With this research in mind I would like to present one easy way for leaders to remember how to set goals for their employees/followers, is by using the SMART goal strategy.
Specific: Goals should be simply written and clearly define what you are going to do.
Measurable: Goals should be measurable so that you have tangible evidence that you have accomplished the goal. Usually, the entire goal statement is a measure for the project, but there are usually several short-term or smaller measurements built into the goal.
Attainable: Goals should be achievable; they should stretch you slightly so you feel challenged, but defined well enough so that you can achieve them. You must possess the appropriate knowledge, skills, and abilities needed to achieve the goal.
Relevant: Goals should measure outcomes that relate to tasks or activities, not the activities themselves.
Time frame: Goals should be linked to a time-frame that creates a practical sense of urgency, or results in tension between the current reality and the vision of the goal. Without such tension, the goal is unlikely to produce a relevant outcome.
Locke, E. A. (2004). Handbook of principles of organizational behavior. Malden, MA: Blackwell Publishing.
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall.
Mealiea, L. W. & Latham, G. P. (1996). Skills for managerial success: Theory, experience, and practice. Toronto, ON