COUNSELLING

Mamun Muztaba, MC, BIM; 01716653626

 ?????????

Low Self Esteem Addictions / Eating Disorders Depression

Anger / Anxiety Phobias / Trauma / Stress Bereavement and Loss

Relationship Issues Meaning of Life Personal Development

Mamun Muztaba, MC, BIM; 01716653626

 Counseling , Coaching and
Mentoring

Counseling and coaching/mentoring are

viewed as developmental programs and are
considered positive approaches in aligning
employees’ behavior with employer’s
expectations, goals and organizational vision.

Mamun Muztaba, MC, BIM; 01716653626

 Coaching, Mentoring, Counseling
 Coaching is a process where a peer or manager works with an employee
to motivate him/her, help to develop his/her skills and provide
reinforcement and feedback

 Mentoring is a process where an experienced productive senior

employee who helps to develop a less-experienced employee.

 Employee Counseling is defined as a discussion between the employer

and the employee about the real or perceived performance deficiency or
job-related behavior; the employee's perception of the identified behavior
and the employer’s involvement in helping the employee to correct these
behaviors; and the employee's attempt to reduce or eliminate the
misconduct or incompetence.
Mamun Muztaba, MC, BIM; 01716653626
 Employee 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
Mamun Muztaba, MC, BIM; 01716653626
 EMPLOYEE COUNSELLING

 It is defined as discussion of an emotional problem with an employee, with

the general objective of decreasing it.

Counseling:
 Deals with an emotional problem.
 Is an act of communication.
 Is generally to understand and/or decrease an employee’s emotional
disorder.
 Can be done by both, the managers and the professionally trained
counselors.

Mamun Muztaba, MC, BIM; 01716653626

 Counseling is :
 guiding,
 consoling,
 advising,
 sharing,
 Helping,

To resolve their problems whenever the need arises.

Mamun Muztaba, MC, BIM; 01716653626

COUNSELLING IS NEEDED BECAUSE

Mamun Muztaba, MC, BIM; 01716653626

OBJECTIVES OF COUNSELING

1. Understanding self
2. Making impersonal decisions
3. Setting achievable goals which enhance growth
4. Planning in the present to bring about desired future
5. Effective solutions to personal and interpersonal problems.
6. Coping with difficult situations
7. Controlling self defeating emotions
8. Acquiring effective transaction skills.
9. Acquiring 'positive self-regard' and a sense of optimism about one's
own ability to satisfy one's basic needs.

Mamun Muztaba, MC, BIM; 01716653626

 TYPES OF COUNSELLING
Performance counseling:
Symptoms:
 signs of declining performance,
 being stressed in office-hours,
 bad decision-making etc.
Cause-Effect: Targets, employee's responsibilities, problems
faced, employee aspirations, inter-personal relationships at
the workplace, etc.

 Personal and Family Well being:

Symptoms: Personal problems to their workplaces,
Cause-Effect: affects their performance adversely.

 Other Problems: Other problems can range from work-

life balance to health problems.

Mamun Muztaba, MC, BIM; 01716653626

SEQUENTIAL OUTLOOK

Mamun Muztaba, MC, BIM; 01716653626

COUNSELLING FOR HEALTHY LIVING

Mamun Muztaba, MC, BIM; 01716653626

 Types of Counseling

Directive,

Non-directive, and

Mamun Muztaba, MC, BIM; 01716653626

 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.

Mamun Muztaba, MC, BIM; 01716653626

 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.”

Mamun Muztaba, MC, BIM; 01716653626

 Personal Counseling

 Examples - drug and alcohol abuse, psychological

problems or behavioral disorders, medical
problems, limitations, personality conflict.

Mamun Muztaba, MC, BIM; 01716653626

 When to counsel?

 An employee should be counseled when he or she has personal

problems that affect job performance.

• Sudden change of behavior

• Irritability
• Increased accidents
• Increased fatigue
• Excessive drinking
• Reduced production
• Waste
• Difficulty in absorbing training.
Mamun Muztaba, MC, BIM; 01716653626
 Who should do the counseling?

 Supervisors/Managers or (Superiors in
hierarchy),
 Specialists, and
 Professional counselors.

Mamun Muztaba, MC, BIM; 01716653626

 Generally Accepted Guidelines
 In any case, in the counseling relationship, the
following conditions are essential:

 Counselee should psychologically accept the counselor.

 Counselor must be able to listen well and communicate
effectively.
 An atmosphere of trust and confidence.
 Credibility & Sensitivity of the counselor.

