DEVELOPMENTAL COUNSELING
DOCTRINE TRAINING PROGRAM
Slide 1
Agenda
 Intro./Leader Responsibilities/Leader as Counselor
 Counseling Skills/Techniques/Limitations/Approaches
 Counseling types/counseling process
 Counseling regulatory requirements
 The counseling form and NCOER counseling checklist
 Appendix B – Leadership assessment
 Homework – Leadership assessment/counseling test/
Study Background Information
Slide 2
HOUR 2 - Introduction to
Developmental Counseling
Leader Responsibilities/The Leader as a
Counselor
PRESENTER NAME
Slide 3
Introduction to
Developmental Counseling
 Developing subordinate leaders is one of the most
important responsibilities of every leader
 Subordinates are not merely passive listeners;
they are actively involved in the process
 Shared effort to develop a plan of action
 Leader supports the plan’s implementation;
subordinate commits to improvement
Slide 4
New Doctrine
Appendix “C” FM 22-100









The Leader’s Responsibilities
The Leader as a Counselor
Leader Counseling Skills
The Leader’s Limitations
Types of Developmental Counseling
Approaches to Counseling
Counseling Techniques
The Counseling Process
The Developmental Counseling Form
Slide 5
Leader Responsibilities
 Leaders coach subordinates the same way sports coaches
improve their teams
 Identifying weaknesses
 Setting goals
 Developing and implementing a plan of action
 Providing oversight and motivation throughout the
process
 To be effective coaches leaders must understand the
strengths, weaknesses and goals of subordinates
 Effective leaders who counsel properly can change the
perception that counseling is a negative action
Slide 6
Characteristics of
Effective Counseling
 Purpose: Clearly define the purpose of counseling
 Flexibility: Fit the style to the character of the
subordinate and to the relationship desired
 Respect: View subordinates as unique individuals,
each with a distinct set of values, beliefs, attitudes
 Communication: Establish open, two-way commo;
effective counselors listen more than speak
 Support: Encourage subordinates with actions while
guiding them through problem solving
Slide 7
The Leader as a
Counselor (Qualities)

Respect for subordinates
 Allow the subordinate to take responsibility for actions

Self Awareness and cultural awareness
 Know yourself
 Know your subordinate

Empathy
 Put yourself in the subordinate’s shoes

Credibility
 If you lack credibility, you can’t influence subordinates
Slide 8
HOUR 3 - Leader
Counseling Skills
Counseling Techniques/Leader’s
Limitations/Counseling Approaches
PRESENTER NAME
Slide 9
Leader Counseling
Skills-Active Listening
 Eye contact
 Body posture
 Head nods
 Facial expressions
 Verbal expressions
 Silence
Slide 10
Nonverbal Indicators of
a Subordinate’s Attitude
 Boredom
 Self-confidence
 Defensiveness
 Frustration
 Interest, friendliness, and openness
 Openness or anxiety
Slide 11
Leader Counseling
Skills-Responding
 Respond verbally and nonverbally
 Summarizing
 Interpreting
 Clarifying
 Maintaining eye contact
 Occasional head nods
Slide 12
Leader Counseling
Skills-Questioning
 Use this skill with caution
 Avoid interrogating
 Too many questions put the subordinate in a passive
mode
 May cause the subordinate to become defensive
 Ask open-ended questions
Slide 13
Counseling Errors
 Talking too much; not truly listening
 Giving unnecessary or inappropriate advice
 Projecting personal likes, dislikes, biases, prejudices
 Improper follow-up or lack of follow-up
 Inflexible counseling methods
 Loss of emotional control, rash judgements
Slide 14
Guidelines to Improve
Counseling
 Determine subordinate’s role in the situation and what
he’s done to resolve the problem
 When asking questions, be sure that you need the info.
