Coaching is a collaborative and structured process that helps individuals and organisations clarify their goals, examine challenges, evaluate possible actions and move forward with greater focus and accountability.

Unlike an approach that simply provides answers, coaching helps clients strengthen their own thinking, decision-making and ability to take responsibility for meaningful progress.

PSC coaching is primarily present- and future-focused. Sessions may examine previous experiences where they are relevant, but the emphasis remains on understanding the current situation and determining the most constructive way forward.

Hear directly from the International Coaching Federation (ICF) about what professional coaching is, how the coaching process works and the potential benefits of a coaching relationship.

People often engage a coach when they need greater clarity, an independent perspective or stronger accountability.

Business owners and leaders may be too close to an issue to view it objectively. Executives may be managing competing responsibilities, difficult decisions or leadership transitions. Individuals may feel stuck, uncertain or unable to translate their intentions into consistent action.

A coach provides a confidential space to examine the situation, challenge assumptions, identify priorities and develop practical next steps.

No. Coaching is not only for people facing difficulties.

Many capable and successful business owners, executives and professionals use coaching to strengthen their performance, prepare for larger responsibilities, make better decisions and avoid becoming limited by habits or assumptions that were effective at an earlier stage.

Coaching can be developmental, preventive or performance-focused. A client does not need to be experiencing a crisis before seeking support.

PSC works with clients including:

• SME owners and founders

• Managing Directors and General Managers

• Country Managers and business-unit leaders

• Sales and functional heads

• Executives transitioning into larger roles

• Management teams seeking stronger alignment

• Organisations supporting leadership development

• Professionals managing career transitions

• Individuals seeking greater clarity, confidence or personal effectiveness

The suitability of coaching depends less on a client’s job title and more on their willingness to reflect honestly, consider new perspectives and act on agreed priorities.

Depending on the purpose of the engagement, coaching may help clients develop:

• Greater clarity and focus

• Better decision-making

• Stronger prioritisation

• More consistent accountability

• Improved leadership effectiveness

• Greater confidence in difficult situations

• Better communication and relationships

• Stronger personal awareness

• More purposeful action

• Greater alignment between professional and personal priorities

The specific benefits will vary according to the client’s circumstances, objectives and commitment to the process.

Business performance coaching helps owners and leaders examine the issues affecting their business, clarify their priorities and take more disciplined action towards stronger performance.

The engagement may cover strategy, revenue, profitability, sales, operations, people, leadership, management accountability, owner dependence and execution.

The purpose is not to provide generic business advice. It is to help the client understand the wider situation, identify what deserves attention and make more informed choices.

PSC may support clients with challenges such as:

• Slowing or inconsistent business growth

• Unclear strategic priorities

• Weak execution and follow-through

• Revenue or profitability pressures

• Sales underperformance

• Management misalignment

• Poor delegation and accountability

• Excessive dependence on the business owner

• Recurring operational bottlenecks

• Leadership or organisational capability gaps

• Difficulty translating plans into measurable action

Where a matter requires specialist legal, financial, clinical, human-resource or other professional advice, PSC may recommend that the client consult an appropriately qualified professional.

PSC will not take over responsibility for the client’s business decisions.

We helps clients examine the situation, challenge assumptions, assess possible consequences and evaluate realistic options. Where appropriate, we may share relevant observations and perspectives from our coaches own commercial and leadership experience.

However, the client remains responsible for deciding what is appropriate for the business and for implementing the chosen actions.

A consultant is commonly engaged to analyse a specific issue and recommend or implement a solution.

A business coach helps the client examine the situation, strengthen their thinking, evaluate options and take ownership of decisions and actions.

PSC may incorporate practical business perspectives where relevant, but the coaching process is designed to strengthen the client’s judgement and capability rather than create dependence on an external adviser.

Some situations may benefit from both coaching and specialist consulting.

A mentor generally shares advice and lessons based on personal experience within a particular field or career path.

