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A Practitioner’s View of PCS

Benefits of PCS – Stephens Edwards is a Leadership Development Coach and licensed PCS Practitioner. 

Now based in the Czech Republic, Stephen is a huge advocate of the Performance Climate System, and uses it with his clients to allow teams to analyse the factors impacting their overall performance and to assist them in creating action plans to operate better. 

Stephen took a few moments to tell us about his experience with PCS.

What first attracted you to the Performance Climate System?

PCS was recommended to me by a trusted colleague and friend, whose opinion I value highly.  I specifically travelled to London to attend the practitioner training and meet Gordon.

How does this compare to other tools you’ve used in the past?

Having not long ago come out of a thirty five year spell in the corporate world, I found it to be so much more comprehensive than anything that had been presented to me previously. In spite of working for an organisation with a professional human resources department, nothing of this ilk had been utilised. On reflection I could see that whilst coverage of teams was included in the assessment and other processes that we used, they had covered, at best, little more than what I term the usual “Roles n Goals”.

By showing that whilst these ‘traditional’ elements, along with processes, are of course important, they are far from being all that contributes to a team performing at its best.  PCS shines a light on facets that many people simply never consider. 

How was the training you received?

The training day was excellent. I personally found it engaging right from the outset and the time flew by. My only complaint is that I could have easily stayed longer to delve in even deeper! The materials presented are clear and a valuable reference resource to recall when making initial presentations to potential clients. The online support material is also extremely useful.  Given the continuous encouragement to reach out with any questions or concerns, training and support is most definitely ongoing.

How can you see this fitting in to your current service offering?

As mentioned I have come from the corporate workplace, specifically from manufacturing and precision measurement. Modern production facilities and their support resources are very heavily team based structures, with all the benefits and drawbacks that this brings.  I have personally witnessed managers and supervisors struggle to identify why teams are not working as they believe they should. I very genuinely believe that this tool and the supporting work that follows on from it, can be a real-world benefit to organisations of this type.

PCS is a tool that actually delivers a current “snap shot” to be used as a foundation to build an action plan on. The effectiveness of this plan is then measured again as time progresses, changes are monitored and processes evolved. It is something tangible that clients can ‘hang their hat on’.  When dealing with people from a technical background, they often need quantitive, empirical output from any tools.  Whilst this is not always easy when dealing with people, I see PCS as offering them that base. In showing that a team’s performance is made up of more than just the Goals, Roles and Processes then we can also allow them to monitor more of the uncertainties that significantly influence the team’s ‘score’. 

Would you recommend PCS to other development or change consultants?

I already have and shall continue to do so!

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