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COUNSELING IN THE 21 st CENTURY LEADERSHIP DOCTRINE

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.

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COUNSELING IN THE 21 st CENTURY LEADERSHIP DOCTRINE

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  1. 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

  2. - Purpose - Reason for Change - New Doctrine - What “right” Looks Like - Where we are Now Agenda

  3. 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.

  4. 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

  5. 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

  6. 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

  7. 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?

  8. - 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 Reason for Counseling

  9. 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

  10. 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

  11. 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

  12. The following qualities help the leader to assume an effective role during counseling: - Respect for subordinates - Self and Cultural Awareness - Empathy - Credibility The Leader as a Counselor How do these qualities assist leaders in counseling?

  13. 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? Subordinate-Centered (Two-Way) Communication

  14. Common Counseling Mistakes • Leader’s: • Likes • Dislikes • Biases • Prejudices

  15. Monthly Assessment Soldier/Leader Development Poor performance becomes developmental opportunities Counseling Cycle Continuous Process EXIT INTERVIEW OER / NCOER ARRIVE AT UNIT 30 Days - Reception and Integration - Initial OER / NCOER Counseling (30 days) PATHWAY TO SUCCESS 60 Days • Final Assessment • for the QTR • Initiate next QTR • Counseling • - NCOER Checklist JODSF / NCOER Checklist 90 Days Repeat this 90 day process throughout the year Event: Select for school / promotion JODSF/NCOER Checklist MIDPOINT 6 MONTHS

  16. 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

  17. Approaches to Counseling • Directive • Nondirective • Combined

  18. Counseling Process • Identify the need for counseling • Prepare for Counseling • Conduct the Counseling Session • Follow-up

  19. 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?

  20. 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

  21. 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? Preparation for Counseling

  22. 1. Open the session 2. Discuss the issue 3. Develop a plan of action 4. Record and Close the session The Counseling Session

  23. - 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? (1) Open the Session

  24. - 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? (2) Discuss the Issue

  25. - 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? (3) Develop a Plan of Action

  26. - 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? (4) Record and Close the Session

  27. Assess the Plan of Action • If needed, modify the original plan of action • Provides useful information for future follow-up counseling sessions

  28. DEVELOPMENTAL COUNSELING FORM NAME (Last, First, MI) Rank/Grade Date of Counseling Organization Name and Title of Counselor PART II - BACKGROUND INFORMATION Purpose of Counseling: PART III - Summary of Counseling Key Points of Discussion:

  29. Plan of Action: Session Closing: Individual counseled: I agree / disagree with the information above Individual counseled remarks: Date Signature of Individual Counseled Leader Responsibilities: Signature of Counselor Date PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment:

  30. 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

  31. DEVELOPMENTAL COUNSELING FORM For use of this form see FM 22-100. DATA REQUIRED BY THE PRIVACY ACT OF 1974 AUTHORITY: 5 USC 301, D epartmental Regulations ; 10 USC 3013, S ecretary 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 DATA Name (Last, First, MI) Rank / Grade Social Security No. Date of Counseling Organization Name and Title of Counselor PART II - BACKGROUND INFORMATION Purpose 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 COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion: o Personal and Family Issues: o Discuss duty position and review job description: o Leader’s Book for 4th Squad: o Personal and Organizational Goals: OTHER INSTRUCTIONS This 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. 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. EDITION OF JUN 85 IS OBSOLETE DA FORM 4856-E, JUN 99

  32. o Personal and Family Issues: o Finances (PCS Entitlements, Leaves) o Housing, Schools, Recreation Centers, Youth Center, Community Activities o Family Readiness Group o Discuss duty position and review job description: o Discuss duty and responsibility to train, lead, and develop the squad o Standards- setting and enforcing o Deployments and Exercises o Leader’s Book for 4th Squad: o Duty rosters and training schedules o Unit METL, Command Policies and SOPs o Unit Physical Fitness Program/goals/diagnostic APFT o Soldier Key Information o Chain of Command/NCO Support Channel: o Rating Chain/NCOER o Alert/Recall Roster and Accountability o Equipment Accountabilities and Maintenance o Hand Receipts/Command Maintenance o Personal and Organizational Goals: 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 PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion: OTHER INSTRUCTIONS This 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

