Most successful coaching engagements encourage clients to start, increase, decrease, modify, or stop behaviors that contribute to their effectiveness and performance on the job (Fogg, n.d.). Successfully sustaining new or altered behaviors over time until they become a habit is even more difficult (Nowack, 2009). Goal intentions (e.g., “I want to be a more participative and involvement-oriented leader”) have been found in a recent meta-analysis to be a weak predictor of acquiring new habits and account for approximately 28% of the variance in successful behavior-change efforts (Gollwitzer & Sheeran, 2006). Translating insight in coaching engagements to deliberate, varied, and ongoing practice has been shown to be associated with long-term successful behavior change (Nowack & Mashihi, 2012). This paper reviews current issues and best practices in goal intentions, goal striving, and goal flourishing to maximize coaching success with clients.