model™ (Part 1) appeared first on Happiness Capital.

About the Financial Services Development Council (FSDC)

The FSDC plays a pivotal role in driving the growth and global positioning of Hong Kong as a premier international financial hub. Its six committees – Policy Research, Mainland Opportunities, New Business, Market Development, Human Capital, and Corporate Governance – provide strategic guidance to the Council.

The Chairman of the FSDC, Mr. Laurence Li, SC, stated: “I extend a warm welcome to the new and existing members joining the FSDC. As eminent leaders in the financial services industry, their professional insights and expertise will contribute significantly to our initiatives. Together, we aim to shape the future of our financial industry.”

The FSDC remains committed to advancing the financial services sector through enhanced expertise, innovative solutions, and collaborative efforts across the industry.

Eric Ng: A Visionary Leader in Innovation and Entrepreneurship

Eric Ng is a seasoned entrepreneur and business leader with a remarkable track record of fostering innovation and driving growth. As the CEO of Happiness Capital, Eric leverages his extensive experience to invest in and mentor startups that create meaningful solutions to make the world a happier place.

Before leading Happiness Capital, Eric co-founded several successful ventures, including:

• Agenda, Asia’s largest digital agency network with a significant presence in China, which was acquired by WPP in 2008.
  
• An AI and internet technology startup in the mid-1990s, focusing on insurance and healthcare, later acquired by a major US managed care group.

Eric has also held influential roles, including Chief Client Officer at Wunderman Asia Pacific and Director of e-Business at Cap Gemini US, where he guided Fortune 500 companies in digital transformation strategies.

His early career began in academia, where he worked as a research scientist at University College London in the late 1980s, focusing on applying AI to healthcare as part of a European Union initiative.

Happiness Capital’s Commitment to Innovation

At Happiness Capital, we believe in the transformative power of innovation to drive progress and happiness. Eric’s reappointment to the FSDC reflects our commitment to contributing to the broader financial and entrepreneurial ecosystem. His insights and leadership will continue to influence policies that empower startups and businesses to thrive in an increasingly competitive global market.

Looking Ahead

As Eric embarks on his second term, we are confident that his expertise will contribute meaningfully to the FSDC’s mission of fortifying Hong Kong’s position as a global financial leader. This reappointment underscores Eric’s dedication to fostering innovation, nurturing talent, and driving impactful change in both the financial and entrepreneurial sectors.

Congratulations to Eric on this well-deserved recognition!

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Taste, Texture, and Sustainability
Project Eaden’s groundbreaking technology, inspired by the textile industry, tackles one of the biggest barriers to widespread adoption of plant-based meat: texture. By replicating the look, taste, and chew of traditional meat, Project Eaden’s products are so realistic that even skeptics are impressed.

Milestones and What’s Next

• €15M Series A Funding Secured: Project Eaden is gearing up to launch its first product, a plant-based ham, in REWE Germany and Billa Austria stores starting mid-2025.
  
• Massive Impact Potential: Every kilogram of Project Eaden’s meat alternative reduces greenhouse gas emissions by up to 20 kg CO₂-eq, water usage by up to 56 m³, and land use by 20 m².
  
• Scalable and Versatile Technology: With applications across multiple meat types, Project Eaden’s technology is positioned to disrupt the €2B German ham market and beyond.

A Vision for a sustainable future

As climate change accelerates, shifting to sustainable food systems has never been more urgent. Project Eaden envisions a world where consumers can enjoy delicious, nutritious, and affordable meat alternatives without compromising on taste or planetary health.

“We’re proud to partner with Project Eaden in their mission to transform the food industry,” said Eric Ng, Managing Director of Happiness Capital. “Together, we can drive meaningful change by offering consumers irresistible, sustainable choices that contribute to a healthier planet.”

Congratulations to the Project Eaden team and their impressive investors, including REWE, Planet A Ventures, DTCF | DeepTech & Climate Fonds, Creandum, AgriFoodTech Venture Alliance, and FoodLabs. We’re excited to embark on this journey to decarbonize the food sector and bring this revolutionary product to consumers worldwide.

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Opening February 10, 2025, this inaugural agrifood exhibition in London will explore the pivotal role innovation plays in reshaping food production. With a focus on addressing ecological priorities and fostering healthier societies, this six-month showcase envisions a sustainable future for food systems.

By highlighting how innovation bridges human and planetary health, the exhibition aims to inspire action and optimism for a resilient, sustainable future.

Venue: Fabrica X, 36-40 York Way, King’s Cross, London, N1 9AB
Dates: 10th February – 31st July 2025
Hours: Mon – Fri | 9am – 6pm

Follow @fabricax_london on IG for updates on the 12 groundbreaking exhibitors!

Additionally, on February 12, our founders will participate in an exclusive investor showcase (private event), delivering two-minute pitches followed by Q&A sessions. This event is designed to foster valuable connections and catalyze investment opportunities in the agrifood innovation space.

