MCI 0112D

MARINE CORPS INSTITUTE

COUNSELING FOR MARINES

MARINE BARRACKS WASHINGTON, DC

 

UNITED STATES MARINE CORPS
MARINE CORPS INSTITUTE 912 CHARLES POOR STREET SE WASHINGTON NAVY YARD DC 20391-5680
IN REPLY REFER TO:

1550 Ser 1335 1 Jul 11 From: Director To: Marine Corps Institute Student Subj: COUNSELING FOR MARINES (MCI 0112D) 1. Purpose. MCI course 0112D, Counseling for Marines, has been published to provide instruction to all Marines assigned billets and duties that require counseling skills. 2. Scope. MCI course 0112D addresses the development of basic counseling techniques and skills, to provide effective counseling to subordinates in accordance with NAVMC 2795 and Marine Corps leadership principles. 3. Applicability. This course is intended for instructional purposes only. It is designed for use primarily by all Marine NCOs, SNCOs, and officers, active and reserve, regardless of MOS. 4. Recommendations. Comments and recommendations on the contents of the course are invited and will aid in subsequent course revisions. Please complete the course evaluation questionnaire at the end of the final examination. Return the questionnaire and the examination booklet to your proctor.

M. S. REICHENBAUGH By direction

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...... MCI Course 0112D i .................................................................................................................................................................................................................................................................................................................................................................................. Counseling Techniques and Methods ................................................. Study Guide ........... Study Unit 1 Lesson 1 Lesson 2 Study Unit 2 Lesson 1 Lesson 2 Study Unit 3 Lesson 1 Lesson 2 Lesson 3 Fundamentals of Counseling.................................................................... Types of Counseling ....................................................................Table of Contents Page Contents ......................................................... Conducting the Counseling Session................................................ Frame for Counseling ...... The Subordinate’s Performance ............................................................. Review Lesson Examination.............................................................................. Essential Elements of Counseling .... Addressing Unique Counseling Problems ................................................................................................................................. Student Information ................ The Counseling Process ............................................................................ i iii v 1-1 1-3 1-11 2-1 2-3 2-11 3-1 3-3 3-15 3-25 A-1 R-1 Appendix ......................... The Senior’s Counseling Activities .....................

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mci. Marines worldwide may call commercial (202) 6857596 or DSN 325-7596.S.mil. MCI Course 0112D iii .usmc. Marines CONUS may call toll free 1-800-MCI-USMC. have your training officer or NCO log on to the MCI home page at www. it has no equivalency credits at the college level. Kentucky 40121-5200 Reserve Retirement Credits (RRC) 2 ACE Due to the nature of this course.Student Information Number and Title MCI 0112D Counseling for Marines Study Hours 6 Course Materials Text Review Agency U. Army Armor Center Fort Knox. Assistance For administrative assistance.

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You have self-confidence and believe in your ability to acquire knowledge and skills. YOU ARE ABLE TO SET AND ACCOMPLISH PRACTICAL GOALS. effort. like you. the Marine Corps Institute has been helping tens of thousands of hard-charging Marines. These professional traits will help you successfully complete this distance learning course.  Your Personal Characteristics YOU ARE PROPERLY MOTIVATED.     Continued on next page MCI Course 0112D v . improve their technical job performance skills through distance learning. Since 1920. willing to reach out for opportunities to learn and grow. you have shown a desire to improve the skills you have and master new skills to enhance your job performance.Study Guide Congratulations Congratulations on your enrollment in a distance education course from the Distance Learning and Technologies Department (DLTD) of the Marine Corps Institute (MCI). When you improve yourself. enabling you to meet every challenge. You are enrolled to improve those skills you already possess. provides instruction to all Marines on counseling techniques and methods. YOU ACCEPT CHALLENGES. MCI 0112D. Counseling for Marines. and the resources necessary to set and accomplish your goals. The distance learning course you have chosen. You have made a positive decision to get training on your own. By enrolling in this course. You have it! YOU SEEK TO IMPROVE YOURSELF. By acting on your own. Self-motivation is perhaps the most important force in learning or achieving anything. you have shown you are a self-starter. and to learn new skills. You have the selfconfidence to set goals and the ability to achieve them. Doing whatever is necessary to learn is motivation. You are willing to commit time. you improve the Corps! YOU HAVE THE INITIATIVE TO ACT.

One way to do this is to read the table of contents. notify your training officer or training NCO. complete the exercise questions and then check your responses against those provided. You will find the text divided into several study units. Each study unit is comprised of two or more lessons. familiarize yourself with them. If you find any course materials missing. Without referring to the text. you. If the course has additional study aids. Continued Beginning Your Course Before you actually begin this course of study. To begin your course of study. Read a few lesson exercise questions to get an idea of the type of material in the course. and at the end of each study unit. lesson exercises. make notes on the points you feel are important. you will find an introduction to the study unit and generally the first study unit lesson. read the student information page. The First Study Unit Turn to the first page of study unit 1. On this page. As you read the lesson text. lesson text. Exercises are located at the end of each lesson. you are ready to begin. will be able to do as a result of mastering the content of the lesson text.Study Guide. Read the objectives for each lesson and then read the lesson text. Reading the Learning Objectives Learning objectives describe in concise terms what the successful learner. such as a handbook or plotting board. If you have all the required materials. Study unit lessons contain learning objectives. Notice the table of contents covers specific areas of study and the order in which they are presented. and exercises. Continued on next page MCI Course 0112D vi . Leafing Through the Text Leaf through the text and look at the course. Completing the Exercises To determine your mastery of the learning objectives and text. complete the exercises developed for you. familiarize yourself with the structure of the course text.

you can do many of these things during the unused minutes of every day. Preparing for the Final Exam To prepare for your final exam.     Continued on next page MCI Course 0112D vii . Read your notes or a part of a study unit. Undoubtedly.  CHALLENGE YOURSELF. If it isn’t possible to actually use the skill or knowledge. It is always best to use the skill or knowledge you’ve learned as soon as possible. you’ll find you were not able to recall everything. make up and solve problems that use most of the elements of a study unit. you must review what you learned in the course. Reviews are good habits that enhance learning. Continued Continuing to March Continue on to the next lesson. For example make up and solve your own problems. Use your spare moments to review. at least try to imagine a situation in which you would apply this learning. They don’t have to be long and tedious. In fact. This review should be interesting. you’ll be able to recall a great deal of the information. review again. USE UNUSED MINUTES.” This technique can be interesting and challenging for both of you! MAKE REVIEWS FUN AND BENEFICIAL. repeating the above process until you have completed all lessons in the study unit.Study Guide. Follow the same procedures for each study unit in the course. rework exercise items. some learners find short reviews conducted more often prove more beneficial. Can you do it? Now look back at the text to see if you have left anything out. better still. Try to recall the entire learning sequence without referring to the text. The following suggestions will help make the review interesting and challenging. Ask another Marine to lend a hand by asking you questions about the course. But with a little effort. USE THE “SHAKEDOWN CRUISE” TECHNIQUE. Or. Choose a particular study unit and let your buddy “fire away. APPLY WHAT YOU HAVE LEARNED.

Continued Tackling the Final Exam When you have completed your study of the course material and are confident with the results attained on your study unit exercises. the sooner you can better yourself by applying what you’ve learned! HOWEVER--you do have 2 years from the date of enrollment to complete this course. benefiting you.Study Guide. your job performance skills will improve. Graduating! As a graduate of this distance education course and as a dedicated Marine. your unit. and the Marine Corps. read the directions on the DP-37 answer sheet carefully. Completing Your Course The sooner you complete your course. take the sealed envelope marked “FINAL EXAM” to your unit training NCO or training officer. Before taking your final examination. Your training NCO or officer will administer the final examination and return the examination and the answer sheet to MCI for grading. Semper Fidelis! MCI Course 0112D viii .

STUDY UNIT 1 FUNDAMENTALS OF COUNSELING Overview Unique Establishment As a result of a 1983 study of the Marine Corps Performance Evaluation System. Counseling is the means of accomplishing this. however. Counseling involves two-way communication between a Marine senior and a Marine subordinate and focuses on helping the subordinate achieve or maintain the highest level of performance. performance evaluation focuses on past performance. A Leadership Responsibility Developing Marines to their highest potential is a basic leadership responsibility. complementary program to the performance evaluation. Both are equally important. Lesson Essential Elements of Counseling Framework for Counseling See Page 1-3 1-11 MCI Course 0112D 1-1 Study Unit 1 . counseling was established as a separate. and which and when Marines will receive. In This Study Unit This study unit contains the following lessons. This study unit examines objectives of the Marine Corps Counseling Program. the different approaches to counseling. whereas counseling focuses on future performance.

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Learning Objectives Upon completion of this lesson.  Identify the difference between the Performance Evaluation System and the Marine Corps Counseling Program.  List the five objectives of counseling as listed in NAVMC 2795. Content During this lesson.  Identify how counseling must be viewed to be effective according to NAVMC 2795. the Marine Corps’ objectives of counseling. and the fact that effective counseling must be a part of day-to-day leadership. you will be introduced to the essential elements of counseling. which are references that pertain to the counseling program. you will be able to  Identify the key reference that pertains to the Marine Corps Counseling Program. the difference between performance evaluation and counseling. Lesson 1 . Counseling your Marines to develop future leaders of Marines is a key leadership responsibility. In This Lesson This lesson contains the following topics.LESSON 1 ESSENTIAL ELEMENTS OF COUNSELING Introduction Scope Leadership is more than just giving orders and demanding obedience. Topic Introduction Background Program Priorities Relationship of Counseling to Performance Evaluation Lesson 1 Exercise See Page 1-3 1-4 1-5 1-6 1-7 MCI Course 0112D 1-3 Study Unit 1.

by mutual understanding. the Commandant of the Marine Corps directed the Commanding General. Key References The key reference that pertains to the Marine Corps Counseling Program is NAVMC 2795 U. Marine Corps User’s Guide to Counseling. Completed in 1984.Background Definition Counseling is that part of leadership that ensures. Marine Corps Development and Education Command (MCDEC) to study counseling and to develop a continuing education program for application down to and including the unit levels for improving individual performance through regular counseling. the efforts of leaders and their Marines are continuously directed toward increased unit readiness and effective individual performance. published in July 1986.S. this study subsequently recommended the design of a counseling program that would be compatible with traditional Marine morals and values. It provides policy for and contains a detailed description of the Marine Corps Counseling Program to include       The counseling process Types of counseling Benefits of counseling Planning and conducting a counseling session Counseling approaches and styles Counseling practices related to performance MCI Course 0112D 1-4 Study Unit 1. Lesson 1 . Developed to Improve Performance In late 1983.

