If you are a business owner or leader of a team, repeat after me: “It’s all my fault.”

Wait, what? Yes, the buck stops with you. You are ultimately responsible for your team’s success.

Let’s assume that you have hired a great team. Bright “go-getters” who want nothing more than to be part of a winning team. To succeed in their chosen career. To make a difference. But…

Maybe it seems all you do is put out fires. Maybe the smiles are gone from your employees’ faces. Maybe they are checking out internet job boards for new challenges. Maybe your customers are looking for greener pastures. These are just some of the signs that you haven’t set your team up for success.

Sure, they receive a fair salary in exchange for their efforts, they have good benefits, and they like the casual dress code and the free snacks in the break room, but you haven’t given them the tools they need for success. So what is missing?

Clear goals and consistent feedback.

They need a clear challenge. What are your goals for the year? If your team can’t immediately tell you what they are trying to accomplish for the year, then your chances of success are almost nil. Tell them! Be specific.

Let your team know if they are winning. Once you’ve spelled out the goals, make sure your team knows the score. They really want to win, and the only way to know if they are is to see the results compared to the goal. So tell them! If they are winning, take time to celebrate the success or milestones along the way. Making your goals should be fun.

Hold people accountable. Few things will frustrate team members than someone else who isn’t pulling their weight. That individual will drag an entire team down. When people make mistakes or simply aren’t doing what is expected of them, it is your job as the leader to hold them accountable. Your team expects nothing less – after all, that’s your job as a leader.

The three factors above can do wonders for a group. Consistently ensuring those three activities are performed is the foundation of leadership and will move your team toward hitting your goals.

But that’s not all. There are a couple of other responsibilities your team expects from you. And they aren’t always easy.

Remove people who aren’t working out. As hard as you might try, not every hire is a home run. Some just don’t work out despite all your efforts. Your team knows it, too. If someone isn’t a good fit for the team, whether is it a mismatch of values and culture, missing skills, or anything else, keeping that individual does not help the team and in fact hurts them. It’s your job to make the tough call for the good of the team.

Be open to feedback. Your team has ideas that need to be heard. They do the work day in and day out and have insight on what’s working and what isn’t. Let them tell you so you can benefit from their experience. At the same time, you both must understand that not all good ideas can be implemented. Tim Cook, Apple CEO, once said that “We say no to good ideas every day. We say no to great ideas in order to keep the amount of things we focus on very small in number, so that we can put enormous energy behind the ones we do choose, so that we can deliver the best products in the world.”

Your team’s success or lack thereof is ultimately your responsibility. They need clear direction, focus, and feedback, and you have to remove the roadblocks. Doing your job by equipping your team makes your team’s job much easier.

The calendar has flipped to a new year, and that means one thing: businesses and individuals have set goals and made resolutions, all with good intentions. But good intentions alone won’t get you to your goals.

People innately want something to strive for, something to make us stretch and grow, something to make us better, something to let us know we won, that we achieved something. However, all too often we don’t set ourselves or our businesses up for success.

You can change that this year. And it all depends on what you do first. We usually don’t fail because the goal is unachievable or too big; we fail because we don’t plan well.

Yes, like many things, your preparation is key to reaching your goals. No doubt it will take hard work and perseverance, but you won’t reach the point where hard work and perseverance matter if you don’t start off right.

So what steps can we take to improve our chances for this year being the year we hit our goals?

First of all, set a goal and make sure everyone on your team knows what it is. You may be thinking to yourself that this is basic and we should be beyond it. But check yourself before moving on. Can your team clearly articulate what your goal is for 2017? Do they know what their individual contribution toward achieving the goal should be? If the answer to these two questions are “no”, then one of two things happened: you didn’t set a goal or you didn’t communicate it well.

Ask yourself if your goal is clear and not some vague idea or mushy feel good statement. You can use the SMART goal approach as a guide. SMART goals are commonly defined as those that are Specific, Measurable, Achievable, Realistic, and Time-bound. There are resources you can find online to dig into that topic if you need a more detailed explanation.

Once you have a clear goal, make sure you have communicated it clearly to your team (even if your team consists only of your significant other and their only role is to cheer you on and hold you accountable). The most experienced manager can’t help you hit your goal if they don’t know what it is.

Second, create a plan that moves you toward your goal. We’ve all heard “hope is not a strategy” and it is not. If you want to reach a goal or destination of any kind, you have to know how you are going to get there. Write down specific actions you will take to achieve your goal and then do them.

Next, make sure you have the resources to achieve your goal, and make sure your resources are focused on the goal. Your goal is important or you wouldn’t have committed yourself to it. If it is important, make sure you invest the effort and money it deserves. Do you need different tools or software? Do you need to change your processes? Do you need to learn a new skill or hire people who have experience in certain areas? Like a car with no fuel, a goal with no resources is going nowhere.

Finally, report on your progress. Reaching a goal of any worth is a journey; you won’t do it in a day. (If you do, your goal wasn’t significant enough.) You and your team both want to know if you are winning the game. Celebrate your progress as you move closer to hitting your goal and hold yourself and your team accountable when you don’t.

Taking all these steps won’t guarantee you will hit your target – very few things are certain in life. You can be certain though that there are things you can do to make this the year you make progress toward your goals.