This can be difficult to do in a way that doesn't break any respect or trust developed. "Everybody can get angry -- that's easy. But getting angry at the right person, with the right intensity, at the right time, for the right reason and in the right way -- that's hard." (Aristotle) Referring to the goals and plans outlined and discussing how things fit with that is a great way to address course corrections.  A leader should try to have an individual realize or admin they are off track instead of simply accusing them of that or telling them so.  Nobody likes to be told what to do and so this is a critical area for a leader to do exactly that, lead.  Being genuine and sincere goes a long way here when correcting someone's course.  Showing compassion for their time and effort spent and appreciation for what they are doing while asking questions about whether it is worth doing or not is useful. You don't want to be authoritative or a dictator when giving direction and the more you help others steer their own directions appropriately, the more you enable them to hold that path with future ideas and decisions they make. This can be the trickiest part of leadership to keep things moving in the right direction, to stay on course yourself and to ensure that others are following the same or at least a similar helpful path.  The course corrections that are needed alone the way are