COUNSELING and THE COUNSELING and THE LEADERSHIP DOCTRINE LEADERSHIP DOCTRINE

Counseling

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

Why should counseling lead to achievement of goals? How is counseling related to leadership?

The Reason for Counseling

- To help subordinates develop in order to achieve organizational or individual goals.

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

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.

When should a leader counsel to develop subordinates?

How can a leader be both an evaluator/judge and a helper/counselor?

The Leader as a Counselor

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

- Respect for subordinates- Self and Cultural Awareness- Credibility- Empathy

How do these qualities assist leaders in counseling?

Subordinate-Centered (Two-Way) Communication

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

Why should the subordinate be active in the session?

Common Counseling Mistakes

– Leader’s:

– Likes– Dislikes– Biases– Prejudices

- 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

Counseling Cycle Continuous Process

Categories of Counseling

– Personal - Event Oriented– Reception and Integration - Crisis - Separation– Positive Performance - Promotion Counseling– Referrals - Corrective Training

– Performance and Professional Growth– OER/NCOER– “Pathway to Success”– Developmental Process Based on Potential

– Near Term <1 year– Long Term > 2-5 years

Approaches to Counseling

– Directive

– Nondirective

– Combined

Counseling Process

– Identify the need for counseling

– Prepare for Counseling

– Conduct the Counseling Session

– Follow-up

Preparation for Counseling1. Select a suitable place2. Schedule the time3. Notify the subordinate well in advance4. Organize the information 5. Outline the components of the counseling session6. Plan a counseling strategy7. Establish the right atmosphere

Can counseling occur spontaneously without formal preparation?

What is an appropriate time? What should a leader tell the subordinate?

Preparation for Counseling

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

The Counseling Session

1. Open the session2. Discuss the issue3. Develop a plan of action4. Record and Close the session

(1) Open the Session

- State the purpose of the session.- Establish a subordinate-centered tone.

How does a counselor establish a subordinate centered tone?

Why is it important to state the purpose of the session?

(2) Discuss the Issue

- Jointly develop an understanding of the situation.- Support points with facts or observations.- Establish relevance between the issue and

individual or unit goals.

How does a counselor “jointly develop” an understanding of the situation?

Why is it important to support points with fact or observations?

(3) 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.

Why must the plan be a “plan of action”? When should the plan include a referral?

(4) Record and Close the Session

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

- Identify leader’s responsibilities.

What happens when a soldier does not accept the plan of action?

What is follow-up and why is it necessary? What is the leader’s role in implementing the plan?

Assess the Plan of Action

– If needed, modify the original plan of action

– Provides useful information for future follow-up counseling sessions

DEVELOPMENTAL COUNSELING FORMRank/Grade Date of Counseling NAME (Last, First, MI)

Organization

Key Points of Discussion:

PART III - Summary of Counseling

Name and Title of Counselor

PART II - BACKGROUND INFORMATIONPurpose of Counseling:

Signature of Individual Counseled

Plan of Action:

Signature of Counselor

PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment:

Date

Date

Session Closing:

Individual counseled: I agree / disagree with the information aboveIndividual counseled remarks:

Leader Responsibilities:

Summary

CounselingSubordinate-centered

Goal Oriented

The SessionOpen the sessionDiscuss the issueDevelop plan of

actionRecord and Close

the session

Subordinate-Centered StrategyActive Listening

RespondingQuestioning

The ProcessIdentify the need

Prepare Conduct

Assessment

Purpose Develop

subordinates