 Give the subordinate your full attention
 Encourage the subordinate to take the initiative
 Help the subordinate help himself
 More guidelines in FM 22-100, Figure C-2
Slide 15
Counseling Approaches
 Nondirective
 Directive
 Combined
Slide 16
Counseling TechniquesNondirective/Combined
Approaches
 Suggesting alternatives
 Recommending
 Persuading
 Advising
Slide 17
Counseling TechniquesDirective Approach
 Corrective training
 Commanding
Slide 18
The Leader’s Limitations
 Army leaders can’t help everyone in every situation
 Recognize your limitations
 Refer subordinate to a more qualified person or agency
 Leaders should respect the right of a subordinate to
contact a referral agency on his own
 Some referral agencies listed in FM 22-100, Figure C-3
Slide 19
HOUR 4 - Types of
Developmental Counseling
and the Process
Event Oriented
Counseling/Performance and
Professional Growth Counseling/The
Counseling Process
PRESENTER NAME
Slide 20
Types of Counseling
Event-Oriented
 Specific instances of superior or substandard
performance
 Reception and integration counseling
 Crisis counseling
 Referral counseling
 Promotion counseling
 Separation counseling
Slide 21
Counseling for Specific
Instances (Event Oriented)
 Conduct it as close to the event as possible
 May precede or follow the event
 Check yourself--How often do you counsel for superior
performance?
 Corrective training ends when the subordinate can
achieve the standard
 See FM 22-100, para. C-31 for actions to take when
counseling for a specific performance
Slide 22
Reception and Integration
Counseling (Event Oriented)
 Should begin immediately upon arrival so new members
quickly integrate into the unit
 Identify and fix problems or concerns the new member has
 Lets the new member know unit standards and how he fits
into the team
 Sends the message that the chain of command cares
 See FM 22-100, Figure C-4, R&I counseling points
Slide 23
Other Event Oriented
Counseling Situations
 Crisis Counseling:
 Listening is important here; use referral agencies for support
 Referral Counseling:
 Preventive counseling before the situation becomes a bigger
problem
 Promotion Counseling:
 Eligible for advancement without waiver, but not recommended
 Adverse Separation Counseling:
 Informs on consequences associated with continued substandard
performance
Slide 24
Types of Counseling
(Continued)
Performance/Professional Growth:
 What does this counseling session address?
Short Term: < 1 year (Performance/Personal Goals)
Long Term: 2-5 years (Professional Growth)
Slide 25
Performance Counseling
 Periodic review of duty performance
 Jointly establish performance objectives and standards for
the next period
 Focus on the future and the subordinate’s strengths,
weaknesses and potential
 NCOER and OER counseling requirement
 Establish attainable goals and teach subordinates how to
achieve them
Slide 26
Professional Growth
Counseling
 Planning to accomplish individual and professional goals
 Assists subordinates in achieving organizational and
individual goals
 Review and identify strengths and weaknesses and create a
plan of action
 Discuss and develop a “pathway to success”
 Specific COAs must be tailored to each individual
Slide 27
Types of Counseling
(Conclusion)
 These types are not separate, distinct, or exhaustive
 Different types may be combined into one counseling session
 Consult with appropriate regulations for counseling
requirements--more on that later
 Regardless of the topic, leaders should follow the same process
to prepare for and conduct the session
Slide 28
The Counseling Process
 Identify the need for counseling:
 Event-oriented or performance/professional growth counseling
 Prepare for counseling:
 Select a suitable place, schedule the time, notify the subordinate well in
advance, organize information, outline the counseling session components,
plan your counseling strategy, and establish the right atmosphere.
 Conduct counseling:
 Open the session, discussing the issues, developing the plan of action, and
recording and closing the session.
 Follow up:
 Providing the teaching, coaching, and mentoring needed.
