counseling in the 21 st century leadership doctrine
DESCRIPTION
COUNSELING IN THE 21 st CENTURY LEADERSHIP DOCTRINE. FM 22-100, Army Leadership Be, Know, Do August 1999. FM 7-22.7, The Army NCO Guide December 2002. - Purpose - Reason for Change - New Doctrine - What “right” Looks Like - Where we are Now. Agenda. Purpose. - PowerPoint PPT PresentationTRANSCRIPT
COUNSELING IN THE 21st CENTURY LEADERSHIP DOCTRINE
FM 22-100, Army Leadership
Be, Know, Do
August 1999
FM 7-22.7, The Army NCO Guide
December 2002
Agenda
- Purpose
- Reason for Change
- New Doctrine
- What “right” Looks Like
- Where we are Now
Purpose
Provide all levels of leadership with a clear understanding of the intent and purpose behind the Developmental Counseling philosophy and show the field what “right” looks like.
Reason for Change
- Counseling is perceived as negative; normally associated with an evaluation requirement, problem, or poor performance
- Documenting counseling is bad news - writing things down is perceived as negative
- Old counseling technique:Past performance
One way/directive (I talk, you listen), did not result in a concrete plan of action
New Doctrine
- FM 22-100 Army Leadership, 31 August 1999
- Supersedes all editions of Leadership Doctrine
- Redefines Counseling
- Appendix B, Performance Indicators
- Appendix C, Developmental Counseling
Supersedes
- FM 22-100, Military Leadership, 31 July 1990
- FM 22-101, Leadership Counseling, 3 June 1985
- FM 22-102, Soldier Team Development, 2 March 1987
- FM 22-103, Leadership & Command at Senior Levels, 21 June 87
- DA PAM 600-80, Executive Leadership, 9 June 1987
- DA Form 4856, June 1985
Developmental Counseling
Subordinate-centered communication that produces a plan outlining actions that subordinates must take to achieve individual and organizational goals!
Why should counseling lead to achievement of goals?
How is counseling related to leadership?
The Reason for Counseling
- To help subordinates develop in order to achieve organizational or individual goals.
- This overriding theme of “subordinate development” includes helping subordinates to improve performance, solve problems or attain goals.
Appendix B, FM 22-100
Provides a list of performance indicators to use as a self-assessment in the areas of:
- Army Values
- Attributes; mental, physical & emotional
- Skills; interpersonal, conceptual, technical & tactical
- Actions; Influencing, Operating & Improving
Appendix C, FM 22-100
- The Leader’s Responsibilities
- The Leader as a Counselor
- Leader Counseling Skills
- The Leader’s Limitations
- Categories of Developmental Counseling
- Approaches to Counseling
- Counseling Techniques
- The Counseling Process
- The Developmental Counseling Form
The Leader as a Counselor
Leaders have a responsibility to develop their subordinates.
During counseling, the leader acts primarily as a helper, not a judge.
When should a leader counsel to develop subordinates?
How can a leader be both an evaluator/judge and a helper/counselor?
The Leader as a Counselor
The following qualities help the leader to assume an effective role during counseling:
- Respect for subordinates- Self and Cultural Awareness- Empathy- Credibility
How do these qualities assist leaders in counseling?
Subordinate-Centered (Two-Way) Communication
Subordinates assume an active role in the counseling session and maintain responsibility for their actions. The following skills assist leaders in subordinate-centered counseling:
- Active Listening- Responding- Questioning
Why should the subordinate be active in the session?
