About Us

Tim Birdsall is skills trainer that specilalises in leadershership, sales and rhetoric, and has played just about every role in the LDC spectrum over the last 10 years for IBM, Henkel, Lilly and others.

Tim’s primary role is ensuring that the learning effect, (or “splash”) is as widely felt as possible, by all the clients who are affected by the DC process.

Tim also builds the roleplays and creates/adpats the instruments that are used.

Olga Andrianova is a professional certificated trainer EN ISO 17024. She has thorough knowledge of adult learning theory (including e-learning and blended learning), and a deep passion for developing the content of the training modules and for facilitating groups. Her trainings relate to process introduction and leadership skills such as planning, feedback, motivation managing performance, intercultural issues and gender mainstreaming.

Her responsibilities are developing the content of the training modules for LDC, curriculum design and training material preparation. Olga speaks English, German and Polish. Russian is her mothertong.

Sabine Kainz is an external consultant from HaC, Human Asset Consulting, and brings 10 years of Assessment Center and Development center experience to the Leadership DC team, having run LDC programmes for IBM, A1 (Austrian mobile phone operator) among others.

Sabine has overall responsibility for timetabling, logistics, role definition and the reporting processes.

Marcus Pietrzak is our researcher, academic, and Marcus’s thesis “the Benefits of the DC for the Observer” have to a certain extent acted as the reason we decided to house our capabilities under 1 roof, as the ideas expounded in his work are ideas that we have been able to validate and prove in the seminar room.

Marcus has over 6 years experience of running LDCs within IBM. Marcus has overall responsibility for programme quality and adherence to learning principles.

Herve Henry is a headhunter.  His organisation; called Snapshot,  does top level search and placement for the banking and finance industry, and his capabilities have allowed us to build a pragmatic system of competency definition into the LDC package which allows companies who have not done their competency work to still benefit from the LDC to its fullest extent.

Based on the snapshot results, we have begun a piece of research into what we are terming “rolling competencies” – the principle that competency sets are more useful if fresh, and linked to a set of people rather than a company profile.