The Unit Counseling Program

A company level leader must understand:

­ The­effects­of­the­unit­counseling­program­on­theorganization

­­­How­to­assess­the­program

­­­How­to­improve­the­program

VGT 1

Develop a Unit Counseling Program

Review­the­fundamentals­of­counseling.

Discuss­the­company­level­leader’s­role­indeveloping­the­unit­counseling­program.

VGT 2

Counseling

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

Why­should­counseling­lead­to­the­achievement­of­goals?

VGT 3

- Reception and Integration

JODSF/NCOERChecklist

ARRIVE AT UNIT

MIDPOINT6 MONTHS

OER / NCOER

JODSF /NCOER Checklist

Personal Issues

Periodic Reviewof OER Support

Form (Rater/ SR Rater)

JODSF /NCOERChecklist

Event: Non-select for school /

promotion

EXITINTERVIEW

PATHWAY TOSUCCESS

Initial OER /NCOER Counseling (30 days)

- Sponsorship

Counseling­Cycle­Continuous­Process

VGT 4

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:

– Active­listening

– Responding

– Questioning

Why should the subordinate be active in the session?

VGT 5

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.

When­should­a­leader­counsel­to­develop­subordinates?

How­can­a­leader­be­both­an­evaluator/judge­and­a­helper/counselor?

VGT 6

The Leader as a Counselor (con’t)

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

– Respect­for­subordinates

– Self­and­cultural­awareness

– Credibility

– Empathy

How­do­these­qualities­assist­leaders­in­counseling?­

VGT 7

The Reason for Counseling

– To­help­subordinates­develop­in­order­to­achieve­organizational­goals­and­objectives.­­

– This­overriding­theme­of­“subordinate­development”­includes­helping­subordinates­to­improve­(or­maintain)­performance,­solve­problems,­or­attain­goals.

– Counseling­requirements­are­also­integrated­into­the­evaluation­system.­­­­

VGT 8

Event-Oriented Counseling

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

– Examples­include: – Reception­and­Integration -­­­Promotion­Counseling

– Corrective­Training -­­Referrals– Separation -­­Crisis– Positive­Performance­

VGT 9

Performance Counseling

– Includes­OER­/­NCOER­/­TAPES­counseling­requirements

– FM­22-100­(Chapter­2,­1999­version)­outlines­values,­attributes,­skills,­and­actions

– FM­22-100­(Appendix­B,­1999­version)­establishes­performance­indicators­for­the­23­leadership­competencies

VGT 10

Professional Growth Counseling

– Includes­Pathway­to­Success­and­Career­Field­counseling

– Counseling­is­future­oriented­based­on­an­established­time­line

­VGT 11

THE STAGES OF A COUNSELING SESSION

1. OPEN THE SESSIONIdentify the purpose and establish a constructive and

subordinate-centered tone.

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

issues and viable goals to effectively deal with them.

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.

VGT 12

­Develop a Plan of Action

- Actions should facilitate the attainment of goals.

- Actions should be specific enough to drive behavior.

- Plan may entail contacting a referral agency.

Why­must­the­plan­be­a­“plan­of­action”? When­should­the­plan­include­a­referral?

VGT 13

­­Close the Session

- Summarize the counseling session.

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

- Identify leader’s responsibilities.

What­is­follow-up­and­why­is­it­necessary? Describe­the­assessment­of­the­plan­of­action.­­Why­is­it­

an­integral­part­of­the­counseling­­process?

VGT 14

Preparation for Counseling

1.­­Select­a­suitable­place

2.­­Schedule­the­time

3.­­Notify­the­subordinate­well­in­advance

4.­­Organize­the­information­­

5. Outline the components of the counseling session

6. Plan a counseling strategy

7.­­Establish­the­right­atmosphere

Why­should­a­leader­prepare­an­outline? What­is­a­counseling­strategy?

VGT 15

Cultural Awareness and Diversity

– Mental­attribute­of­a­leader

– Leaders­should­focus­on­the­similarities­and­differences­between­individuals

– Leaders­need­to­make­use­of­the­different­talents­individuals­with­different­backgrounds­bring­to­the­team­­

VGT 16

Cultural Awareness Within the Unit Counseling Program

What­leader­actions­demonstrate­genuine­concern­about­cultural­awareness­within­a­unit?

What­command­climate­indicators­give­an­indication­of­the­level­of­cultural­awareness­within­the­unit?

VGT 17

Cultural Awareness Within the Unit Counseling Program (con’t)

How­does­an­effective­unit­counseling­program­reinforce/emphasize­cultural­awareness­between­leaders­and­subordinates?

What­do­you­do­once­a­situation­that­denigrates­another­person­is­identified?

VGT 18

Cultural Awareness Within the Unit Counseling Program (con’t)

What­are­some­leader’s­actions­that­support­cultural­awareness­within­the­unit?­

VGT 19

The Effects of Counseling on the Organization

–­­Develops­subordinates

–­­Strengthens­the­chain­of­command

–­­Provides­opportunity­for­leader­growth

VGT 20

A Unit Counseling Program Should:

• Strengthen­the­Chain­of­Command• Clarify­policies­and­procedures• Reinforce­standards• Prevent­rumors• Praise­success• Avoid­surprises• Develop­responsible­subordinates­

VGT 21

Counseling and Leader Growth

Through­counseling,­leaders:

-­­Learn­about­their­own­effectiveness

-­­Gain­an­appreciation­for­the­diversity­of­those­theylead

-­­Learn­more­about­“leadership”

VGT 22

Counseling Program Assessment Model

1.­­Do­leaders­counsel­subordinates?

2.­­Do­leaders­counsel­in­appropriate­situations?

3.­­Do­leaders­counsel­effectively?

VGT 23

The Counseling Program Assessment

Performing­the­assessment­is­not­as­simple­as­it

may­appear....

VGT 24

Counseling Program Assessment Model

1.­­Do­leaders­counsel­subordinates?

VGT 25

Counseling Program Assessment Model

2.­­Do­leaders­counsel­in­appropriate­situations?

VGT 26

Counseling Program Assessment Model

3.­­Do­leaders­counsel­effectively?

VGT 27

Performing the Assessment

– Query­personnel­from­the­unit­as­part­of­normal­conversation

– Review­counseling­records

– Observe­counseling­sessions

– Use­a­survey­instrument

VGT 28

Improving a Unit Counseling Program

-­­Role-Modeling

-­­Education

-­­Leader­Involvement

VGT 29

Improving a Unit Counseling Program

– Develop­a­plan­to­improve­the­program

– Implement­the­plan

– Follow-up­with­an­assessment­of­the­results­of­the­plan

VGT 30

The Unit Counseling Program

– A­company­level­leader’s­responsibility

– A­dynamic­system­of­skilled­leaders­helping­subordinates­to­develop

– Takes­time,­energy,­and­effort­to­build­and­sustain

– An­investment­in­leader­development­and­the­unit­­

VGT 31

Summary: The Unit Counseling Program­

Effects on Unit Develops individuals Strengthens the chain of

command Provides opportunity for

leader growth

The Assessment Model Do leaders counsel? Do leaders counsel in

appropriate situations? Do leaders counsel effectively?

Improving theProgram

Role-Modeling Education Leader Involvement

Conducting the Assessment Query personnel Review records Observe counseling Focus the assessment as desired Perform routinely

VGT 32