Slide 29
Stages of the Counseling
Process
 Identify the need for counseling:
 Event-oriented or performance/professional growth
counseling
 Prepare for counseling:
 Select a suitable place
 Schedule the time
 Notify the subordinate well in advance
 Organize information
 Outline the counseling session components
 Plan your counseling strategy
 Establish the right atmosphere
Slide 30
Stages of the Counseling
Process (Continued)
 Conduct counseling:
 Open the session
 Discussing the issues
 Developing the plan of action
 Recording and closing the session
Slide 31
Stages of the Counseling
Process (Conclusion)
 Follow up:
 Leader Responsibilities
 Providing the teaching, coaching, and
mentoring needed
 Assess the Plan of Action
Slide 32
Desired End state of a
Counseling Session
 Develop
a subordinate-centered Plan of
Action
 Tie expectations to performance objectives
 Tie expectations to appropriate standards
 Achieves unit and individual goals
 Develops a “Pathway to Success”
Slide 33
HOUR 5 - Counseling
Requirements
AR 600-20/AR 635-200/AR 600-8-19/
AR 623-205/AR 600-9
PRESENTER NAME
Slide 34
AR 600-20 (Command Policy)
Counseling Requirements
 AR 600-20, Paragraph 2-3, dated 13 May 2002
 Commanders will ensure that all members of their
command receive timely performance counseling
 Unit commanders will determine the timing and specific
methods used to provide guidance and direction through
counseling
 All commanders will ensure that their subordinate
commanders implement and maintain an effective
performance counseling program
Slide 35
AR 635-200
(Enlisted Personnel)
Counseling Requirements
 AR 635-200, Chapter 1, paragraph 1-16, and Chapters 4, 8,
and 13, dated 1 November 2000
 Commanders will ensure that adequate counseling and
rehabilitative measures are taken before initiating separation
proceedings
 At least one formal counseling session is required before
separation proceedings may be initiated
 Counseling will be comprehensive and waiver of the
counseling requirement is not authorized
Slide 36
AR 600-8-19
(Enlisted Promotions)
Counseling Requirements
 AR 600-8-19, Paragraph 1-26, dated 13 September 2002
 Appropriate commander or his designee (such as the first
senior NCO in the chain of command) will counsel soldiers
who are eligible for promotion to PV2 through SSG without a
waiver (fully qualified) but not recommended in writing
 Counseling will:
 Take place when SM attains initial eligibility, and
 Periodically (at least every three months) and
 Include why the SM was not recommended and what can be done to
correct deficiencies or qualities which lack promotion potential
Slide 37
AR 623-205
(NCOER) Counseling
Requirements
 AR 623-205, Paragraph 2-9, dated 15 May 2002
 The raters role is that of evaluation, focusing on
performance and performance counseling
 The DA Form 2166-8-1 is mandatory for use by the rater
when counseling NCOs
 Rater will counsel the rated NCO on his or her duty
performance and professional development throughout the
rating period
Slide 38
AR 600-9
The Army Weight
Control Program
 AR 600-9, Paragraph 20a, dated 1 September 1986
 Identification and counseling of overweight personnel is
required
 Paragraph 21b
 The weight reduction counseling can be accomplished
prior or shortly after entry into a (weight control)
program.
Slide 39
HOUR 6 - Counseling
Forms
DA Form 4856-E/
DA Form 2166-8-1/Career
Maps/Counseling Website
PRESENTER NAME
Slide 40
DEVELOPMENTAL COUNSELING FORM
For use of this form see FM 22-100.
DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY: 5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)
PRINCIPAL PURPOSE: To assist leaders in conducting and recording counseling data pertaining to subordinates.
ROUTINE USES: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.
DISCLOSURE: Disclosure is voluntary.
Name (Last, First, MI)
Lester, James T.
PART I - ADMINISTRATIVE DATA
Rank / Grade
Social Security No.
SGT
Date of Counseling
123-45-6789
Organization
6 SEP 02
Name and Title of Counselor
UNIT NAME
SFC Paul, Joseph/PSG
PART II - BACKGROUND INFORMATION
Purpose of Counseling: (Leader states the reason for the counseling, e.g. Performance/Professional or EventOriented counseling and includes the leaders facts and observations prior to the counseling):
This is your Reception and Integration Counseling. You are being
assigned as 4th Squad Leader, 1st Platoon. In addition, this is your
Initial Counseling along with your NCOER Counseling Checklist to
support your NCOER.