In fact. Enhance the leader’s ability to improve the subordinate’s performance. Develop counseling skills through a continuing education program that teaches the importance of daily coaching and provides the tools to conduct effective counseling. Lesson 1 . Increase individual performance and productivity through counseling and thereby increase unit readiness and effectiveness.” MCI Course 0112D 1-5 Study Unit 1.Program Priorities Goals The NAVMC 2795 states that counseling is a tool of leadership. it should partake of the nature of the relation between father and son. the counseling program ensures that the leadership goals expressed in the following words become a reality: “The relation between officers and enlisted men should in no sense be that of superior and inferior nor that of master and servant.    Leadership Tradition By accomplishing the objectives above. which is universally recognized as essential to accomplishing the following Marine Corps goals:    Developing subordinates Improving individual performance Enhancing unit productivity Objectives NAVMC 2795 also establishes the following five objectives for the program:   Maintain counseling as an integral and continuous part of traditional Marine leadership. Create the ethic of effective counseling in a climate of solid leadership and provide a system to enhance that ethic. but rather that of a teacher and scholar.

whereas performance evaluation focuses on past performance. thus it is separated from performance evaluation. Focuses on solving a Marine’s personal and professional problems. counseling should be a regular and continuing process that is conducted both formally and informally. MCI Course 0112D 1-6 Study Unit 1.Relationship of Counseling to Performance Evaluation Counseling Counseling focuses on improving and maintaining future performance. counseling must be viewed as an integral part of day-to-day leadership. although the two responsibilities are complementary. Performance Evaluation Distinguishing Significance The following table lists the distinguishing significance between counseling and performance evaluation: Counseling Focuses on future performance. Lesson 1 . Conducted formally and informally. It centers around the fitness report for sergeants and above and around proficiency and conduct marks for corporals and below. Centers around fitness reports and pro and con marks. As such. Performance evaluation is the formal process of evaluating an individual’s past performance. such as promotions and duty assignments. Conducted as need arises. Basis for official personnel actions (promotions and duty assignments). To be effective. Performance Evaluation Focuses on past performance. It is also part of the basis for official/personnel actions. Formal evaluation process.

Check your responses against those listed at the end of this lesson. Marine’s future performance. Marine’s past performance. Marine’s future performance. Marine’s performance problems. d.Lesson 1 Exercise Directions Complete items 1 through 5 by performing the action required. leadership techniques. Item 1 What is the key reference for the Marine Corps counseling program? a. c. leadership techniques. b. d. d. b. NAVMC 2761 NAVMC 2671 NAVMC 2975 NAVMC 2795 Item 2 List three of the five objectives of the Marine Corps counseling program in the spaces provided. Item 4 Counseling mainly focuses on a. Lesson 1 Exercise .    ______________________________________________________ ______________________________________________________ ______________________________________________________ Item 3 The performance evaluation system mainly focuses on a. c. c. b. Continued on next page MCI Course 0112D 1-7 Study Unit 1. Marine’s past performance. Marine’s performance problems.

b. c. d. it must be viewed as a/an a. Continued Item 5 According to the key Marine Corps counseling references. tool for evaluating Marines.Lesson 1 Exercise. Continued on next page MCI Course 0112D 1-8 Study Unit 1. Lesson 1 Exercise . daily activity. way to improve a Marine’s performance. for counseling to be effective. integral part of day-to-day leadership.

Lesson 1 Exercise. Lesson 1 Exercise . b b b Reference 1-4 1-5 3 4 5 1-6 1-6 1-6 MCI Course 0112D 1-9 Study Unit 1.  Maintain counseling as an integral and continuous part of traditional Marine leadership. Continued Answers The table below lists the answers to the exercise items. If you have questions about these items.  Enhance the leader’s ability to improve the subordinate’s performance.  Develop counseling skills through a continuing education program that teaches the importance of daily coaching and provides the tools to conduct effective counseling. Item Number Answer 1 c 2 Any three of the following five is correct.  Increase individual performance and productivity through counseling and thereby increase unit readiness and effectiveness. refer to the reference page.  Create the ethic of effective counseling in a climate of solid leadership and provide a system to enhance that ethic.

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Identify when corporals through colonels should receive follow-on counseling. Identify how often lance corporals and below should receive counseling. Identify when corporals through colonels should receive an ICS. Content In this lesson. Identify who can initiate an informal counseling session. you will be able to          List the two methods of counseling. Identify when counseling should begin on a Marine. Lesson 2 . you will learn that the framework for counseling is divided into formal and informal methods. Identify what the follow-on session should reinforce in the subordinate’s performance. Identify which Marines should receive counseling. State the main focus of the initial counseling session.LESSON 2 FRAMEWORK FOR COUNSELING Introduction Scope Formal counseling occurs during the initial counseling session (ICS) and follow-on sessions. Continued on next page MCI Course 0112D 1-11 Study Unit 1. You will also be provided with the counseling frequency for lance corporals and below and for corporals through colonels. Learning Objectives Upon completion of this lesson and in accordance with NAVMC 2795. while informal counseling is event-related and can be initiated by the senior or subordinate at any time.

Lesson 2 . Continued In This Lesson This lesson contains the following topics. Topic Introduction Formal Informal Frequency Lesson 2 Exercise See Page 1-11 1-13 1-15 1-16 1-17 MCI Course 0112D 1-12 Study Unit 1.Introduction.

Continued on next page MCI Course 0112D 1-13 Study Unit 1. These sessions are the formal side of the counseling program. the subordinate’s duties in the unit. The subordinate should be prepared to ask and answer questions. scheduled discussions conducted according to an agenda that is agreed upon between the senior and subordinate. and the goals that should be set for the subordinate. and assigned primary and collateral duties. The agenda should provide adequate time for a discussion of the mission and status of the unit. Motivate the subordinate to achieve the highest possible level of performance. Help the subordinate understand the senior’s leadership style. Set goals or objectives and make plans for the subordinate to meet those targets. ICS The ICS is meant to lay the groundwork for an effective and productive working relationship. Note: The main focus of the ICS should be future performance. Lesson 2 .Formal Structure The Marine Corps Counseling Program is built on a series of planned. The senior should prepare in advance to accomplish the above objectives. Preparation Both the senior and subordinate should prepare for the ICS by developing a mutually agreed-on agenda. Ensure the subordinate understands the stated expectations. Formal counseling includes both the ICS and the follow-on sessions. Ensure the subordinate understands the mission and status of the unit. Convey the senior’s interest and concern. It is designed to        Make the senior’s expectations for individual and unit performance clear. The ICS should position the Marine toward a successful performance.

Identify and analyze any performance problems that have emerged since the last counseling session and identify a mutually agreed upon solution to those problems.Formal. Both participants should prepare for the session and actively participate. Continued Follow-On The follow-on session is designed to accomplish the following:       Ensure that the subordinate is on track. Lesson 2 . MCI Course 0112D 1-14 Study Unit 1. Address both strengths and weaknesses. Add new goals as appropriate. and the session should follow a predetermined agenda. Reinforce the subordinate’s successes and attempt to correct deficiencies. Process The process for the follow-on session is essentially the same as that for the ICS. Review the subordinate’s progress toward achieving goals.

even if brief and informal.Informal Initialized Informal counseling sessions can be initiated by the senior or at the subordinate’s request and can be conducted at any time. If the senior schedules the session. Additional Guidance The recommended formal and informal counseling occurrences are listed in the following table: Formal ICS and follow-on Planned and scheduled Informal Event related Initiated by senior or subordinate MCI Course 0112D 1-15 Study Unit 1. They may also be conducted when the subordinate has a problem where guidance is necessary. It also provides the senior and subordinates an opportunity to potentially prevent a problem from occurring. he/she should conduct it as soon as possible after the need has been identified. Occurrence Informal sessions are event related and may be conducted when the senior observes something that is praiseworthy or there is a problem with the subordinate’s performance. Lesson 2 . keeps the subordinate aware of the senior’s interests and concerns. Meeting with the senior for a counseling session.

detailed. at a minimum. MCI Course 0112D 1-16 Study Unit 1. Counseling begins for a subordinate Marine 30 days after the senior/subordinate relationship begins. Note: Do not confuse the ICS and follow-on sessions with the “welcome aboard” brief. Lance Corporals and Below Lance corporals and below generally function more effectively when they receive frequent. For this reason. they shall consistently receive counseling every 30 days. the frequency and format may vary. however.Frequency Execution The NAVMC 2795 states that the counseling process will be carried out as follows:   Every Marine will receive counseling. Lesson 2 . and concrete guidance. followed by a follow-on session approximately 90 days after the ICS. Corporals Through Colonels Corporals through colonels exercise more latitude and flexibility throughout their leadership development and in the accomplishment of the mission. specific. Subsequent sessions should occur every 6 months thereafter. However. Exemption Reservists are exempt from the 30-day counseling requirement. reserve lance corporals and below will be counseled every 3 months and once during annual training duty. They shall receive an ICS approximately 30 days after the senior/subordinate relationship begins.

initial and follow-on. c. b. formal and informal. future performance. c. d. b. Item 2 The main focus of an ICS is a. unit mission. Item 1 The two methods to counseling are a. Check your answers against those listed at the end of this lesson. d. Failures Efficiency Self-motivation Successes MCI Course 0112D 1-17 Study Unit 1. scheduled and planned.Lesson 2 Exercise Directions Complete items 1 through 15 by performing the actions required. Item 3 What should the follow-on session reinforce in the subordinate’s performance? a. leadership techniques. past performance. b. c. d. event-related and as-needed. Lesson 2 Exercise .

c. match the counseling characteristics in column 1 with the appropriate counseling session in column 2. c. d. c. Deals with subordinate’s strengths and weaknesses ___6. d. Follow-on counseling b. Is primarily event related ___8. Column 1 Counseling Characteristics ___4. Initial counseling c. b. b. Commanding officer Senior only Senior or subordinate Subordinate only Item 10 Which Marines should receive counseling? a. Lance corporals through sergeants only Every Marine Enlisted Marines only Corporals through colonels only Item 11 When should counseling begin on a Marine? a. Initiated by senior or subordinate Column 2 Counseling Session a. Lesson 2 Exercise . Reviews subordinate’s progress ___7. b.Lesson 2 Exercise. Sets goals and objectives ___5. Informal counseling Item 9 Who can initiate an informal counseling session? a. Place your responses in the spaces provided. Continued Items 4 Through 8 Matching: For items 4 through 8. 30 days after the ICS 30 days after the senior/subordinate relationship begins 60 days after the Marine checks into a unit Directly before the Marine checks out of a unit Continued on next page MCI Course 0112D 1-18 Study Unit 1. d.

b. 30 days after reporting in. b. c. d. 15 30 60 90 Item 13 When would corporals through colonels receive an ICS? a. Every 90 days 60 days after the follow-on session 60 days after the senior/subordinate relationship begins 30 days after the senior/subordinate relationship begins Item 14 First Lieutenant Anderson recently received an ICS and should receive the first follow-on counseling session a. c. Item 15 Capt Smith recently completed SSgt Roberts ICS and follow-on session. 60 days after the ICS. 90 days after the ICS. d. d. Lesson 2 Exercise . Continued Item 12 Lance corporals and below shall receive counseling every ____ days. d. After 3 months After 6 months After 1 year Before check out time Continued on next page MCI Course 0112D 1-19 Study Unit 1. b. c. When should SSgt Roberts expect his next formal counseling session with Capt Smith? a. a. b. c.Lesson 2 Exercise. 30 days after the ICS.

