Counseling Subordinate-centered communication that outlines actions necessary for subordinates to achieve individual and organizational goals

Counseling

Subordinate-centered communication that outlines actions necessary for subordinates to achieve individual and organizational goals.

- Reception and Integration

ARRIVE AT UNIT

MIDPOINT6 MONTHS

OER/ NCOER

Quarterly CounselingNCOER Checklist

Personal Issues

Periodic Reviewof OER Support

Form (Rater/ SR Rater)

Event: Non-select for school /

promotion

EXITINTERVIEW

PATHWAY TOSUCCESS

Initial OER /NCOER Counseling (30 days)

- Sponsorship

Counseling Cycle Continuous Process



The Unit Counseling Program

– A company level leader’s responsibility

– A dynamic system of skilled leaders helping subordinates to develop

– Takes time, energy, and effort to build and sustain

– An investment in leader development and the unit

VGT 31

The Effects of Counseling on the Organization

– Develops subordinates

– Strengthens the chain of command

– Provides opportunity for leader growth

A Unit Counseling Program Should:

• Strengthen the Chain of Command• Clarify policies and procedures• Reinforce standards• Prevent rumors• Praise success• Avoid surprises• Develop responsible subordinates

Counseling and Leader Growth

Through counseling, leaders:

- Learn about their own effectiveness

- Gain an appreciation for the diversity of those theylead

- Learn more about “leadership”

Subordinate-Centered (Two-Way) Communication

Subordinates assume an active role in the counseling sessions and maintain responsibility for their actions. The following skills assist leaders in subordinate-centered counseling:

– Active listening– Responding– Questioning

The Leader as a Counselor

Leaders have a responsibility to develop their subordinates.

During counseling, the leader acts primarily as a helper, not a judge.

The Leader as a Counselor (con’t)

The following qualities help the leader to assume an effective role during a counseling session:

– Respect for subordinates– Self and cultural awareness– Credibility– Empathy

The Reason for Counseling

– To help subordinates develop in order to achieve organizational goals and objectives.

– This overriding theme of “subordinate development” includes helping subordinates to improve (or maintain) performance, solve problems, or attain goals.

– Counseling requirements are also integrated into the evaluation system.

TWO CATEGORIES OF COUNSELING

Event-Oriented Counseling

Performance Counseling

Professional Growth Counseling


Counseling centers around a specific event or situation and is personal in nature

Examples include:

Reception and Integration

Promotion Counseling

Corrective Training

Referrals

Separation

Crisis

Positive Performance

DEVELOPMENTAL COUNSELING FORMFor use of this form, see FM 22-100; the proponent agency is TRADOC

DATA REQUIRED BY THE PRIVACY ACT OF 1974AUTHORITY: PRINCIPAL PURPOSE: ROUTINE USES: DISCLOSURE:

5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)To assist leaders in conducting and recording counseling data pertaining to subordinates.For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.Disclosure is voluntary.

PART I - ADMINISTRATIVE DATAName (Last, First, MI) Rank/Grade Social Security No. Date of Counseling

Organization Name and Title of Counselor

PART II - BACKGROUND INFORMATIONPurpose of Counseling: (Leader states the reason for the counseling, e.g., performance/professional growth or event-oriented counseling, andincludes the leader's facts and observations prior to the counseling.)

PART III - SUMMARY OF COUNSELINGComplete this section during or immediately subsequent to counseling.

Key Points of Discussion:

OTHER INSTRUCTIONSThis form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation

requirements and notification of loss of benefits/consequences see local directives and AR 635-200.

EDITION OF J UN 85 IS OBSOLETEDA FORM 4856, JUN 1999 USAPA V1.00


Date: What specifically occurred.

How it violates the established post, unit or Army standard.

WARNING

Include date! For consideration of separation paragraphs 5-8. 5-13, Chapter 11, Chapter 13, and paragraphs 14-12a and 14-12b, AR 635-200, the counseling must include:

1. If the behavior continues, separation action will be considered

2. The paragraph or chapter under which action will be considered

3. Soldier must be advised of the least favorable characterization of he/she could receive under the specific paragraphs of the regulation, IE Honorable,Under Honorable conditions, (General), Under Other than Honorable conditions, Entry Level Separation.

4. Inform the soldier of loss of benefits for a Under Other than Honorable Conditions discharge. Personnel with less than two (2) years of continuous active duty will receive no VA or federal benefits, no matter what type of discharge they receive. The effect a punitive discharge could have on future employment.

5. Recovery of unearned enlistment or re-enlistment bonus is required.

REVERSE, DA FORM 4856, JUN 1999

Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon goal(s). The actions mustbe specific enough to modify or maintain the subordinate's behavior and include a specified time line for implementation and assessment (PartIV below).)

Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the plan of action. Thesubordinate agrees/disagrees and provides remarks if appropriate.)

