GOAL SETTING: PURPOSE,
TYPES, GUIDELINES FOR
SELECTING AND DEFINING
GOALS.
Unit 9, Module 3
Riya Tomy
Assistant Professor
PG Department of Social Work
GOAL SETTING.
❑ Goal setting is an extension of the diagnosis or
assessment process.
❑ In goal setting, the clinician and client identify
specific areas of they want to work on in the case
work process.
❑ The goal setting may be defined as the process of
identifying something that you want to accomplish
and establishing measurable goals and time frames.
❑ Goal setting also involves planning for the future.
PURPOSE OF GOAL SETTINGS.
• Goals setting provides direction and guidance for
helping process
• To evaluate outcomes and monitor progress.
• Goals can serve as a source of motivation for
clients.
• Effective goal setting promotes good planning, and
good planning facilitate for future goal settings.
• To provide direction in the future life of client.
Common goals in SCW
Facilitating behavioral change.
Helping improve the client’s ability to both establish
and maintain relationships.
Helping enhance the client’s effectiveness and their
ability to cope.
Helping promote the decision-making process while
facilitating client potential.
Development
TYPES OF GOALS
1. Long term goals : something you want to do in the
future.
2. Medium term goals: helps to stay motivated
● Step necessary to steady progress
● Intermediate between long term and short term
goals
3. Short term goals: something you want to do soon
● Within the day, week, or month
Overt behaviour goals & covert
behaviour goals
Overt behaviour Covert behaviour
The term ‘overt’ means ‘Covert’ means hidden
visible or apparent or concealed
Cannot be observed
Can be observed Are underlying mental
Are in the form of actions process that leads to
and verbal expression overt behaviours
Producer of overt
It is a product of covert behaviour
behvaiour Eg: thinking, reasoning
Eg: going/ not going to behind not going to
school
school
GUIDELINES FOR SELECTING AND
DEFINING GOALS .
1. Goals must be related to results sought by voluntary
clients
2. Strategies for developing goals with involuntary clients
3. Goals must be defined in explicit and measurable terms
4. Goals must be feasible
5. Goals should be commensurate with knowledge and
skills of the Practitioner
6. Goal should be stated in positive terms that emphasize
growth
7. Avoid agreeing with goals about which you have major
reservations
8. Goals should be consistent with function of the agency
1. Goals must be related to results sought by
voluntary clients
•When clients voluntarily seek help, goals should directly
reflect the outcomes they desire from the helping
process.
•The goals must arise from the client’s own motivation,
needs, and expectations, ensuring commitment and
active participation.
•Example: A client seeking counseling for anxiety might
set a goal to “reduce anxiety symptoms and improve
daily functioning.”
2. Strategies for developing goals with
involuntary clients
•Involuntary clients (those referred by courts, schools, or other
authorities) may lack motivation or willingness to
participate.
•The social worker should:
•Focus on building trust and reducing resistance.
•Identify mutual interests or areas of concern that can serve
as starting points.
•Use motivational interviewing to help the client see personal
benefits of change.
•Example: For a mandated client with anger issues, a realistic
goal could be “to learn techniques for managing anger to avoid
future conflicts.”
3. Goals Should Be Defined in Explicit and
Measurable Terms
Goals should be clear, specific, and observable, not
vague or abstract.
They must specify what is to be achieved, by whom,
and within what time frame.
Measurable goals allow for monitoring progress and
evaluating outcomes.
Example: “Attend weekly group sessions and report
improved coping skills after four weeks.”
4. Goals Must Be Feasible
•Goals should be realistic considering the client’s current situation,
resources, and motivation.
•Unrealistic goals can lead to frustration or failure, while achievable
ones build confidence and momentum.
•Example: Instead of “completely stop drinking immediately,” a
more feasible goal might be “reduce alcohol consumption gradually
over one month.”
5. Goals Should Be Commensurate with the
Knowledge and Skill of the Practitioner
•The social worker should only set goals that match
their professional competence and expertise.
•Attempting to work on issues beyond one’s skill or
agency capacity can harm both the client and the
process.
•Example: A social worker trained in counseling may
set emotional adjustment goals but refer psychiatric
cases to a specialist.
6. Goals Should Be Stated in Positive Terms that
Emphasize Growth
Goals should focus on strengths, improvement, and
personal growth rather than avoidance or weakness.
Positive goals foster motivation and hope.
Example: “Develop better communication skills” is
more constructive than “stop arguing.”
7. Avoid Agreeing to Goals about which You Have
Major Reservations
The social worker should not accept goals that are
unethical, unrealistic, or beyond agency capacity.
If the client’s goals conflict with professional
judgment, the worker must discuss and renegotiate
them collaboratively.
8. Goals Must Be Consistent with the Functions of
the Agency
•Goals must align with the mission, policies, and
resources of the agency where the social worker is
employed.
•This ensures organizational support and accountability.
•Example: A family welfare agency may focus on
parenting and relationship goals, not legal
representation.