Lesson 2 Exercise .Lesson 2 Exercise. refer to the reference page. Continued Answers The table below lists the answers to the exercise items. Item Number 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Answer b d d b a a c c c b b b d d b Reference 1-11 1-13 1-14 1-13 1-14 1-14 1-15 1-15 1-15 1-16 1-16 1-16 1-16 1-16 1-16 MCI Course 0112D 1-20 Study Unit 1. If you have questions about these items.

and collaborative. nondirective. Implementing the five steps and understanding details are necessary to ensure an organized counseling session between the senior and subordinate. In This Study Unit This study unit contains the following lessons. There are five steps for conducting each counseling session. Lesson Approaches to Counseling Conducting the Counseling Session See Page 2-3 2-11 MCI Course 0112D 2-1 Study Unit 2 .STUDY UNIT 2 THE COUNSELING PROCESS Overview Scope There are three approaches to counseling—directive. regardless of approach.

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This lesson will provide you with the tools you need to eliminate the confusion.  Identify the advantages associated with the three approaches to counseling. in accordance with NAVMC 2795. and collaborative approaches to counseling. Learning Objectives Upon completion of this lesson. Determining which type to use should be based on what works best for the individual receiving the counseling. nondirective. However. Continued on next page MCI Course 0112D 2-3 Study Unit 2. Lesson 1 . You will learn about the directive. selecting those that are most effective can be confusing. you will be able to  Identify the three approaches to counseling that can be used during a counseling session.LESSON 1 APPROACHES TO COUNSELING Introduction Scope There are many counseling tools available. even to the most avid leader of Marines.  Identify the disadvantage associated with the three approaches to counseling.  Identify the roles associated with the three approaches to counseling.

Introduction. Continued In This Lesson This lesson contains the following topics. Lesson 1 . Topic Introduction Directive Nondirective Collaborative Lesson 1 Exercise See Page 2-3 2-5 2-6 2-7 2-8 MCI Course 0112D 2-4 Study Unit 2.

Lesson 1 . or unsure of themselves. define the course of action. It places the responsibility for the success of the counseling session on the senior. and fellow Marines. The senior must determine the problem. Disadvantages Directive counseling should be used sparingly and should not be confused with giving an order. experience. knowledge of behavior. and decide if others are involved or affected. the recommendation to the subordinate could cause additional problems. inexperienced. The possibility of focusing on the symptom rather than the cause of the problem exists. The senior may rely on information available from records. The advantages of directive counseling are that it   Is the most productive approach Takes less time For subordinates who are immature. the senior is responsible for the following:     Lead in analyzing the subordinate’s performance Identifying problems Plan for improvement Solutions Advantages Directive counseling relies on an accurate diagnosis of the subordinate’s problems. MCI Course 0112D 2-5 Study Unit 2.Directive Roles In directive counseling. If the senior does not do this. may be the only effective form of counseling. The following are the disadvantages of directive counseling:     It does not require the subordinate to accept responsibility for individual actions.

Advantages The advantages of nondirective counseling are as follows:   It helps the subordinate identify their individual performance and take responsibility for improving that performance. the advantages outweigh the cost of time and effort. MCI Course 0112D 2-6 Study Unit 2. because he/she was instrumental in developing them.Nondirective Roles Nondirective counseling places much of the responsibility on the subordinate. Evaluate alternative courses of action. Disadvantages The disadvantages of nondirective counseling are as follows:   It may initially take more time due to the requirements placed on the subordinate. and commit to agreed-upon solutions and a plan for improvement. Engage in active listening. Arrive at a solution. Working with the subordinate may require significant effort to encourage him/her to take responsibility for performance and find solutions to the problems. Lesson 1 . The subordinate is more likely to discuss relevant facts and feelings. The senior’s role is the following:    Ask pertinent questions. The subordinate’s role is the following:    Think through the problem. Note: When the nondirective approach is used skillfully. Guide the discussion.

Arrive at solutions. Roles The senior’s role should include the following:     Take the lead to analyze problems and provide solutions. Allows the senior the option to shift from one approach to the other as the situation dictates. the subordinate’s role may include the following:     Listen and learn.Collaborative Combined Approach Most counseling sessions involve a combination of the directive and nondirective approach. Note: To know when to use either approach. Ask questions. which is referred to as collaborative counseling. Relax tension. the senior must remain alert during the discussion and be well prepared. Guide the discussion. Combining can be more effective than when used alone. Depending on which approach is used. Engage in active listening. Lesson 1 . Advantages Advantages of the collaborative approach include the following:    Keep discussion on track. Think through problems. Disadvantages The collaborative approach requires the senior to have special skills. Evaluate courses of action. MCI Course 0112D 2-7 Study Unit 2. It may be necessary for an inexperienced senior to request assistance from a Marine who has experience with collaborative counseling.

d. directive. identify problems. Item 1 You have a private first class in your section that is inexperienced and a little immature. d. Item 2 The role of the senior is to take the lead in analyzing the subordinate’s performance. collaborative. The type of counseling that should be used is a.Lesson 1 Exercise Directions Complete items 1 through 6 by performing the action required. combined formal directive nondirective Item 4 Which type of counseling places much of the responsibility on the subordinate? a. b. the most productive approach is considered _______________ counseling. lay out a plan for improvement. and provide solutions during __________________ counseling. a. c. a. b. b. Check your answers against those listed at the end of this lesson. c. nondirective. b. directive nondirective formal collaborative Item 3 In some cases. c. Lesson 1 Exercise . c. Collaborative Nondirective Formal Directive Continued on next page MCI Course 0112D 2-8 Study Unit 2. formal. d. d.

Lesson 1 Exercise, Continued
Item 5

What are the two advantages of nondirective counseling? a. It is more productive and takes less time. b. It is more effective and the subordinate gets more involved. c. The subordinate takes responsibility for improving his/her performance and is more likely to discuss relevant facts and feelings. d. The senior is responsible for the success of the session and it keeps a rambling discussion on track.

Item 6

State the disadvantage of the collaborative approach in the spaces provided. ______________________________________________________________ ______________________________________________________________

Continued on next page

MCI Course 0112D

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Study Unit 2, Lesson 1 Exercise

Lesson 1 Exercise, Continued
Answers

The table below lists the answers to the exercise items. If you have questions about these items, refer to the reference page. Item Number 1 2 3 4 5 6 Answer c a c b c Requires the senior to have special skills. Reference 2-5 2-5 2-5 2-6 2-6 2-7

MCI Course 0112D

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Study Unit 2, Lesson 1 Exercise

LESSON 2 CONDUCTING THE COUNSELING SESSION Introduction
Scope

In this lesson, you will learn the basic procedures governing the process of conducting a five-step counseling session. The five steps apply to all formal counseling sessions, both initial and follow-on.

Learning Objectives

Upon completion of this lesson, you will be able to        List the five steps of the counseling process. List the five activities used in the preparation step of the counseling process. List the two activities that should be accomplished by the senior during the opening step of the counseling process. Identify the four activities that should be accomplished by the senior during the main body step of the counseling process. Identify the main point of the closing step of the counseling process. List the two activities in the follow-up step of the counseling process. State the disposition of the counseling documentation when the senior/subordinate relationship ends.
Continued on next page

MCI Course 0112D

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Study Unit 2, Lesson 2

Lesson 2 .Introduction. Continued In This Lesson This lesson contains the following topics. Topic Introduction Preparation Opening Main Body Closing Follow Up Lesson 2 Exercise See Page 2-11 2-13 2-16 2-17 2-19 2-20 2-22 MCI Course 0112D 2-12 Study Unit 2.

this stage of the planning process should include    Analyzing performance difficulties Developing tentative solutions Identifying the subordinate’s goals for the next period Continued on next page MCI Course 0112D 2-13 Study Unit 2. and needs exhibited since the last session. Define the Objectives Both the senior and subordinate should have a clear idea of their counseling session goals and identify the successes. Lesson 2 . Plan the agenda. Define the objectives of the session. Review Current Performance Review the subordinate’s current performance for specific strengths. It requires thoughtful preparation by both the senior and the subordinate. Select the location. improvements.Preparation Five Steps The five steps to conducting a formal counseling session are      Preparation Opening Main body Closing Follow-up Activities An effective counseling session requires more than just communication skills. To ensure there is a complete and balanced picture of the subordinate’s performance. The review should be as detailed and specific as possible. and obstacles for discussion. Schedule the session. At a minimum. The following five activities form the preparation step of the counseling process:      Review current performance. failures. the senior should keep informal notes for reference to help prepare for the counseling session.

Continued Schedule the Session When scheduling a counseling session. Lesson 2 .    Select the Location When selecting an appropriate location for the counseling session. Continued on next page MCI Course 0112D 2-14 Study Unit 2. place. Determine whether to use a directive. the senior should    Provide the subordinate with advance notice of the time. ensure the following:   Privacy. Schedule the session far enough in advance for adequate time to prepare an agenda that encompasses the relevant issues. or collaborative counseling approach based on the review of the subordinate’s performance and objectives for the counseling session. Add these items to your agenda. In the event you are interrupted. Allow 45 minutes to an hour to complete a formal session. Ensure that the appropriate amount of time is reserved for the counseling session. without interruptions.Preparation. such as an office. nondirective. Ask the subordinate to prepare for the discussion by evaluating his/her personal performance in accomplishing current goals and provide recommendations for improvement. handle it promptly and return to the session as soon as possible. and purpose of the session. comfort. instead of a BEQ room Note: Interruptions can cause the discussion to get off track and considerable time to be spent recovering before the session can continue. and no interruptions Professional setting.

Continued Plan the Agenda When planning the agenda. The senior may want to arrange the seats to enhance the personal. Environment Provide a comfortable atmosphere for the discussion to take place. keep the following items in mind:    The agenda should be written in advance and reflect the prioritized objectives for the counseling session. Save discussions of difficult issues until both parties are comfortable to proceed.Preparation. informal tone of the counseling session. Facing each other across a desk may seem too formal for a relaxed discussion. MCI Course 0112D 2-15 Study Unit 2. Ensure that the room temperature is adequate and that neither of you is facing an unshaded window. The seating arrangement is also important. Start the session with positive comments about the subordinate’s performance or the expectations of the session. Lesson 2 .

Solicit feedback from the subordinate.Opening Activities The senior must ensure that the following two activities take place. Establish Expectations Prior to proceeding to the body of the discussion. the senior should   Review the expectations of the counseling session. such as “Devil Dog” or “Dirt Bag. Allowing the subordinate an opportunity to express his/her expectations of the counseling session ensures that there is a mutual agreement for the progression of the session. Create a Relaxed Atmosphere It is important that the senior create a relaxed atmosphere in the opening moments of a session. which are relevant to opening a session:   Create a relaxed atmosphere. For example. the subordinate is more likely to be candid and open. MCI Course 0112D 2-16 Study Unit 2. Lesson 2 .” If the senior makes the subordinate feel at ease. the senior should always use professional courtesy with the subordinate. Establish expectations. Regardless of the nature of the counseling session. which will result in establishing a constructive solution. greet the subordinate using his/her rank and name rather than a slang term.