A coach uses structured questioning, reflection and accountability to help clients develop their own understanding and decisions.

Marcus may draw on his leadership and commercial experience where it adds value, but PSC’s approach remains centred on the client’s context, intended outcomes and responsibility for action.

Yes. Business coaching can be adapted for start-ups, developing businesses, established SMEs, family businesses and larger organisations.

The nature of the engagement depends on the business’s stage, complexity, resources and priorities. For a smaller business, the coaching may focus heavily on the owner’s decisions and responsibilities. In a larger organisation, it may involve management alignment, leadership effectiveness or strategy execution.

Yes. PSC may work with:

• An individual owner or founder

• A Managing Director or General Manager

• Selected management-team members

• The owner and management team together

• A functional or sales leadership team

Where several people are involved, the engagement will define the shared objectives, individual responsibilities and appropriate confidentiality boundaries before coaching begins.

Yes, where those issues are affecting the client’s leadership, decision-making, relationships or business performance.

Business owners and leaders do not operate separately from their personal circumstances. Stress, confidence, health, relationships and competing responsibilities can influence professional effectiveness.

PSC will help determine whether the matter can be addressed within the existing coaching engagement or would be better handled through a separate life-coaching or specialist-support pathway.

Sales Performance Coaching supports sales professionals, managers and leaders in examining the thinking, behaviours and decisions that influence sales effectiveness.

Depending on the client's role and objectives, coaching may address areas such as pipeline management, account development, conversion, stakeholder engagement, forecasting, negotiation, pricing, margin, sales leadership and commercial discipline.

Examples include:

• Inconsistent prospecting or pipeline development;

• Weak conversion;

• Difficulty engaging senior stakeholders;

• Negotiation challenges;

• Over-reliance on discounting;

• Account-development issues;

• Unreliable forecasting;

• Confidence in difficult sales situations;

• Sales-management effectiveness;

• Prioritisation;

• Commercial decision-making;

• Leading sales teams.

The coaching focus is determined according to the client's actual situation rather than following a standard sales script.

Sales training generally teaches knowledge, techniques, tools or processes.

Sales coaching focuses on how an individual thinks about and applies those capabilities in their own situation. For example, training may teach negotiation techniques, while coaching may help a salesperson understand why they repeatedly concede too quickly during real negotiations and what they want to do differently.

Training develops capability; coaching helps translate capability into more effective application.

Sales Performance Coaching may be suitable for:

• Individual sales professionals;

• Key account managers;

• Business development professionals;

• Sales managers;

• Heads of Sales;

• Commercial leaders;

• Business owners responsible for sales.

The focus and level of discussion will differ according to the participant's responsibilities.

Yes. Sales leadership coaching may focus on issues such as:

• Coaching the sales team;

• Forecasting discipline;

• Pipeline management;

• Performance conversations;

• Sales strategy execution;

• Account prioritisation;

• Margin discipline;

• Cross-functional alignment;

• Leadership effectiveness.

Team or organisational engagements are scoped separately from individual coaching.

PSC is primarily a coaching service, so the emphasis is on helping clients develop their own thinking and actions.

However, our principal coach also brings extensive sales and commercial experience. Where appropriate, and with the client's agreement, relevant perspectives, examples or observations may be shared.

When this occurs, it will be clearly distinguished from coaching so that the client retains ownership of their decisions.

Yes. Sales issues are sometimes symptoms of broader business issues involving positioning, pricing, strategy, capability, management or execution.

Where appropriate, coaching may therefore expand beyond an isolated sales issue into broader Business Performance Coaching.

If the issues appear sufficiently interconnected, ASCEND™ may also be considered.

Executive and leadership coaching supports leaders as they strengthen their effectiveness, prepare for greater responsibility and manage the demands of senior roles.

