developmental counseling fm 6-22 army leadership
TRANSCRIPT
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DEVELOPMENTAL COUNSELING
FM 6-22 Army Leadership
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DEVELOPMENTAL COUNSELINGTERMINAL LEARNING OBJECTIVEAction: Conduct Developmental
Counseling Conditions: As a leader in a
garrison environment given FM 6-22 Standard: Prepare for counseling
and conduct a subordinate-centered counseling session that produces a plan of action focusing the subordinate on individual and unit goal accomplishment
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Types of Developmental Counseling
Event counselingPerformance counselingProfessional growth counseling
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Event Counseling
Instances of superior or substandard performanceReception and integration counselingCrisis counselingReferral counselingPromotion counselingSeparation counseling
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Counseling for Specific Instances
Explain the purpose of the counselingAddress specific unacceptable behavior or
actionExplain effects of behavior, action, or
performance on the rest of the organization
Actively listen to subordinate's responseRemain neutral or unemotional
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Reception and Integration Counseling
Counsel all new team members when they join the organization
Serves two important purposes: Identifies and helps alleviate any problems or
concerns new members may have Familiarizes new team members with
organizational standards and how they fit into the team (sends message that chain of command cares)
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Reception and Integration Counseling (continued)
Chain of Command Standards Security/Safety NCO support channel On/Off duty conduct Unit history,
structure, & mission Soldier programs
Off limit/danger areas Functions & location
of support activities On/Off post
recreational, educational, cultural, and historical opportunities
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Crisis Counseling
Includes getting a Soldier through a period of shock after receiving negative news
Focuses on subordinate's immediate short-term needs
Leaders may assist by listening and providing appropriate assistance
Referrals are a part of assistance
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Referral Counseling
Helps subordinates work through a personal situation
May or may not follow crisis counselingAims at preventing a problem from
becoming unmanageable Involves agencies such as Army
Community Services, Army Emergency Relief, a chaplain, or an alcohol and drug counselor
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Promotion Counseling
Required for all specialists and sergeants who are eligible for advancement without waivers but not recommended for promotion to the next higher grade
Soldier receives initial (event-oriented) counseling when they attain full promotion eligibility and then periodic (performance/personal growth) thereafter
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Adverse Separation Counseling
May involve informing Soldier of administrative actions available to the commander
May not apply when an individual has engaged in serious acts of misconduct
Considered when rehabilitative efforts fail Serves as final warning to Soldier to improve
performance or face discharge Ensure you include the “Magic Statement”
(AR 135-178 Para 2-4 and AR 635-200 Para 1-16)
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Performance Counseling
Conduct a review of subordinate's duty performance over a certain period of time
Leader and subordinate jointly establish performance objectives and standards
Rather than dwelling on the past, focus on the future: strengths, areas of improvement, and potential
Required under the OER/NCOER evaluation process
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Professional Growth Counseling
Planning for the accomplishment of individual and professional goals
Identify strengths and weaknesses to create an individual development plan
Use short and long term goals and objectives Include:
Military and civilian schooling Future duty assignments Reenlistment options
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The Leader as a Counselor
Developmental counseling must be a shared effort
Leaders assist subordinates in identify strengths and weaknesses while creating a plan of action
Success = subordinates commitment to improve and candid in their own assessments and goal setting
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The Leader as a Counselor (continued)
Caring and empathic leaders conduct counseling to help subordinates become better team members, maintain or improve performance, and prepare for the future by focusing on these key characteristics: Purpose Flexibility Respect Communication Support
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Qualities of the Counselor
Qualities include: respect for subordinates, self-awareness and cultural awareness, empathy, and credibility
Ability to select proper approach to a specific situation
Consistently develop and improve own counseling abilities
General skills needed in almost every situation: active listening, responding, and questioning
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Qualities of the Counselor (Active Listening)
Active listening includes: Eye contact Body posture Head nods Facial expressions Verbal expressions
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Qualities of the Counselor(Responding)