PART III - SUMMARY OF COUNSELING
Complete this section during or immediately subsequent to counseling.
Key Points of Discussion:
OTHER INSTRUCTIONS
This 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.
DA FORM 4856-E, JUN 99
EDITION OF JUN 85 IS OBSOLETE
Slide 41
PART III - SUMMARY OF COUNSELING
Complete this section during or immediately subsequent to counseling.
Key Points of Discussion:
o Personal and Family Issues:
o Finances (PCS Entitlements, Leaves)
o Housing, Child care Center
o Family Readiness Group
o Discuss duty position and review job description:
o Discuss duty and responsibility to train, lead, and develop squad
o Standards- setting and enforcing
o Deployments and Exercises
o Leader’s Book for 4th Squad:
o Duty rosters and training schedules
o Unit METL, Command Policies and SOPs
o Unit Physical Fitness Program/unit fitness goal/diagnostic APFT
o Soldier Key Information
o Chain of Command/NCO Support Channel:
o Rating Chain/NCOER
o Alert/Recall Roster and Accountability
o Equipment Accountability and Maintenance
o Hand Receipts/Command Maintenance
o Personal and Organizational Goals:
o Professional Development
o Education (Civilian and Military)
o Career Enhancing Opportunities (NCO of the Month Board,
Audie Murphy Board)
o Short and Long Term Goals
o Unit Readiness
OTHER INSTRUCTIONS
This 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.
DA FORM 4856-E, JUN 99
EDITION OF JUN 85 IS OBSOLETE
Slide 42
Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
Plan of Action: (Outlines actions that the subordinate will do after the
counseling session to reach the agreed upon goal(s). The actions must be
specific enough to modify or maintain the subordinate’s behavior and include
a specific time line for implementation and assessment (Part IV below):
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate 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 ACTION
Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________
______________
Individual Counseled:_________________ Date of Assessment:
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)
Slide 43
Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
o Provide spouse with Family Readiness Group contact info. and
encourage her to attend the next meeting.
o Review Unit METL and Command Policies by Monday, and SOPs
by the end of next week.
o Conduct joint inventory of squad equipment within 20 days.
o Review leaders book from previous squad leader within 2 weeks.
o Conduct open discussion with squad members next week.
o Conduct initial counseling on each squad member within 30 days.
o Prepare to take a diagnostic APFT within 30 days and prepare to
conduct PT.
o Visit the education center to look into next semester’s schedule.
o In support of long-term goal of promotion to SSG, work on weapons
qualification, PT, and civilian/military education.
o Study pertinent Army Regulations and FMs for board appearance.
o Verify squad’s SRP packets within 60 days.
o Tentatively schedule future monthly assessments.
DA FORM 4856-E (Reverse)
Slide 44
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled:
I agree / disagree with the information above
Individual counseled remarks:
Jim T. Lester
6 Sep 02
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 ACTION
Assessment:
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________
Individual Counseled:_________________ Date of Assessment: ______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)
Slide 45
Plan of Action:
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
Leader Responsibilities: (Leader’s responsibilities in implementing the
plan of action):
Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate 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 ACTION
Assessment:
(Did the plan of action achieve the desired results? This section is completed by both the leader and the
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________
______________
Individual Counseled:_________________ Date of Assessment:
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)
Slide 46
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled:
I agree / disagree with the information above
Individual counseled remarks:
Jim T. Lester
6 Sep 02
Signature of : Individual counseled _________________________________________________ Date:________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Introduce to squad members. Reinforce and explain job description.
Provide soldier with a copy of the updated rating scheme and alert
roster. Provide a list of reference material to assist soldier in
preparation for NCO of the Month, Audie Murphy, and Promotion Board.
Afford time to review policies and SOPs. Assist in resolving any
problems that may develop. Schedule and administer a diagnostic
APFT. I will check back in 30 days to ensure all your soldiers have
been counseled. Supervise squad inventory of equipment. Coordinate
for class with Supply SGT on accountability and responsibility.
Provide with information on next FRG meeting.
