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COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE

COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE. The Army’s values of Loyalty, Duty, & Selfless Service requires us to counsel. The Army’s values of Honor, Integrity, & Personal Courage requires us to give straightforward Feedback. Values.

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COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE

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  1. COUNSELING IN THE 21st Century LEADERSHIP DOCTRINE

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

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

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

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

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

  7. The purpose of counseling is: To develop subordinates to achieve personal, professional development and organizational goals and to prepare them for increased responsibilities. Developmental Counseling

  8. WEBSTER II’s definition: An exchange of opinions and ideas in order to reach a decision: “Consultant” Advice or guidance; solicited from a knowledgeable or experienced person A deliberate plan of action, to press the adoption of; Recommend FM 22-100’s definition: Subordinate-centered communication which leads to the achievement of individual and unit goals. Counsel

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

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

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

  12. Developmental Counseling Process Identify the need for counseling: event driven or performance/professional growth counseling Prepare for counseling: select a suitable place, schedule the time, notify the subordinate well in advance, organize information, outline the counseling session components, plan your counseling strategy, and establish the right atmosphere. Conduct counseling: open the session, discussing the issues, developing the plan of action, and recording and closing the session. Follow up: providing the teaching, coaching, and mentoring needed.

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

  14. Leader Responsibilities:(Leader’s responsibilities in implementing the plan of action):

  15. Assessment:(Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling):

  16. Summary of the Developmental Counseling Process Identify the need for counseling Prepare for counseling Conduct counseling Follow up

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

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

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

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

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

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