We’re proud to see these visionary founders driving positive change—join us in celebrating their achievements!

Full Exhibitor list:

Morrow – coffee without coffee beans crafted from sustainable, locally grown and up-cycled ingredients.

CH4 Global – animal feed supplement using seaweed that reduces enteric methane emissions from cattle.

Supplant – upcycling agricultural side streams into flours and sugar.

Nukoko – cocoa-free chocolate from fava beans.

Microharvest – sustainable protein ingredients from natural microorganisms that are nutritious and cruelty-free.

Better Dairy – developing dairy alternative products that are 100% animal-free.

MadeSweetly – harnessing the DNA of sweet proteins found naturally in berries to produce sustainable alternatives to sugar.

Avalo – leveraging AI to identify genetic basis of complex crop traits and supercharge crop breeding for resilience, nutrition, and productivity.

Green Spot Technologies – transforms plant side streams into nutritious & affordable fermented and upcycled flours through the action of good microorganisms.

CroBio – a soil regeneration company using biotechnology to prevent crop loss from drought conditions. 

NovoNutrients – captures and feeds carbon dioxide to special microbes to create Novotein, a versatile alternative to both plant and animal proteins for people, pets and fish.

Kyomei – molecular farming and biotechnology company tackling fundamental food industry challenges by producing hard to procure natural and animal-identical specialty food ingredients entirely in plants.

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The article dives into the essentials of plant-based eating, from multivitamins to dairy-free cheeses, and of course, meat alternatives. Redefine Meat stood out for its ability to emulate the complex textures and flavours of animal meat, making it a versatile addition to countless dishes.

The article dives into the essentials of plant-based eating, from multivitamins to dairy-free cheeses, and of course, meat alternatives. Redefine Meat stood out for its ability to emulate the complex textures and flavours of animal meat, making it a versatile addition to countless dishes.

As Veganuary kicks off, it’s the perfect time to explore how new-meat can transform your meals into delicious, planet-friendly dishes that don’t compromise on quality.

For more details, check out the full feature in The Guardian here: https://bit.ly/40k6bV6

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At Happiness Capital, we view happiness as the foundation of a brighter tomorrow. Our investment approach integrates well-being at its core, fostering sustainable growth and social impact. We seek out startups and organizations that are creating meaningful change in four key sectors: Sustainable Food, Health, Environment, and Trust. By investing in these areas, we aim to build a healthier, happier world that benefits future generations while delivering long-term financial returns.

To start 2025 on a high note, we’re focusing on our healthtech investments. These companies are developing groundbreaking solutions to tackle physical and mental health challenges, significantly improving quality of life for people worldwide:

MedTech

Imaging –

• Nanox is democratizing access to medical imaging technology, enabling earlier diagnoses in underserved communities and improving healthcare accessibility.

Surgery –

• InsightTec is pioneering non-invasive surgery techniques, reducing recovery times and offering patients a safer, more effective alternative to traditional surgical methods.

Oncology –

• Alpha Tau is developing targeted cancer therapies to offer patients more effective treatment options, improving outcomes with minimal side effects.

Drug Development –

• MigVax is developing zoonotic vaccines to prevent disease spread, enhancing both human and animal health.

HealthTech

Fertility/Reproduction –

• Microgenesis is transforming fertility treatment with a non-invasive, affordable approach that addresses underlying inflammation, a major cause of infertility. Their personalized treatment plans, backed by microRNA technology, have helped over 700 women, with nearly 500 babies born, offering an effective and cost-efficient alternative to IVF.

Mental Health & Wellbeing –

• PYM provides natural supplements for mental health, helping to enhance mood and support emotional well-being in a stigma-free, accessible way.
  
• Intuition Robotics uses AI to combat loneliness among seniors, supporting mental well-being and promoting social inclusion.

Predictive Analytics –

• Senseer is a developer of a data driven and cloud based digital health platform to unlock enterprise-level business intelligence and predictive analytics for the healthcare industry.

BioTech

Cell Therapy –

• CellRev is advancing cell-based therapies and drug manufacturing with an innovative platform that improves scalability and efficiency, making life-saving treatments more accessible and cost-effective.

Protein Engineering –

• XiasBio is revolutionizing protein design with a breakthrough platform that creates customizable, animal-free proteins for the beauty and consumer goods industries, enhancing product efficacy and sustainability.

Pharmaceuticals –

• SaNOtize is tackling infectious diseases with nitric oxide-based solutions, playing a vital role in controlling public health crises.

These investments reflect our commitment to fostering a healthier, happier society. At Happiness Capital, we support companies that place well-being at the heart of their mission. Together with our partners and portfolio companies, we are building a legacy of shared success that benefits both people and the planet for generations to come.

The post Investing in impact: How Happiness Capital is creating a happier, healthier future appeared first on Happiness Capital.