Slide 1 COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE.

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COUNSELING IN THE 21st CenturyCOUNSELING IN THE 21st CenturyLEADERSHIP DOCTRINELEADERSHIP DOCTRINE

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AgendaAgenda

Purpose

Reason for Change

New Doctrine

Concept of Developmental Counseling

Why a Counseling Workshop

Train-the-Trainer Workshop Objective/Focus/Success

Training Workshop Program

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Our PurposeOur Purpose

Provide the NCO Corps with a clear understanding of the intent and purpose behind the Developmental Counseling philosophy and show the field “what right looks like”.

We do this with:

Train-the-Trainer workshop

Training Aids (videos/TSP # TVT 22-100711234)

Web site (www.counseling.army.mil)

Online advice (SME)

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Reason For ChangeReason For Change

Counseling is perceived as negative; normally associated with an evaluation requirement, problem, or poor performance

Documenting counseling is bad news - writing things down is perceived as negative

Old counseling technique:Past performance

One way/directive (I talk, you listen), did not result in a concrete plan of action

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New DoctrineNew Doctrine

FM 22-100 Army Leadership August 1999

Appendix “B” Performance Indicators

Appendix “C” Developmental Counseling

Supersedes all editions of Leadership doctrine

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New Doctrine Appendix “B” FM 22-100

New Doctrine Appendix “B” FM 22-100

Provides a list of performance indicators to use as a self-assessment in the areas of:

Army Values

Attributes; mental, physical & emotional

Skills; interpersonal, conceptual, technical & tactical

Actions; Influencing, Operating & Improving

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New Doctrine Appendix “C” FM 22-100

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

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Developmental Counseling


WEBSTER II’s definition:An exchange of opinions and ideas in order to reach

a decision: “Consultation”Advice or guidance; solicited from a knowledgeable

or experienced personA deliberate plan of action, to press the adoption of;

Recommend

FM 22-100’s definition:

Subordinate-centered communication which leads to the achievement of individual and unit goals.

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The purpose of Developmental Counseling:

To develop subordinate’s leadership skills, prepare them for increased responsibility and develop subordinates who are better able to achieve personal, professional, and organizational goals.

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Types of Counseling:

Event-Oriented

Specific instances of superior or substandard

performance

Reception and integration counseling

Crisis counseling

Referral counseling

Promotion counseling

Separation counseling

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Types of Counseling (cont):

Performance/Professional Growth What does this counseling session address?

Short Term: < 1 year (Performance/Personal Goals)Long Term: 2-5 years (Professional Growth)

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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.

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What’s the desired endstate of these sessions?

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”

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To have an Effective Counseling Program:

Education/Training Experience Support Enforcement

Why a Counseling Workshop?


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Current Counseling Requirements:

Local Command Directives & Policies (Not Standardized)Monthly Performance Oriented (junior enlisted)

AR 635-200, AR 600-9, AR 600-8-19SeparationsOverweight“Not Recommended” for Promotion

AR 623-205 NCOERQuarterly Performance and Professional Development

Counseling



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ATLDP NCO Study conducted between April 01 and January 02, surveyed over 30,000 soldiers worldwide

Assessed the state of training and leader development

Major findings on counseling: Informal counseling is valuable Formal counseling is not being done properly

Leaders do not know how to do it Requirements do not meet the needs of soldiers.

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Study Recommendations:

Require first line leaders to conduct professional growth counseling (appendix C, FM 22-100, Army Leadership) for all junior enlisted soldiers.

Enforce doctrine that requires promotion counseling (Appendix C, FM 22-100 and AR 600-8-19, Enlisted Promotions and Reductions) for all soldiers eligible for advancement without waivers but not recommended.

Change AR 600-8-19 to require a soldiers’ first line leader, not commander or senior NCO of the support channel, conduct this counseling.

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Study Recommendations (cont):

Update and sustain Center for Army Leadership counseling website, US Army Developmental Counseling Library.

Develop training and education materials for leaders to develop their counseling skills through self-development, unit professional development programs, and unit training.

