LEADERSHIP
COUNSELING
REFERENCES:
AR 600-20
AR 635-105(OER)
AR 635-205(NCOER)
FM 22-100
WHO IN THE
US ARMY
IS REQUIRED TO
RECEIVE
COUNSELING?
EVERYONE!
AR 600-20, PAGE 14 PARAGRAPH 2-3 STATES:
“Commanders will ensure that all members of their
command receive timely performance counseling. Effective
performance counseling of officer, noncommissioned
officer, enlisted soldiers, and DA civilian employees helps to
ensure that they are prepared to efficiently carry out their
duties and accomplish the mission”……
GOING ON TO SAY….
“Providing regular and EFFECTIVE performance to all
soldiers, not just those whose performance fails to meet unit
standards, is a command function”
WHAT ARE THE
FOUR STAGES
OF THE
COUNSELING
PROCESS?
THE FOUR STAGES OF COUNSELING ARE:
1.) Identify the need for counseling.
2.) Prepare for counseling.
3.) Conduct counseling.
4.) FOLLOW UP!!!
IDENTIFY THE NEED FOR COUNSELING
Identifying the need for counseling is not just an
identification of a “bad” or “good” instance. Proper
counseling can and should be used in the context of
improving the tasks we perform on a daily basis.
This is not to say that you will have time to formally
counsel each individual when conducting training,
or that you will even have the opportunity. But we
should strive to do this as much as possible.
Remember, the quality time you spend in the
developmental phase will pay off ten fold in two,
five, even ten years down the road.
PREPARE FOR COUNSELING
1.) Select a suitable place.
2.) Schedule the time.
3.) Notify the subordinate well in advance.
4.) Organize information
5.) Outline the counseling session components.
6.) Plan your counseling strategy.
7.) Establish the right atmosphere.
PLANNING A COUNSELING
STRATEGY
As many approaches to counseling exist
as there are leaders.
We use “directive, non-directive, and
combined “ approaches to fit our
personal leadership styles as well as the
situation.
Establishing The Right Atmosphere
The right atmosphere promotes 2 way
communication between a leader and
subordinate. To establish a relaxed
atmosphere, you may offer the subordinate a
seat, a cup of coffee or soda. You may want
to sit in a chair facing the subordinate, since
a desk can act as a barrier.
Some situations make an informal atmosphere
inappropriate. For example:
To correct sub- standard performance
you may want to have
the subordinate stand while you sit.
DEVELOP A PLAN OF ACTION:
When a training weakness or other fault requires
counseling you must develop a plan of action to
resolve, improve, or overcome the deficiency.
You can be directive or work together to come up
with a plan, but the one constant, the thing that
MUST be maintained is to make the plan specific
and AVOID MAKING YOUR INTENTIONS
VAGUE.
EXAMPLE OF THIS IS:
“Next month I want you to improve your land
navigation skills.”
Your plan must be concrete, and in direct terms.
Next week you will go through the map reading
class with 1st platoon. SGT Dixon will help you
to develop your land navigation skills, and
determine at that time if you require further
training.
RECORD AND CLOSE THE SESSION
The different reasons for counseling dictate the need
or REQUIREMENT for the amount of detail in
which you record your counseling session.
FOR EXAMPLE:
If you are counseling someone in reference to a
possible admin separation, regulation requires that
you record certain information much more accurately
than what is required for general counseling.
FOLLOW UP
The follow-up is in many ways the most important
part of counseling. Without an effective follow-up,
the rest of your counseling could be ineffective and
many ways incomplete. The follow-up is the method
we use to ensure that the plan of action was being
adhered to, or is even attaining the desired effect.
If it is not meeting with the desired effect, changes
need to be made AND RECORDED.