  33. Plan of Action: o Follow-up visit to Housing Office reference deposit waiver and visit Child Care center for placement on waiting list. o Provide spouse with Family Readiness Group contact info. and encourage her to attend the next meeting. o Review leaders book from previous squad leader within 2 weeks. o Review Unit METL and Command Policies by Monday, and SOPs by the end of next week. o Prepare to take a diagnostic APFT within 30 days and prepare to conduct PT. o Conduct open discussion with squad members next week. o Conduct initial counseling on each squad member within 30 days. o Conduct joint inventory of squad equipment within 20 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 (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): DA FORM 4856-E (Reverse)

  34. Joseph J. Paul 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): 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: Jim T. Lester 6 Sep 02 Signature of : Individual counseled _________________________________________________ Date:________________ Leader Responsibilities : (Leader’s responsibilities in implementing the plan of action): Introduce to squad; Provide information on next FRG meeting; Reinforce/explain job description; Afford time to review policies and 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. Counselor: ____________________ Individual Counseled:_________________ Date of Assessment: ______________ Note: Both the counselor and the individual counseled should retain a record of the counseling.

  35. 3 Oct 02 4 Nov 02 6 Dec 02 Joseph J. Paul Jim T. Lester 6 DEC 02 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: Jim T. Lester 6 Sep 02 Signature of : Individual counseled _________________________________________________ Date:________________ Leader Responsibilities : (Leader’s responsibilities in implementing the plan of action): Introduce to squad; Provide information on next FRG meeting; Reinforce/explain job description; Afford time to review policies and 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. Joseph J. Paul 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): 04 NOV 02 _JTL/JTP Assessments done on: 03 OCT 02_JTL/JTP___, 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. 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. 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. Counselor: ____________________ Individual Counseled:_________________ Date of Assessment: ______________ Note: Both the counselor and the individual counseled should retain a record of the counseling.

  36. DEVELOPMENTAL COUNSELING FORM For use of this form see FM 22-100. DATA REQUIRED BY THE PRIVACY ACT OF 1974 AUTHORITY: 5 USC 301, D epartmental Regulations ; 10 USC 3013, S ecretary 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 DATA Name (Last, First, MI) Rank / Grade Social Security No. Date of Counseling Lester, James T. SGT 123-45-6789 6 DEC 02 Organization Name and Title of Counselor YOUR UNIT SFC Paul, Joseph/PSG PART II - BACKGROUND INFORMATION Purpose 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): This is your 2nd Quarterly Counseling as 4th Squad Leader for 1st Platoon. This also serves as your 2nd quarterly NCOER counseling. PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion: 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: OTHER INSTRUCTIONS This 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. EDITION OF JUN 85 IS OBSOLETE DA FORM 4856-E, JUN 99

  37. 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 Refer to the Army’s Developmental Counseling Library (www.counseling.army.mil) and obtain a copy of the unit armorer’s counseling checklist. 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. 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): o Conduct a Performance/Professional Growth Counseling with the unit armorer; identifying priority work for the upcoming CI within 2 weeks. o In preparation for JRTC, research FM 101-5, the Military Decision Making Process, and assist PSG in NCOPD Class on Operation Orders o Review and assess yourself with Career Map o Assessment dates: On or about 6 Jan 03, 5 Feb 03, and 5 Mar 03 DA FORM 4856-E (Reverse)

  38. Lester, James T. james.lester@ 123-45-6789 0 Completed ___hours of correspondence courses related to his MOS X 0 Increased APFT by 20 points X 0 Exhibited knowledge of the Command Supply Discipline program by identifying discrepancies during inventories 0 Encouraged all squad members to enroll in ACCP X

  39. 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 DUTY ASSIGNMENT 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 BCT/AITPLDC BNCOC ANCOC SERGEANTS MAJOR COURSE INSTITUTIONAL TRAINING RECOMMENDED NCOES-RELATED COURSES PRIOR TO PLDC:English CompositionBasic MathematicsComputer 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: 10 Achieve 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/FinancePersonal 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

  40. 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?

  41. Counseling Subordinate-centered Goal Oriented The Session Open the session Discuss the issue Develop plan of action Record and Close the session Summary • Subordinate-Centered Strategy • Active Listening • Responding • Questioning • The Process • Identify the need • Prepare • Conduct • Assessment • Purpose • To develop subordinates

  42. Slide Show Print Instructions Select “File” then “Print” from the drop down box. In the Print Command Prompt Box: - Print Range (ALL) - Print What (lower left side) select (Note Page) Note view will enable you to understand the slides meaning

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