I get people to work hard by setting goals just out of their reach.

By Dennis McCafferty  |  Posted 01-06-2012

“We don’t need to share project criteria with the team. They’ll do what they’re told.”

Project transparency paves the way for buy-in from team members.

Don'€™t blame me. I'€™m not the only decision-maker.

Team members respect managers who remain accountable.

I get people to work hard by setting goals just out of their reach.

Determine challenging ‑ but achievable ‑ goals to stretch team members' abilities without setting them up for failure.

We should hold back on essential resources until we'€™re in trouble.€

Project participants will think less of a leader that doesn't provide what's needed, when it's needed.

Social media is more of a distraction than anything else.

Only if you're a manager who can't get teams to maximize its market advantages and minimize its misuse.

€œI'€™ll seek to get as many executives as possible on board.

You only need a few influencers. Too many chiefs will lead to conflicting objectives.

The best way to keep people on their toes is to change the game plan as we move along.€

It's also the best way to keep the troops confused, stalling forward momentum.

Deal with the day-to-day and the overall environment will take care of itself.€

Project leaders must recognize and account for all outside forces that can impact success.

Post-project analysis is a waste of time. Everything will be different the next time anyway.€

There are unifying factors behind success that remain consistent from project to project.