2WHO IN THE US ARMY IS REQUIRED TO RECEIVE COUNSELING?
3EVERYONE! 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”
4WHAT ARE THE FOUR STAGES OF THE COUNSELING PROCESS?
5THE FOUR STAGES OF COUNSELING ARE: 1.) Identify the need for counseling.2.) Prepare for counseling.3.) Conduct counseling.4.) FOLLOW UP!!!
6IDENTIFY 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.
7PREPARE FOR COUNSELING 1.) Select a suitable place.2.) Schedule the time.3.) Notify the subordinate well in advance.4.) Organize information5.) Outline the counseling session components.6.) Plan your counseling strategy.7.) Establish the right atmosphere.
8PLANNING A COUNSELINGSTRATEGYAs 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.
9Establishing 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.
10Some situations make an informal atmosphere inappropriate. For example:To correct sub- standard performanceyou may want to havethe subordinate stand while you sit.
11DEVELOP A PLAN OF ACTION: When a training weakness or other fault requirescounseling you must develop a plan of action toresolve, improve, or overcome the deficiency.You can be directive or work together to come upwith a plan, but the one constant, the thing thatMUST be maintained is to make the plan specificand AVOID MAKING YOUR INTENTIONSVAGUE.
12EXAMPLE OF THIS IS:“Next month I want you to improve your landnavigation skills.”Your plan must be concrete, and in direct terms.Next week you will go through the map readingclass with 1st platoon. SGT Dixon will help youto develop your land navigation skills, anddetermine at that time if you require furthertraining.
13RECORD AND CLOSE THE SESSION The different reasons for counseling dictate the needor REQUIREMENT for the amount of detail inwhich you record your counseling session.FOR EXAMPLE:If you are counseling someone in reference to apossible admin separation, regulation requires thatyou record certain information much more accuratelythan what is required for general counseling.
14FOLLOW 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 andmany ways incomplete. The follow-up is the methodwe use to ensure that the plan of action was beingadhered to, or is even attaining the desired effect.If it is not meeting with the desired effect, changesneed to be made AND RECORDED.