Effective Leadership Counseling Strategies for Army Leaders

1. Leadership Counseling Unit 2 (Leadership Theory & Application Chapter 4 (Leadership Strategies) Lesson 2 (Performance Indicators) COL(R) David R. Alexander

2. What is the leader’s role? WHY do we counsel? HOWdo we counsel? What comprises effective counseling? What are the two (2) categories of counseling? Overview

3. The Leader’s Responsibilities • Leaders must mentor their subordinates through teaching, coaching, and COUNSELING. • Leaders coach subordinates the same way sports coaches improve their teams; by identifying weaknesses, setting goals, developing & implementing plans of action, and providing oversight and motivation throughout the process. • To be effective coaches, leaders must thoroughly understand the strengths, weaknesses, and professional goals of their subordinates.

4. Leaders Counsel • People often perceive counseling as an ADVERSE action. • Effective leaders who counsel properly can change that perception. • Leaders conduct counseling to help subordinates become better members of the team, maintain or improve performance, and prepare them for the future. • Effective counselors have respect for subordinates.

5. Army leaders can’t help everyone in every situation. Even professional counselors can’t provide all the help that a person might need. FM 22-100 Army Leadership LEADERS Role?

6. Counseling requirements (regulatory) Counseling when appropriate. Be a helper -- not a judge! Know your limits. LEADERS Role?

7. Qualities for effective counseling: Respect for subordinates. Self and cultural awareness. Credibility. Empathy. LEADERS Role?

8. To help subordinates: develop career-wise. improve performance. solve problems. WHY do we counsel?

9. WHY do we counsel? Leader Development Trained & Ready Institutional Self Development Training & Education Expectations & Standards Values & Ethics

10. Subordinate - centered counseling HOW do we counsel?

11. In “PRIVATE” (NOT in front of peers or subordinates). Verbally or in Writing. With a “witness” present (never alone with the opposite sex). HOW do we counsel?

12. The Counseling Process • Identify the NEED for counseling. • Prepare for counseling. • Select a suitable place. • Schedule the time. • Notify the subordinate well in advance. • Organize information needed to conduct counseling. • Outline the counseling session components. • Plan your counseling strategy. • Establish the right atmosphere. • Conduct the Counseling Session.

13. The Counseling Session • Open the Session: • Clearly state the purpose of the counseling. • Develop a mutual understanding of the issues. • Let the subordinate do most of the talking; active listening. • Identify standards of performance. • Develop a Plan of Action: • Determine a method for achieving a desired result. • Set specific goals and objectives. • Record & Close the Session: • Write it down. Use appropriate form(s). • Follow-up, as necessary. Assess the plan of action.

14. Purpose (state the purpose). Flexibility (adapt to situation). Respect (mutual respect). Communication (sender-receiver). Support (caring not codling). EFFECTIVE Counseling

15. Event-oriented (personal): crisis, referral, reception, integration, promotion, corrective training Performance/professional growth: pathway to success, developmental (long & short term) 2 CATEGORIES of Counseling

16. DA Form 4856; Developmental Counseling Form. OFFICERS: DA Form 67-9-1; Officer Evaluation (OER) Support Form & DA Form 67-9-1a; Development Support Form (DSF)-(officers only) – QUARTERLY COUNSELING REQUIRED! NCOS: DA Form 2166-8-1; NCO Counseling Checklist/Record - QUARTERLY COUNSELING REQUIRED! Counseling Tools

17. DA Form 4856;Developmental Counseling Form

18. Rank/Grade DATE SSN Name Name of Counselor Organization PURPOSE OF COUNSELING: Type of (2) & Facts/Observations prior to counseling SUMMARY OF COUNSELING KEY POINTS of DISCUSSION: List in chronological order or other logical sequence, the facts and key points that justify the counseling.

19. 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 specified time line for implementation and assessment. Signature of Individual Counseled SESSION CLOSING:The leader summarizes the key points of the session & checks if the subordinate understands the plan of action. The subordinate agrees/disagrees & provides remarks if appropriate. LEADER RESPONSIBILITLES:Leader's responsibilities in implementing the plan of action. Signature of Counselor ASSESSMENT:Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled & provides useful information for follow-up counseling.

20. Why do we counsel? How do we counsel? What comprises effective counseling? What is the leader’s role? What are the 2 categories of counseling? What Army forms can be used? Summary