LEADERSHIP COUNSELING REFERENCES: AR 600-20 AR 635-105(OER) AR 635-205(NCOER) FM 22-100

WHO IN THE US ARMY IS REQUIRED TO RECEIVE COUNSELING?

EVERYONE! 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”

WHAT ARE THE FOUR STAGES OF THE COUNSELING PROCESS?

THE FOUR STAGES OF COUNSELING ARE: 1.) Identify the need for counseling. 2.) Prepare for counseling. 3.) Conduct counseling. 4.) FOLLOW UP!!!

IDENTIFY 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.

PREPARE FOR COUNSELING 1.) Select a suitable place. 2.) Schedule the time. 3.) Notify the subordinate well in advance. 4.) Organize information 5.) Outline the counseling session components. 6.) Plan your counseling strategy. 7.) Establish the right atmosphere.

PLANNING A COUNSELING STRATEGY As 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.

Establishing 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.

Some situations make an informal atmosphere inappropriate. For example: To correct sub- standard performance you may want to have the subordinate stand while you sit.

DEVELOP A PLAN OF ACTION: When a training weakness or other fault requires counseling you must develop a plan of action to resolve, improve, or overcome the deficiency. You can be directive or work together to come up with a plan, but the one constant, the thing that MUST be maintained is to make the plan specific and AVOID MAKING YOUR INTENTIONS VAGUE.

EXAMPLE OF THIS IS: “Next month I want you to improve your land navigation skills.” Your plan must be concrete, and in direct terms. Next week you will go through the map reading class with 1st platoon. SGT Dixon will help you to develop your land navigation skills, and determine at that time if you require further training.

RECORD AND CLOSE THE SESSION The different reasons for counseling dictate the need or REQUIREMENT for the amount of detail in which you record your counseling session. FOR EXAMPLE: If you are counseling someone in reference to a possible admin separation, regulation requires that you record certain information much more accurately than what is required for general counseling.

FOLLOW 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 and many ways incomplete. The follow-up is the method we use to ensure that the plan of action was being adhered to, or is even attaining the desired effect. If it is not meeting with the desired effect, changes need to be made AND RECORDED.