• Coaching areas may include:

• Executive decision-making

• Strategic and enterprise thinking

• Delegation and accountability

• Leadership communication

• Executive presence

• Stakeholder influence

• Cross-functional collaboration

• Difficult conversations

• Performance management

• Career and leadership transitions

• Resilience under pressure

The engagement is tailored to the leader’s role, organisation and intended development outcomes.

Executive coaching may be suitable for:

• Newly promoted leaders

• Senior managers preparing for broader responsibilities

• Functional heads transitioning into enterprise leadership

• Executives facing complex stakeholder challenges

• Leaders managing significant business change

• High-potential employees

• Country or business-unit leaders

• Senior professionals seeking greater leadership confidence and impact

Yes. PSC can work with HR, L&D, a line manager or another business sponsor to establish the objectives and structure of the engagement.

The coaching agreement should clarify:

• The intended development outcomes

• The roles of the participant and sponsor

• The duration and review process

• What information may be shared

• What remains confidential

The participant should understand and agree to these arrangements before coaching begins.

The content of individual coaching discussions remains confidential, subject to legal, ethical and safety limitations.

Where an organisation sponsors the engagement, PSC may provide agreed updates relating to attendance, participation, development objectives and broad progress. Private disclosures and detailed coaching conversations are not normally shared.

The reporting boundaries are discussed and agreed with the participant and sponsor at the beginning of the engagement.

Yes. Moving into a larger role often requires more than increased technical knowledge.

A newly promoted manager may need to:

• Delegate more effectively

• Lead former peers

• Manage performance

• Communicate expectations

• Think beyond their own function

• Balance short- and long-term priorities

• Influence senior stakeholders

• Achieve results through other people

Coaching can provide structured support while the leader develops and applies these capabilities in real workplace situations.

Yes. PSC provides corporate and team-coaching solutions for organisations seeking to strengthen leadership performance, team alignment, strategy execution and workplace application.

Possible engagements include:

• Executive coaching for nominated leaders

• Team alignment coaching

• Strategy execution coaching

• Sales leadership coaching

• Post-training implementation coaching

• Manager-as-coach development

• Leadership follow-through after ETI or ETBSS programmes

The scope is designed in consultation with the organisation’s business sponsor, HR or L&D representative.

Yes. Group coaching may be provided for participants who share a common development objective or organisational context.

Group coaching can help participants:

• Learn from different perspectives

• Strengthen peer accountability

• Apply concepts to real workplace challenges

• Develop common leadership practices

• Improve collaboration and alignment

Group coaching is different from individual coaching because confidentiality and participation are shared within the group. These expectations are explained before the engagement begins.

Yes. Training can create awareness and knowledge, but participants may struggle to apply the learning consistently once they return to everyday work demands.

PSC can provide post-training coaching to help participants:

• Identify workplace applications

• Translate learning into specific actions

• Address implementation obstacles

• Review behavioural changes

• Strengthen management support

• Maintain accountability

• Assess progress at 30, 60 and 90 days

This may be used after ETI, ETBSS or other relevant organisational programmes.

The process normally begins with a discussion involving the organisation’s business sponsor, HR or L&D representative.

PSC will seek to understand:

• The business context

• The participant profile

• The performance or capability need

• The intended outcomes

• The organisation’s expectations

• How progress will be reviewed

• The required confidentiality boundaries

The final engagement structure should balance the organisation’s objectives with the integrity and confidentiality of the coaching relationship.

Personal & Life Coaching can support individuals who want greater clarity or progress around areas such as:

• Personal priorities;

• Confidence;

• Transitions;

• Decision-making;

• Communication;

• Relationships and boundaries;

• Work-life priorities;

• Personal effectiveness;

• Career-related considerations;

• Meaningful goals.

The coaching focus is determined by the individual.

Life coaching is generally focused on present circumstances, desired outcomes, personal choices and future action.

Therapy or counselling may address mental-health conditions, psychological distress, trauma, emotional healing or clinical concerns. These services should be provided by appropriately qualified professionals.

