US ARMY SERGEANTS MAJOR ACADEMY Advanced Leader …Lesson Plan for A204 NCO Professional Development...

AS-1

US ARMY SERGEANTS MAJOR ACADEMY

Advanced Leader Course

Leader Core Competencies

Lesson Plan for A212

Coaching, Counseling, and Mentorship

Appendix D

Learner Handouts

This appendix contains the items listed in this table--

Title/Synopsis Page(s)

A212-Advance Sheet AS-1 and 2

NCOER Evaluation Counseling Tips (SSG to SGT) H-1

NCOER Evaluation Report Support Form (DA Form 2166-9-1A) H-2 to 5

The Algorithm of Strong NCOER Statements H-6

Writing NCOER Impact Statements Activity H-7

Practical Exercise Scenarios H-8 and 9

Observer Tool #1 H-10

Observer Tool #2 H-11

AS-2






Advance Sheet

Lesson Developer: Mr. Greg Woolfolk

Department Author: MSG Paul Caswell

1. SCOPE:

At the end of this lesson learners will acquire techniques to effectively coach, counsel, and mentor

their subordinates by comparing various techniques through roleplay using the fishbowl technique,

discussing the Noncommissioned Officer Evaluation Report (NCOER) and its role in their

professional development, and discussing the facilitator/instructor Certification Path and it’s benefits

to their professional development.

2. LEARNING OBJECTIVES:

This lesson supports ALC-LCC TLO 400-ALC-A200.3, Human Dimension, as listed in the A200

advance sheet.

ELO: 400-ALC-A212

Action: Demonstrate Effective Coaching, Counseling, and Mentorship Techniques

Condition: As a learner and leader attending the ALC-LCC, acting as a squad leader using an

organizational-level leadership perspective in a classroom environment, given references, complex

scenarios, practical exercises and classroom discussions.

Standard: Demonstration includes―

Developing effective coaching techniques

Developing effective counseling techniques

Discussing the NCOER and its role in your professional development

Discussing the Instructor/Facilitator Certification Path and its benefits to your professional

development

Developing effective mentoring techniques

Learning Domain: Cognitive

Level of Learning: Apply

21st Century Learner:

Lifelong Learner

Character and Accountability

Communication and Engagement

Teamwork and Collaboration

Adaptability and Initiative

Critical Thinking and Problem Solving

Characteristics of the Future Operational Environment:

None

AS-3

Linking Warfighting Challenges to Required Capabilities:

Adapt the Institutional Army and Innovate

Enhance Realistic Training

Improve Soldier, Leader, and Team Performance

Develop Agile and Adaptive Leaders

3. ASSIGNED LEARNER REQUIREMENTS:

a. Read: FM 6-22 Leader Development Chapter 3 Section III – Enhancing Learning; Chapter 7 Learning

and Development Activities, 7-60. Counsels, Coaches, and Mentors, Table 7-42. Counsels,

coaches, and mentors.

Coaching Newsletterv5.pdf

TRADOC Regulation 600-21, Chap 3, pp 11 and 12, para 3-2a and 3-3

TRADOC Regulation 350-70, Chap 7, pp 90 and 91, para 7.7d thru 7-8

FM 6-22 Coaching

NewsletterTRADOC Reg

600-21.pdf

TRADOC Reg

350-70, Army Learrning Policies and Systems, 6 Dec 11.pdf Scan:

DA Pam 623-3, Evaluation Reporting System, 10 Nov 2015. Chap 3, Section I, pp 72 thru 94,

para 3-1 thru 3-7, Table 3-5; and, Appendix C, pp 148 and 149. (25 pp.)

AR 350-1, Chap 1, p 4, para 1-11d(1). (1 p.)

DA PAM 623-3 AR 350-1 Army

Training and Development, p 4, para 1-11d(1).pdf

b. Classroom Discussion: Come to class prepared to discuss the following:

Effective coaching techniques

Effective counseling techniques

Effective mentoring techniques

4. ASSESSMENT:

Refer to the A200 Advance Sheet for information on all assessments.

H-1





NCO Professional Development

NCOER Evaluation Counseling Tips (SSG to SGT)

The rater with help of the senior rater writes the NCOER for SGTs using the DA Form 2166-9-1. The

NCOER is written at the end of the rating period. Towards this end, the rater uses the counseling form

DA Form 2166-9-1A to record information such as points made, and how well (or not) the rated NCO

responded to those points. The rater drafts the rated NCO’s NCOER directly from the DA Form 2166-9-

1A counseling form.

