Introducing Our Master Practitioner Qualification

At PCS, we are passionate about the concept of climate and how it affects teams. We believe strongly in the notion of continuous or lifelong learning. Consequently, we are always learning more about the notion of climate, utilising the datasets that we gather continuously from around the world, across a broad range of industries.

We’ve listened to our Practitioners who also have a desire to continue learning from us. In response to demand from our Practitioners, we have created the new qualification of Master Practitioner.

What is the Master Practitioner qualification?

The qualification of PCS Master Practitioner is the next level up from that of PCS Practitioner. It demonstrates a deeper level of knowledge of PCS and the wider Performance Climate System. The Master Practitioner qualification will provide you with:

  • A richer understanding of the logic and research behind the concept of climate and its impact on team performance
  • Additional in-depth coaching and training
  • Marketing and selling skills training to help you develop your own network.

Once qualified, there are many new opportunities for the Master Practitioner:

  • Earn fees for delivering face-to-face PCS Practitioner training
  • Coach new PCS Practitioners post-accreditation
  • Earn commission for introducing new PCS Practitioners completing e-learning
  • Free 1:1 peer review sessions with a PCS Master trainer
  • Co-branded thought leadership ideas publicised on PCS website and social media channels
  • Exclusive access to new PCS content and Beta software features ahead of other PCS Practitioners
  • Contribute your ideas to help shape PCS design and development activity.

Meet Our First Master Practitioner – Becci Clarke

We are proud to introduce the first of our new Master Practitioners – Becci Clarke from Steps Co in Australia. Becci says:

I introduced PCS to Australia in 2018, via Steps Co, as part of our organisational development practice where our aim is to foster more effective, healthier organisations by focusing on the people that work there – how they connect and interact. We are already seeing huge value for our clients in understanding more about the climate and performance of their teams.

As the spearhead of PCS growth in Australia, Steps Co is now able to provide a fully managed service on Australian soil that includes administrative management and advice, first line technical assistance, and coaching support to practitioners. Achieving this next level of professional accreditation enables us to deliver the whole range of PCS benefits – to fully support other professionals operating in this space as well as our clients and their teams.

I really believe in the power of the methodology that has been honed over so many years, informed by such a vast range of experiences. I have a huge passion for how people interact and PCS enables me to bring some more depth and rigour to my coaching and consulting activities. In particular, finding a really meaningful way to measure human value in an organisation alongside the more traditional $$ of profit and efficiency fascinates me.

I was drawn to the concept of becoming a Master Practitioner by the opportunity to get more involved with helping PCS grow, contributing to its intellectual development, and helping expand its reach. I love the coaching and mentoring side of my work, so I was also inspired by the concept of supporting other coaches, facilitators and consultants to become PCS practitioners.

I have thoroughly enjoyed the process of becoming a Master Practitioner and I have learned so much. The PCS team has welcomed my questions and challenges with smiles and patience and we have developed a really positive “climate” of openness, trust and continuous learning. I am excited to begin the next phase of our journey – leading the growth of PCS across Australia, and wherever else the opportunities take us!

If you would like to learn more about the Master Practitioner concept, please contact us at

If you would like to learn more about PCS in Australia, please contact Becci at

Zac's Challenges:

Zac’s tech business is growing rapidly. He’s gone from being a developer with a good idea to now overseeing an ever-expanding team. Zac knows that in order for the business to grow successfully, it needs to stay true to its founding values and his staff need to feel valued and engaged. Zac wants to understand if he and his team are on the same page and he needs to do it quickly and cost effectively.

Zac's PCS Solution

Zac decides to use PCS Lite to get a quick temperature check of how his team are performing and what they think about the business. The PCS Lite report quickly surfaces the fact that his team have lost sight of the organisation’s purpose and goals. Zac realises that he needs to improve his on-boarding processes and help orientate the new team members better in the company culture and vision. 6 months later, Zac uses PCS Lite to check his new onboarding process is working; concludes that the growing team are much better aligned to his vision and are generally operating in a more positive working environment.

Annabel's Challenges:

It’s Annabel’s job to help the Partners in the firm manage their clients and ensure they’re consistently adding value. Recently, Annabel has been asked by one of the Partners to find a tool or framework that the consultants can use to benchmark new clients looking for team and leadership improvement programmes. It needs to be cost-effective, established and reputable and able to be branded with the firm’s own logo.

Annabel's PCS Solution

Annabel recommends PCS Pro to the Senior Partners as it provides an objective measurement of team and leadership climate against which the consultants can build performance improvement programmes. PCS has a good track record, academic validation, excellent training and customer service, so she’s confident that it’s the right tool for the firm’s consultants to use.

Sarah's Challenges:

Sarah has to keep across the multiple training and development needs in the organisation and do it within a tight budget. Recently, Sarah’s been asked to design a L&D programme that improves the staff retention rate and helps staff feel more engaged with the changes happening in the organisation, not least the shift to more flexible working.

Sarah's PCS Solution

Sarah uses PCS to measure how different teams across the organisation are performing and look at any patterns which suggest the need for organisation-wide, leader or team training. Sarah notices that all teams and leaders have a low climate score in the Processes segment. Sarah knows that allocating budget in this area will improve performance. She works with the Senior Management Team to review the organisation’s processes as they transition to more flexible working and designs a training programme to support staff in the transition. She’s helped staff to feel supported, acknowledged and engaged which ultimately drives performance. 

Jim's Challenges:

Jim’s client has a team that’s not performing as well other teams in the organisation. The team has a high staff turnover, sickness and the lack of cohesion is impacting the team’s wellbeing and performance. Jim needs to get to the bottom of why this is happening and design effective coaching interventions which can generate tangible results for his client.

Jim's PCS Solution

Jim uses PCS Pro to measure / benchmark how the team and leader are performing across the 6 segments critical to team performance – Goals, Roles, Processes, Adaptability, Connection and Resilience. He can immediately see the disparity in Goals, Processes and Connection between the leader’s perception and those of her team. He uses this information to build a coaching programme designed align team and leader. After 6 months, the team seems to be more settled and productive. Jim remeasures using PCS Pro – the results show the client the effectiveness of his coaching intervention.