COUNSELING IN THE 1999 LEADERSHIP DOCTRINE
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COUNSELING IN THE 1999
LEADERSHIP DOCTRINE
Counseling
Subordinate-centered communication that outlines actions necessary for subordinates 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.
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
– Credibility
– Empathy
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
Categories of Counseling
Personal – 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
Near 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
Preparation for Counseling
1. Select a suitable place
2. Schedule the time
3. Notify the subordinate well in advance
4. Organize the information
5. Outline the components of the counseling session
6. Plan a counseling strategy
7. 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 place
2. Schedule the time
3. Notify the subordinate well in advance
4. Organize the information
5. Outline the components of the counseling session
6. Plan a counseling strategy
7. Establish the right atmosphere
Why should a leader prepare an outline?
What is a counseling strategy?
The Counseling Session
1. Open the session
2. Discuss the issue
3. Develop a plan of action
4. 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
Summary
Counseling
Subordinate-centered
Goal Oriented
The Session
Open the session
Discuss the issue
Develop plan of action
Record and Close the session