Joseph J. Paul
Sep 02
_______________________
Signature of Counselor: _________________________________________________
Date: 6
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________
Individual Counseled:_________________ Date of Assessment: ______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)
Slide 47
Plan of Action:
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled:
I agree / disagree with the information above
Individual counseled remarks:
Assessment: (Did the plan of action achieve the desired results? This
section is completed by both the leader and the individual counseled and
provides useful information for follow-up counseling):
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 ACTION
Assessment:
(Did the plan of action achieve the desired results? This section is completed by both the leader and the
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________
______________
Individual Counseled:_________________ Date of Assessment:
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)
Slide 48
Session
Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled:
I agree / disagree with the information above
Individual counseled remarks:
Jim T. Lester
6 Sep 02
Signature of : Individual counseled _________________________________________________ Date:________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Introduce to squad members. Reinforce and explain job description.
Provide soldier with a copy of the updated rating scheme and alert
Roster. Provide a list of reference material to assist soldier in
preparation for NCO of the Month, Audie Murphy, and Promotion Board.
Afford time to review policies and SOPs. Assist in resolving any
problems that may develop. Schedule and administer a diagnostic
APFT. I will check back in 30 days to ensure all your soldiers have
been counseled. Supervise squad inventory of equipment. Coordinate
For class with Supply SGT on accountability and responsibility.
Provide with info. on next FRG meeting.
Joseph J. Paul
6 Sep 02
Signature of Counselor: _________________________________________________
Date: _______________________
Assessment:
PART IV - ASSESSMENT OF THE PLAN OF ACTION
individual counseled and provides useful information for follow-up counseling):
Assessments done on: 03 OCT 02 JTL/JTP , 04 NOV 02 JTL/JTP
On 26 SEP 02, observed SGT Name conducting a squad equipment
inventory. He made the necessary correction, signed for and accepted
responsibility for the squad equipment. On 02 OCT 02, SGT Name took
a diagnostic APFT and scored 220 with a score of 65 on the run.
04 OCT 02 SGT Name attended the unit Family Support Group meeting
with spouse. 07 OCT 02 reviewed SGT Name's squad initial counseling
packets. Quality counseling was done.
06 NOV 02 reviewed SGT Name's squad SRP packets and they meet the
standards. SGT Name did a super job in conducting section PT during
the week of 12-15 NOV 02. 28 NOV 02 SGT Name took an additional
diagnostic APFT to assess his individual PT program and increased his
score on the run by 20 points.
DEC 02
Joseph J. Paul
Jim T. Lester Date of Assessment: 6______________
Counselor: __________________________________
Individual Counseled:___________________________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
Slide 49
NCO COUNSELING CHECKLIST/RECORD
For use of this form, see AR 623-205; the proponent agency is ODCSPER.
NAME OF RATED NCO
Lester, James T.
RANK
DUTY POSITION
UNIT
4 th Squad Leader
SGT
HHC
Your Unit
PURPOSE: The primary purpose of counseling is to improve performance and to professionally develop the rated NCO. The best counseling
is always looking forward. It does not dwell on the past and on what was done, rather on the future and what can be done better.
Counseling at the end of the rating period is too late since there is no time to improve before evaluation
RULES:
1. Face-to-face performance counseling is mandatory for all Noncommissioned Officers
2. This form is for use along with a working copy of the NCO-ER for conducting NCO performance counseling and recording counseling
content and dates. Its use is mandatory for counseling all NCOs, CPL through CSM.
3. Active Component. Initial counseling must be conducted within the first 30 days of each rating period, and at least quarterly thereafter.
Reserve Components.(ARNG, USAR). Counseling must be conducted at least semiannually. There is no mandatory counseling at the end
of the rating period.
CHECKIST – FIRST COUNSELING SESSION AT THE BEGINNING OF THE RATING PERIOD
PREPARATION
1. Schedule counseling session, notify rated NCO.
2. Get copy of last duty description used for rated NCO’s duty
position, a blank copy of the NCO-ER, and the names of the new
rating chain.