Common Counseling Mistakes
– Leader’s:
– Likes– Dislikes– Biases– Prejudices
- Reception and Integration
JODSF/NCOERChecklist
ARRIVE AT UNIT
MIDPOINT6 MONTHS
OER / NCOER
- Final Assessment for the QTR- Initiate next QTR Counseling - NCOER Checklist
JODSF /NCOERChecklist
Event: Select for school /
promotion
EXITINTERVIEW
PATHWAY TOSUCCESS
- Initial OER / NCOER Counseling (30 days)
Counseling Cycle Continuous Process
MonthlyAssessment
30 Days
60 Days
90 Days
Repeat this 90 day process throughout the year
Soldier/Leader
Development
Poor performancebecomes developmental
opportunities
Categories of Counseling
– Event Oriented– Reception and Integration - Crisis - Separation– Positive Performance - Promotion Counseling– Referrals - Corrective Training
– Performance and Professional Growth– OER/NCOER– “Pathway to Success”– Developmental Process Based on Potential
– Short Term <1 year– Long Term > 2-5 years
Approaches to Counseling
– Directive
– Nondirective
– Combined
Counseling Process
– Identify the need for counseling
– Prepare for Counseling
– Conduct the Counseling Session
– Follow-up
Identify the need for Counseling
– Event-Oriented
Instance of superior or substandard performance etc…
– Performance Counseling
Review of duty performance
Establish performance objectives and standards
– Professional Growth Counseling
Establish individual and professional goals
When should I counsel or should I counsel at all?
Preparation for Counseling
1. Select a suitable place2. Schedule the time3. Notify the subordinate well in advance4. Organize the information 5. Outline the components of the counseling session6. Plan a counseling strategy7. Establish the right atmosphere
Can counseling occur spontaneously without formal preparation?
What is an appropriate time?
What should a leader tell the subordinate?
Preparation for Counseling
1. Select a suitable place2. Schedule the time3. Notify the subordinate well in advance4. Organize the information 5. Outline the components of the counseling session6. Plan a counseling strategy7. Establish the right atmosphere
Why should a leader prepare an outline?
What is a counseling strategy?
The Counseling Session
1. Open the session2. Discuss the issue3. Develop a plan of action4. Record and Close the session
(1) Open the Session
- State the purpose of the session.
- Establish a subordinate-centered tone.
How does a counselor establish a subordinate centered tone?
Why is it important to state the purpose of the session?
(2) Discuss the Issue
- Jointly develop an understanding of the situation.
- Support points with facts or observations.
- Establish relevance between the issue and individual or unit goals.
How does a counselor “jointly develop” an understanding of the situation?
Why is it important to support points with fact or observations?
(3) Develop a Plan of Action
- Actions should facilitate the attainment of goals.- Actions should be specific enough to drive behavior.- Plan may entail contacting a referral agency.
Why must the plan be a “plan of action”?
When should the plan include a referral?
(4) Record and Close the Session
- Summarize the counseling session.
- Discuss implementation of the plan; check for understanding and acceptance.
- Identify leader’s responsibilities.
What happens when a soldier does not accept the plan of action?
What is follow-up and why is it necessary?
What is the leader’s role in implementing the plan?
Assess the Plan of Action
– If needed, modify the original plan of action
– Provides useful information for future follow-up counseling sessions
DEVELOPMENTAL COUNSELING FORMRank/Grade Date of Counseling NAME (Last, First, MI)
Organization
Key Points of Discussion:
PART III - Summary of Counseling
Name and Title of Counselor
PART II - BACKGROUND INFORMATION
Purpose of Counseling:
Signature of Individual Counseled
Plan of Action:
Signature of Counselor
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
Date
Date
Session Closing:
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Leader Responsibilities:
Emphasizing…
QUARTERLY COUNSELING
WITH MONTHLY FOLLOW-UP
ASSESSMENTS…….
FOR ALL SOLDIERS!
The Army Noncommissioned Officer Guide, FM 7-22.7, Chapter 5, par 5-30
DEVELOPMENTAL COUNSELING FORMFor use of this form see FM 22-100.
DATA REQUIRED BY THE PRIVACY ACT OF 1974AUTHORITY: 5 USC 301, Departmental Regulations ; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)PRINCIPAL PURPOSE: To assist leaders in conducting and recording counseling data pertaining to subordinates.ROUTINE USES: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.DISCLOSURE: Disclosure is voluntary.
