1. Set goals that are difficult and are aligned with your team's ability.
2. Set learning goals rather than specific performance goals for complex tasks.
3. SMART goals are good for reducing ambiguity and directing attention to goal related activities and away from goal irrelevant activities.
4. Tight deadlines lead to a more rapid work pace.
5. Gain goal commitment by participatively setting
goals. Tersely set goals (Do this…) without
explanation lead to lower performance.
“Building a Practically Useful Theory of Goal Setting and Task Motivation” by Edwin A. Locke University of Maryland Gary P. Latham
University of Toronto