Coaching is not a substitute for medical, psychological, psychiatric or clinical treatment. Where a client’s needs fall outside the scope of coaching, PSC may recommend seeking support from a suitably qualified professional.

Coaching may help clients examine communication patterns, expectations, personal boundaries and the choices available to them.

The process can support greater self-awareness and more constructive action. However, coaching does not diagnose or treat mental-health conditions, and it does not replace professional relationship counselling where specialist intervention is needed.

Yes. Professional and personal challenges often influence one another.

A client may be managing a career transition, leadership pressure, confidence concerns, relationship responsibilities or uncertainty about the next stage of life. PSC can structure the engagement around the most relevant combination of professional and personal priorities.

DRET™ is PSC's overarching Transformation Methodology:

Diagnose → Reflect → Experience → Thrive

It connects diagnosis, coaching, real-world application and progress review into a coherent development journey.

DRET™ is most relevant when the client requires deeper and sustained development rather than one isolated coaching conversation.

No. The level of methodology used depends on the client's needs.

A Focused Coaching client may use only RISE™.

A Performance+ client may use ASCEND™ and RISE™.

A deeper Transformation Coaching engagement may involve the full DRET™ journey, including ASCEND™, RISE™, real-world application and THRIVE™.

ASCEND™ helps determine what requires attention within the business.

RISE™ helps the client decide how to move forward through reflection, investigation, strategy and execution.

A client may begin with ASCEND™ to diagnose the wider business situation and then use RISE™ to structure the coaching and implementation process.

RISE™ is PSC’s structured coaching framework:

• Reflect on the current reality and intended outcome.

• Investigate the underlying causes, assumptions and barriers.

• Strategise practical options, priorities and actions.

• Execute with accountability, review and adjustment.

RISE™ can be used across business, executive, career and life-coaching engagements.

ASCEND™ is PSC’s structured business diagnostic system.

It helps business owners and leaders assess the current health of the business, identify potential underlying issues and determine the areas requiring the greatest attention.

Rather than viewing each problem in isolation, ASCEND™ considers how factors such as strategy, commercial performance, operations, people, leadership and execution may be connected.

Not always.

For a focused and clearly defined issue, an initial Strategy Session or shorter assessment may be sufficient.

ASCEND™ is more appropriate when:

• The issue is broad or unclear

• Several business problems appear to be connected

• The visible symptom may not be the underlying cause

• The business requires a structured health review

• The client needs help prioritising among competing issues

PSC will recommend the most suitable starting point after understanding the situation.

ASCEND™ is most useful when a business or leadership challenge appears broader than one clearly defined issue, or when several symptoms may be connected.

For example, a client may be experiencing slowing growth, weak sales performance, unclear priorities, management accountability issues or owner dependence without being certain which areas require attention first.

ASCEND™ helps create a more structured view of the current situation, surface possible gaps or interdependencies and identify areas that may warrant deeper exploration through coaching.

It is therefore particularly valuable at the beginning of a Performance+ or Transformation Coaching engagement, but it is not required for every client.

RISE™ is PSC’s structured coaching framework:

• Reflect on the current reality and intended outcome.

• Investigate the underlying causes, assumptions and barriers.

• Strategise practical options, priorities and actions.

• Execute with accountability, review and adjustment.

RISE™ can be used across business, executive, career and life-coaching engagements.

Yes. RISE™ can support Personal & Life, Sales, Business, Executive and Leadership Coaching.

The coaching context differs, but the underlying process of reflection, exploration, choice and action remains relevant across these areas.

Yes. RISE™ is PSC’s core coaching framework and can be applied across Personal & Life, Sales Performance, Business Performance, and Executive & Leadership Coaching.

The subject matter may differ, but the underlying coaching process remains relevant:

• Reflect on the current situation

• Investigate assumptions, perspectives and possibilities

• Strategise around meaningful options and priorities

• Execute through client-owned actions and next steps

This allows PSC to use one consistent coaching methodology while adapting the conversation to the client’s specific context, objectives and level of responsibility.

