---
title: Leadership and team development performance management process; case study - Optimus Performance
description: This post continues my case study of a client with whom I am coaching on implementing a win-win agreement process with the goal of building a high performance management team. The idea is to provide the support to implement what was learned during the Leadership Styles and Team Development workshops that took place recently. Please
---
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# Leadership and team development performance management process; case study
[optimus](https://www.optimusperformance.ca/blog/author/optimus) Jul 16, 2026, 6:40:38 PM
This post continues my [case study](http://gotrain.wordpress.com/2009/07/06/how-to-scale-your-organization-for-growth/) of a client with whom I am coaching on implementing a win-win agreement process with the goal of building a high performance management team. The idea is to provide the support to implement what was learned during the [Leadership Styles and Team Development workshops](https://www.optimusperformance.ca/en-leadership-styles.php)that took place recently. Please refer to my previous posts in this category to see the progression of activities that took place up to now.
I met again with the president last week to finalize our win-win agreement together. This included completing his performance commitment form that I had modified after our last meeting. He needed help writing the personal development goal relative to the tendency of his type that was most important to overcome. In his case the tendency was being to dominant and he realized that it is easy for him to take charge and direct people to do things according to his perspective. He realized that this closed the door for his managers to participate more in the decision making process and to become more autonomous.
We also completed our discussion and agreed on the support performance commitments that he required from me to be successful in his commitments to the process. We also identified how we were to measure progress towards his expectations.
In this system we developed a way to measure each commitment based on a rating scale of 1 to 10. This is prepared by each party before a review session and then there is an exchange to discuss each person’s rating and perspective. This is also where both parties need to practice skills such as active listening and coaching, as well as keeping the others person’s motivation and needs relative to their type in mind.
This week I will conduct a performance review using the aforementioned approach and form and then discuss how to set up the win-win agreements with his direct reports.
Stephen Goldberg
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