Involve the subordinate. Continued on next page Involve the Subordinate MCI Course 0112D 2-17 Study Unit 2. active listening. This will allow the senior to identify strengths and weaknesses in the subordinate’s performance and will be useful when setting future goals. the senior must cover the following four activities:     Review progress. the subordinate must share in the task of evaluating personal performance and planning for improvement. and concern for the subordinate’s development. Since improving the subordinate’s performance is a joint responsibility of the senior and the subordinate. the senior and subordinate can develop a mutually effective plan to improve the subordinate’s performance. The senior should seek to understand what the subordinate is trying to say. Set goals. Plan for improvement. Lesson 2 . the senior should resist the temptation to be judgmental or draw premature conclusions. Review Progress The subordinate’s progress in accomplishing previous goals should be reviewed at the beginning of the main body. which requires patience. By encouraging an open discussion of facts and feelings from the subordinate. When soliciting facts and viewpoints from the subordinate.Main Body Activities To ensure a thorough and effective counseling session is conducted.

the senior places the initiative on the subordinate for coming up with a plan for improvement.Main Body. Goals must relate directly to the subordinate’s development and capabilities. 2 Plan for Improvement To support the agreed-upon goals. the senior has a basis for defining goals for follow-on sessions and developing a plan to improve. The plan should outline specific actions in clear. Provide feedback and opinions to the subordinate on these goals. as discussed in the previous study unit. The senior must also ensure that the subordinate understands and is committed to the agreed-upon goals. with established target completion dates. Continued Set Goals Once the senior and subordinate review the subordinate’s strengths and weaknesses. which includes the following steps: Step 1 Action Ask what the subordinate plans to accomplish in the next period. This reinforces the subordinate’s sense of responsibility for personal performance. Lesson 2 . MCI Course 0112D 2-18 Study Unit 2. simple language.

MCI Course 0112D 2-19 Study Unit 2. The session should end on a positive. The senior should clarify the subordinate’s comments to ensure that the subordinate understands the results of the session and that both are in agreement. goals that were set. Commitment In concluding a counseling session. forward-looking note. As the session draws to a close. the main point is for the subordinate to commit to the goals and the plan for improvement. encouraging. Lesson 2 .Closing Summarize the Session The value of a counseling session can quickly diminish if the goals and plans for improvement are not summarized. the senior takes a few minutes to summarize what was discussed to include the subordinate’s strengths. and the plan for improvement. weaknesses.

Continued on next page MCI Course 0112D 2-20 Study Unit 2. Disposition Documentation of a counseling session is for use only by the senior and subordinate. This is to ensure there is a mutual understanding of responsibilities. Lesson 2 . Document the Session NAVMC 2795 recommends the senior maintain counseling session notes. direction provided to the subordinate. Monitor the subordinate’s performance. and to serve as a reference for follow-on sessions. Proper disposition of the counseling documentation is to destroy it when the relationship is terminated. It should not to be forwarded to an officer in the reporting chain nor passed from one senior to the next when the senior/subordinate relationship ends.Follow-Up Activities There are two follow-up activities that form the final step of the counseling process:   Document the session. expectations. The counseling notes should not be elaborate or highly formalized but should be specific and detailed enough to provide at least the following information:     The date of the counseling session The name of the Marine who received the counseling The subjects discussed The goals set Note: A counseling worksheet example can be found on the next page.

Continued Sample Counseling Worksheet The following is a sample counseling worksheet for recording notes. . ______________________________________________________________ Marine Performing Counseling SSgt W. Reinforce acceptable performance. ______________________________________________________________ Major Accomplishments .Being on time .Learn the traffic cone patterns.Wrote the new response procedures for the bank. Assist the subordinate in correcting deficiencies.Get to work 15 minutes early.Traffic cone pattern _____________________________________________________________ Goals for Coming Period and/or Comments . Lesson 2 .Follow-Up. COUNSELING WORKSHEET EXAMPLE Name: _Joe S. MCI Course 0112D 2-21 Study Unit 2.Uniform/military appearance .C. Fields Target Date for Next Session 10 Dec 11 Monitoring Performance The senior must monitor the subordinate’s performance by conducting the following:    Periodically review agreed upon goals. Johnson________ SSN: _x-6789__ Date: _10Nov 11 _ Grade: ___E-4____ MOS: __2111________ Billet: _Armorer________ ICS: ____________ Follow-on: ______X_____ ______________________________________________________________ Agenda/Subjects Discussed . .Maintain excellent appearance.

Lesson 2 Exercise . list these in the spaces provided. the senior must ensure two activities take place. Check your responses against those listed at the end of this lesson. (1) __________________________________________________________ (2) __________________________________________________________ (3) __________________________________________________________ (4) __________________________________________________________ (5) __________________________________________________________ Item 2 List the five activities that are used for the preparation step of the counseling process in the spaces provided.Lesson 2 Exercise Directions Complete items 1 through 7 by performing the action required. (1) __________________________________________________________ (2) __________________________________________________________ (3) __________________________________________________________ (4) __________________________________________________________ (5) __________________________________________________________ Item 3 In the opening step of the counseling process. (1) __________________________________________________________ (2) __________________________________________________________ Continued on next page MCI Course 0112D 2-22 Study Unit 2. Item 1 List the five steps of the counseling process in the spaces provided.

a. Review progress. Continued on next page MCI Course 0112D 2-23 Study Unit 2. Forward it to the commanding officer. set goals. Review progress. d. b. involve the subordinate. c. (1) __________________________________________________________ (2) __________________________________________________________ Item 7 Select the disposition for any counseling documentation when the senior/subordinate relationship ends from the list provided. Destroy it. d. Item 6 List the two activities in the follow-up step of the counseling process in the spaces provided. End session on a positive note. Retain it on file for 1 year. Item 5 What is the main point of the closing step in the counseling process? a. a. Document all commitments and goals. c. summarize strengths. Review progress. Gain respect from the subordinate. Continued Item 4 Lieutenant Smith has just completed the main body step of the counseling process. b. Review progress. set goals. define counseling objectives. d.Lesson 2 Exercise. and plan for improvement. define counseling objectives. involve the subordinate. and set goals. Gain commitment from the subordinate to the goals. summarize strengths. c. Forward it to the next senior. select the activities Lieutenant Smith covered during this step. From the options below. and plan for improvement. and plan for improvement. Lesson 2 Exercise . b.

Continued Answers The table below lists the answers to the lesson exercise. refer to the reference page. Item Number 1 Answer Preparation Opening Main Body Closing Follow-up Review current performance Define counseling objectives Schedule the session Select the location Plan the agenda Create a relaxed climate Establish expectations c d Documenting the session Monitoring subordinate’s performance d Reference 2-11 2 3 4 5 6 (1) (2) (3) (4) (5) (1) (2) (3) (4) (5) (1) (2) 2-13 2-16 2-17 2-19 2-20 (1) (2) 7 2-20 MCI Course 0112D 2-24 Study Unit 2. If you have questions about these items. Lesson 2 Exercise .Lesson 2 Exercise.

we will analyze three counseling techniques related to the subordinate’s performance and three that are related to the senior’s counseling activities. Importance Learning the steps for planning and conducting a counseling session is an integral part of establishing the senior–subordinate relationship.STUDY UNIT 3 COUNSELING TECHNIQUES AND METHODS Overview Scope In this study unit. Just as important are the techniques used for making the counseling session effective and productive. Lesson The Subordinate’s Performance The Senior’s Counseling Activities Addressing Unique Counseling Problems See Page 3-3 3-15 3-25 MCI Course 0112D 3-1 Study Unit 3 . In This Study Unit This study unit contains the following lessons. We will also discuss how to address certain problems that may arise during the counseling session.

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you will be able to  Identify the three techniques related to the subordinate’s performance. It is essential for senior Marines to use effective counseling techniques. Topic Introduction Setting Goals Problem Solving Planning for Improvement Lesson 1 Exercise See Page 3-3 3-4 3-6 3-10 3-12 MCI Course 0112D 3-3 Study Unit 3. In This Lesson This lesson contains the following topics. In this lesson.  Identify the four key reasons why setting goals is important to performance.LESSON 1 THE SUBORDINATE’S PERFORMANCE Introduction Scope Subordinate Marines are seldom provided with constructive guidance regarding their performance.  Identify the three questions that are used as groundwork for analyzing problems. you will learn the following three counseling techniques:  Setting goals  Problem solving  Planning for improvement Learning Objectives Upon completion of this lesson. such as those presented in this lesson. Lesson 1 .  Identify the three activities that are used when planning for improvement.

Working toward a defined goal enables the senior and subordinate to pool their resources and apply their skills with a clear sense of direction. Ensure that the goal is measurable in terms of whether or not it has been accomplished. This can be achieved by stating the goal in an observable or measurable standard. there must be clarity in the goals. A goal provides the senior and subordinate with a yardstick for measuring performance and identifying problems. knowing where you are going with a well thought out plan.  Motivational tool. For example. Continued on next page MCI Course 0112D 3-4 Study Unit 3.Setting Goals Key Reasons Organizations and individuals that set goals and use them effectively have proven themselves far more successful than those who do not set goals. How it is done strongly influences whether there is improvement in performance. there is no way to measure ― to work on improving the platoon’s readiness‖ to know whether the goal was met. increases desire and enthusiasm for getting there.  Shows progression. However. Defining goals is a skill in its own right. such as indicated in the following procedures:   For the subordinate to achieve the goals that are set.  Sense of direction. A goal is a planning tool for bridging the gap between where the subordinate currently is and where he/she needs to be by showing progression. ―to achieve a 95 percent rifle qualification rate by 31 December‖ states exactly what is expected and when.  Measures performance. Define the Goals One of the most important objectives of a counseling session is for the subordinate to define and establish a set of goals to accomplish after the session is over. A goal helps to motivate satisfactory performance. There are several key reasons why establishing goals has a favorable impact on performance. Do not set goals that are too general. Lesson 1 .

The goal must be realistic. They should be relative to the unit’s mission. Important. as they may take an indefinite time to accomplish. and represent a significant part of the subordinate’s duties. while not impossible to achieve. yet attainable by causing the subordinate to strive for his/her best. Lesson 1 . As the senior. The subordinate should acquire a sense of ownership since they are his/her goals. Realistic. Goals should be considered flexible and not ―chiseled in granite. do not write down all the goals you can think of.‖ If a goal becomes unattainable for reasons beyond the subordinate’s control. but also encourage the subordinate to establish personal goals. Set the most important goals—three to five—that make a significant contribution to the subordinate’s effectiveness and can be accomplished before the next counseling session. The goals should be limited in number. The subordinate should be able to accomplish the goal with the skills and knowledge he/she possesses or is capable of obtaining.     Joint effort. continued  Ensure the goals that are set clearly demonstrate    Quantity—how much? Quality—how well? Timeliness—when it is to be done or how long will it take? Guidelines In addition to the methods of defining goals. The senior should determine the goals.  Flexible. The target goals should be challenging. Continued Define the Goals. the senior should keep the following guidelines for effective goal setting in mind:  Challenging. Continued on next page MCI Course 0112D 3-5 Study Unit 3. Limited.Setting Goals. The goals should be important. modify the goals to reflect the new circumstances.

the problem solving process involves both the senior and the subordinate. the senior should compare actual and desired performance. the more effective it is likely to be. The more the subordinate contributes to the solution. its cause. the senior usually has a broader background of knowledge and experience in dealing with similar problems. Like goal setting. For example. Lesson 1 .Problem Solving Effectiveness Much of the counseling process involves identifying ways to help the subordinate improve performance and solve problems that may limit effectiveness. Groundwork The problem solving process should include the following questions to establish the groundwork for analyzing a problem:  What is the problem?  Is the subordinate part of the problem?  Is the senior part of the problem? What is the Problem? To answer this question. At the same time. and a solution. the difference between the desired goal and what was actually accomplished should be identified. The senior’s job is to help the subordinate identify each problem. Continued on next page MCI Course 0112D 3-6 Study Unit 3.