PART I - ADMINISTRATIVE DATAName (Last, First, MI) Rank / Grade Social Security No. Date of Counseling
Organization Name and Title of Counselor
PART II - BACKGROUND INFORMATIONPurpose of Counseling: (Leader states the reason for the counseling, e.g. Performance/Professional or Event-Oriented counseling and includes the leaders facts and observations prior to the counseling):
PART III - SUMMARY OF COUNSELINGComplete this section during or immediately subsequent to counseling.
Key Points of Discussion:
OTHER INSTRUCTIONSThis form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation
requirements and notification of loss of benefits/consequences see local directives and AR 635-200.
DA FORM 4856-E, JUN 99EDITION OF JUN 85 IS OBSOLETE
Lester, James T.
SGT 123-45-6789 6 SEP 02
UNIT NAME
SFC Paul, Joseph/PSG
This is your Reception and Integration Counseling. You are being assigned 4th Squad Leader, 1st Platoon. In addition, this is your Initial Counseling along with your NCOER Counseling Checklist to support your NCOER.
o Discuss duty position and review job description:
o Leader’s Book for 4th Squad:
o Personal and Family Issues:
o Personal and Organizational Goals:
PART III - SUMMARY OF COUNSELINGComplete this section during or immediately subsequent to counseling.
Key Points of Discussion:
OTHER INSTRUCTIONSThis form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation
requirements and notification of loss of benefits/consequences see local directives and AR 635-200.
DA FORM 4856-E, JUN 99 EDITION OF JUN 85 IS OBSOLETE
o Discuss duty position and review job description:
o Leader’s Book for 4th Squad:
o Personal and Family Issues:
o Personal and Organizational Goals:
o Discuss duty and responsibility to train, lead, and develop the squado Standards- setting and enforcing o Deployments and Exercises
o Duty rosters and training schedules
o Finances (PCS Entitlements, Leaves) o Housing, Schools, Recreation Centers, Youth Center, Community Activities
o Family Readiness Group
o Unit Physical Fitness Program/goals/diagnostic APFT o Soldier Key Information
o Equipment Accountabilities and Maintenance
o Chain of Command/NCO Support Channel: o Rating Chain/NCOER
o Alert/Recall Roster and Accountability
o Hand Receipts/Command Maintenance
o Professional Development o Education (Civilian and Military)
o Career Enhancing Opportunities (NCO of the Month Board, Audie Murphy Board) o Short and Long Term Goals
o Unit Readiness
o Unit METL, Command Policies and SOPs
Plan of Action:
DA FORM 4856-E (Reverse)
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
o Provide spouse with Family Readiness Group contact info. and encourage her to attend the next meeting.
o Review Unit METL and Command Policies by Monday, and SOPs by the end of next week.
o Review leaders book from previous squad leader within 2 weeks.
o Conduct joint inventory of squad equipment within 20 days.
o Conduct open discussion with squad members next week.
o Conduct initial counseling on each squad member within 30 days.
o Visit the education center to look into next semester’s schedule.
o In support of long-term goal of promotion to SSG, work on weapons qualification, PT, and civilian/military education.
o Study pertinent Army Regulations and FMs for board appearance.
o Verify squad’s SRP packets within 60 days.
o Assessment dates: On or about 5 Oct 02, 5 Nov 02, and 5 Dec 02
o Prepare to take a diagnostic APFT within 30 days and prepare to conduct PT.
o Follow-up visit to Housing Office reference deposit waiver and visit Child Care center for placement on waiting list.
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Leader Responsibilities : (Leader’s responsibilities in implementing the plan of action):
Counselor: ____________________ Individual Counseled:_________________ Date of Assessment: ______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
Signature of : Individual counseled _________________________________________________ Date:________________Jim T. Lester 6 Sep 02
_______________________Signature of Counselor: _________________________________________________ Date:
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment: individual counseled and provides useful information for follow-up counseling):
Joseph J. Paul 6 Sep 02
Introduce to squad; Provide information on next FRG meeting;Reinforce/explain job description; Afford time to review policiesand SOPs; Provide copy of updated rating scheme and alert roster; Schedule/administer diagnostic APFT; Will check counseling packets on your soldiers in 30 days; Coordinate for class with Supply SGT on accountability and responsibility; Supervise squad inventory of equipment; Provide list of reference material to assist in preparation for NCO of the Month, Audie Murphy, and Promotion Board; Assist in resolving any problems that may develop.