Individual counseled: I agree disagree with the information above.Individual counseled remarks:

Signature of Individual Counseled: Date:

Leader Responsibilities: (Leader's responsibilities in implementing the plan of action.)

Signature of Counselor: Date:

PART IV - ASSESSMENT OF THE PLAN OF ACTIONAssessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled andprovides useful information for follow-up counseling.)

Individual Counseled: Date of Assessment:Counselor:

Note: Both the counselor and the individual counseled should retain a record of the counseling.

USAPA V1.00


Plan to correct the deficiency -Agencies involved

End state clearly outlined.

How leader will support the plan.

When the plan will be checked or re-visited

Performance CounselingIncludes OER / NCOER / TAPES counseling requirements

FM 22-100 (Chapter 2, 1999 version) outlines values, attributes, skills, and actions

FM 22-100 (Appendix B, 1999 version) establishes performance indicators for the 23 leadership competencies

Professional Growth Counseling

Includes Pathway to Success and Career Field counseling

Counseling is future oriented based on an established time line


DATA REQUIRED BY THE PRIVACY ACT OF 1974

AUTHORITY:

PRINCIPAL PURPOSE:

ROUTINE USES:

DISCLOSURE:

5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)

To assist leaders in conducting and recording counseling data pertaining to subordinates.

For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.

Disclosure is voluntary.

PART I - ADMINISTRATIVE DATA

Name (Last, First, MI) Rank/Grade Social Security No. Date of Counseling


PART II - BACKGROUND INFORMATION

Purpose of Counseling: (Leader states the reason for the counseling, e.g., performance/professional growth or event-oriented counseling, andincludes the leader's facts and observations prior to the counseling.)





EDITION OF J UN 85 IS OBSOLETEDA FORM 4856, JUN 1999 USAPA V1.00 REVERSE, DA FORM 4856, J UN 1999



Individual counseled: I agree disagree with the information above.

Individual counseled remarks:




PART IV - ASSESSMENT OF THE PLAN OF ACTION

Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled andprovides useful information for follow-up counseling.)



USAPA V1.00

Performance/Professional Growth Counseling

Dates of Quarterly

Counseling


DATA REQUIRED BY THE PRIVACY ACT OF 1974

AUTHORITY:

PRINCIPAL PURPOSE:

ROUTINE USES:

DISCLOSURE:

5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)

To assist leaders in conducting and recording counseling data pertaining to subordinates.

For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.

Disclosure is voluntary.

PART I - ADMINISTRATIVE DATA

Name (Last, First, MI) Rank/Grade Social Security No. Date of Counseling


PART II - BACKGROUND INFORMATION

Purpose of Counseling: (Leader states the reason for the counseling, e.g., performance/professional growth or event-oriented counseling, andincludes the leader's facts and observations prior to the counseling.)





EDITION OF J UN 85 IS OBSOLETEDA FORM 4856, JUN 1999 USAPA V1.00 REVERSE, DA FORM 4856, J UN 1999



Individual counseled: I agree disagree with the information above.

Individual counseled remarks:




PART IV - ASSESSMENT OF THE PLAN OF ACTION

Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled andprovides useful information for follow-up counseling.)



USAPA V1.00

Performance/Professional Growth Counseling

Quarterly Counseling: March April May 2001

Strengths/Sustain:ABC

Areas to Improve:ABC

Upcoming focus

Major events

Plan to achieve success

Assistance by leader that is needed to achieve success

Points of contention by soldier being counseled

Suspense or dates for spot checks

Preparation for Counseling

1. Select a suitable place

2. Schedule the time

3. Notify the subordinate well in advance

4. Organize the information

5. Outline the components of the counseling session

6. Plan a counseling strategy

7. Establish the right atmosphere

Why should a leader prepare an outline? What is a counseling strategy?

2. DISCUSS THE ISSUEHelp the subordinate develop an understanding of the

issues and viable goals to effectively deal with them.

THE STAGES OF A COUNSELING SESSION

1. OPEN THE SESSIONIdentify the purpose and establish a constructive

and subordinate-centered tone.

3. DEVELOP A PLANDevelop an action plan with subordinate. The plan

that evolves from the counseling process must be action-focused and facilitate both leader and subordinate attention toward resolving the identified developmental needs.

4. CLOSE THE SESSIONDiscuss the implementation, including the leader’s

role in supporting the subordinate’s effort. Gain the subordinate’s commitment to the plan. Ensure plan is specific enough to drive behaviors needed to affect the developmental needs

Develop a Plan of Action

-

VGT 13

Actions should facilitate the attainment of goals.

Actions should be specific enough to drive behavior.

Plan may entail contacting a referral agency.

Close the Session

- Summarize the counseling session.

- Discuss implementation of the plan; check for understanding and acceptance.

- Identify leader’s responsibilities.

What is follow-up and why is it necessary? Describe the assessment of the plan of action. Why is it

an integral part of the counseling process?

Documents

Counseling Subordinate-centered communication that outlines actions necessary for subordinates to achieve individual and organizational goals