1. VGT 1 COUNSELING

2. VGT 2 Terminal Learning Objective uAction: Counsel Subordinates uCondition: Given a counseling situation, references, notes, a Counseling Preparation Form and a Developmental Counseling Form. uStandard: Prepared a Counseling Preparation Form prior to the counseling session, conducted a subordinate-centered counseling session and developed a Developmental Counseling Form during the session.

3. VGT 3 Administrative Data uSafety Considerations: None uRisk Assessment: Low uEnvironmental Considerations: None

4. VGT 4 Counseling uSubordinate-centered communication that outlines actions necessary for subordinates to achieve individual and organizational goals Why should counseling lead to achievement of goals? How is counseling related to leadership?

5. VGT 5 Subordinate-Centered (Two-Way) Communication uSubordinates assume an active role in the counseling session and maintain responsibility for their actions uThe following skills assist leaders in subordinate-centered counseling: sActive Listening sResponding sQuestioning Why should the subordinate be active in the session?

6. VGT 6 The Leader as a Counselor uLeaders have a responsibility to develop their subordinates. uDuring counseling, the leader acts primarily as a helper, not a judge. When should a leader counsel to develop subordinates? How can a leader be an evaluator and a counselor?

7. VGT 7 The Leader as a Counselor uThe following qualities help the leader to assume an effective role during counseling: sRespect for subordinates sSelf and Cultural Awareness sCredibility sEmpathy How do these qualities assist leaders in counseling?

8. VGT 8 The Reason for Counseling uTo help subordinates develop in order to achieve organizational or individual goals. uThis overriding theme of “subordinate development” includes helping subordinates to improve performance, solve problems or attain goals.

9. VGT 9 Approaches to Counseling uDirective uNondirective uCombined

10. VGT 10 JODSF/NCOER Checklist ARRIVE AT UNIT MIDPOINT 6 MONTHS OER / NCOER JODSF / NCOER Checklist Personal Issues Periodic Review of OER Support Form (Rater/ SR Rater) JODSF / NCOER Checklist Event: Non-select for school / promotion EXIT INTERVIEW PATHWAY TO SUCCESS Initial OER / NCOER Counseling (30 days) - Reception and Integration - Sponsorship Counseling Cycle

11. VGT 11 Categories of Counseling uPersonal - Event Oriented sReception and Integration ( Crisis / Separation) sPositive Performance (Promotion Counseling) sReferrals (Corrective Training) uPerformance and Professional Growth sOER/NCOER s“Pathway to Success” sDevelopmental Process Based on Potential 4Near Term <1 year 4Long Term > 2-5 years

12. VGT 12 Common Counseling Mistakes uLeader’s: Likes Dislikes Biases Prejudices

13. VGT 13 The Counseling Session 1. Open the session 2. Discuss the issue 3. Develop a plan of action 4. Close the session

14. VGT 14 (1) Open the Session uState the purpose of the session uEstablish a subordinate-centered tone How do you establish a subordinate centered tone? Why is it important to state the purpose of the session?

15. VGT 15 (2) Discuss the Issue uJointly develop an understanding of the situation uSupport points with facts or observations uEstablish relevance between the issue and individual or unit goals How do you “jointly develop” an understanding of the situation? Why is it important to support points with fact?

16. VGT 16 (3) Develop a Plan of Action uActions should facilitate the attainment of goals uActions should be specific enough to drive behavior uPlan may entail contacting a referral agency. Why must the plan be a “plan of action”? When should the plan include a referral?

17. VGT 17 (4) Close the Session uSummarize the counseling session uDiscuss implementation of the plan uCheck for understanding and acceptance uIdentify leader’s responsibilities A soldier rejects the plan of action...now what? What is follow-up and why is it necessary? What is the leader’s role in implementing the plan?

18. VGT 18 Preparation for Counseling 1. Select a suitable place 2. Schedule the time 3. Notify the subordinate well in advance 4. Organize the information Can counseling occur without formal preparation? What is an appropriate time? What should a leader tell the subordinate?

19. VGT 19 Preparation for Counseling 5. Outline the components of the counseling session 6. Plan a counseling strategy 7. Establish the right atmosphere Why should a leader prepare an outline? What is a counseling strategy?

20. VGT 20 Recording Counseling uWhy should a leader document a counseling session? uWhat type of counseling sessions require written records of counseling?

21. VGT 21 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:

22. VGT 22 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: VGT 22

23. VGT 23 Counseling Demonstration uObserve the counseling session and evaluate the session using the Observer’s Worksheet

24. VGT 24

25. VGT 25

26. VGT 26 Observe Behavior uAll acts (verbal and nonverbal), appearances, and actions are valid opportunities for assessment uEnsure observations are complete uObservations must be objective

27. VGT 27 Record Behavior uNote and record elapsed time uNote actions not taken. They are important uUse direct quotes when possible uUse bullet comments rather than complete sentences uRecord behaviors in chronological sequence uDo not allow winning, losing, or mission uaccomplishment to influence recorded behaviors uUse “START” format

28. VGT 28 EXAMPLES Using the “START” Form RIGHT FTX; AT THE LDR REACTION CRS EXECUTE LEADER REACTION CRS SGT SMITH ANALYZED THE REQTS, DEVELOPED A PLAN, AND BRIEFED IT TO SQD MEMBERS PLAN WAS ISSUED; SQD MEMBERS HAD CLEAR TASKS TO DO. SQD EXECUTED TO STANDARD 12 SEPT 97; 2200-2300 HRS. WRONG RAINY, COLD, NO SLEEP HARD PHYSICAL AND MENTAL TASK SQD FAILED TO ACCOMPLISH TASK IN ALLOTTED TIME SQD HAD TO RE-DO THE TASK TWICE NIGHT TIME

29. VGT 29 Classify Behavior uUse all written, verbal, and non-verbal information uUse leadership dimensions definitions and associated behaviors uThough a behavior may fit more than one dimension, list it under the most appropriate one (“best fit”) uLook deeper than just the obvious dimension to “see” complex behaviors

30. VGT 30 Rate Behavior E S NI Excellent. Exceeds Requirements For Successful Task Accomplishment Satisfactory. Meets Requirements For Successful Task Accomplishment Needs Improvement. Does Not Meet Requirements For Successful Task Accomplishment

31. VGT 31 Developing Subordinates (summary) uPlan where & when to OBSERVE subordinate performance uRECORD performance using the START format uCLASSIFY behaviors by applying leadership doctrine uRATE behaviors guided by performance indications uDEVELOPMENTAL COUNSELING uConsider other tools; self and associated assessment

32. VGT 32 Summary uCounsel Subordinates uCounseling Sessions uSubordinate Centered Strategy