A series of questions can help define the issues that should be addressed in working out an effective solution. the senior should determine whether there is something about the subordinate that is preventing effective performance.Problem Solving. The following questions deal with aspects of the problem that may be outside the subordinate’s control:  Has the senior made the subordinate’s goals clear?  Has the senior failed to praise the subordinate when performance has been up to or exceeded expectations?  Has the senior overlooked or failed to correct situations in which the subordinate did not perform up to expectations?  Is the senior (or others) making conflicting or competing demands on the subordinate’s time?  Does the subordinate have the authority and resources necessary to do the job? Continued on next page MCI Course 0112D 3-7 Study Unit 3. The following questions can help to identify the cause of the problem:  Does the subordinate have the physical and mental ability to perform up to expectations?  Is the subordinate aware that his/her performance is not meeting expectations?  Does the subordinate know how to accomplish the job?  Does the subordinate have the skills to do the job?  Is the subordinate’s attitude an obstacle for an effective performance? Is the Senior Part of the Problem? To answer this question. Continued Is the Subordinate Part of the Problem? To answer this question. the senior should further clarify the problem and focus on methods of resolution. Lesson 1 .

 Show the subordinate how to do the task. solutions can be developed. coaching. or a method to obtain it. problems that are traceable to the subordinate can be assessed to determine whether a deficiency in knowledge. Continued Determine the Cause Once the source of a problem is clearly identified. or MCI enrollment. A skill-related problem involves the subordinate’s ability to coordinate their eye. such as on the job training. Lesson 1 . resident schools. and body in the performance of a task. KnowledgeRelated Problem A knowledge-related problem means that the subordinate does not have the required knowledge to perform a task successfully.  Provide the subordinate the opportunity to practice the task. Corrective action should include the following:  Observe the subordinate’s performance of the task and provide feedback on how well it was done or areas requiring improvement. or attitude was the cause. For example. Corrective action could include the following:  Explain or provide written material that defines what should be done and how to accomplish it.  Provide the subordinate with training. mind. Continued on next page Skill-Related Problem MCI Course 0112D 3-8 Study Unit 3.Problem Solving. A solution to this kind of problem should provide the subordinate with the opportunity to practice the task. skill.  Provide the subordinate with timely feedback on performance.  Provide the subordinate with on the job training and/or coaching.  Show the subordinate what to do and how to do it. A solution to this kind of problem must provide the subordinate with the information that is lacking.

money.Problem Solving. A solution to these types of problems must be carefully planned to assist the subordinate in achieving a positive solution. or an individual personal problem.  Tell the subordinate your perception of the problem and possible solutions to resolve the situation. Continued AttitudeRelated Problem An attitude-related problem may be influenced by the subordinate’s feelings toward the billet assignment. the senior should test the solution by asking questions such as the following:      What is most likely to happen if this action is taken? Will it solve the problem or create new problems? Can the action be accomplished? (Is it practical?) What will the action cost in personnel. others in the unit. Corrective action could include the following:  Discuss the problem with the subordinate to identify the causes. Lesson 1 . The subordinate should be included in recognizing the problem and finding a favorable solution. Test the Solution Once identified. or material? Will the senior be able to provide the necessary support and followthrough? Is this the simplest solution to this particular problem? MCI Course 0112D 3-9 Study Unit 3.

Outline Steps The plan for improvement should outline steps for the subordinate to achieve the goals or solve the problem(s). MCI Course 0112D 3-10 Study Unit 3. so that the senior is satisfied the subordinate understands what is required and has a realistic accomplishment plan. The plan does not have to be elaborate. should establish plans for achieving the goals and overcoming any problems. development is primarily the subordinate’s plan. with assistance from the senior. It may also be helpful to outline a schedule for carrying out the plan for improvement in terms of milestones and dates. but it should be detailed and specific enough. Lesson 1 . the subordinate. Note: Although a joint effort.Planning For Improvement Key Activities The three key activities used when planning for improvement are    Joint development of goals and plan for improvement Outlined steps Track progress Development Once the subordinate’s goals are established and solutions to problems are identified. Track Progress The plan for improvement provides both the senior and the subordinate with a tool for tracking progress and identifying problems before they can become potentially serious.

shows direction. Does the subordinate have the physical and mental ability to perform up to expectations? Is the subordinate part of the problem? Does the senior have an attitude? Continued on next page MCI Course 0112D 3-11 Study Unit 3. sense of accomplishment. What is the problem? Is the subordinate part of the problem? Is the senior part of the problem? d. a. shows progression. and tracking tool Item 3 Select the three questions that are used as groundwork for analyzing problems. Enhance performance. Does the subordinate know how to do the job? What is the problem? Has the subordinate been properly trained? b. performance tool. ____________________________________________________________ b. and motivational tool b. and measures progression c. measures performance. a. measures skills. Has the senior failed to praise the subordinate? Does the subordinate have the skills to perform the job? Does the subordinate have an attitude? c. develops skills. and measures motivation d. Check your answers against those listed at the end of this lesson. a. State the three techniques related to the subordinate’s performance in the spaces provided.Lesson 1 Exercise Directions Complete items 1 through 4 by performing the action required. ____________________________________________________________ Item 1 Item 2 Select the four key reasons why setting goals is important to performance. Sense of direction. ____________________________________________________________ c. Develops performance. Lesson 1 Exercise . enhances accomplishments. Sense of motivation.

Lesson 1 Exercise. ___________________________________________________________ Continued on next page MCI Course 0112D 3-12 Study Unit 3. ___________________________________________________________ b. Continued Item 4 What are the three activities used when planning for improvement? a. Lesson 1 Exercise . ___________________________________________________________ c.

solving problems. and track progress Reference 3-3 3-4 3-7 and 3-8 3-11 MCI Course 0112D 3-13 Study Unit 3. Item Number 1 2 3 4 Answer Setting goals. outline steps. refer to the reference page. and planning for improvement a c Jointly developed. Lesson 1 Exercise . Continued Answers The table below lists the answers to the exercise items. If you have questions about these items.Lesson 1 Exercise.

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LESSON 2 THE SENIOR’S COUNSELING ACTIVITIES Introduction Scope A senior Marine who is placed in a supervisory role is challenged to effectively counsel and develop subordinate Marines as leaders. Lesson 2 . Selecting the most effective counseling techniques is a critical step in the development process. Identify the four key elements for providing feedback. In This Lesson This lesson contains the following topics. you will be able to    Identify the two types of questions used during a counseling session. In this lesson. Identify the four techniques for active listening. you will learn the following three techniques:    Questioning Active listening Providing feedback Learning Objectives Upon completion of this lesson. Topic Introduction Questioning Active Listening Providing Feedback Lesson 2 Exercise See Page 3-15 3-16 3-18 3-20 3-22 MCI Course 0112D 3-15 Study Unit 3.

Involves the subordinate more in the discussion. but may ―open the door‖ for a follow-up question. Open-Ended An open-ended question results in the following:    Requires the subordinate to elaborate or explain a thought. short answers. Lesson 2 . Example 1 The following are examples of closed questions:   ―Do you know what time you are supposed to be to work?‖ ―What time are you supposed to be to work?‖ Note: Both examples would result in very specific. Example 2 The following are examples of open-ended questions:   ―What do you think of your performance since joining this command?‖ ―What do you think can be done to improve your performance?‖ Note: Both examples require more than a specific. short answer and the senior can further the discussion by asking the subordinate to explain. Continued on next page MCI Course 0112D 3-16 Study Unit 3. so that the senior is provided with more information.‖ Leads no further. Closed A closed question results in the following:   A very limited range of answers. the senior should be aware of the following two types of questions used in a counseling session – Closed and Open-ended. such as ―yes‖ or ―no. Requires the subordinate to think more deeply about performance.Questioning Types During a counseling session.

―You mean there was no reserve platoon?‖ The subordinate will let you know if you have interpreted him/her correctly.‖ the senior might ask. Example 3 MCI Course 0112D 3-17 Study Unit 3. the senior clarifies the subordinate’s statement by asking a closed question. Continued Clarify To ensure you understand the subordinate correctly. Lesson 2 .Questioning. which can be in the form of either an open-ended or closed question. In this scenario. ―Our flanks were not protected during the attack. ask questions for clarification. If the subordinate says.

Do not only listen for the facts.    Listening Techniques The following are four techniques for increasing listening effectiveness: Listen for the meaning. or ethnic origin. Listening Barriers Listening barriers are primarily caused by the following:  People listen four times faster than they speak. This is because effective listening requires skills such as the following:  Emotional maturity. Distinguish between facts and opinions. so that you find yourself interrupting or even arguing. Use your time as the listener to mentally summarize the points being made. Paying attention to what is being said without fidgeting or letting your mind wander. such as biases about the speaker’s appearance. Lesson 2 . such as what they are going to say next.Active Listening Listening Skills Many people learn to ask good questions but then fail to listen actively to the responses. When people think they know what the other person is going to say. Continued on next page MCI Course 0112D 3-18 Study Unit 3. their minds may wander just when some key points are being made. they often use the extra time to think about something other than what is being said.  Concentration. People may draw conclusions about the speaker’s message based on biases rather than on what the speaker says. Some people may have filters that prevent good listening. A good listener separates facts from opinions. but for the meaning that you can infer from the facts. Allowing the other person to speak without letting your emotions get the best of you. values. focusing on the facts.

such as acknowledging the validity of the subordinate’s viewpoint to encourage further expression.Active Listening. Active listening includes ―playing back‖ what you hear to ensure that you understand what the subordinate means and show the subordinate that there is an interest in what he/she says. In such cases. Lesson 2 . Restate to show understanding. Changes in the subordinate’s manner of speaking. or hesitation may indicate that the subordinate is afraid to reveal something to the senior. can be effective. making supportive statements. Continued Listening Techniques. tone of voice. rate of speech. MCI Course 0112D 3-19 Study Unit 3. continued Listen for changes in speech.

the senior can demonstrate interest in understanding the subordinate’s point of view. subordinates need to know the senior’s opinion of their performance. Continued on next page Focus on Performance Control Emotions MCI Course 0112D 3-20 Study Unit 3. the senior should resist the temptation to respond in the same manner. For example.‖ By criticizing the action rather than the person. an informal session. By restating instead of rebutting what the subordinate is saying. This feedback can occur in a formal counseling session. he/she not only lacks the information needed to guide personal development efforts but may also become demotivated as a result of frustration. Feedback should deal with the subordinate’s performance.Providing Feedback Performance Related To be effective at their job. ―The reserve platoon should have been located on a more defensible terrain‖ is much more useful feedback than ―You used poor judgment in positioning the reserve platoon. Providing the subordinate with positive reinforcement often does more to accelerate performance improvement than criticism of poor performance. not with the subordinate as a person. The senior should make a regular effort to tell the subordinate how he/she is performing. It is important for the subordinate to vent personal feelings and for the senior to listen closely for the subordinate’s reaction. the senior is more successful in encouraging the subordinate to explore the problem constructively. or throughout the course of the day. Lesson 2 . If the subordinate becomes emotional or starts to argue. This action will most likely lower the subordinate’s defenses and allow him/her to work with the senior in a rational manner toward effective solutions. When a Marine does not receive feedback on performance. Feedback on the subordinate’s performance should be specific and should cover key elements such as the following: Key Element Positive Reinforcement Feedback Feedback should deal with both the positive and negative aspects of the subordinate’s performance. Key Elements Providing feedback shows that the senior cares about the subordinate as an individual and about progressing as a Marine.