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Train-the-Trainer Workshop ObjectiveTrain-the-Trainer

Workshop Objective Provide a one-day training event that demonstrates four Role-Playing scenarios followed by three practical exercise scenarios.

Train Direct Leaders from each company within the Division/Installation to be Developmental Counseling Trainers.

Trainers go back to their respective companies and train NCOs via NCOPD and mentoring (recommend within 60 days).

Recommend Command Sergeants Major conduct a follow-up assessment.

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Train-the-Trainer Workshop Focus

Train-the-Trainer Workshop Focus

Junior NCO from Reception & Integration through 2nd Quarter Performance/Professional Growth counseling session

Teaches both event oriented and performance/professional growth counseling

Illustrates developing a Plan of Action to accomplish individual and unit goals

Demonstrates leader responsibilities for following up and supporting the plan of action

Stresses quarterly counseling with monthly assessment

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Vignette #1 Reception and Integration Counseling Vignette #2 Assessment Vignette #3 Substandard Performance Counseling Vignette #4 2nd Quarterly Counseling PE #1 Pregnancy Counseling PE #2 Quarterly Counseling PE #3 Disrespecting an NCO Counseling TEST Critique

Training Workshop Program Training Workshop Program

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Reception and Integration Counseling

SITUATION: You are a platoon sergeant and you have a new SGT (E-5) coming to your unit that’s going to be assigned to your platoon. This SGT has 4 years in the Army. You currently have a SSG (squad leader's position) open. This sergeant is coming from Germany with a wife and one child. EVENTS: 1. The sergeant appears to be in good physical shape.

2. Arrived to the unit with his family.

3. He has a copy of his latest NCOER.

4. He shows good military bearing and looks sharp.

Vignette #1Vignette #1

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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

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DEVELOPMENTAL COUNSELING FORMFor use of this form see FM 22-100.

DATA REQUIRED BY THE PRIVACY ACT OF 1974AUTHORITY: 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.

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 or Event-Oriented counseling and includes the leaders 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.

DA FORM 4856-E, JUN 99EDITION OF JUN 85 IS OBSOLETE

Lester, James T.

SGT 123-45-6789 6 SEP 02

UNIT NAME

SFC Paul, Joseph/PSG

This is your Reception and Integration Counseling. You are being assigned 4th Squad Leader, 1st Platoon. In addition, this is your Initial Counseling along with your NCOER Counseling Checklist to support your NCOER.

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PART III - SUMMARY OF COUNSELING

Complete this section during or immediately subsequent to counseling.


OTHER INSTRUCTIONS

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



o Discuss duty position and review job description:

o Leader’s Book for 4th Squad:

o Personal and Family Issues:

o Personal and Organizational Goals:

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Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upongoal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specifictime 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 theplan 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 ACTIONAssessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and theindividual 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)

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):

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Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upongoal(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):


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 and provides useful information for follow-up counseling):



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

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Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upongoal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific








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




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):

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DA FORM 4856-E, JUN 99 EDITION OF JUN 85 IS OBSOLETE

o Discuss duty and responsibility to train, lead, and develop the squado Standards- setting and enforcing o Deployments and Exercises

o Duty rosters and training schedules

o Finances (PCS Entitlements, Leaves) o Housing, Schools, Recreation Centers, Youth Center, Community Activities

o Family Readiness Groupo Discuss duty position and review job description:

o Leader’s Book for 4th Squad:

o Personal and Family Issues:

o Personal and Organizational Goals:

o Unit Physical Fitness Program o Soldier Key Information

o Equipment Accountabilities and Maintenance

o Chain of Command/NCO Support Channel: o Rating Chain/NCOER

o Alert/Recall Roster and Accountability

o Hand Receipts/Command Maintenance

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

o Unit METL, Command Policies and SOPs

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Conduct counseling:open the session

discussing the issues

developing the plan of action

recording and closing the session

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Plan of Action:

DA FORM 4856-E (Reverse)

(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


o Provide my spouse with the family Readiness group contact and encourage her to attend the next family Readiness group.