04 OCT 02 SGT Lester attended the unit Family Support Group meeting with spouse. 07 OCT 02 reviewed SGT Lester's squad initial counseling packets. Quality counseling was done.
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Leader Responsibilities : (Leader’s responsibilities in implementing the plan of action):
Signature of Counselor: _________________________________________________ Date: _______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment: individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________ Individual Counseled:_________________ Date of Assessment: ______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
Signature of : Individual counseled _________________________________________________ Date:________________Jim T. Lester 6 Sep 02
Joseph J. Paul 6 Sep 02
On 26 SEP 02 observed SGT Lester conducting a squad equipment inventory. He made the necessary correction and signed for and accepted responsibility for the squad equipment. On 02 OCT 02 SGT Lester took a diagnostic APFT and scored 220 with a score of 65 on the run.
06 NOV 02 reviewed SGT Lester's squad SRP packets and they meet the standards. SGT Lester did a super job in conducting section PT during the week of 12-15 NOV 02. 28 NOV 02 SGT Lester took an additional diagnostic APFT to assess his individual PT program and increased his score on the run by 20 points.
Joseph J. Paul Jim T. Lester 6 DEC 02
Assessments done on:
03 OCT 02_JTL/JTP___, 04 NOV 02 _JTL/JTP
Introduce to squad; Provide information on next FRG meeting;Reinforce/explain job description; Afford time to review policiesand SOPs; Provide copy of updated rating scheme and alert roster; Schedule/administer diagnostic APFT; Will check counseling packets on your soldiers in 30 days; Coordinate for class with Supply SGT on accountability and responsibility; Supervise squad inventory of equipment; Provide list of reference material to assist in preparation for NCO of the Month, Audie Murphy, and Promotion Board; Assist in resolving any problems that may develop.
3 Oct 02
4 Nov 02
6 Dec 02
DEVELOPMENTAL COUNSELING FORMFor use of this form see FM 22-100.
DATA REQUIRED BY THE PRIVACY ACT OF 1974AUTHORITY: 5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)
PRINCIPAL PURPOSE: To assist leaders in conducting and recording counseling data pertaining to subordinates.ROUTINE USES: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.DISCLOSURE: Disclosure is voluntary.
PART I - ADMINISTRATIVE DATAName (Last, First, MI) Rank / Grade Social Security No. Date of Counseling
Organization Name and Title of Counselor
PART II - BACKGROUND INFORMATIONPurpose of Counseling: (Leader states the reason for the counseling, e.g. Performance/Professional or Event-Oriented counseling and includes the leaders facts and observations prior to the counseling):
PART III - SUMMARY OF COUNSELINGComplete this section during or immediately subsequent to counseling.
Key Points of Discussion:
OTHER INSTRUCTIONSThis form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation
requirements and notification of loss of benefits/consequences see local directives and AR 635-200.
DA FORM 4856-E, JUN 99EDITION OF JUN 85 IS OBSOLETE
Lester, James T. SGT 123-45-6789
YOUR UNIT SFC Paul, Joseph/PSG
This is your 2nd Quarterly Counseling as 4th Squad Leader for 1st Platoon. This also serves as your 2nd quarterly NCOER counseling.
6 DEC 02
o Review and assess last Performance/Professional Growth Counseling.
o Preparation for upcoming JRTC deployment (April 2003):o In support of upcoming Brigade Command Inspection (Appointment as Unit Arms Room NCOIC)o Short Term Individual Goal:o Long Term Individual Goal:
Plan of Action:
DA FORM 4856-E (Reverse)
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upongoal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specifictime line for implementation and assessment (Part IV below):
o Conduct a Performance/Professional Growth Counseling with the unit armorer; identifying priority work for the upcoming CI within 2 weeks.o Coordinate with unit maintenance for corrective action on all deficiencies (ensure to involve the Arms Room OIC to de-conflict any maintenance issues).o Submit certificate for Unit Arms Room training through S-1 for inclusion into ERB.o Continue to prepare for NCO of the Month Board.
