COUNSELING and THE LEADERSHIP DOCTRINE
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Transcript of COUNSELING and THE LEADERSHIP DOCTRINE
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COUNSELING and THE COUNSELING and THE LEADERSHIP DOCTRINE LEADERSHIP DOCTRINE
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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?
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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.
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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?
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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
How do these qualities assist leaders in counseling?
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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?
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Common Counseling Mistakes
– Leader’s:
– Likes– Dislikes– Biases– Prejudices
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- Reception and Integration
JODSF/NCOERChecklist
ARRIVE AT UNIT
MIDPOINT6 MONTHS
OER / NCOER
JODSF /NCOER Checklist
Personal Issues
Periodic Reviewof OER Support
Form (Rater/ SR Rater)
JODSF /NCOERChecklist
Event: Non-select for school /
promotion
EXITINTERVIEW
PATHWAY TOSUCCESS
Initial OER /NCOER Counseling (30 days)
- Sponsorship
Counseling Cycle Continuous Process
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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
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Approaches to Counseling
– Directive
– Nondirective
– Combined
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Counseling Process
– Identify the need for counseling
– Prepare for Counseling
– Conduct the Counseling Session
– Follow-up
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Preparation for Counseling1. Select a suitable place2. Schedule the time3. Notify the subordinate well in advance4. Organize the information 5. Outline the components of the counseling session6. Plan a counseling strategy7. Establish the right atmosphere
Can counseling occur spontaneously without formal preparation?
What is an appropriate time? What should a leader tell the subordinate?
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Preparation for Counseling
Why should a leader prepare an outline? What is a counseling strategy?
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The Counseling Session
1. Open the session2. Discuss the issue3. Develop a plan of action4. Record and Close the session
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(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?
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(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?
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(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?
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(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?
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Assess the Plan of Action
– If needed, modify the original plan of action
– Provides useful information for future follow-up counseling sessions
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DEVELOPMENTAL COUNSELING FORMRank/Grade Date of Counseling NAME (Last, First, MI)
Organization
Key Points of Discussion:
PART III - Summary of Counseling
Name and Title of Counselor
PART II - BACKGROUND INFORMATIONPurpose of Counseling:
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Signature of Individual Counseled
Plan of Action:
Signature of Counselor
PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment:
Date
Date
Session Closing:
Individual counseled: I agree / disagree with the information aboveIndividual counseled remarks:
Leader Responsibilities:
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Summary
CounselingSubordinate-centered
Goal Oriented
The SessionOpen the sessionDiscuss the issueDevelop plan of
actionRecord and Close
the session
Subordinate-Centered StrategyActive Listening
RespondingQuestioning
The ProcessIdentify the need
Prepare Conduct
Assessment
Purpose Develop
subordinates