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.

o Review Unit METL and Command Policies by Monday, and SOPs by the end of next week.

o Prepare to take a diagnostic APFT within 30 days and prepare to conduct PT.

o Conduct joint inventory of squad equipment by 26 SEP 02.

o Review leaders book from previous squad leader by 20 SEP.

o Conduct open discussion with squad members next week.

o Conduct initial counseling on each squad member within 30 days.

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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



Signature of Counselor: _________________________________________________ Date: _______________________

PART IV - ASSESSMENT OF THE PLAN OF ACTION

Assessment:


Counselor: ____________________ Individual Counseled:_________________ Date of Assessment: ______________

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


Signature of : Individual counseled _________________________________________________ Date:________________Jim T. Lester 6 Sep 02

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Assessment:






Joseph J. Paul 6 Sep 02

Introduce to squad members. Review and explain job description, deployments and duty rosters. Provide soldier with a copy of the rating scheme and training schedule. I will also provide a list of reference materialsand web sites to assist soldier in preparation for NCO of the Month, Audie Murphy, and Promotion Board. Afford time for soldier to review commander’spolicies and SOPs. Assist soldier in resolving any problems that may develop.Explain the unit’s METL to the soldier. 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.

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Follow up:Leader Responsibilities

providing the teaching, coaching, and

mentoring needed

Assess the Plan of Action

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MONTHLY ASSESSMENT SITUATION: The PSG notified SGT Name two days ago that he will conduct the monthly assessment counseling session today at approximately 1030 in Fourth Squad’s squad area. SGT Name’s squad is scheduled for weapons cleaning from 1000 to 1200. The counseling should not take very long, and CPL James can supervise the soldiers during this time. The squad area will be relatively free from distractions and should have only minimal interruptions. EVENTS: 1. SGT Name conducted his squad equipment inventory. 2. SGT Name took a diagnostic PT test and scored 220

with a score of 65 on the run.

Vignette #2 Vignette #2

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Plan of Action:

















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plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):




_______________________


Assessment: individual counseled and provides useful information for follow-up counseling):



Signature of : Individual counseled _________________________________________________ Date:________________

Assessments done on:On 26 Sep 02 observed SGT Name conducting a squad equipment inventory. He made the necessary correction and signed for and accepted responsibility for the squad equipment.On 2 Oct 02 SGT Name took a diagnostic APFT and scored 220 with a score of 65 on the run.

Jim T. Lester 6 Sep 02

Signature of Counselor: _________________________________________________ Date:Joseph J. Paul 6 Sep 02

3 Oct 02_JTL/JTP_


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Inability to Maintain Physical Fitness Goals

SITUATION:

Your 1SG came to you asking why SGT Name keeps falling out of unit runs. 1SG said this is the third time he has observed SGT Name falling out of unit runs and he has only been with the unit for six weeks. 1SG wants you to counsel him on physical fitness and not being able to make unit runs. Its now 0700 and you have a 10% inventory layout at the motor pool with the company commander at 0900. You don't feel it is possible to conduct the counseling session any time soon.

EVENTS:

1. SGT Name took a diagnostic PT test and scored 220 with a score of 65 on the run.

2. SGT Name has fallen out of three unit runs since being assigned to your unit.

3. To the best of your knowledge, SGT Name does not do any physical training except during the normal unit PT five days a week.


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DATA REQUIRED BY THE PRIVACY ACT OF 1974AUTHORITY: 5 USC 301, Ddepartmental Regulations; 10 USC 3013, Ssecretary 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.









Lester, James T. SGT 123-45-6789

YOUR UNIT SFC Paul, Joseph/PSG

Inability to maintain unit physical fitness goals by consistently falling out of unit runs.

15 OCT 02

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OTHER INSTRUCTIONS




o Individual fitness plan.o Assessment plan.

o Soldier's perception.o Career implications

o Tips to reach your goals.

o Falling out of unit runs (WHY?)

o Plans to improve level of fitness.

o Consequences of continued substandard performance:

o Goal timeline to achieve and maintain unit goals:

o Recommended facilities

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Plan of Action:





o Develop individual physical fitness plan that will coincide with the unit's supplement physical fitness program IAW FM 21- 20, Chapter 10.o Submit individual physical fitness plan to Platoon Sergeant within 7 days for approval.

o Develop a dietary and proper sleep plan (Reference: FM 21-20, Chapter 6).

o Solicit peers for encouragement and support.