ASCEND™ helps determine what requires attention within the business.

RISE™ helps the client decide how to move forward through reflection, investigation, strategy and execution.

A client may begin with ASCEND™ to diagnose the wider business situation and then use RISE™ to structure the coaching and implementation process.

No. ETBSS™ is an executive thinking business simulation system developed and delivered through Executive Thinking Institute.

PSC references ETBSS™ because it can serve as an optional capability-development stage within the DRET™ business transformation methodology.

No. ETBSS™ is recommended only where the diagnosis or coaching process identifies a relevant capability gap.

Many DRET™ engagements may proceed through: ASCEND™ → RISE™ → THRIVE™ without ETBSS™.

Coaching helps leaders reflect, clarify priorities, evaluate options and take ownership of action.

ETBSS™ provides an experiential environment in which leaders practise business decisions and observe their consequences.

The two approaches can complement one another when both capability development and workplace application are required.

Yes. ETBSS™ is an Executive Thinking Institute offering and may be undertaken independently of PSC or DRET™, depending on the participant’s or organisation’s needs.

THRIVE™ is PSC's Transformation & Accountability Framework.

It supports longer-term development by helping clients monitor actions, reinforce productive behaviours, assess emerging results, validate progress and establish the next stage of improvement.

It is particularly relevant when implementation and sustained progress matter as much as the initial coaching insight.

No. THRIVE™ is most relevant to deeper or longer-term programmes, particularly Transformation Coaching and selected corporate engagements.

Focused Coaching and shorter programmes may use normal coaching accountability and progress reviews without requiring the full THRIVE™ structure.

Regular coaching accountability usually focuses on whether the client followed through on agreed actions between sessions.

THRIVE™ goes further by providing a more structured way to review what was implemented, what behaviours changed, what results are beginning to emerge, what is working, what still requires attention and what should happen next.

It therefore supports not only accountability, but also the reinforcement of productive behaviours, validation of progress and identification of the next stage of development.

THRIVE™ is especially useful in longer-term or organisational engagements where sustained application and measurable progress matter beyond the coaching conversation itself.

THRIVE™ can review progress across different dimensions depending on the objectives of the coaching or organisational engagement.

Examples may include:

• Completion of agreed actions;

• Changes in behaviours or working habits;

• Stronger leadership or management practices;

• Improved communication or collaboration;

• Greater accountability or ownership;

• Progress against business or sales priorities;

• Improvements in decision-making or execution;

• Application of learning in the workplace;

• Emerging team or organisational outcomes;

• Areas where further support or adjustment is still needed.

THRIVE™ does not assume that every outcome will be financial or immediately measurable. Its purpose is to help the client or organisation review what has changed, what evidence of progress is emerging and what the next stage of development should focus on.

PSC and Executive Thinking Institute address different but connected aspects of performance.

ETI develops how leaders think, decide and lead through business simulation, experiential learning, assessment and leadership-development programmes.

PSC strengthens how leaders apply, execute and perform through diagnosis, coaching, accountability and workplace follow-through.

Together, they can provide a connected pathway:

Diagnose → Develop → Apply → Measure

No. PSC coaching can be undertaken independently.

ETI may be recommended where the coaching or diagnostic process identifies a need for stronger:

• Business acumen

• Commercial understanding

• Executive judgement

• Cross-functional thinking

• Decision-making practice

• Leadership capability

The recommendation will depend on the client’s needs and intended outcomes.

Yes. PSC coaching can support participants as they apply programme learning to their workplace responsibilities.

This may include:

• Defining implementation priorities

• Applying learning to a real business issue

• Addressing obstacles

• Strengthening accountability

• Reviewing progress at 30, 60 and 90 days

• Supporting sustained behavioural change

A coaching session normally includes:

• Reviewing the current situation

• Clarifying the intended outcome

• Discussing progress since the previous session

• Examining challenges or obstacles

• Exploring assumptions and possible options

• Agreeing on practical actions

• Establishing accountability and review points

Sessions are collaborative and adapted to the client’s priorities.

