Celebrating our 200th PCS Practitioner

When Covid-19 hit, we noticed an interesting pattern start to emerge. People had more time to invest in training and professional development. We’ve seen a definite uptick in coaches and consultants applying for our e-learning course to become accredited PCS Practitioners. Just last week, Michael Castle, Executive Director of Leadership for Life, became the 200th person to successfully complete the training. With a passion for supporting people and organisations to release and realise their potential, we asked Michael about his plans for using PCS and how he found the e-learning experience. 

Leadership for Life is a bespoke leadership and workforce development consultancy focusing on organisational performance, people, culture and climate. They support clients to nurture individual leadership behaviours that inspire achievement, qualities that build trust and transferable skills that support sustainability and growth.  

One of their challenges is the ability to present tangible data demonstrating the disconnect in organisations between people, leaders and teams, and how it impacts on climate and ultimately performance. Michael explains, “While there maybe varying degrees of complexity underlying this, the relationship between leaders and teams is the one factor that makes a significant difference.” It became apparent to Michael that the PCS tool, with its focus on measuring team and leadership performance, could be the answer. He continues, “It was a simple decision to make – Performance Climate System is aligned exactly with that we want to achieve for our clients. It adds significant value, credibility and confidence for our clients as it is based on well-researched, tested and validated principles and practices.”

PCS enables coaches and consultants to measure team and leadership performance across 6 key segments: Goals, Roles, Processes, Adaptability, Connection and Resilience. The online surveys gather both quantitative and qualitative data giving powerful insights into team and leadership performance and providing a clear framework around which to build robust and effective coaching interventions.

Chris Milliner, Director, PCS, echoes Michael’s reasoning, “As Learning & Development budgets begin to come back on stream, organisations are understandably looking to future proof their workforces – streamlining them, building in resilience and adaptability. It stands to reason that coaches and consultants who can offer clients tangible, data driven outcomes, will put themselves head and shoulders about their peers.”

The process to become an accredited PCS Practitioner is facilitated online through a series of e-learning modules designed to familiarise learners with the theory, the tool and how to interpret the rich data within it.  Having completed the training in just 4 hours, Michael comments, “The course was well structured and supported with various resources, including articles, case studies and practice reports to ensure a minimum baseline of knowledge and understanding is achieved, prior to joining the PCS Practitioner community.  Overall it was a positive learning experience that provided a good grounding in the use of the PCS tool.”

Now at two hundred strong, the PCS Practitioner community is growing quickly with recently accredited coaches and consultants in the UK, Australia and the US. Chris explains, “We’re very proud of our growing international community of PCS Practitioners.  We’re passionate about creating a supportive environment for anyone involved in using PCS. We routinely provide a mix of CPD webinars, newsletters, thought leadership articles as well as providing opportunities for Practitioners to connect with each other.” 

If you would like to find out more about becoming a PCS accredited Practitioner, please visit our Practitioner page or contact us by emailing .

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.