Providing Feedback. By being attentive to the timely approach in which feedback is provided. MCI Course 0112D 3-21 Study Unit 3. complimenting a Marine on a ―job well done‖ in front of his/her peers has a favorable impact. continued Key Element Timeliness Feedback Feedback should occur soon after an event while it is still fresh in the subordinate’s mind. For example. If it is provided in this manner on a routine basis. scheduled counseling sessions can be devoted to a review of earlier incidents and planning for improvement. Continued Key Elements. whereas criticizing the action of a Marine in front of his/her peers may inflict immeasurable damage. a senior can avoid potential verbal confrontation from a subordinate. Lesson 2 .

Item 1 State the two types of questions used during a counseling session in the spaces provided. (1) ___________________________________________________________ (2) ___________________________________________________________ Item 2 List the four techniques for active listening in the spaces provided.Lesson 2 Exercise Directions Complete items 1 through 3 by performing the action required. Check your answers against those listed at the end of this lesson. (1) ___________________________________________________________ (2) ___________________________________________________________ (3) ___________________________________________________________ (4) ___________________________________________________________ Item 3 List the four key elements for providing feedback in the spaces provided. Lesson 2 Exercise . (1) ___________________________________________________________ (2) ___________________________________________________________ (3) ___________________________________________________________ (4) ___________________________________________________________ Continued on next page MCI Course 0112D 3-22 Study Unit 3.

Lesson 2 Exercise . Distinguish between facts and opinions. Listen for changes in speech. Positive reinforcement Focus on performance Control emotions Ensure timeliness. Item Number 1 2 Answer Open-ended Closed Listen for the meaning. Restate to show understanding. refer to the reference page. Reference 3-16 3-18 and 3-19 (1) (2) (1) (2) (3) (4) 3 (1) (2) (3) (4) 3-20 and 3-21 MCI Course 0112D 3-23 Study Unit 3. If you have questions about these items. Continued Answers The table below lists the answers to the exercise items.Lesson 2 Exercise.

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problems will most likely occur in the early stages of a senior/subordinate relationship and can be effectively addressed if this course material is applied. Learning Objectives Upon completion of this lesson. Lesson 3 . Topic Introduction The Subordinate’s Conduct The Senior’s Conduct Lesson 3 Exercise See Page 3-25 3-26 3-28 3-30 MCI Course 0112D 3-25 Study Unit 3. In This Lesson This lesson contains the following topics. However. The problems that can arise during the counseling process are as varied as the Marines who are involved in the process. such that a positive senior/subordinate relationship is maintained.LESSON 3 ADDRESSING UNIQUE COUNSELING PROBLEMS Introduction Scope Unique problems may arise during a counseling session that both the senior and subordinate should be aware of and strive to overcome. Identify the potential problem that develops if the senior draws conclusions about the subordinate’s performance based on a single event. you will be able to   Identify four ways a senior can respond to a nervous subordinate during a counseling session.

The subordinate would simply like to see the meeting conclude. particularly at the beginning of the senior/subordinate relationship. Provide a relaxed atmosphere. the senior should strive to demonstrate that he/she is approachable. and genuinely concerned about the subordinate’s issues. Lesson 3 . For example. Apprehension While not appearing nervous.The Subordinate’s Conduct Participation Encouraging the subordinate to participate in the counseling session can be difficult. the subordinate may agree without commenting on anything the senior says. Note: In any case. Appear genuinely interested. Begin the session with praise. This could indicate one of the following feelings of apprehension:   The subordinate is afraid or apprehensive to expose personal thoughts or feelings. interested. Continued on next page MCI Course 0112D 3-26 Study Unit 3. and the senior can respond to these signs in the following ways:     Tell the subordinate to relax. Signs of nervousness are usually obvious. the senior can deal with this situation by asking an openended question that elicits a response of more than one or two words and invites an opinion from the subordinate. The senior may gain the subordinate’s confidence so that the counseling process is not perceived as threatening. Nervousness The subordinate may feel nervous about discussing his/her performance.

the senior should lead a joint discussion of the subject by questioning and actively listening to ensure that the issues are thoroughly understood and seek a mutual agreement.The Subordinate’s Conduct. Emphasize sticking to the facts. In this case. Continued Disagreement The subordinate may disagree with the senior. the senior should try to motivate the subordinate through praise. and in some cases the subordinate may have a significant point. Lesson 3 . In this situation. The senior may follow-up on the issue after the counseling session by discussing the issues confidentially with other seniors in the unit. Discouraged The subordinate may be discouraged or depressed. The primary initiative is to get the subordinate to accept responsibility or take ownership for personal decisions and performance. The senior should stay calm and keep the conversation focused on specific events and facts. MCI Course 0112D 3-27 Study Unit 3. or help the subordinate view personal performance in a more constructive perspective. Emotion If the subordinate argues persistently and denies or rebuts what the senior says. the senior should try to separate the emotion from the content of the discussion while considering the following guidance:   While the subordinate may either be right or wrong. Shifting Blame The subordinate may try to shift the blame for his/her performance deficiencies to other issues or personnel. the emotional tension could hinder a productive discussion.

Halo Effect Before and during a counseling session. Things that may seem trivial. accents. The senior should allow the subordinate to talk in order to understand alternative points of view and to facilitate a productive counseling session. goals. Poor Counseling Skills It is possible for the senior to mismanage the session through poor counseling skills. or ethnic groups may pose a problem. The most effective counseling tool is flexibility and adaptation to the subordinate’s behavior. The senior may talk excessively or interrupt the subordinate to express personal views. such as the lighting or temperature. the senior should be aware of behavioral aspects that might interfere with the productivity of the session.‖ which develops when the senior draws conclusions about all aspects of the subordinate’s performance from a single event or personal characteristic. Continued on next page Talkativeness MCI Course 0112D 3-28 Study Unit 3. events. could have an unexpected effect on a conversation. Personal Bias A personal bias or a stereotype view of different genders. The senior must deal with people who are different from him/her in nonbiased ways. and results. He/she should seek to respect fellow Marines for who they are and make a consistent effort to focus attention on facts. Lesson 3 . The following table shows some examples: Skill Inflexibility Description The senior may be inflexible in the counseling process by constantly taking the ―tough Marine‖ role. A common problem is the ―halo effect. as well as the content of the counseling session are adequately planned.The Senior’s Conduct Adequate Planning The senior should assess whether the details of the setting. using only the directive approach or rigidly following the sequence of subjects on the agenda.

which could render the session less productive. The senior may jump to a conclusion but must ensure that sound reasoning is used in making any generalizations about the subordinate’s performance or behavior. Lesson 3 . The senior may be vague about identifying the subordinate’s performance goals or plans to achieve them. MCI Course 0112D 3-29 Study Unit 3. but should make an effort to clearly define the goals. The senior should document the counseling session. For example. The senior may use emotionally charged words that arouse the subordinate’s negative feelings. but also to the subordinate’s emotional state. monitor the subordinate’s performance. especially when the subject is a performance-related problem.The Senior’s Conduct. and ensure the subordinate is aware of the senior’s continuing interest. The senior must pay constant attention not only to the subordinate’s words. The senior may fail to follow-up effectively after the meeting. The senior may talk in general terms. but should focus the conversation on facts. the senior should make a conscious effort to keep the tone of the conversation friendly and objective. provide feedback. the senior might say ―You need to understand that this continued behavior could ruin your career in the Marine Corps‖! On occasions. continued Skill Inattentiveness Emotionally Charges Words Unsound Reasoning Generalizations Vagueness No Follow-Up Description The senior may not be attentive or responsive to what the subordinate says and does. using emotionally charged words may be necessary to get the subordinate’s attention. Continued Poor Counseling Skills. however.

Lesson 3 Exercise . Check your answers against those listed at the end of this lesson. b.Lesson 3 Exercise Directions Complete items 1 and 2 by performing the action required. c. (1) ___________________________________________________________ (2) ___________________________________________________________ (3) ___________________________________________________________ (4) ___________________________________________________________ Item 2 Select the term that is used to describe the problem that develops when the senior draws conclusions about the subordinate’s performance based on a single event. Pinpoint effect Halo effect Ring effect Single lens effect Continued on next page MCI Course 0112D 3-30 Study Unit 3. a. d. Item 1 List four ways a senior can respond to a subordinate who is nervous during a counseling session.

Provide a relaxed atmosphere. Continued Answers The table below lists the answers to the exercise items. Look interested. b Reference 3-26 (1) (2) (3) (4) 2 3-28 MCI Course 0112D 3-31 Study Unit 3. refer to the reference page. Lesson 3 Exercise . If you have questions about these items. Begin the session with praise. Item Number 1 Answer Tell the subordinate to relax.Lesson 3 Exercise.

) MCI Course 0112D 3-32 Study Unit 3. Lesson 3 Exercise .(This page intentionally left blank.

Continued on next page MCI Course 0112D A-1 Appendix . If he displays genuine sincerity about your problem. 2nd rifle team. You will be polite throughout the counseling session. Before you came into the Marine Corps. which was denied by your platoon commander because your leave has been used up. Automatic Rifleman. You have taken leave three times in the past year and have recently requested leave.” although it is not your desire to leave in an unauthorized status. your parents’ rent is two months overdue and they have received an eviction notice. If the Plt Sgt informs you that you will not get any leave. You are not sure about your new Plt Sgt. Your brother and sister may be neglected. You feel that if you can leave one more time. you will be able to square things away at home forever. C Company. 1st squad. you would be open and frank with him. You have always wanted to be a Marine and have always performed well at your job since you’ve been in the Corps. Your old Plt Sgt had always pushed you to the platoon commander and he would push you to the 1st Sgt. Although you are sending money home. then let him know that if you do not get leave you will “go UA. your mother started drinking heavily and your father had been out of work for more than a year. You have a younger brother and sister. Your new Plt Sgt really seems like he cares for everybody in the unit and it is this attitude that inspired you to talk to him.APPENDIX COUNSELING SCENARIOS Scenario 1 Counselee Situation You are playing the role of LCpl Ames. You would let him know that your father and mother are alcoholics and that you are sending over half of your pay home. 2nd Plt.