First Counseling (Initial) counseling for NCOs—

Rated Soldiers preparation:

(1) Within 30 days

(2) Request copies of rater’s support forms; review rating chain

(3) Draft and provide duty description, performance goals and expectations, and major

performance objectives on DA Form 2166-9-1A using input from rater’s and senior rater’s

support form

Raters preparation:

(1) Provide rated NCO copies of rater’s/senior rater’s support form containing performance

objectives and blank DA Form 2166-9-1A with initial drafted duty description, valid rating

chain, and specified goals and objectives

(2) Review draft DA Form 2166-9-1A NCOER support form

(3) Make outline/plan for counseling session

Follow-up Counseling for NCOs—

Timeframe: Quarterly for RA and AGR NCOs; at least semiannually for USAR and ARNG

NCOs (including USAR NCOs performing IDT)

Rated Soldiers preparation:

(1) Prepare to discuss revisions, performance, changing policies, and progression

toward meeting goals and expectations

(2) Outline target areas for development and corresponding tasks or objectives

Raters preparation:

(1) Observe and assess rated NCO

(2) Review record of observation and assessment

(3) Make outline and plan for conducting session

NOTE: The rater reviews and makes comments to the rated NCO regarding the rated NCO’s progress or

lack of progress during the previous or initial counseling session. The rater performs this action in part

IV of the DA Form 2166-9-1A. Refer to DA Pam 623-3, Appendix C, p 149, para C for a Counseling

outline.

Ref: DA PAM 623-3, Chap 3, Section I, p 72, para 3-1; Appendix C, p 148, Table C-1; Chap 3, pp 88 and

93, para 3-6 and 3-7

H-2






NCOER Evaluation Report Support Form (DA Form 2166-9-1A)

H-3

H-4

H-5

H-6






The Algorithm of Strong NCOER Statements

The weight of a bullet comment depends on its result or impact. After studying hundreds of bullet

comments across a variety of occupational specialties, it was determined that, in general, the impact of a

bullet comment is expressed in 9 ways:

1. Achieved a Quantity. This type of result or impact statement is used when the quantity itself is

the significant achievement: number of missions completed, number of insurgents captured,

number of miles driven, number of flights supported, etc.

2. Achieved an Objective. This type of impact description is used when the named objective is

universally recognized as being significant and no further explanation is needed: completed

successful rotation, finished an inspection, repaired, restored capability, etc.

3. Reduced an Undesirable Condition. This type of impact statement describes initiative that

results in a better condition: a reduction in the number of equipment failures, in the number of

incidents of sniper activity, number of late reports or awards, length of time required, etc.

4. Improved a Condition. This type of result is another way of describing improved conditions or

processes: increased readiness, streamlined admission procedures, combined efforts, increased

efficiency, etc.

5. Prevented Undesirable Condition. This type is used to describe proactive efficiency:

surveillance prevented IED use, analysis of route prevented threat to personnel, PMCS prevented

equipment failure, etc.

6. Maintained Ops Tempo. This impact type is used to document significant and critical

achievement: maintained operational rate of 95%, ensured readiness, maintained 100% accuracy,

zero errors, etc.

7. Comparison to Peers. This method is usually used in Recognition bullet comments and is an

effective way of making the ratee standout: qualified 2 months ahead of peers, chosen over others

of equal rank, etc.

8. Timeliness. Achievements related to time use this type of impact statement: completed ahead of

schedule, finished before required, no late reports, guaranteed zero delays, etc.

9. Name Dropping. This type is used when the name of the event specified is universally

recognized as being highly significant and so important that it becomes the impact and no further

explanation is needed: supported ops in Sunni Triangle, key to the success of OEF III, completed

over 100 missions ISO OPERATION ANVIL TREE, etc.

H-7






Writing NCOER Impact Statements Activity

Instructions: Given the following NCO descriptions write some draft impact statements for their

NCOER. Be prepared to present and justify your statements to the class.

NCO Counseling #1

You are a SSG assigned as a squad leader in an Air Defense Unit. You have provided several counseling

sessions to SGT Mitch Kennedy, a member your squad who is not performing to his full potential since

returning from two deployments. You have counseled him informally for successfully completed the

new inventory system course, which was on his current IDP. He also successfully completed the Unit

Inventory Report with 100% accuracy a week ahead of the set deadline, saving the Unit $10,000 on

equipment repairs and purchases. He was recognized by the Command for his hard work. However, you

also had to formally counsel him on an APFT Failure. In your counseling sessions you informed SGT

Kennedy of his responsibilities to maintain standards, and mapped out a plan of action, which included

enrolling him in the unit’s Extra Conditioning Physical Readiness Training Program monitored by the

unit MFT, have SGT Kennedy download the Army PRT app to his smartphone so he can track is

progress, and a scheduled a retest in 90 days. As part of your responsibilities, you monitored his progress

and did PRT with him to give him moral support and to ensure that he is working on his weak areas. On

the retest, SGT Kennedy passed his APFT.

You are preparing to conduct a NCOER Counseling Session with your Soldier. Write impact statements

for SGT Kennedy in Part IV of the NCOER.

