Understanding the capability of the team member will allow and secure the half way of achieving the goals. Not to make it challenging but simplifying the goals. Allow them to answer a self question "if someone can do it, why not me?" By this question the team member will get to know about their weaknesses and strengths.

In my experience; When setting SMART goals for the team, consistent feedback is crucial to keeping everyone on track and focused. Without it, people can easily lose sight of their objectives. Implementing a scorecard and providing monthly feedback on key areas allows you to guide the team more effectively, ensuring they remain aligned with their goals and steadily progress toward success. Additionally, this approach makes annual or semi-annual reviews much less stressful, as they become merely a summary of the ongoing monthly one-on-one discussions.

One thing that I’ve found helpful is to create a blame free culture. A culture that see mistakes as an opportunity to grow and learn rather blame and dis encourage. When this culture is found, the challenging goals will be suggested by the team - bottom top. Challenging goals will become one of the many results that such culture can bring.

It can be managed with USP 1) Understanding : Assess Teams Strength, improvement Areas & Willingness for a Set of activity / Goals. This helps in 50% alignment. 2) SET Goals : SMART - Specific / Measurable / Achievable / Realistic & Timebound. Clarity & Accountability will ensure further motivation towards achievement. 3) Provide Resource, Support & Encouragement Ensure that team has the necessary tools, training, and support to achieve their goals. This includes regular feedback and encouragement.