Potential is good. One page 12 entries for being U. MCI Course 0112D A-2 Appendix . No leave left on the books. Has had leave three times this past year.          Marginal performer the past year.A. Personal appearance always good. Capable of doing a good job. Been in the Marine Corps 1½ years. you found the following information to guide you during the session. Continued Counselor Situation During your preparation and research on LCpl Ames. Tenth grade education level.Scenario 1.

one white to another. You are intolerant and believe in what you are saying. Cpl Pilot. Find out why he talks the way he does and explain to him the ramifications of his actions. Although he felt that Sgt Gibson is usually fair in his dealing with his Marines. Section Chief. he really agrees with you. You have asked Sgt Gibson to see you so you can get to the bottom of this matter. who is black. You feel his actions are really hurting or starting to hurt the unit. who has made his present rank meritoriously. was approached by three black Marines from his section and asked him to bring the matter to your attention. MCI Course 0112D A-3 Appendix . You like to make ethnic remarks just to see all the minorities react. Sgt Gibson is usually making racial and ethnic remarks around his Marines. You will act as though you know that down deep. you can foresee a major problem if this situation is not rectified. You think that it will be great to tell the NCOIC how you really feel. came to inform you on what he think has become or will become a major problem. You are a bigot. He stated that his section chief. or makes what he considers to be humorous comments of a racial or ethnic nature. While you have had no evidence of racial problems in your platoon until now. He constantly uses racial slurs. Aircraft Maintenance Shop. tells ethnic jokes. and VMA 007. you could really put the screws to these people who are messing up the Corps. a good Marine from one of your sections. You hate everyone in your platoon who is not white. Play this role to the hilt (except that you will avoid using racial slurs).Scenario 2 Counselor Situation You are playing the role of SSgt Coleman. If the NCOIC will give you some backing. When individual Marines complain to Sgt Gibson. Cpl Pilot. he tells them they have thin skin and they need to toughen up. Electronics Shop. Counselee Situation You are playing the role of Sgt Gibson. some Marines in the platoon are offended by Sgt Gibson’s remarks. and VMA 007. NCOIC.

You are known among your peers as a “Thumper. one of your section chiefs. You honestly believe that there is nothing wrong with thumping. LCpl Hardy.Scenario 3 Counselor Situation You are playing the role of SSgt Rock. Individuals really hop to it when Sgt Puncher starts giving orders. While with you. You are not sure about your new NCOIC. If he chews you out for thumping LCpl Hardy. had thumped him. one of your best Marines. You believe that physical force is the best way to keeping a section tight and pulling together. and this is the first you have seen of Sgt Puncher so far. LCpl Hardy. and you pride yourself on running a tight section. however that he wanted to make you aware of the situation. Heavy Section. you will get a little bit angry and tell him he can relieve you anytime he wants to. Counselee Situation You are playing the role of Sgt Puncher. You have called Sgt Puncher in to talk to him about the section.” Yesterday you slammed LCpl Hardy against a wall a couple times. You do not overdo the thumping. he stated that Sgt Puncher. He did say. but if you feel a Marine needs some “extra attention. as Sgt Puncher has thumped other Marines in the past and if Sgt Puncher ever lays a hand on him again. He is a fine young Marine who received his last two promotions meritoriously. LCpl Hardy deserved what he got. He runs a tight section. and 3rd Motor Transport Co. and 3rd Motor Transport. Heavy Section. as long as one does not get carried away and really hurt someone or start enjoying it. He strikes you as being a really outstanding NCO. has just left your office. he would take a baseball bat to him. MCI Course 0112D A-4 Appendix . You know of no reason for LCpl Hardy to lie to you. He is a hard charger who is not afraid to take the initiative when necessary. You have always been a fine Marine. You feel you must be allowed a free hand in running the platoon if it is to meet the Motor T officer’s standards. LCpl Hardy is a good Marine. but you felt he was getting too lazy and “resting on his laurels” after recently being meritoriously promoted. stated that he did not want to press charges. You feel that an NCOIC should back his section chiefs 100 percent. NCOIC. You have only been NCOIC of Heavy Section for three weeks. because he was late for a section meeting. Neither applies to you. Section Chief.” you do not hesitate to grab him by the “staking swivel” and “rattle his cage” a little bit. a member of your section.

You are undecided as to what you should do. but you know you must either change her attitude or start looking for a new job or wife. You have been offered a job with you father-in-law’s company at twice your monthly pay. and are asking the Plt Sgt for advice. Your squad leader. This problem is definitely affecting your performance. The following are feelings and facts. but you still like the Corps. based on the fact that he has been married for most of his career in the Corps. which he does not know.Scenario 4 Counselor Situation You are playing the role of Sgt Gatz. MCI Course 0112D A-5 Appendix . you are to bring them out. You initially thought your wife’s feeling about the Corps would not make any difference. but the preoccupation has not affected his performance to the extent that he felt counseling was necessary.      Your wife does not like the Marine Corps and wants you to get out. If he approaches you properly. a member of 2nd Plt. and has been on your mind constantly. who has immediate cognizance over LCpl Corey. 2nd Platoon. LCpl Corey is on his way to see you. Counselee Situation You are playing the role of LCpl Corey. LCpl Corey. B Company. B Company. You have requested to see your Plt Sgt because you feel you need some assistance with some marital problems you have been experiencing. Plt Sgt. His squad leader has only been able to tell you that he thinks LCpl Corey is and has been having some marital problems. a member of your platoon. LCpl Corey is a good Marine who has always been an excellent performer. You are seeking your Plt Sgt for his help. asked to see you concerning a personal problem. informed you that LCpl Corey has been preoccupied lately.

No one at all has seemed interested in your welfare. Last. empathetic approach. that you blew up and told your new Plt Sgt to shove it. During your welcoming speech. You have waited in lines forever while permanent personnel Marines played cards or just ignored you. he is totally upset and disappointed at the treatment he has received. Plt Sgt. was having problems adjusting to the new unit. 1st Bn. You have recently given a “welcome aboard” speech to five Marines just out of boot camp. you were greeted by an NCO with “What the f--. He tells you very loudly in front of all the other replacements that if this is an example of how your platoon is run. When you were waited on. You are really sorry for the statement you made. MCI Course 0112D A-6 Appendix .do you want?” There was no linen in the barracks the first night. He tells you that he had to wait in line for a long time while being ignored by permanent personnel. you will respond very positively. 1st Marines. If the Plt Sgt is hard and negative. 1st Marines. There is a shortage of linen in the barracks. who have joined your unit. you will become negative too. then you can shove it. You noticed that PFC Sack. If your new Plt Sgt takes a concerned. You call the new replacement on the side for some on-the-spot counseling. You graduated from boot camp one month ago as a meritorious PFC and were highly motivated and ready for the FMF. one of the new replacements.Scenario 5 Counselor Situation You are playing the role of Sgt Becker. You have become so disappointed and disillusioned that the Marine Corps and the FMF are not what you expected. Counselee Situation You are playing the role of PFC Sack. he stated that he has been checking in for several days. Half the time he was lost and did not know where all the check-in facilities were. everything that has happened has tended to dampen your motivation and spirits. Since you arrived in the 1st Bn.

which specifically stated that there would be no fraternization between SNCOs and junior enlisted Marines. especially now that LCpl Anderson knows that you are aware of the relationship. except for those of an extremely serious nature. Last week. Continued on next page MCI Course 0112D A-7 Appendix . You realize that LCpl Anderson and GySgt Venarchek are trying to be discreet about their relationship. The station commanding officer recently published a station order. Last night you saw GySgt Venarchek with LCpl Anderson at a restaurant several miles from MCAS. This time they both saw you. CWO-3 Swanson. gave a quick greeting. He places great emphasis on your being the direct supervisor of all the clerks in the office. LCpl Anderson is extremely proficient as the diary clerk and you recently recommended her for meritorious promotion to Cpl. LCpl Anderson. You have 11 years in the Marine Corps. while you were spending a long weekend at Myrtle Beach (several hours drive from Beaufort). She is very mature and completed two years of college before entering the Marine Corps. you observed GySgt Venarchek (recently divorced) with one of your WM clerks. and quickly left. the Admin Chief for your squadron at MCAS Beaufort. He expects you to handle all personal and discipline problems that may arise. so you have scheduled a counseling session with LCpl Anderson. The S-1 officer. but you do not feel it would be professional for you to ignore the situation. You are confident that they did not see you as you watched them enter their motel room.Scenario 6 Counselor Situation You are playing the role of SSgt Schwartz. They were walking together holding hands. generally lets you handle the day-to-day operation of the admin office.

Scenario 6, Continued

Counselee Situation

You are playing the role of WM LCpl Anderson. You are a mature, welleducated 22-year-old with about 18 months’ time in service. You like your work and the Marine Corps, and you have been spending a great deal of time studying and preparing for the meritorious promotion board. You met GySgt Venarchek at a disco where few Marines ever go. You have a very close relationship, which neither he nor you want to end, and both of you are willing to go to a great deal of trouble to keep your relationship discreet. You know about the station order concerning fraternization, and you are willing to risk getting caught. However, you do not want to ruin your promising career. You are confused and not sure what is more important, your career or your relationship.

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Scenario 7

Counselor Situation

You are playing the role of SSgt Barnes, a senior drill instructor at Parris Island. There have been a number of recruit allegations within your series and the whole series is now on the skyline. Working for you as a DI is Sgt Lemon, an extremely competent and seemingly easygoing NCO. He has never had any problems and follows the SOP for recruit training, and you have a great deal of confidence that he will not abuse the recruits. He does not drink frequently but when he does, he gets extremely drunk and hot tempered. Several weeks ago, you saw him and his wife at the movies. She has a bruised and swollen lip. She told you that she had slipped in the bathroom and hit her mouth against the door, and you thought nothing more of it. However, yesterday you saw Sgt Lemon’s wife when she dropped him off at work. She had a large, purplebruise on the side of her face and she appeared to try to hide it when she saw you approaching. When you asked Sgt Lemon what happened, he replied, “She gets real spastic sometimes, ya know? She fell down the back steps and hit her face against the hand rail.” He then quickly changed the subject. You feel fairly sure that Sgt Lemon is lying. You are not sure if you should bring the problem to the Series Commander because of all of the problems in the series, so you decide to counsel Sgt Lemon before you bring the problem up to anyone else.

Counselee Situation

You are playing the role of Sgt Lemon, a drill instructor at Parris Island. You have been a DI for over a year and have never had a recruit allegation against you. You have no intention of getting yourself in trouble by abusing recruits. There have been several allegations within the series and now the series is on the skyline. You are beginning to feel the pressure of the job and you are slowly beginning to hate the job, the recruits, and Parris Island. Your wife has been complaining constantly about your long hours, her inability to find a job, and her desire for a better life. To make matters worse, the Series Commander counseled you last week about your lack of enthusiasm and motivation. Several weeks ago you went
Continued on next page

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Scenario 7, Continued

Counselee Situation, continued

out with some other DI’s in your series and got drunk. When you got home at 0400, your wife was waiting up and a big fight started. You had never been that drunk before, and when she made a particularly cutting remark you slapped her hard. Your action surprised you and your wife; you had never done this before. You apologized and assured her you would never do it again. Last night, when you came home from work, your wife was not there. You were feeling down and decided to have a few beers. Four hours later when your wife got home, you were highly intoxicated. You and your wife began to fight bitterly and you became so irate that you punched her. She has now threatened to leave you. After seeing her this morning, SSgt Barnes wants to talk to you. You feel very confused about your career, your marriage, and yourself.

