The first step to success is creating a mission statement. A good mission is short and inspirational. Try to make it remain valid for at least five years by making it broad.

"We [improve life] in [market] by [value]."

Then motivate people to get them to do their best work and meaningfully measure progress using the OKR system - Objectives and Key Results.  

• We don't prioritise our goals. Setting a single objective with three key results can provide the necessary focus.
• We haven't communicated the goal persistently and comprehensively.
• We don't have a plan. 
• We haven't made time for our goals. Committing a specific time to work towards the objective will ensure progress.
• We give up instead of iterate. Successful teams may get it wrong at first but then try again.

To start with setting your OKRs, set a very high, single objective for a fixed time, such as a quarter.

• An objective should be qualitative and inspirational and motivate people to work on the challenge.
• Time-bound. It should be a clear sprint, not last too long.
• Directly actionable by the team, not dependent on other teams.

An example of a good objective: Launch an awesome MVP.

The key results are tangible and quantitative. They are hard to achieve but not impossible.

You generally will have three key results that are based on anything you can measure, such as growth, engagement, revenue, performance, quality.

Create a weekly cycle. A Monday check-in is a conversation across the whole team that shows the group's OKRs.

On Friday's, teams can celebrate their achievements. Each team should share something. The goal is to feel like a winning team.