Before the session, it can be helpful to reflect on:

• What has happened since the previous session

• What progress has been made

• What has not gone according to plan

• Any decisions or challenges requiring attention

• What outcome would make the session valuable

• Any questions or topics you want to discuss

Clients are encouraged to approach the session openly and honestly. There is no need to prepare a formal presentation unless this has been agreed in advance.

The duration depends on the nature of the objectives, the complexity of the situation and the level of support required.

Some clients may need only a focused Strategy Session. Others may benefit from coaching over several months.

A typical engagement may run for approximately three to six months, although shorter or longer arrangements may be recommended. The proposed duration and session frequency will be discussed before the client commits.

Sessions may be conducted weekly, fortnightly or monthly, depending on the engagement.

Business and executive coaching often benefits from sufficient time between sessions for the client to apply agreed actions and observe the results.

The schedule will be agreed according to the client’s objectives, availability and pace of implementation.

Yes. Coaching sessions can be conducted online through an agreed video-conferencing platform.

Virtual coaching provides greater flexibility and allows PSC to work with clients in Singapore and other locations.

In-person arrangements may also be available depending on the engagement, location and applicable charges.

Yes. Depending on the engagement, PSC may provide relevant:

• Reflection worksheets

• Diagnostic tools

• Action-planning templates

• Goal and priority trackers

• Coaching exercises

• Review documents

• Business or leadership frameworks

• Recommended readings or resources

Materials are selected according to the client’s needs rather than provided as a standard collection for every engagement.

Effective coaching requires active participation.

Clients are expected to:

• Attend scheduled sessions

• Communicate openly and honestly

• Reflect on the issues discussed

• Take responsibility for their decisions

• Implement agreed actions

• Provide relevant updates

• Raise concerns when something is not working

• Remain willing to examine assumptions and behaviour

The coach provides structure, challenge and support, but meaningful progress depends on the client’s willingness to act.

You may book an initial Strategy Session through the PSC booking page.

During the session, Marcus will seek to understand your current situation, intended outcomes and whether business, executive, corporate or life coaching is suitable.

Where another service or specialist pathway would be more appropriate, PSC will explain this honestly.

Book a Strategy Session >>

Yes. PSC offers an initial 30-minute Clarity and Discovery Conversation.

This conversation allows you to:

• Explain your current situation

• Ask questions about the coaching approach

• Understand the possible engagement structure

• Determine whether there is a suitable working fit

• Decide whether you wish to proceed

The initial conversation does not obligate you to purchase a longer coaching package.

The programmes differ mainly in the depth, duration and level of support provided.

Focused Coaching is designed for one specific issue, decision or priority and consists of a single coaching session.

Performance Coaching provides structured coaching over approximately three months for clients who already have a reasonably clear idea of what they want to work on.

Performance+ Coaching also runs for approximately three months, but adds diagnostic work where the underlying issues or priorities are not yet fully clear. ASCEND™ may be included where appropriate before the coaching journey continues through RISE™.

Transformation Coaching is a deeper six-month engagement for clients seeking more sustained change. It combines diagnosis where appropriate, RISE™ coaching, real-world application and THRIVE™ progress review within the broader DRET™ methodology.

The aim is to match the level of support to the client’s actual needs rather than place every client into the same coaching structure.

For a detailed comparison of programme structure, inclusions and investment, view our Coaching Programmes & Investment page.

Yes. Focused Coaching is designed specifically for clients who want to address one issue or experience PSC's coaching approach before considering a longer engagement.

The investment reflects the nature, scope and specialist context of the coaching service rather than the client’s corporate seniority. Different Focused Coaching services may therefore have different starting investments depending on the type of support required.

For current programme options and starting investments, view our Coaching Programmes & Investment page.