NCO Counseling #2

You are a SSG assigned as a squad leader in a Signal Unit. You had to counsel SGT Yvonne Canady, one

of the more outgoing members of your squad, for Disrespect to a Senior Noncommissioned Officer. The

first incident, SGT Canady got into a heated discussion with 1SG Rodderick over the numbers for a

manpower report for the Commander. Even though she was right about the calculations being incorrect,

she was wrong for calling him stupid and storming out of the meeting. You discussed her responsibility

to maintain standards/good order and discipline, appropriate way to address and show respect to

Noncommissioned Officers, and possible consequences of continued behavior. You proposed the

following that SGT Canady provide a class to the Squad/Platoon on Proper military and Professional

Bearing, Order, Discipline, and Respect. You explained that the class is not a punishment, but corrective

training aimed at gaining a greater understanding of military leadership attributes. She is a hard worker

but her attitude has hindered in many areas and cost her some great opportunities for career advancement.

As part of your responsibilities, you conduct assessments and mentorship on a weekly basis until the

problem is corrected. Unfortunately, SGT Canady had another confrontation with 1SG Sanchez from

Alpha Company over a miscommunication about a meeting time. She was very resistant and aggressive

in your counseling session.

You are preparing to conduct a NCOER Counseling Session with your Soldier. Write impact statements

for SGT Canady in Part IV of the NCOER.

H-8






Practical Exercise Scenarios

Coaching Scenario A

You have been working with your Soldier for about four months in developing his/her skills in two

specific areas: (1) increasing his/her expertise in leading a team and, (2) negotiating more effectively with

peers in gaining better cooperation. In your meetings, you have provided concrete suggestions/ideas,

some of which have been utilized and others have been disregarded. You are meeting with your Soldier

today and as you begin your session, he/she says, “I have something difficult to talk about with you. I

don’t know how to express this but I think that perhaps this relationship is not working, at least not for

me. I’ve already discussed this with the First Sergeant and he has advised me to discuss it with you.”

Coaching Scenario B

You notice that SGT Bobbins has been acting differently lately. She has been acting withdrawn, has been

very quiet, and has been hanging out alone every time you see her. You notice these behaviors and

decide to talk to her. She says that she is really homesick, that no one in the unit likes her, that she is tired

of being the only female, her squad sucks and that she wants to go to Charlie Company.

Counseling Scenario A

You notice that SGT Woods has been acting differently lately. He has been regularly skipping formation

and you have heard rumors that he’s been out frequently and drinking excessively. One day, he looks like

he hasn’t slept all night and you notice that he smells like alcohol from going out the night before. You’re

worried about him, so you decide to confront him with your concerns. SGT Woods is very reluctant about

meeting with you and suspects you are on to him. You begin the counseling session and he is very

defensive.

Counseling Scenario B

You notice that SGT Green has been acting differently lately. She has put on a lot of weight, is wearing

baggy clothes, has circles under her eyes, once you thought she had a black eye, and overall doesn’t look

“good.” On several occasions, you overhear others in your squad talking about her, particularly that they

think she is in an abusive relationship with MSG Walker from Alpha Company and are worried about her.

You know MSG Walker, you have been close since deploying together a few years ago. He has mentored

you and you know he is married with three kids and one on the way. The First Sergeants tells you to see

what’s going with her. You already know but don’t want to be bothered. You bring her in for counseling

and she tells you that she is five months pregnant. She says MSG Walker is pressuring her to get an

abortion. The last time he hit her when she told him no. You don’t want to get your friend in trouble so

you hint that maybe she should take him up on the suggestion.

H-9

Mentorship Scenario A

You have just been assigned a mentee who has a different ethnic background from you. You find yourself

somewhat uncomfortable and sense that your mentee is feeling the same. Since this is a sensitive subject,

you believe that the best approach is to share your own experiences and advice on how s/he should

proceed in developing the skills you have both identified. It’s what worked for you and it’s how you feel

you can be most helpful. Over the course of time, you find that your mentee appears to be polite but not

fully engaged in the process.

Mentorship Scenario B

You and your mentee have been communicating frequently and enjoying the naturalness of the

relationship and the chemistry between you feels great. You have agreed to meet during the workday but

as the day wears on, you’ve had to postpone the meeting and now have agreed to meet after hours at a

local restaurant. Your conversation goes well, as always, and the atmosphere is relaxed. At some point in

the conversation, you ask your mentee for feedback on how the relationship is going. The mentee

responds that s/he is quite happy and goes on to share that s/he feels very comfortable with you and is

beginning to develop “feelings” for you and would like to explore the possibility of pursuing a more

intimate relationship.

H-10






Observer Tool #1

Statement that you agree with

Statements that you disagree

with

Statements that you’re unsure of

CO

AC

HIN

G S

CE

NA

RIO

CO

UN

SE

LIN

G S

CE

NA

RIO

ME

NT

OR

SH

IP S

CE

NA

RIO

\

H-11






Observer Tool #2

Positive Behaviors

Negative Behaviors

Improvements

CO

AC

HIN

G S

CE

NA

RIO

CO

UN

SE

LIN

G S

CE

NA

RIO

ME

NT

OR

SH

IP S

CE

NA

RIO

Date post:	18-Apr-2020
Category:	Documents
Upload:	others
View:	2 times
Download:	0 times

US ARMY SERGEANTS MAJOR ACADEMY Advanced Leader …Lesson Plan for A204 NCO Professional Development...

Documents