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counseling-in-the-21st-ce

counseling-in-the-21st-ce

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Published by: Mark Cheney on Feb 23, 2009
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COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE

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COUNSELING OVERVIEW

Values
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The Army’s values of Loyalty, Duty, & Selfless Service requires us to counsel. The Army’s values of Honor, Integrity, & Personal Courage requires us to give straightforward Feedback

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COUNSELING OVERVIEW

Values
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The Army’s value of Respect requires us to find the best way to communicate that feedback.

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COUNSELING OVERVIEW

Leadership Doctrine

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Leadership Doctrine; FM 22-100 1995- Nov 1999 Appendix “C” Developmental Counseling
(Supersedes FM 22-101)

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COUNSELING OVERVIEW

Current Counseling Requirements

Local Command Directives & Policies (Not Standardized)  Monthly Performance Oriented AR 635-200, AR 600-9, AR 600-8-19  Separations  Overweight  “Not Recommended” for Promotion AR 623-205 NCOER  Quarterly Performance Counseling
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COUNSELING OVERVIEW

Why did we change?
Counseling Perceptions From The Field
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Counseling is perceived as negative; normally associated with an evaluation requirement, problem, or poor performance Documenting counseling is bad news - writing things down is perceived as negative Current counseling technique: – One way/directive (I talk, you listen), does not result in a concrete action plan – Past performance

5

5

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COUNSELING OVERVIEW

Developmental Counseling
5 The

purpose of counseling is:

To develop subordinates to achieve personal, professional development and organizational goals and to prepare them for increased responsibilities.

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COUNSELING OVERVIEW

Counsel
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WEBSTER II’s definition:
– An exchange of opinions and ideas in order to reach a decision: “Consultant” – Advice or guidance; solicited from a knowledgeable or experienced person – A deliberate plan of action, to press the adoption of; Recommend

5

FM 22-100’s definition:
– Subordinate-centered communication which leads to the achievement of individual and unit goals.

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COUNSELING OVERVIEW

Where are we now ?
1. New Doctrine; FM 22-100 published and released 1 November 1999. 2. Institutional Training; Started throughout NCOES, WOC, OBC & OAC. 3. Quality versus Quantity; Proposal for quarterly Professional/Performance Growth Counseling AR 600-100. 4. Support to the field: a. Developmental counseling Video b. Counseling WEB Library (www.counseling.army.mil)
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COUNSELING OVERVIEW

Developmental Counseling FM 22-100, Appendix C
The Leader’s Responsibilities The Leader as a Counselor Leader Counseling Skills The Leader’s Limitations Types of Developmental Counseling Approaches to Counseling Counseling Techniques The Counseling Process The Developmental Counseling Form
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COUNSELING OVERVIEW

TYPES OF COUNSELING
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Event-Oriented: - Specific instances of superior or substandard performance - Reception and integration counseling - Crisis counseling - Referral counseling - Promotion counseling - Separation counseling Performance/Professional Growth: - What does this counseling session address? - Near Term: Quarterly - Long Term: 1-5 years (career map) - What is the purpose or endstate of this session? - Pathway to Success = Plan of Action
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COUNSELING OVERVIEW

5

Developmental Counseling Process

Identify the need for counseling:
driven or performance/professional growth counseling

event

Prepare for counseling:

select a suitable place, schedule the time, notify the subordinate well in advance, organize information, outline the counseling session components, plan your counseling strategy, and establish the right atmosphere.

Conduct counseling: Follow up:
mentoring needed.
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open the session, discussing the issues, developing the plan of action, and recording and closing the session. providing the teaching, coaching, and

COUNSELING OVERVIEW

DEVELOPMENTAL COUNSELING FORM
For use of this form see FM 22-100.

DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY: 5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN) PRINCIPAL PURPOSE: To assist leaders in conducting and recording counseling data pertaining to subordinates. ROUTINE USES: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary. DISCLOSURE: Disclosure is voluntary.

Name (Last, First, MI) Organization

PART I - ADMINISTRATIVE DATA Rank / Grade Social Security No.

Date of Counseling

Name and Title of Counselor

PART II - BACKGROUND INFORMATION Purpose of Counseling: (Leader states the reason for the counseling, e.g. Performance/Professional or EventOriented counseling and includes the leaders facts and observations prior to the counseling):

PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion:

OTHER INSTRUCTIONS This form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation requirements and notification of loss of benefits/consequences see local directives and AR 635-200.