No. PSC's coaching investment is based primarily on the scope, duration and depth of support required rather than a client's corporate title.

Fees vary according to:

• The type of coaching

• Session duration

• Number of sessions

• Engagement length

• Whether the coaching is individual, team-based or corporate-sponsored

• Whether diagnostics, reports or additional follow-through are included

PSC offers both individual coaching programmes with published starting investments and customised organisational engagements.

For current programme options, inclusions and starting investments, view our Coaching Programmes & Investment page.

PSC accepts payment through the payment options made available during the booking or checkout process.

For individual coaching sessions and programmes, available online payment methods will be displayed at checkout.

Payment is generally required before the coaching session or programme begins, unless an agreed instalment arrangement applies.

For corporate or employer-sponsored engagements, payment is normally made according to the terms stated in the approved proposal, quotation or invoice.

If a preferred payment method is not available through the online checkout, clients may contact PSC to discuss whether an alternative arrangement can be accommodated.

The available options and payment schedule will be stated on the relevant checkout page, proposal or invoice.

Yes. PSC may offer multi-session packages and longer-term coaching engagements.

Package pricing may provide better overall value than purchasing sessions individually. The most appropriate arrangement will depend on the client’s goals and required level of support.

Any available promotion or discount will be communicated clearly at the time of purchase. Discounts are not automatically applicable to every engagement.

PSC understands that circumstances may change. However, coaching sessions and programmes involve time that is reserved specifically for the client and, in some cases, preparation or diagnostic work that begins before the first coaching session.

For Focused Coaching sessions, it can be rescheduled up to 24 hours in advance, subject to availability and provided no sessions have been previously scheduled or completed. Cancellations made with insufficient notice or missed appointments may be treated as completed sessions, except where PSC agrees that exceptional circumstances apply.

For multi-session coaching programmes, fees are generally non-refundable once the programme has commenced. Where a client is unable to continue due to genuine circumstances, PSC may consider options such as rescheduling, a reasonable programme extension or a temporary pause, subject to mutual agreement.

Any refund approved before a programme begins may be subject to deductions for payment-processing charges, diagnostic work, materials or other services already provided.

For corporate or employer-sponsored engagements, cancellation and refund terms will follow the conditions stated in the agreed proposal, quotation or service agreement.

Where PSC is unable to deliver a confirmed service and a suitable alternative cannot be arranged, any applicable refund or credit will be handled fairly in accordance with the agreed terms.

Self-help programmes, downloadable resources and digital products are non-refundable after purchase unless otherwise required by applicable law.

Masterclasses, workshops, training programmes and ETI offerings may have separate cancellation policies stated on their respective pages, proposals or registration terms.

Yes. PSC understands that work, business or personal commitments may sometimes require a coaching session to be moved.

Where possible, clients should provide at least 24 hours’ notice if they need to reschedule. PSC will then work with the client to arrange another mutually suitable time, subject to availability.

Late cancellations or missed sessions without sufficient notice may be treated as a completed session, except where PSC agrees that exceptional circumstances apply.

For corporate or employer-sponsored engagements, rescheduling may also need to take into account programme timelines, sponsor expectations and organisational scheduling requirements.

While PSC understands that schedules change, repeated postponements can disrupt the continuity and overall effectiveness of your coaching journey. We encourage regular sessions to help you gain the maximum benefit from your engagement.

Coaching sessions and programmes are generally purchased for the registered client and are not automatically transferable.

PSC may consider a transfer in appropriate circumstances, provided the request is made in advance and the new participant is suitable for the type of coaching or programme involved.

For multi-session programmes, transfers may be more restricted once coaching has commenced, as the engagement is structured around the original client’s objectives, progress and coaching relationship.

For corporate or employer-sponsored engagements, participant substitutions may be considered separately depending on the programme structure, timing and any diagnostic or coaching work already completed.

Any transfer or substitution must be approved by PSC before it takes effect.