Specific goals increase performance, and difficult goals, when accepted, result in higher performance than easy goals.

Goals must not be used as "clubs."

Goals must be flexible so they can change with changing circumstances.

Goals should be established collaboratively.

Goals must be consistent with the values and mission of the organization.

Goals must be achievable within limits of resources and time restraints.

Goals must play to the strengths of those who must achieve them.

Goals must have both a personal and organizational payoff.

Goals will not be attained unless all parties have a commitment to the goals.

Goals must support established strategic action plans, both personal and organizational.

Supervisors must regularly and frequently revisit and discuss goal progress.

There should be rewards for goal achievement.

Goals should be developed from data.

Regular feedback must be provided concerning goal work.

Goals must not have hidden agendas.

The best goals, when achieved, breed more success.

Goals should challenge, but not threaten.

One goal must not contradict another goal.

Unrealistic, nonspecific, or imposed goals can be counterproductive, demoralizing, and even hostility producing.