People don’t follow a vision—they follow a leader. If they don’t buy into me, they won’t buy into the goal. First and at most trust of new is important for me. Then, I set clear expectations and drive accountability—because “what gets measured gets done, and what gets owned gets achieved.” We celebrate small wins, accept the flaws if any , correct it , adapt when needed, and stay relentless—because success isn’t about sticking to a plan, it’s about delivering results. And above all, I grow my people—because when the team grows, everything else follows.

I will set the Goals linked to organisation Goals.i will share the Goals and KPI with all the team members and make them understand how all the KPIs are linked and how to achieve that. Will make small projects to achieve small goals which all should be linked to bigger goals. Will review all KPIs and projects to see the progress happening or not. Will support each other to achieve our individual goals which in turn will help to achieve bigger goals. Every small goals achievement needs to be celebrated. Which will encourage the entire team to deliver bigger goals

1.Set Clear KPIs – Define measurable goals aligned with the team’s objectives. Ensure each member understands their role in achieving them.2.Regular Check-Ins – Conduct weekly or bi-weekly meetings to review progress, address roadblocks, and recalibrate if needed. 3.Data-Driven Monitoring –Use dashboards, reports, or project management tools (like Asana, Trello, or Excel) to track progress in real time.4. Feedback Loops – Encourage open communication where team members can share challenges and suggest improvements.5.Quarterly Reviews – Assess overall performance, celebrate wins, and refine targets based on market conditions, business priorities, or team capabilities.

Now be SMART.. I.e. set up smart goals. Also design a milestone based review mechanism to evaluate progress related matrices and this will also allow you to course correct before it’s too late.