A leader responds verbally and nonverbally to show understanding of the subordinate
Verbal: summarizing, interpreting, and clarifying subordinates message
Nonverbal: eye contact and occasional gestures such as a head nod
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Qualities of the Counselor(Questioning)
Should be used with caution Too many can aggravate power differential
between leader and subordinate Too many could be an intrusion of privacy
causing subordinate to become defensive Ask questions to obtain additional information Should not lead to simple yes or no answers
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Counseling Errors
Talking too much Giving unnecessary or inappropriate advice Not truly listening Projecting personal likes, dislikes, biases, and
prejudices Rash judgments Stereotyping Losing emotional control Improper follow-up
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Accepting Limitations
Know you cannot help in every situation Seek outside assistance Respect individual's preference to contact an
agency on their own Some agencies to know: Red Cross, AER,
ACS, ASAP, Chaplain, Career Counselor, IG, EO, Education Office
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Adaptive Approaches to Counseling
Nondirective Directive Combined
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Nondirective Approach
Advantage Encourages maturity Encourages open
communication Develops personal
responsibility
Disadvantages More time
consuming Requires greatest
counselor skills
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Directive Approach
Advantage Quickest method Good for people
who need clear, concise direction
Allows counselors to use their experience
Disadvantage Subordinates not
part of the solution Treats symptoms,
not problems Discourage
subordinates from talking freely
Solution is counselor's, not subordinate's
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Combined Approach
Advantage Moderately quickly Encourages maturity Encourages open
communication Allows counselors to
use their experience
Disadvantage May take too much
time for some situations
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Counseling Techniques
Nondirective or combined approach: Suggesting alternatives Recommending Persuading Advising
Directive approach: Corrective training Commanding
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Four-Stage Counseling Process
Identify the need for counseling Prepare for counseling Conduct counseling Follow-up
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Identify the Need for Counseling
Counseling associated with evaluations Command directed Developmental counseling
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Prepare for Counseling
Select a suitable place Schedule the time Notify the subordinate well in advance Organize information Outline the counseling session components Plan the counseling strategy Establish the right atmosphere
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Conduct Counseling
Opening the Session Discussing the Issues Developing a Plan of Action Recording and Closing the Session
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Opening the Session
States purpose and establishes subordinate-centered setting
Invites subordinate to speak If applicable, starts by reviewing the status of
the current plan of action
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Discuss the Issues
Attempt to develop mutual and clear understanding of counseling issues
Use active listening; invite subordinate to do most of the talking
Ask questions without dominating the conversation
If substandard performance leader must be clear why standards were not met
Leader must clearly establish what the subordinate must do to meet standard in future
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Plan of Action
Identifies method of pathway for achieving a desired result
Specifies what subordinate must do to reach agreed-upon goals
Plan of action must be specific Include a tentative date for the assessment
session (this holds the leader accountable for follow-up to determine if the plan of action worked or needs to be modified)
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Record and Close the Session
Leader benefit is to document main points of counseling session, even informal ones
Documentation serves as: Ready reference for plan of action Helps leader track subordinate
accomplishments, achievements, improvements, personal preferences, problems
Required for separations, bars to reenlistment, and overweight program
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Follow-up
Leader Responsibilities Modify initial plan if necessary Teach, coach, mentor, or provide additional
time, referrals and other appropriate resources Assess the Plan of Action
Leader and subordinate jointly determine if desired results were achieved
Determine assessment date during initial counseling session
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DEVELOPMENTAL COUNSELING TERMINAL LEARNING OBJECTIVEAction: Conduct Developmental
Counseling Conditions: As a leader in a
garrison environment given FM 6-22 Standard: Prepare for counseling
and conduct a subordinate-centered counseling session that produces a plan of action focusing the subordinate on individual and unit goal accomplishment
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After Action Review
1. What was supposed to happen?
2. What did happen?
3. What were the strengths during this class?
4. What were the weaknesses (or what went wrong) during this class?
5. What can be done better next time to improve this training?
Reference: TC 25-20