DA FORM 4856-E, JUN 99

EDITION OF JUN 85 IS OBSOLETE

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COUNSELING OVERVIEW

Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific time line for implementation and assessment (Part IV below):

Plan of Action: (Outlines actions that the subordinate will do after the
counseling session to reach the agreed upon goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific time line for implementation and assessment (Part IV below):
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the plan of action. The subordinate agrees/disagrees and provides remarks if appropriate): Individual counseled: I agree / disagree with the information above Individual counseled remarks:

Signature of Individual Counseled: _________________________________________ Date: _____________________ Leader Responsibilities: (Leader’s responsibilities in implementing the plan of action):

Signature of Counselor: _________________________________________________ Date: _______________________ PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling):

Counselor: ____________________ ______________

Individual Counseled:_________________ Date of Assessment:

Note: Both the counselor and the individual counseled should retain a record of the counseling. DA FORM 4856-E (Reverse)

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COUNSELING OVERVIEW

Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific time line for implementation and assessment (Part IV below):

Leader Responsibilities: (Leader’s responsibilities in implementing the
plan of action):
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the plan of action. The subordinate agrees/disagrees and provides remarks if appropriate): Individual counseled: I agree / disagree with the information above Individual counseled remarks:

Signature of Individual Counseled: _________________________________________ Date: _____________________ Leader Responsibilities: (Leader’s responsibilities in implementing the plan of action):

Signature of Counselor: _________________________________________________ Date: _______________________ PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling):

Counselor: ____________________ ______________

Individual Counseled:_________________ Date of Assessment:

Note: Both the counselor and the individual counseled should retain a record of the counseling. DA FORM 4856-E (Reverse)

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COUNSELING OVERVIEW

Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific time line for implementation and assessment (Part IV below):

Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the plan of action. The subordinate agrees/disagrees and provides remarks if appropriate): Individual counseled: I agree / disagree with the information above

Assessment: (Did the plan of action achieve the desired results? This
section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling):
Signature of Individual Counseled: _________________________________________ Date: _____________________ Leader Responsibilities: (Leader’s responsibilities in implementing the plan of action): Signature of Counselor: _________________________________________________ Date: _______________________ PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling):

Individual counseled remarks:

Counselor: ____________________ ______________

Individual Counseled:_________________ Date of Assessment:

Note: Both the counselor and the individual counseled should retain a record of the counseling. DA FORM 4856-E (Reverse)

Slide 17

COUNSELING OVERVIEW

Summary of the Developmental Counseling Process

Identify the need for counseling Prepare for counseling Conduct counseling Follow up
Slide 18
COUNSELING OVERVIEW

Quality versus Quantity

Chapter 2 Responsibilities a. All Commanders will ensure soldiers receive Professional Growth Counseling quarterly (AC) semiannual (RC). Leaders of soldiers in the rank of Private to Specialist will conduct this counseling using DA Form 4856 as explained in FM 22-100. Noncommissioned Officers (CPL and above) will be conducted IAW AR 623-205,NCOER. Face to face developmental counseling between the leader and the soldier is accomplished in order to improve performance and professionally develop the soldier. It is the process where subordinate centered communication produces a plan of action. Soldiers then follow these plans of actions in order to achieve individual and organizational goals.
COUNSELING OVERVIEW

Slide 19

Support to the Field
Current  Developmental Counseling Video was released 15 July 2000 as part of a Chain Teaching Packet with Army Leadership. * Supports Unit’s NCODP & OPD programs.  Counseling WEB Library: (www.counseling.army.mil)

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COUNSELING OVERVIEW

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COUNSELING OVERVIEW

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COUNSELING OVERVIEW

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COUNSELING OVERVIEW

Support to the Field
Current  Developmental Counseling Video was released 15 July 2000 as part of a Chain Teaching Packet with Army Leadership. * Supports Unit’s NCODP & OPD programs.  Counseling WEB Library: (www.counseling.army.mil) Future  WEB Libraries: To support; Leader’s Book, NCODP, Sergeants’ Time
Slide 37
COUNSELING OVERVIEW

AR 635-200 Separation Requirements
1. AR 635-200, para 1-18b: Prior to initiating a separation action on a soldier for bad conduct or poor performance that soldier will be counseled by a responsible person about his or her deficiencies at least once before initiating separation action. 2. The soldier’s counseling or personnel records must establish that the soldier was afforded a reasonable opportunity to overcome the deficiencies. 3. Counseling will be conducted per paragraph 17-3 and must include: a. Reason for counseling b. That separation action may be initiated if the behavior continues. c. The type of discharge that could result from the possible separation action and the effect of each type. 4. AR 635-200, para 17-3: The counseling instructions will include a comprehensive explanation of the following: a. The types of discharge certificates. b. The basis for issuance of each type of certificate.
c. The possible effects of the various certificates on reenlistment, civilian employment, veterans’ benefits, and related matters. d. The unlikelihood that the soldier will be successful in any attempt to have the character of his or her service changed. COUNSELING OVERVIEW
Slide 38

QUESTIONS?

CENTER FOR ARMY LEADERSHIP
Web Sites: www.counseling.army.mil www.leadership.army.mil www-cgsc.army.mil/eldn

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COUNSELING OVERVIEW

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