Values-Based SMART Goals
A goal-setting worksheet that connects a goal to a personal value, refines it with SMART criteria, breaks it into first steps with obstacle plans, and rates confidence.
2-page fillable PDF · US Letter (prints on A4) · Goal setting · ACT-informed
- Approach / concern
- Universal
- Technique
- Goal setting · ACT-informed
- Format
- Fillable PDF, 2 pages (US Letter / A4)
- Access
- Pro and Advanced plans (3-day free trial)
- For
- Licensed clinicians to use with clients
- Updated
- October 2026
Key facts
What is the Values-Based SMART Goals?
SMART goals are specific, measurable, achievable, relevant and time-bound. Linking goals to personal values, as in ACT, increases their meaning and persistence. Planning for obstacles adds an implementation-intention element.
Why it works
Specific, challenging goals improve performance compared with vague goals (Locke & Latham, 2002). Goals that reflect personal values and interests (self-concordant goals) are pursued more persistently and contribute more to wellbeing (Sheldon & Elliot, 1999).
When to use it
- Setting therapy goals at intake
- Behavioural activation and ACT
- Career, health and relationship goals
- Coaching-style sessions
How to use it in session
- Start with a value from a values exercise.
- Draft a goal and refine with each SMART criterion.
- Break into small first steps.
- Identify obstacles and plans.
- Rate confidence and adjust if below 7.
Clinician tips
- If confidence is low, make the step smaller.
- Review goals regularly in session.
- Celebrate progress, not just completion.
Worked example
Sharing with clients
Members can download the PDF to print or email, or copy a private client link from the download box. Your client opens the link and downloads the worksheet on any device. No client account is needed, and nothing your client writes is stored on TherapyAid.
Frequently asked questions
What if I don’t reach my goal?
Treat it as information. Was the goal too big, the timing off, or an obstacle unplanned? Adjust and try again.
How many goals should I work on at once?
One to three is usually manageable.
References
Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.
Sheldon, K. M., & Elliot, A. J. (1999). Goal striving, need satisfaction, and longitudinal well-being: The self-concordance model. Journal of Personality and Social Psychology, 76(3), 482-497.
This worksheet is an educational tool for use by, or under the guidance of, a licensed or registered mental-health professional. It is not a diagnostic instrument or a substitute for clinical judgement. If a client is in crisis in Canada, call or text 9-8-8 or call 9-1-1.
