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An identifying core values worksheet PDF is a printable tool that walks you through selecting, narrowing, and verifying your core values— the principles that genuinely guide how you live. Most worksheets give you a list to check. This one adds the step most skip: verifying whether the values you’ve chosen are actually yours. The full process takes 30–60 minutes and leaves you with 5–10 clearly defined values you can use to make real decisions.
No download required. Everything you need is on this page— print it, or work through it on screen.
Why Identifying Your Core Values Matters
Identifying your core values builds measurable wellbeing. A 2025 multi-study paper found that value clarity predicted wellbeing with an effect size of r² = .37 at both one- and two-month follow-ups. That’s durable psychological change.
If you’re in the middle of a transition— a career change, burnout, a major life shift— that’s not a bad time to do this. It’s usually the right time. Transitions are when values go from background noise to the thing you can’t ignore.
You’ve probably felt the hollow version. You sit down, scan a list of values, circle a few that sound right, and end up with a list that feels vaguely correct but doesn’t actually tell you anything. (The person who circles “Health” but whose calendar is full of late nights and skipped meals knows exactly what I mean.) That’s a wish list.
Values work matters. But only if you do it right.
Here’s what the research actually says:
- Value clarity predicts wellbeing with an effect size of r² = .37 at both one- and two-month follow-ups (Tandfonline, 2025)
- Values-career alignment is a longitudinal predictor of both career satisfaction and job performance— not marginally, significantly (PMC, Journal of Personality)
- Values misalignment predicts burnout independent of workload— the gap between what you value and how you actually work is a burnout risk factor on its own (Veage, Ciarrochi et al., 2015)
The research foundation is solid. Shalom Schwartz, the cross-cultural psychologist who validated values theory across 82 countries, defined values as “trans-situational goals, varying in importance, that serve as guiding principles in the life of a person or group.” The problem is the process most people use to identify their values.
Here’s how to do it right.
What You’ll Need
This worksheet doesn’t require any special materials. Three things: something to write with, 30–60 minutes of uninterrupted time, and a willingness to be honest with yourself. That last one matters more than it sounds.
- A writing instrument (pen, pencil, or keyboard— whatever you’ll actually use)
- Time: 30–60 minutes for a complete pass (or 15–20 minutes for a quick first draft)
- Honesty: The goal is accuracy, not aspiration (that last one is the hardest part for most people)
The people who get the most out of this worksheet aren’t the ones who know themselves best— they’re the ones willing to be surprised by what they find.
No separate download needed. Start with Step 1.
Step 1: Review the Values List
Start by reviewing a full list of values before making any selections. The goal here is exposure, not commitment— you’re scanning for words that create a reaction, not deciding anything yet.
Here’s what people often get wrong at this step. Rushing through it to get to the “real” exercise. Don’t. And don’t skip values that feel unfamiliar, too soft, or too corporate-sounding. Values like “security,” “status,” or “comfort” are legitimate— don’t dismiss them just because they don’t sound aspirational.
Shalom Schwartz’s research identifies universal motivational types underlying values— a structure validated across 82 countries. The categories below are organized to reflect those underlying patterns. Scan through and notice what resonates. Don’t filter yet. As you go, notice which words create a physical response— a pull toward, a nod of recognition, or even mild surprise. That reaction is the signal.
Achievement & Mastery Accomplishment, Competence, Excellence, Growth, Impact, Mastery, Success
Connection & Relationships Belonging, Community, Family, Friendship, Intimacy, Love, Partnership
Creativity & Expression Authenticity, Creativity, Expression, Innovation, Originality, Vision
Freedom & Autonomy Adventure, Autonomy, Freedom, Independence, Individuality, Self-direction
Service & Integrity Contribution, Fairness, Honesty, Integrity, Justice, Service
Security & Stability Consistency, Order, Peace, Safety, Security, Stability, Tradition
Vitality & Presence Balance, Energy, Health, Joy, Mindfulness, Presence, Vitality
Spiritual & Meaning Faith, Meaning, Purpose, Spirituality, Transcendence, Wisdom
For the full list of 150+ values organized by category, see the printable list of core values. The list above is a starting point, not a ceiling.
Once you’ve scanned the list, Step 2 is making your first pass.
Step 2: Make Your First Pass (Choose 15–25)
Go through the values list quickly and select every value that resonates— aim for 15–25. Don’t filter yet. If it creates any reaction, it goes in the pile.
Speed helps here. The goal is to surface gut-level responses rather than deliberate self-presentation. When you slow down and think too much, you start selecting the “should” values— the ones that sound good to others, or that you aspire to rather than actually live. ACT (Acceptance and Commitment Therapy) calls these stated values, as opposed to the enacted values your behavior already reveals.
Don’t explain. Just pick.