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Assessment:





Signature of : Individual counseled _________________________________________________ Date:________________Jim T. Lester 15 Oct 02

o Provide soldier with FM 21-20 and review appropriate chapters that supports plan of action.o Review soldier’s individual fitness plan to verify that it supports his goals/objectives. o Protect after duty hours (within mission constraints) so plan can be executed.o Encourage peers to provide moral and physical support.o Conduct another diagnostic APFT within the next 3-4 weeks to verify progress/benefits of individual supplemental fitness program.

Joseph T. Paul 15 Oct 02

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2ND Quarterly Counseling

SITUATION:

You are a platoon sergeant and one of your soldiers (SGT Name) is due his quarterly counseling this month and your unit is gearing towards train-up for JRTC Rotation. You just came out of a meeting with the 1SG and he wants you to assign the additional duty "Unit Arms Room NCOIC" to one of your NCOs to prepare the unit's arms room for the upcoming Brigade Command Inspection.

EVENTS:

1. Upcoming JRTC Deployment.

2. Upcoming Brigade Command Inspection.

3. Additional Duty Appointment as Unit Arms Room NCOIC.

4. ETS less than 15 months away.

5. Improved physical fitness.

6. Enrollment in college class.


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Plan of Action:

















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Assessment: individual counseled and provides useful information for follow-up counseling):




Joseph J. Paul 6 Sep 02

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 and 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.

Joseph J. Paul Jim T. Lester 6 DEC 02

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DATA REQUIRED BY THE PRIVACY ACT OF 1974AUTHORITY: 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.









Lester, James T. SGT 123-45-6789

YOUR UNIT SFC Paul, Joseph/PSG

This is your 2nd Quarterly Counseling as 4th Squad Leader for 1st Platoon. This also serves as your 2nd quarterly NCOER counseling.

6 DEC 02

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OTHER INSTRUCTIONS




o Leadership self-assessment (FM 22-100, Appendix B)

o Review squad’s SRP packets.

o Squad and individual equipment readinesso Squad’s APFT, weapons qualification, military and civilian education and boards

o Preparation for Promotion (Continue to improve weapon qualification, APFT score, civilian/military education, and compete for Battalion NCO of the Month Board).

o Review and assess last Performance/Professional Growth Counseling.o Preparation for upcoming JRTC deployment (April 2003):

o In support of upcoming Brigade Command Inspection (Appointment as Unit Arms Room NCOIC)

o Short Term Individual Goal:

o Long Term Individual Goal:

o Future in the Army (Approaching ETS)

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Plan of Action:


(Outlines actions that the subordinate will do after the counseling session to reach the agreed upongoal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific


o Refer to the Army’s Developmental Counseling Library (www.counseling.army.mil) and obtain a copy of the unit armorer’s counseling checklist.

o Conduct a squad SRP packet review by 6 JAN 03 and update as needed (special attention on family care plans, medical and dental records).o Verify load plans within the next 30 days and submit operational supply request to unit supply sergeant.

o Conduct maintenance on all individual crew-served weapons.o Schedule and conduct a TA-50 layout to check serviceability and accountability and correct all deficiencies within this quarter.o As Unit Arms Room NCOIC, review company’s past CI results and identify amber and red deficiencies by 13 DEC 02. o Schedule for the next installation’s Unit Armorer Supervisor’s Course.

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Plan of Action:


(Outlines actions that the subordinate will do after the counseling session to reach the agreed upongoal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specifictime line for implementation and assessment (Part IV below):

o Use some form of a personal planning calendar to organize requirements

o Conduct a Performance/Professional Growth Counseling with the unit armorer; identifying priority work for the upcoming CI within 2 weeks.o Coordinate with unit maintenance for corrective action on all deficiencies (ensure to involve the Arms Room OIC to de-conflict any maintenance issues).o Submit certificate for Unit Arms Room training through S-1 for inclusion into ERB.o Obtain the necessary study materials for preparation of NCO of the Month Board.o Schedule appointment with the Battalion Reenlistment NCO to review reenlistment options.o Lead by example in performance, fitness, and appearance

o Refer to the Army’s Developmental Counseling Library (www.counseling.army.mil) and obtain a copy of the unit armorer’s counseling checklist.