3. Update duty description (see page 2).
4. Fill out rating chain and duty description on working copy of
NCO-ER, Parts II and III.NCO-ER. Use the trigger words on
5. Read each of the values/responsibilities in part IV of NCO-ER and
the expanded definitions and examples on page 3 and 4 of this form
6. Think how each value and responsibility in Part IV of NCO-ER
applies to the rated NCO and his/her duty position.
Note: Leadership and training may be more difficult to apply than the
other values/responsibilities when the rated NCO has no
subordinates. Leadership is simply influencing others in the
accomplishment of the mission and that can include peers and
superiors. It also can be applied directly to additional duties and
other areas of Army community life. Individual training is the
responsibility of all NCOs whether or not there are subordinates.
Every NCO knows something that can be taught to others and should
Be involved in some way in a training program.Suggestions.
7. Decide what you consider necessary for success (a meets
standards rating) for each value/responsibility. Use the examples
listed on page 3 and 4 of this form as a guide in developing your
COUNSELING
1. Make sure the rated NCO knows rating chain.
2. Show rated NCO the draft duty description on your working
copy of the NCO-ER. Explain all parts. If rated NCO performed
in position before, ask for any ideas to make duty description
better
3. Discuss the meaning of each value/responsibility in part IV of
NCO-ER, and the
expanded definitions on pages 3 and 4 of this form to help.
4. Explain how each value/responsibility applies to the specific
duty position by showing or telling your standards for success (a
meets standards rating). Use examples on pages 3 and 4 of this
form as a start point. Be specific so the rated NCO really knows
what’s expected.
5. When possible, give specific examples of excellence that
could apply. This gives the rated NCO something special to
strive for. Remember that only a few achieve real excellence and
that real excellence always includes specific results and often
includes accomplishments of subordinates.
6. Give rated NCO the opportunity to ask questions and make
Slide 50
COUNSELING
1. Go over each part of the duty description with rated NCO.
Discuss any changes, especially to the area of special emphasis.
2. Tell rated NCO how he / she is doing. Use your success
standards as a guide for the discussion (the examples on pages 3
and 4 may help). First, for each value/responsibility, talk about what
has happened in response to any discussion you had during the last
counseling session (remember, observed action, demonstrated
behavior and results). Second, talk about what was done well. Third,
talk about how to do better. The goal is to get all NCOs to be
successful and meet standards.session.
3. When possible, give examples of excellence that could apply.
This gives the rated NCO something to strive for, REMEMBER,
EXCELLENCE IS SPECIAL, ONLY A FEW ACHIEVE IT! Excellence
includes results and often involves subordinates.
4. Ask rated NCO for ideas, examples and opinions on what
has been done so far and what can be done better. (This step
can be done first or last).
BEFORE THE NCO DEPARTS THE COUNSELING SESSION
1. Record counseling date on this form.
2. Write any additional key points that came up during the
counseling session on this form.
3. Show key points to rated NCO and get his/her initials.
4. Save NCO-ER with this checklist for next counseling
(Notes should make record NCO-ER preparation easy
at the end of the rating period.