Your first-pass prompt:
Circle or list every value that resonates. Aim for 15–25. If it creates any reaction— positive, surprising, or uncomfortable— include it. You have 2–3 minutes.
Your first-pass list: _______________________________________________
Most people’s first draft contains at least a few aspirational values— ones they want to live by but don’t yet. That’s okay. You’ll sort that out in Step 4. For now, get them all in the pile.
Now you have a pile. Step 3 is where you start narrowing.
Step 3: Narrow to Your Core Values (5–10)
With 15–25 values in hand, the next step is grouping similar values and then narrowing to your core 5–10. This is where you start finding the themes underneath the words.
Group first. Look for values that point at the same underlying thing. “Honesty,” “Integrity,” and “Authenticity” often cluster— pick the one that captures the group, or keep both if they’re genuinely distinct. (If “honesty” is about truth-telling with others and “integrity” is about internal alignment, those are different enough to keep both. If they’re pointing at the same thing, pick one.)
Milton Rokeach’s classic distinction helps here. He separated values into two types:
| Terminal Values (desired end-states) | Instrumental Values (modes of behavior) |
|---|---|
| Freedom | Honesty |
| Happiness | Courage |
| Equality | Responsibility |
| Wisdom | Ambition |
Terminal values are the destinations you’re aiming for. Instrumental values are how you want to travel. Noticing which type dominates your list tells you something about whether you’re primarily motivated by where you’re going or how you get there.
Then eliminate. Cross off anything that felt like a “should” during Step 2, or that you picked because it sounds impressive.
The research consensus is 3–10 core values— enough to cover the terrain of your life without becoming a list you can’t use. Brené Brown, in Dare to Lead, narrows to exactly 2 for maximum rigor. Five to ten allows more nuance while staying actionable.
Narrowing prompt:
Look at your first-pass list. Group similar values. Cross off anything that feels aspirational rather than authentic. What 5–10 remain?
Your core values (working list): _______________________________________________
Here’s what people get wrong at this stage: keeping too many values because cutting feels like losing part of yourself. Narrowing is clarifying, not erasing.
If you want to compare this worksheet process to other approaches, the values list worksheet covers some alternative methods.
Now comes the most important step. Most worksheets skip it entirely.
Step 4: The Authenticity Check
The most common problem with values worksheets is that they stop here— with a list you selected. But selecting values from a list doesn’t guarantee they’re actually yours. They might be values you inherited from your family, your workplace, or your culture— values you perform rather than live.
A values list you haven’t pressure-tested is just a wish list.
ACT (Acceptance and Commitment Therapy) has a specific test for this:
“Values clarification in ACT treats values as ‘chosen qualities of ongoing action’— not feelings or aspirations, but actual directions of living confirmed by behavior.” — ACT systematic review, International Journal of Psychology and Psychological Therapy
The distinction between stated values and enacted values is load-bearing. And it’s the step every competitor worksheet skips.
Run each of your working values through these three checks:
The Behavioral Audit
Does your calendar, spending, and decisions reflect this value?
If “Family” is on your list but your last ten major decisions consistently deprioritized family— either that value is aspirational (not yet enacted), or you’re living in misalignment (which is also useful to know). This is about data.
Behavioral audit prompt:
For each value on your working list: In the last 30 days, where did this value show up in how you spent your time or money? If you can’t name at least two examples, flag it.
Your notes: _______________________________________________
The Frustration Test
What consistently frustrates or angers you? Frustration is often a reversed value— we get angry when something we genuinely care about is violated.
If dishonesty reliably frustrates you, honesty is probably a real value. If chaos frustrates you, order or structure may be more central to you than you thought. If someone takes credit for your work and it makes you genuinely angry, fairness or integrity may belong on your list— even if you hadn’t thought to include them.
Frustration test prompt:
What consistently frustrates you? What situations make you genuinely angry or disappointed? What does that reveal about what you actually value?
Your notes: _______________________________________________
The Pressure Test
Would you maintain this value when it’s costly? Values that collapse under pressure are usually aspirational. Real values hold— or at least create genuine conflict when they’re violated.
Think of a time you chose something at real personal cost. What did you protect? That’s likely a genuine value.
If you have “Adventure” on your list but your last three vacation choices were safe, familiar, and comfortable, that’s worth examining. And according to research on values misalignment, the gap between stated and enacted values is a burnout risk, independent of workload.
Pressure test prompt:
Think of a time you made a difficult choice at real personal cost. What principle were you protecting? Does that principle appear on your working list?
Your notes: _______________________________________________
What to do if a value fails the check:
A value that fails one or all three checks still has a place— you just need to know what kind of value it is:
- Aspirational value: Something you want to move toward but aren’t yet living. Still useful— knowing where you want to go is different from knowing where you are.
- Inherited value: Someone else’s value you’ve been carrying. Worth asking whether you’d actually choose it if you were choosing fresh.