o Conduct a squad SRP packet review by 6 JAN 03 and update as needed (special attention on family care plans, medical and dental records).o Verify load plans within the next 30 days and submit operational supply request to unit supply sergeant.

o Conduct maintenance on all individual crew-served weapons.o Schedule and conduct a TA-50 layout to check serviceability and accountability and correct all deficiencies within this quarter.o As Unit Arms Room NCOIC, review company’s past CI results and identify amber and red deficiencies by 13 DEC 02. o Schedule for the next installation’s Unit Armorer Supervisor’s Course.

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Assessment:




Signature of : Individual counseled _________________________________________________ Date:________________Jim T. Lester 6 Dec 02

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0 Completed ___hours of correspondence courses related to his MOS

Lester, James T. james.lester@ 123-45-6789

0 Increased APFT by 20 points

0 Encouraged all squad members to enroll in ACCP

0 Exhibited knowledge of the Command Supply Discipline program by identifying discrepancies during inventories

X

X

X

X

X

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Assessment:




Signature of : Individual counseled _________________________________________________ Date:________________

My first priority is to coordinate with the S-3 to ensure that you are enrolled in the next Unit Armorer Supervisor Course. I will de-conflict issues between your squad leader duties and your appointed duties as Arms Room NCOIC. Will support and encourage continuation of personal fitness program. Will provide examples of planning calendars.

Joseph J. Paul 6 Dec 02

Jim T. Lester 6 Dec 02

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Career Development ModelYRS 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

DUTYASSIGNMENT

ACTIVE COMPONENT/RESERVE COMPONENT DUTY/ DRILL SERGEANT FIRST SERGEANT

TEAM LEADER SGL/INSTR PLATOON SGT SECTION SUPV USAR ADVISOR

SECTION CHIEF

SQUAD LEADER

EQUIP SYS OPER

SHIFT SUPV SECTION CHIEF STAFF NCO

INSTITUTIONAL TRAINING

BCT/AITPLDC

BNCOC ANCOC SERGEANTS MAJOR COURSE

RECOMMENDED NCOES-

RELATED COURSES

PRIOR TO PLDC:English CompositionBasic Mathematics

Computer Literacy

PRIOR TO BNCOC:Communication SkillsPersonnel SupervisionSL10/20 ACCPSpeech

PRIOR TO ANCOC:Principles of ManagementEffective WritingLeadership & CounselingEffective Communication

PRIOR TO SMC:Research Techniques (Statistics)Human Resource ManagementTime Management

Recommended

Battle Staff NCO Course 1SG Course

Recommended Reading Standard: 10Achieve Writing Standard

Recommended Reading Standard: 12 Achieve Writing Standard

RECOMMENDED CMF-RELATED COURSES

AND ACTIVITIES

SKILL LEVEL 10

SKILL LEVEL 20Human Growth & DevelopmentReading DevelopmentRole of Military

SKILL LEVEL 30Contemporary Moral IssuesStress/Criss MgtCounseling Principles and Practies

SKILL LEVEL 40 Accounting/Finance Personal FinancePrinciples of BusinessEconomics

SKILL LEVEL 50

RECOMMENDCMF-RELATED CERTIFICATION OR DEGREE GOAL

AA/AS: Applied Science in Management or Liberal Arts BA/BS: By the 19th Year of ServiceBy the 11th Year of Service

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SummarySummaryCounseling

Subordinate-centered

Goal orientated

Subordinate Centered Strategy

Active Listening

Responding

Questioning

The Session

Open the Session

Discuss the issue

Develop POA

Record & Close

The Process

Identify the need

Prepare

Conduct

Assessment

Purpose

To develop subordinates

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CENTER FOR ARMY LEADERSHIPCENTER FOR ARMY LEADERSHIP

Web SitesWeb Sites: : www.counseling.army.milwww.counseling.army.mil www.leadership.army.milwww.leadership.army.mil

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Slide 1 COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE.

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