COUNSELING RECORD/KEY POINTS MADE
INITIAL
o
o
o
o
Squad Leader duty description and responsibilities to include to train, lead, and develop the squad
Leaders Book review
Organizational and personal goals
See DA Form 4856, Integration and reception counseling
DATE 6 Sep 02 RATED NCO’S INITIALS JTL
LATER
o
o
o
o
Conducted squad equipment inventory, signed for and accepted responsibility for the squad equipment
Completed quality squad initial counselings
Discussed upcoming JRTC rotation and additional appointment as Arms Room NCOIC
See DA Form 4856, 2nd Quarterly counseling
DATE 6 Dec 02
RATED NCO’S INITIALS JTL
LATER
DATE
Slide 51
RATED NCO’S INITIALS
CMF 92 Career Development Model
YRS OF SVC
1-3
4-6
7-9
10-15
16-19
20-30
RANK
PVT PFC
SPC/CPL
SGT
SSG
SFC
MSG 1SG
SGM CSM
DUTY
ASSIGNMENT
ACTIVE COMPONENT/RESERVE COMPONENT DUTY/ DRILL SERGEANT
TEAM LEADER
SGL/INSTR
FIRST
SERGEANT
SECTION
CHIEF
PLATOON SGT SECTION SUPV
USAR ADVISOR
SQUAD LEADER
EQUIP
SYS OPER
INSTITUTIONA
L TRAINING
SHIFT SUPV
BCT/AIT
PLDC
PRIOR TO PLDC:
English Composition
Basic Mathematics
Computer Literacy
SECTION CHIEF
BNCOC
STAFF NCO
SERGEANTS
MAJOR
COURSE
ANCOC
PRIOR TO BNCOC:
Communication Skills
Personnel Supervision
SL10/20 ACCP
Speech
PRIOR TO
ANCOC:
Principles of
Management
Effective
Writing
Leadership &
Counseling
Effective
Communication
RECOMMEN
DED NCOESRELATED
COURSES
PRIOR TO SMC:
Research Techniques (Statistics)
Human Resource Management
Time Management
Recommended
Battle
Staff
NCO Course
Recommended Reading Standard: 10
Achieve Writing Standard
RECOMMEN
DED CMFRELATED
COURSES
AND
ACTIVITIES
RECOMMEND
CMF-RELATED
CERTIFICATION
SKILL LEVEL
10
SKILL LEVEL 20
Human Growth &
Development
Reading Development
Role of Military
SKILL LEVEL 30
Contemporary Moral
Issues
Stress/Criss Mgt
Counseling Principles
and Practies
AA/AS: Applied Science in Management or Liberal Arts
By the 11th Year of Service
Slide 52
SKILL LEVEL 40
Accounting/Finance
Personal Finance
Principles of Business
Economics
1SG Course
Recommended Reading
Standard: 12 Achieve Writing
Standard
SKILL LEVEL 50
BA/BS: By the 19th Year of Service
Slide 53
Slide 54
Slide 55
Slide 56
Slide 57
Slide 58
HOUR 7 - Introduction to
Appendix B
Performance Indicators/Leadership
Dimensions/Leadership Assessment/
Counseling Workshop Test
PRESENTER NAME
Slide 59
FM 22-100
Appendix B
Performance Indicators
 Appendix B summarizes Leadership Dimensions discussed
in Chapters 1-7
 Quick reference list of Performance Indicators
 Designed to use as a leadership assessment and counseling
tool
 Self Leadership Assessment
 Subordinate Leadership Assessment
 NOT a list of bullets for NCOERs
Slide 60
FM 22-100
Appendix B
Performance Indicators
Slide 61
FM 22-100
Appendix B
Leadership Dimensions
 A Leader must:
 BE
 The values and attributes that shape a leader’s character
 KNOW
 Your competence in everything from the technical side of your job to
the people skills a leader requires
 DO
 How you apply what you know
 How you act and DO what you must
 Actions are the essence of leadership
Slide 62
FM 22-100
Appendix B
Leadership Assessment
 Honestly assess Leadership Dimensions that could be
improved
 Design a plan that will Develop and Improve these
Dimensions
 Establish Goal Timeline for Indicator Improvement
 Annotate in “Plan of Action” during counseling session
 Assess level of success of Leadership Growth and
Development
Slide 63
FM 22-100
Counseling Workshop
Test
 Test
 Open Book – Take Home
 Complete and Return on Day 3
 Study Background Information
Slide 64
Summary
Counseling
Subordinate Centered Strategy
 Subordinate-centered
 Active Listening
 Goal orientated
 Responding
 Questioning
The Session
 Open the Session
 Discuss the issue
The Process
Purpose
 To develop subordinates
 Identify the need
 Prepare
 Develop POA
 Conduct
 Record & Close
 Assessment
Slide 65
QUESTIONS?
CENTER FOR ARMY LEADERSHIP
Web Sites: www.counseling.army.mil
www.leadership.army.mil
Slide 66