The discomfort of realizing some values on your list aren’t actually yours is normal. And it’s the whole point of this step.
For a deeper process on the authentic vs. inherited values distinction, see values clarification— it covers this territory in full.
Once your values have passed the authenticity check, Step 5 is making them specific.
Step 5: Define Each Value in Your Own Words
“Integrity” means something different to everyone. Until you define what it means to you (specifically, in your actual life) it’s just a word on a list. Step 5 is writing a one-sentence definition of each value in your own language.
A value you can’t define in one sentence isn’t ready to guide a decision. Specificity is what makes values functional rather than decorative.
Here’s the difference in practice. “Integrity” could mean:
- “I don’t say things I don’t mean.” (honesty-focused)
- “I do what I committed to, even when it’s inconvenient.” (commitment-focused)
Both are integrity. But they guide different decisions.
Definition prompt:
For each core value, complete this sentence:
My value of [] means: []
(Optional: In practice, this means I: [_______])
Write it in plain language. (If it sounds like a LinkedIn headline, rewrite it.) These definitions are for you— write what’s true, not what sounds good.
Defined values are tools. Step 6 is using them.
Step 6: Apply Your Values to Real Decisions
Core values function as a decision filter. When you’re facing a choice— a job offer, a relationship, a major commitment— your values tell you what to weight and what to let go of. But this only works if you’ve done the first five steps.
According to PMC research in the Journal of Personality, when people choose careers that facilitate attainment of their values, they report significantly higher career satisfaction and perform better. Not marginally. Significantly.
Values make the right decisions clearer— even when clearer means harder.
Here’s the decision-making frame:
- List your core values (your defined 5–10 from Step 5)
- Ask: Does this choice facilitate these values, or work against them?
- Name the tradeoff explicitly— don’t avoid it
Consider: a job offer that pays more but requires constant travel, when “Family” and “Presence” are core values. Your values filter tells you exactly what you’re trading. That’s the point.
And sometimes two real values conflict in a single decision— “Adventure” vs. “Security” in a career pivot, for example. That tension is healthy. Make the tradeoff consciously— with full awareness of what you’re choosing.
Try it today. Pick one decision you’ve been sitting on. Run it through your values list. See what it clarifies.
For more on how to use your values in career assessment, see the values assessment— it includes free methods for evaluating values fit in a role.
Frequently Asked Questions
Here are direct answers to the most common questions about identifying core values worksheets.
What is a core values worksheet?
A core values worksheet is a printable or on-screen tool that guides you through selecting, narrowing, and defining your core values. It’s a reflective process you control— you choose the values, you verify them, you define what they mean in your life. Most include a curated list of 100–200 values, exercises for narrowing to your top 5–10, and prompts for defining what each value means specifically to you.
How long does a core values worksheet take?
Most people complete a full values identification process in 30–60 minutes. A quick first pass— scanning the list and selecting initial candidates— takes 15–20 minutes. The authenticity check in Step 4 is where most people need to slow down. It requires genuine reflection, not just selection.
How many core values should I have?
The practical consensus is 5–10 core values— enough to cover the terrain of your life without becoming a list you can’t use. Brené Brown narrows to exactly 2 for maximum rigor. Fewer than 3 is usually under-specified. More than 10 typically means there’s still grouping to do. The number matters less than whether the values you identify are authentic.
What’s the difference between a values worksheet and a values quiz?
A values worksheet is active and reflective— you select, narrow, and verify. A values quiz gives you a profile or score based on your answers. Worksheets tend to produce more personally meaningful results because you own the selection process. They also allow for the critical step quizzes skip: checking whether your identified values are authentic (enacted) or aspirational (stated). For a different approach, see the values assessment— it covers quiz-based methods too.
How do I know my values are authentic?
Run the three authenticity checks from Step 4: the behavioral audit (does your calendar and spending reflect this value?), the frustration test (does violating this value reliably frustrate you?), and the pressure test (would you maintain this value when it’s costly?). Values that hold across all three are most likely authentic. Values that collapse may be aspirational— which is still useful information.
Can core values change over time?
Core values are relatively stable, but they can shift with major life transitions— career changes, parenthood, significant loss, or burnout. Shalom Schwartz’s cross-cultural research confirms this general stability with noted exceptions for major life events. A values check-in every 2–5 years is reasonable, especially if a major transition has occurred.
What to Do Next
You now have a process.
That’s the difference. A list tells you what you value. A process (with an authenticity check built in) tells you what you actually value.
Pick one decision you’ve been sitting on this week. Run it through your defined values. See what it clarifies.
That’s the point. Not a list— a lens.
If you want to go deeper on the process behind this worksheet, values clarification covers the full framework. And if a card-sort approach sounds like a better fit, the values card sort is a 20-minute alternative.
No download required. Bookmark this page and return to each step as you’re ready.
