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This meant that "natural services", as they were called by academics at the time, could be brought into accounting spreadsheets. At Kering, Zeitz introduced environmental profit and loss accounting to all companies, including Gucci, Yves Saint Laurent, McQueen and Balenciaga, and at the same time he pushed through sustainability standards in supply chains that set the group apart from its competitors.

While he was with the company, its share price rose per cent. They are pushing the idea of "business as a force for good" — the group was thanked by then British Prime Minister David Cameron for pressing the Paris climate conference to adopt the first ever legally binding climate change deal, under which countries committed to limit the increase in global average temperature to 1.

Two hundred companies are currently working with The B Team, and some, including Unilever and Brazil's Natura, have opened up their ownership structures as a result of the campaign.

Levatich characterises Zeitz as both inspirational and practical. When Zeitz introduced his environmental profit and loss accounting to Harley-Davidson, he says, it was a crucial moment.

Z eitz was born in Mannheim, Germany, in , to a gynaecologist father and dentist mother. His parents had strong values; he remembers his father almost being fired when he insisted on introducing mammography at his hospital when the Christian medical authorities objected.

Zeitz grew up a time when the Green Party and the anti-nuclear movement were enjoying strong support in Germany, and that, together with the time he spent at the family's lodge in the Odenwald forest, planted the seed of his interest in environmentalism.

He says he was a "pretty regular" kid, though, into American football and westerns, and interested in becoming a doctor.

It was only when he enrolled on a business course to fill in time before starting medical school that he developed an interest in commerce.

After an early job with Colgate-Palmolive, he was headhunted to work on Puma's marketing. I worked with three CEOs in two and a half years, and there was no marketing department.

I had to build it up, and when I produced a marketing plan they looked at me as if I was from another planet.

Zeitz has been characterised as impatient and demanding unrealistic standards at Kering, he was known as the "sustainability Taliban" , and has learned that good ideas can easily founder on the reality of supply chains.

Fourteen years ago, he decided to put his ideas into practice by starting his own business — Segera, a 50,acre luxury holiday retreat on the Laikipia plateau in Kenya's central highlands.

Kenya was where Zeitz found his mission. It wasn't all he had hoped for; he remembers being taken to see a lion and finding there 30 other minibuses full of people looking at it.

He saw the negative environmental impacts of business and mass tourism, and felt his perspective changing.

In the evening, he watched footage of the fall of the Berlin Wall back in Germany, but he felt more of a connection to his present surroundings.

He now spends about three months of the year at Segera, living in a bungalow in the central area. When he took it over, Segera was a cattle ranch that had been run down by a previous owner, who went bankrupt.

Its soil fertility had been reduced by overgrazing, there was little relationship with local communities, and illegal poaching of wildlife for meat and fur was common; in his first year there, Zeitz would find the bodies of giraffe, buffalo and elephant that had been shot and trapped.

At the time he set up Segera, he also created his philanthropic Zeitz Foundation. He and Segera manager Benaiah Odhiambo set to work creating a business framework by making baseline studies of the community and the environment, and talking to zoologists, conservationists and local people with knowledge of the land.

He brainstormed the "4C" concept of conservation, community, culture and commerce. You need culture because cultural shifts help to transform people's mindsets.

Commerce is the driver of everything because you can't run something on philanthropy forever. Using the 4C plan as a framework, Zeitz and Odhiambo developed five-year goals.

The land has been rewilded and is again home to giraffes, elephants, impala and other game, and local people graze their animals on the land on a rotational basis.

The complex employs people, and has opened up access to markets for other businesses such as bead-makers and food producers.

The Zeitz Foundation has also collaborated with aid agencies to build local "climate-smart" schools; these have roofs designed to drain rain runoff into tanks, where it can be filtered to make clean drinking water.

One of the most interesting initiatives is an anti-poaching unit staffed entirely by local women. Zeitz has launched other projects in Africa: the Zeitz Collection of contemporary art from Africa and its diaspora; the Zeitz Museum of Contemporary Art Africa, a complex of galleries in a s granary in Cape Town converted by Thomas Heatherwick, which houses work from both its own and Zeitz's collections: and The Long Run, which rates sustainable tourism projects according to the four Cs.

A great deal of Zeitz's work now involves supporting businesses who have realised they need to transform, but lack the confidence to proceed.

Jean Oelwang, a senior B Team partner and president of Virgin Unite, the Virgin Group's entrepreneurial foundation, says leadership is the single most important commodity for The B Team; it was set up, she says, "partly because when the founders started to think about the need for change, they saw that leadership was what was scarce".

Business leadership works differently during a transformation, because, Zeitz says, bosses are less able to rely on practices that previously insulated them from criticism.

He points to market research. Nowadays you need to think more about using a product to create a new demand, not satisfy an existing one.

That's what he did at Puma, where the research told him "to just give up, as the company had no future". It's easier now, he says, because VCs and private equity funds are more willing to back entrepreneurs, although there is also more pressure on CEOs, because they are increasingly required to act ethically as well as ensuring the health of the company.

Its leaders believe that organisations seeking to effect changes in society can do so only if people trust them, and people now tend to trust businesses more than politicians.

Oelwang points to to the Edelman Trust Barometer, an annual international survey by the US PR firm Edelman of 33, people and the degree of trust they have in various professions and institutions.

In recent years trust in politicians and public institutions has fallen, while faith in employers has remained strong; in , only one in five people felt the system was working for them, and 76 per cent felt CEOs should take the lead on change without waiting for government to impose it.

That, says Oelwang, is why actions taken by business can sometimes achieve greater social change than that taken by politicians. One might ask, for example, if the Harley-Davidson testers who took to the electric bike would have been as ready to embrace a government initiative encouraging people to adopt cleaner engines.

Perhaps this faith in business is likely to increase, because younger demographics tend to be more jaded about mainstream politics, and have higher expectations of CEOs when it comes to ethical decision-making.

For The B Team, environmental and social sustainability have to go hand in hand, and much of its work is based on improving the way workplaces function.

Its Percent People project, for example, saw companies, including Unilever, Zappos and Natura, sign up to a rolling series of experiments in HR practices, geared towards improving equality, respect, growth and a sense of purpose among workers.

These businesses carried out experiments and then pooled their results in order to share their findings. Staff stress levels lowered from 45 per cent pre-trial to 38 per cent post-trial and satisfaction with work-life balance increased 54 per cent to 78 per cent.

By , the four-day week was on the agenda at the World Economic Forum in Davos. In the US, Greyston pioneered a programme of "radical inclusion", which meant people were employed without having to show a CV or have any background checks done, and the HR department partnered with employees to remove obstacles around issues such as childcare or safe housing.

Greyston branded the idea as "open hiring", and is committed to supporting other companies curious about the approach.

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