DEVELOPMENTAL COUNSELING

3 Counseling Subordinate-centered communication that outlines actions necessary for subordinates to achieve individual and organizational goals. 3 Why should counseling lead to achievement of goals? 3 How is counseling related to leadership?

4 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.

5 Characteristics of Effective Counseling  Purpose: clearly identified  Flexibility: adjust style to subordinate  Respect: each person has own beliefs and values  Communication: open and two-way, where you listen more than speak  Support: encourage and guide

6 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. 3 When should a leader counsel to develop subordinates?

7 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 3How do these qualities assist leaders in counseling?

8 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 3 Why should the subordinate be active in the session?

9 Common Counseling Mistakes Leader’s: Likes Dislikes Rash decisions Biases Prejudices Improper follow-up

10 Categories of Counseling – Personal - Event Oriented Reception and Integration Crisis Separation Positive Performance Promotion Counseling Corrective Training Referrals – Performance and Professional Growth OER/NCOER “Pathway to Success” Developmental Process Based on Potential – Near Term <1 year – Long Term > 2-5 years

11 Approaches to Counseling – Directive – Nondirective – Combined

12 Directive approach is more counselor- centered versus subordinate- centered. In this approach, the leader does most of the talking and tells the subordinate what needs to be done.

13 Nondirective approach is subordinate- centered. This is the preferred approach in most situations

14 Combined approach, the leader uses part of the directive and nondirective approaches; the combined approach emphasizes that the subordinate must be responsible for the planning and decision making

15 Counseling Process – Identify the need for counseling – Prepare for counseling – Conduct the counseling session – Follow-up

16 Prepare for Counseling 1. Select a suitable place 2. Schedule the time 3. Notify the subordinate well in advance 4. Organize the information 3 Can counseling occur spontaneously without formal preparation? 3 What is an appropriate time? 3 What should a leader tell the subordinate?

17 Prepare for Counseling (Con’t) 5. Outline components of counseling session 6. Plan a counseling strategy 7. Establish the right atmosphere 3 Why should a leader prepare an outline? 3 What is a counseling strategy?

18 The Counseling Session 1. Open the session 2. Discuss the issue 3. Develop a plan of action 4. Record and close the session

19 1. Open the Session - State the purpose of the session - Establish a subordinate-centered tone 3 Why is it important to state the purpose of the session?

20 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. 3 How does a counselor “jointly develop” an understanding of the situation? 3 Why is it important to support points with facts or observations?

21 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. 3 When should the plan include a referral?

22 4. Record and Close the Session - Summarize the counseling session. - Discuss implementation of the plan; check for understanding and acceptance. - Identify leader’s responsibilities. 3 What happens when a soldier does not accept the plan of action? 3 What is follow-up and why is it necessary? 3 What is the leader’s role in implementing the plan?

23 Assess the Plan of Action – If needed, modify the original plan of action – Provides useful information for future follow-up counseling sessions

DEVELOPMENTAL COUNSELING FORM Rank/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 INFORMATION Purpose of Counseling:

Signature of Individual Counseled Plan of Action: Signature of Counselor PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: Date Session Closing: Individual counseled: I agree / disagree with the information above Individual counseled remarks: Leader Responsibilities:

26 Summary Counseling 3 Subordinate- centered 3 Goal Oriented The Session 3 Open the session 3 Discuss the issue 3 Develop plan of action 3 Record and close the session Subordinate-Centered Strategy 3 Active Listening 3 Responding 3 Questioning The Process 3 Identify the need 3 Prepare 3 Conduct 3 Assessment Purpose: 3 To develop subordinates