Mamun Muztaba, MC, BIM; 01716653626

 DO’s and DON’Ts of Counseling Your Employee
DO’s
 Collect and review information before the career
counseling session.
 Give the employee notice of the meeting, specifying
time and place.
 Tell the employee how long the meeting will last.
 Give the employee a statement about the purpose of
the meeting.
 Prepare questions and subjects for the meeting that
should be covered.
 Greet the employee in a friendly, unhurried manner.
 Have a chair ready and in a position where the
employee faces the supervisor without obstacles.
 Have the secretary hold all calls and keep visitors
from interrupting the meeting.
 Help the employee tell his or her story by being
accepting, by being interested, and by letting the
employee talk.
 Give the employee a chance to pause and reflect.
 Ask questions that are open-ended and that call for
discussions or expectation.
 Close the meeting tactfully, set a time for a follow-up
if needed, and thank the employee.
DON'T
 Search for or attempt to review information
during the meeting.
 Call the employee on a moment’s notice and
expect a productive meeting.
 Abruptly end the meeting without notice.
 Leave the employee wondering what he or she
may have done wrong.
 Wait until the employee arrives to decide what
should be accomplished.
 Give the impressions that there is a big rush to get
this over with.
 Have the employee sit on the opposite side of your
desk with piles of paper between the two of you.
 Let your attention wander to other people or
matters in the office.
 Prod the employee along, get the details wanted,
and then talk about your own experiences.
 Talk rapidly, filling in all voids.
 Ask questions that are answered with quick "yes"
or "no."
 Hurry the employee out, showing lack of interest
and giving a vague promise of a follow-up.
Counseling skills?

 Listen carefully

 Demonstrate empathy

 Do not make judgments

 Understand emotions/feelings behind the story of the person being

counseled
 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

Mamun Muztaba, MC, BIM; 01716653626
 MENTORING DEFINED

Mentor = Trusted friend or advisor

“Mentoring is advising, teaching, counseling and role modeling. Formal

mentoring matches a senior or more experienced person—the mentor—to a
junior or less experienced person—the mentee.

Mentors focus on a mentee’s achievements, success in school and preparation for

the workforce through a one-to-one relationship that is non-threatening and non-
judgmental to both parties.

It is a relationship that changes over time as each grows, learns, and gains
experiences in the relationship.”

Mamun Muztaba, MC, BIM; 01716653626

 Foundations of Mentoring
 Clearly defined educational goals
 Measurable elements of engineering
performance

 Clearly defined expectations

 For the professors
 For the mentors
 For the mentees

 Mentor Training
 Mentoring is a learned performance (not
an innate skill)

Mamun Muztaba, MC, BIM; 01716653626

 Types of Mentoring

Peer Mentoring

Mentor / mentee - similar ages

Mentor experience > mentee experience

Group Mentoring

Multiple Mentees

Professional Mentoring

Major difference in life experience

Mamun Muztaba, MC, BIM; 01716653626

 Mentoring Logic Model

Do These… Monitor These…. Measure These…

Program Strong Frequent

Frequent
Best Durable
Durable Positive
Emotional
Practices Relationships
Relationships Effects
Bonds

Active Mentoring Relationships

Mamun Muztaba, MC, BIM; 01716653626

Characteristics of a Good Mentor
 Approachable and welcoming
 Shares information and experiences openly
 Good communication skills
 Trustworthy
 Provides accurate and appropriate feedback
 Technical expertise
 Motivating, encouraging, positive and empowering
 Allocates appropriate time to mentoring
 Sensitive to the needs of the mentee

Mamun Muztaba, MC, BIM; 01716653626

The Mentoring Process

Mamun Muztaba, MC, BIM; 01716653626

Counselling, Coaching, Mentoring & Consulting Differences
& Similarities

Counselling Coaching Mentoring Consulting

Scope and Deals with Deals with Deals with Addresses

limitations
emotional performance organisational, organisational
problems problems and career or issues
specific personal predominately
challenges transitions
Central focus Problem Task centered Possibility System
centered centered centered
What is worked on? Works on the Works on Works on the Works on the
client’s developing and interface system,
embodiment of selecting between the structure and
the problem options for individual’s processes
behaviour in identity and the within the
specific bigger picture organisation
Mamun Muztaba, MC, BIM; 01716653626
situations
Counselling, Coaching, Mentoring & Consulting Differences
& Similarities
Counselling Coaching Mentoring Consulting

Time frame Past and Short to Past, present & Short to

present medium term future medium term
Areas for How the How the The mentee What could be
discussion mentee feels mentee acts thoughts, improved
feelings &
actions
Who does it? Professional 3rd Line manager Professional Professional 3rd
party or professional unconnected to party
personal coach day to day life
(off-line)

Areas for Insights Knowledge & Knowledge, Organisational

potential skills skills and improvement
benefit insights

Mamun Muztaba, MC, BIM; 01716653626

 REFLECTIONS

Technical Reflection:
Reference the experience (Who,
What , Where, When)

Contextual Reflection:
Analyze the experience
(Why? How?)

Dialectical Reflection: Apply

to practice (Improve,
Transform)

Mamun Muztaba, MC, BIM; 01716653626

Benefits of Mentoring
"Effective mentoring relationships are reciprocal:
Both parties gain access to information, ideas and
ways of doing things."

Mentors Mentorees
increased visibility and public approval advice and support

increased peer recognition as a ‘developer of people’ learning about paths to advancement and blind alleys

access to different channels of communication/ networks understanding of organisational politics

access to feedback and alternative perspectives from the increased awareness of potential stumbling blocks
‘grass roots’

replication of ideas and personal projects skill development

vicarious achievement through mentoree’s success short cut to accumulating expertise

emotional support and friendship confidence boost

open respect and admiration a personal (holistic) interest

intellectual stimulation multiple strategies, alternative approaches

investment in the future movement beyond the status quo

Mamun Muztaba, MC, BIM; 01716653626

Mamun Muztaba, MC, BIM; 01716653626