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What is Counseling

• Direct face-to-face conversation


between a supervisor and a
direct report

• Used to help the employee


identify the reason for poor
performance to improve, not
embarrass or humiliate him or
her
• Generally more formal than feedback and
coaching and is required of a small
percentage of employees

• Subordinate-centered communication that


outlines actions necessary for subordinates
to achieve individual and organizational
goals.
• Counseling is a personal, individual, and
confidential growth process during which a
professional Counselor assists in defining
concerns, clarifying goals and formulating
plans to meet those goals.
Concept of counseling
• Relationship
– It is between 2 people where one person
attempt to assists the other to organise
himself better to attain th goal
• Behaviour
– The relation between the counslor and the
clients heps to openly discussproblem faced
by the client
Purpose of Counseling
• Communicate concerns to the employee

• Determine the cause of the employee’s


activities

• Identify avenues for improvement and/or


development

• Improve employee performance


Who Provides Employee
Counseling?
• Depends on the organization and
organizational culture

• Can be done using:


– Corporate resources (In-house)
– Outside resources (Out-of-house)
In-House Efforts
Advantages: Disadvantages:
• Internal control • Confidentiality
• Familiarity with • Lack of needed
organization resources
• Better coordination • Employee reluctance
of efforts
to use services
• Sense of ownership
• Limitations in staff
• Greater internal
skill and expertise
credibility
Contracting Externally (Out-of-House)

Advantages: Disadvantages:
• Subject matter • Lack of on-site
experts services
• Confidentiality easier • Possible
to maintain communications
• Lower cost problems
• Better identification • Lack of organizational
and use of resources knowledge
Situations that Call for Counseling in an
Organization

• When an employee violates your standards.

• When an employee is consistently late or


absent.

• When an employee’s productivity is down.

• When one employee behaves in such a way that


productivity of others is negatively affected.
• When two employees have a conflict that is
becoming public and it is affecting the work.

• When you want to compliment an individual.

• When you want to delegate a new task.


THE STAGES OF A COUNSELING
SESSION
. OPEN THE SESSION
Identify the purpose and establish
a constructive and subordinate-
centered tone.
DISCUSS THE ISSUE
Help the subordinate develop an
understanding of the issues and
viable goals to effectively deal with
them.
3. DEVELOP A PLAN
Develop an action plan with subordinate. The plan
that evolves from the counseling process must be action-focused
and facilitate both leader and subordinate attention toward
resolving the identified developmental needs.

• 4. CLOSE THE Session


Discuss the implementation, including the
leader’s role in supporting the subordinate’s
effort. Gain the subordinate’s commitment to
the plan. Ensure plan is specific enough to
drive behaviors needed to affect the
developmental needs
Develop a Plan of Action

- Actions should facilitate the attainment of goals.

Plan may entail contacting a referral agency.

Actions should be specific enough to drive behavior.

VGT 13
Close the Session
- Summarize the counseling session.
- Discuss implementation of the plan; check for understanding and
acceptance.
- Identify leader’s responsibilities.

✓ What is follow-up and why is it necessary?


✓ Describe the assessment of the plan of action.
Why is it
an integral part of the counseling process?
Given below is a partial indicative list of situations
which do not call for counseling –

• When you disagree with an employee’s life style


• When you are upset.
• When you dislike the personality of an employee.
Counseling Skills
• Listen carefully.
• Demonstrate empathy.
• Do not make judgments.
• Understand emotions/feelings behind the story of the
person being counselled.
• Question with care.
• Ask open ended questions.
• Reflect back, summarize and paraphrase so that the
understanding is correct and complete.
• Use appropriate body language.
• Do not show superiority or patronage.
Benefits of Counseling
• Helps the person being counselled to
understand himself.

• Allows the individual to help himself.

• Assists in understand the situations more


objectively.

• Facilitates to look at the situations with a new


perspective.
• Develops positive outlook.

• Motivates to search for alternate solutions


to problems.

• Helps in superior decision making.

• Prepares the person to cope with the


situation and the related stresses
Types of counseling
Directive Counseling

• Directive counseling is the process of listening to


a member’s problem, deciding with the member
what should be done, and then encouraging and
motivating the person to do it.

• accomplishes the function of advice; but it may


also reassure; give emotional release; and, to a
minor extent, clarify thinking.
Nondirective Counseling
• Nondirective, or client-centered, counseling is
the process of skillfully listening to a
counselee,encouraging the person to explain
bothersome problems, and helping them to
understand those problems and determine
courses of action.

• This type of counseling focuses on the


member, rather than on the counselor as a
judge and advisor; hence, it is “client-
centered.”
PERSONAL COUNSELING
• All personal problems should not be
referred to a specialist.

• Examples - drug and alcohol abuse,


psychological problems or behavioral
disorders, medical problems, limitations,
personality conflict
Causes of Failure of
Accomplishment at Work
• The employee does not know how
• Lack of instruction or feedback.

• Something or someone is hindering work


output
• Physical or mental restrictions, time or equipment
restrictions

• Attitude
• Poor attitude, employee is “burned-out” or unhappy, or
does not particularly enjoy the task.
Consequences of Failing to
Take Action
• Increased workload

• Department morale
affected

• The employee may


never see the problem

• Problem is reinforced
as acceptable
Limitations/Constraints in Counseling

• Person being counselled may not have


trust in his counselor (normally, his
superior) or the organization.
• Suspicion over the level of confidentiality.
• Organization's constraints on using it's
resources, time and efforts.
• Lack of skills of the counselor.

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