o Schedule appointment with the Battalion Reenlistment NCO to review reenlistment options.o In preparation for JRTC, research FM 101-5, the Military Decision Making Process, and assist PSG in NCOPD Class on Operation Orders
o Refer to the Army’s Developmental Counseling Library (www.counseling.army.mil) and obtain a copy of the unit armorer’s counseling checklist.
o Conduct a squad SRP packet review by 6 JAN 03 and update as needed (special attention on family care plans, medical and dental records).o Verify load plans (Leader will place on training schedule).
o Conduct maintenance on all individual crew-served weapons.
o Schedule and conduct a TA-50 layout to check serviceability and accountability and correct all deficiencies within this quarter.o As Unit Arms Room NCOIC, review company’s past CI results and identify amber and red deficiencies by 13 DEC 02.
o Review and assess yourself with Career Mapo Assessment dates: On or about 6 Jan 03, 5 Feb 03, and 5 Mar 03
0 Completed ___hours of correspondence courses related to his MOS
Lester, James T. james.lester@ 123-45-6789
0 Increased APFT by 20 points
0 Encouraged all squad members to enroll in ACCP
0 Exhibited knowledge of the Command Supply Discipline program by identifying discrepancies during inventories
X
X
X
YRS OF SVC 1-3 4-6 7-9 10-15 16-19 20-30
RANK PVT PFC SPC/CPL
SGT SSG SFC MSG 1SG SGM CSM
DUTYASSIGNMENT
ACTIVE COMPONENT/RESERVE COMPONENT DUTY/ DRILL SERGEANT FIRST SERGEANT
TEAM LEADER SGL/INSTR PLATOON SGT SECTION SUPV USAR ADVISOR
SECTION CHIEF
SQUAD LEADER
EQUIP SYS OPER
SHIFT SUPV SECTION CHIEF STAFF NCO
INSTITUTIONAL TRAINING
BCT/AITPLDC
BNCOC ANCOC SERGEANTS MAJOR COURSE
RECOMMENDED NCOES-
RELATED COURSES
PRIOR TO PLDC:English CompositionBasic Mathematics
Computer Literacy
PRIOR TO BNCOC:Communication SkillsPersonnel SupervisionSL10/20 ACCPSpeech
PRIOR TO ANCOC:Principles of ManagementEffective WritingLeadership & CounselingEffective Communication
PRIOR TO SMC:Research Techniques (Statistics)Human Resource ManagementTime Management
Recommended
Battle Staff NCO Course 1SG Course
Recommended Reading Standard: 10Achieve Writing Standard
Recommended Reading Standard: 12 Achieve Writing Standard
RECOMMENDED CMF-RELATED COURSES
AND ACTIVITIES
SKILL LEVEL 10
SKILL LEVEL 20Human Growth & DevelopmentReading DevelopmentRole of Military
SKILL LEVEL 30Contemporary Moral IssuesStress/Criss MgtCounseling Principles and Practies
SKILL LEVEL 40 Accounting/Finance Personal FinancePrinciples of BusinessEconomics
SKILL LEVEL 50
RECOMMENDCMF-RELATED CERTIFICATION OR DEGREE GOAL
AA/AS: Applied Science in Management or Liberal Arts BA/BS: By the 19th Year of ServiceBy the 11th Year of Service
Endstate
What’s the desired endstate of these sessions?
Develop a subordinate-centered Plan of Action
Tie expectations to performance objectives
Tie expectations to appropriate standards
Achieve unit and individual goals
Develop a “Pathway to Success”
What happens to a soldier who is not effectively developed through counseling?
Summary
Counseling Subordinate-centered Goal Oriented
The Session Open the session Discuss the issue Develop plan of
action Record and Close
the session
Subordinate-Centered Strategy Active Listening Responding Questioning
The Process Identify the need Prepare Conduct Assessment
Purpose To develop
subordinates
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