The principles of goal-setting include: clarity, measurability, accomplishability, practicality, and timeframe.

1, clarity

S (Specific) - clarity

The so-called clarity is to use specific language to clearly state the standard of behavior to be achieved. Clarity of purpose is a consistent feature of almost all successful teams. One of the major reasons why many teams are unsuccessful is because the goals are ambiguous or not effectively communicated to the members.

2. Measurable

M (Measurable) - Measurable

Measurable means that the goal should be clear, not vague. There should be a clear set of data that serves as a basis for measuring whether the goal was reached or not.?

3, can be completed

A (Achievable) - can be completed

The goal is to be able to be accepted by the executor, if the supervisor to use some administrative means, the use of power influence wishful thinking of their own goals set to the subordinates forced, subordinates Typical reflection is a psychological and behavioral resistance: I can accept, but whether to complete the goal, there is no final grasp, this can not be said.

4, R actuality

R (Realistic) - actuality

The actuality of the goal refers to whether it is feasible and operable under the real conditions. There may be two situations, on the one hand, the leader optimistically estimated the current situation, underestimated the conditions needed to achieve the goal, these conditions include human resources, hardware conditions, technical conditions, system information conditions, team environment factors, etc., so that a higher than the actual ability to reach the target.

5, the time limit

T (Time-constrained/Time-related) - time limit

The time limit of the goal characteristics means that the goal is time-limited. For example, I will accomplish something by May 31, 2005.May 31 is a definite time constraint.

There is no way to assess a goal without a time limit, or to bring about unfairness in assessment. There is a difference in the level of awareness of the priority of the goal between the superior and the subordinate; the superior is anxious, but the subordinate doesn't know. In the end, the supervisor can storm, and subordinates feel aggrieved. This way without a clear time limit will also bring the assessment of injustice, hurt the working relationship, hurt the enthusiasm of subordinates.

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