This list is derived from a Brian Tracy blog entry.
Set up specific goals
Some goals do not work because they are just too vague. Even if you have a certain general vision which is not clearly defined, the goals you want to reach must be always described in a concrete and clear manner so it is clear whether or not they have been achieved.
Determine how you will measure success and how the goals can be quantified
Correctly set up goals need to be measurable. Define the parameters to be used in measuring your goals. Use specific numbers, percentages, statistics or other quantifiers that you and your team members can follow and determine whether or not goals have been reached.
Set up realistic, achievable goals
Though it might seem as though the higher you aim the bigger success you will achieve, the truth is that if you set up unachievable goals, team members will soon realise it and lose motivation to work on achieving them. Set up goals that are challenging but not unachievable.
Define goals that team members really can influence
It would be a mistake to set up success indicators that employees cannot influence in any way. If you define aims that are beyond the scope of influence of your employees (such as goals not for the given department but for the whole company) or if there are too many third-party persons who work on these goals, your team members will lack the necessary motivation.
Define the time frame of the whole plan
Every plan must have a defined time frame. This applies also to the goals you are setting for your team. Put together a time schedule, define the time by which individual steps must be completed, and then continuously monitor the situation so you are always on top of things and know how you as a team are doing.
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