Try to set performance goals that are achievable and feasible. Many people fall on the mistake of setting outcome goals that they have really no control over. Performance goals are goals, which can be achieved by sheer determination and action. Outcome goals are usually situations or state of being that sometimes are out of control. At the start of the training period or sessions, allot time for an initial meeting where each of the members and the coach could air their expectations, individual goals and other concerns. Knowing each other too well could sometimes set a difference in making the relationship, and in general, the team, work. You wont need the don'ts. It will only confuse your goal and is in violation of the first principle. 3. Prioritize. If you're up to something bigger, and even a simple one, chances are that you must come up with a list of several goals. But be aware that multiple goal setting sometimes doesn't work. You should have priorities. The second step of goal setting Setting your goal is very important. Just don't forget that creating and even planning ways to achieve it is equally important. You should also have a method of checking your progress. Say, for example, you have decided to prioritize your personal growth and you have set a goal for this. How wonderful that even from its infancy, the process of goal planning is already organized and arranged according to the attendees' frame of reference! So, for the next important goal setting session, it is advisable not to settle for an ordinary paper. A professional or career goal setting process should be written on an ordinary piece of paper. One tool that is widely used by profound and organized corporations and companies around the world is the employee goal setting document forms that are distributed to be filled out by employees. Sometimes, it would not be practical and effective if the management set the goals for the employees. As a standard and effective practice, employers usually orient staff about the needs and target of the company, and allow the employees to set their own goals to help achieve these targets or aims.