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you would be able to be together for the rest of your tour in the Marine Corps. She really missed you a great deal when you were on Okinawa and suffered from periods of depression. You and your wife both felt that once you returned from Okinawa. Yesterday. You got married six weeks prior to going to Okinawa. you found out that the battalion is leaving in two weeks on a six-week deployment. She was still crying when you left for work this morning. Cpl Jones has been married for 15 months. One of your Plt Sgts has presented you with a request from Cpl Jones. You are mad about having to go on a six-week deployment so soon after returning from Okinawa. Counselee Situation You are playing the role of Cpl Jones.Scenario 8 Counselor Situation You are 1st Sgt Jackson. MCI Course 0112D A-11 Appendix . with you returning home and then leaving for Camp Lejeune together. she broke down completely. who wishes to see you regarding a personal problem. but adamant about remaining behind when the battalion leaves on the cruise. You will go UA rather than see your wife’s emotional health suffer. When you told your wife about the deployment. Rifle Company 1stSgt. Things have been pretty hectic between you and your wife for the last six weeks. Jones has been in your unit for only three days but seems to be a good Marine. You were glad to get him because you are leaving on a six-week deployment in two weeks and you need all the good NCOs you can get. You are polite and cooperative. You reported into your present unit three days ago from Okinawa. You are absolutely convinced that if you leave her for six weeks she will have a nervous breakdown. She cried all night long and could not go to sleep. She is a lovely girl but a little immature and utterly dependent on you for support in life. and honestly feel you are getting the short end of the stick. You have asked to see your company 1stSgt so you can tell him about your problem and request that you either be left behind with a subunit or else transferred to another unit that is not about to deploy. Cpl Jones reported to your unit in the 2nd Division from the 3rd Marine Division on Okinawa.

He has a civilian job working for a local manufacturing concern as a machinist apprentice. 1/25. Cpl Johnson realizes that this weekend is important training for MCCRES but he also knows that his family can use the money he will receive for the eight hours overtime he will work. Your squad is very close-knit and your men like working for and with you. What do you tell him? Consider the following points:        Cpl Johnson has been selected for sergeant. He is always squared away. You have always worked hard to improve your military knowledge. and subordinates. He is calling you on Wednesday. Cpl Johnson’s wife is not particularly happy with her husband being in the Reserves. He is respected by his superiors. asking for your advice. Due to present economic conditions. Now you find yourself in financial problems that Continued on next page MCI Course 0112D A-12 Appendix . Company A is preparing for their ATD period. This reduction in work hours has made it very difficult for the Johnson family to make ends meet. Cpl Johnson’s company has had to reduce their workweek from 45 hours (5 hours overtime) to a 4-day workweek of only 32 hours. Cpl Johnson works hard as a squad leader but at times he needs extra supervision. peers. Cpl Johnson has two small children. Cpl Johnson has phoned you and stated that his civilian employer has just received a rush order and that he needs Cpl Johnson to work that weekend. Counselee Situation You are playing the role of Cpl Johnson. You enjoy being in the USMCR and take pride in being a Marine. The CO of the Company has been pushing very hard to make sure the company passes MCCRES. He has faith in the Marine Corps system. He has missed very few drills over his 4½ years in the MCR. This weekend. Cpl Johnson is the 2nd Squad Leader in you platoon. A Company. training will stress squad patrolling and it is important that every squad leader be present.Scenario 9 Counselor Situation You are the Plt Sgt of the 1st Plt. prior to the drill weekend. He is a very competent individual with strong leadership qualities and a good future in the Corps. and this year the Company will be MCCRES (Marine Corps Combat Readiness Evaluation System) evaluated.

You are open to suggestions from your Plt Sgt. but you need some help and understanding from your Reserve unit. You have not considered making the drill because you think that you will make more money from your regular job.Scenario 9. If he presents a good argument. You now have the opportunity to ease your financial situation. MCI Course 0112D A-13 Appendix . you will probably agree with him. continued you were not the cause of. Based on your past good attendance record. you feel confident that your unit will understand your request to miss part of this upcoming drill weekend. Continued Counselee Situation.

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c. b. When you finish your review lesson and are satisfied with your responses. Continued on next page MCI Course 0112D R-1 Review Lesson Examination . as cited in NAVMC 2795? a. Explain the counseling process.REVIEW LESSON EXAMINATION Review Lesson Introduction The purpose of the review lesson examination is to prepare you for the final examination. for matching items. restudy the text. d. but. for those items (questions) you are unsure of. b. circle the correct response. We recommend that you try to complete your review lesson examination without referring to the text. Directions Select the ONE answer that BEST completes the statement or answers the question. NAVMC 9527 MCDEC study NAVMC 2795 NAVMC 7259 Item 2 Which of the following is an objective of counseling. place the letter corresponding to your response in the space provided. Develop subordinates. Item 1 Which of the following contain the detailed description of the Marine Corps counseling program? a. c. check your responses against the answers provided at the end of this review examination. Connect counseling practices with performance. Enhance the leader’s ability to improve the subordinate’s performance. For multiple choice items. d.

b. a. an integral part of day-to-day leadership integral to improving individual productivity conducted with one particular style. done together with the performance evaluation. d.Review Lesson. d. d. d. c. b. b. can be conducted as the need arises. focuses on past performance. Item 5 Name the two methods of counseling. Continued Item 3 The performance evaluation is a formal evaluation process. c. is used to determine best duty assignments. Setting a work schedule Strengths and weaknesses Future performance Making Marine feel at ease Continued on next page MCI Course 0112D R-2 Review Lesson Examination . whereas counseling a. Informal and formal Corporal and colonel General and specific Group and couples Item 6 What is the main focus of the initial counseling session? a. c. Item 4 Counseling can be effective if it is a. c. is primarily for sergeants and above. b.

formal counseling session mutually agreed-on agenda initial counseling session follow-on session Item 8 An informal counseling may be initiated by ____________________ but must be event related. 30 days after the ICS 30 days after the senior/subordinate relationship begins 60 days after the Marine checks into a unit Directly before the Marine checks out of a unit Continued on next page MCI Course 0112D R-3 Review Lesson Examination . d. a.Review Lesson. c. is for sergeants and above. c. a. b. is best for corporals through colonels. Item 10 When should counseling begin on a Marine? a. b. subordinate or senior subordinate only the first sergeant a representative from the EAP Item 9 NAVMC 2795 states that the counseling process a. d. should be for lance corporals and below. Continued Item 7 Reinforce the subordinate’s successes is what the _______________ should do. b. c. d. b. is for every Marine. c. d.

c. Continued Item 11 How often should lance corporals and below receive counseling? Every ______ days. directive. 15 60 30 90 Item 12 When would corporals through colonels receive an individual counseling session? a. d. c. Item 14 You have a private first class in your section that is inexperienced and a little immature. 30 days after reporting in. The type of counseling that should be used is a. Continued on next page MCI Course 0112D R-4 Review Lesson Examination . nondirective. b. b. d. b. c. 30 days after the ICS. formal. 60 days after the ICS. d. Every 90 days 60 days after the follow-on session 60 days after the senior/subordinate relationship begins 30 days after the senior/subordinate relationship begins Item 13 First Lieutenant Anderson recently received an individual counseling session and should receive the first follow-on counseling session a. b. collaborative.Review Lesson. a. 90 days after the ICS. c. d.

preparation. c.Review Lesson. and schedule. c. plan. directive indirect nondirective collaborative Item 17 Distinct possibility of focusing on a symptom rather than the cause is a disadvantage of the __________ counseling approach. review. a. b. b. c. opening. opening. b. prepare. main body. d. Continued on next page MCI Course 0112D R-5 Review Lesson Examination . indirect directive nondirective collaborative Item 18 Three of the five steps of the formal counseling session include a. follow-on nondirective directive collaborative Item 16 The ______________ approach to counseling is the most productive one. a. and follow-up. d. objectives. a. b. and closing. c. d. and close. d. Continued Item 15 One of the subordinate’s roles in __________________ counseling is to think through the problem.

d. a. and document the session. and create a relaxed atmosphere. select location. Continued Item 19 Three of the five activities in the preparation step include review current performance. establish expectations.Review Lesson. and select the location. ensure that the senior correctly interpret whatever the subordinate says. and create a relaxed atmosphere. d. establish expectations define objectives review progress. plan the agenda. c. d. Item 20 The two activities that should be accomplished by the senior during the “opening” step of the counseling process are create a relaxed atmosphere and a. d. c. c. providing feedback clarifying the subordinate’s comments reviewing progress planning to accomplish certain goals during the next counseling period Item 22 The main point of the closing step of the counseling session is for the Marine to a. Continued on next page MCI Course 0112D R-6 Review Lesson Examination . commit to the goals and plan for improvement agreed on. c. b. b. text the senior goals and plan for improvement within 48 hours. b. schedule the session. b. forward to an officer in the reporting chain. schedule the session. Item 21 Setting goals and _______________ are two of the four activities the senior must cover during the main body of the counseling a.

b. d. Continued on next page MCI Course 0112D R-7 Review Lesson Examination . problem solving.Review Lesson. b. destroy it. to show progression. planning agenda. defining session objectives. Document the session and monitor the subordinate’s performance Set goals and monitor the subordinate’s performance Document session and share views with replacement when you PCS Set goals and forward report to officer in the reporting chain Item 24 When the senior-subordinate relationship ends. b. d. deferring to senior. c. use as a “looking busy” prop. c. place in turnover folder. Item 26 Two of the key reasons for setting goals with regard to performance are sense of direction and a. sell it. Continued Item 23 Name the two activities of the follow-up step in the counseling process. Item 25 Two of the three techniques related to the subordinate’s performance are setting goals and a. d. c. c. develop temporary solutions. a. the proper disposition of any counseling documentation is to a. b. guiding discussion. d. ignore difficult issues.

guessing the next topic.Review Lesson. Item 29 A “closed” question should result in _________________________ answers. b. emotional maturity. restating to show understanding. a limited range of elaborate reclassified indecisive Item 30 Two of the four techniques for active listening include distinguishing between facts and opinions and a. d. Continued Item 27 Two of the three questions used as the groundwork for analyzing the problem are a. d. a. outlined steps. b. d. provide any corrective action. concentration. c. c. whether goals have been made clear. c. what is the problem and how do we measure performance? what is the problem and is the subordinate part of the problem? what is the problem and is the atmosphere relaxed enough? what is the problem and does the senior have the skills for the job? Item 28 Two of the three activities used when planning improvement are plan for improvement and a. b. d. b. whether performance has exceeded expectations. Continued on next page MCI Course 0112D R-8 Review Lesson Examination . c.

a. focus on performance. Unexpected effects of apparently trivial matters Paying attention to emotional state Inflexibility Drawing conclusions about subordinate based on a single event Continued on next page MCI Course 0112D R-9 Review Lesson Examination . d. d. b. c. b. control emotions. Item 32 Providing a relaxed atmosphere and __________________ are two ways a senior can respond to a nervous subordinate during counseling. Continued Item 31 To provide feedback to subordinate immediately after an event is an example of a. d. b. c. timeliness. c.” a. positive reinforcement. invoking the halo effect focusing on performance appearing genuinely interested shifting blame Item 33 What is the best definition of the “halo effect.Review Lesson.

see the reference page. Continued Answers The table below lists the answers to review lesson examination items. Item Number 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 Answer c d b b a c d a b b c d c c b a b a d b c d a c c a b d a c b c d Reference Page 1-4 1-5 1-6 1-6 1-13 1-13 1-14 1-15 1-16 1-16 1-16 1-16 1-16 2-5 2-6 2-5 2-5 2-13 2-13 2-16 2-17 2-19 2-20 2-20 3-3 3-4 3-6 3-10 3-16 3-18 3-20 3-26 3-28 MCI Course 0112D R-10 Review Lesson Examination .Review Lesson. If you have questions about the answers.

) MCI Course 0112D R-11 Review Lesson Examination .(This page intentionally left blank.