THE COUNSELING SYSTEM

CPL 0206

Individual Profile

High School Graduate Recruit Training Graduate School of Infantry MCT/MOS School Marine Barracks Washington

THE MARINE CORPS

ORDER FOR COUNSELING

MCO 1610.12

PURPOSE

The purpose of counseling is to ensure, by mutual understanding, that the efforts of leaders and their Marines are continuously directed toward increased unit readiness and effective individual performance.

MARINE CORPS ORDER: provides the

policy for the counseling program.

POLICY

States that counseling is a vital and essentialtool for developing juniors, improving

individual performance, and enhancing unit productivity.

POLICYMaintain as a part of traditional leadershipDevelop skills through continuing educationIncrease individual performance/productivityEnhance ability to improve their performanceCounsel with a new senior/junior relationship Conduct sessions on an individual basis (ranks)

FREQUENCYInitial counseling occurs within 30 daysL/Cpl’s and below receive follow-on

counseling every 30 days after ICS:

- what is expected

- brief session

- discuss strengths and weaknesses

FREQUENCY

Cpl’s through Col’s will receive follow-on counseling approximately 90 days after theICS and subsequent sessions every 6 months.

NOTE: Follow-on counseling can occur more frequently due to exceptional performance or unaccepted behavior.

BENEFITS

Senior’s expectations are understood.Junior knows where he/she stands

regarding performance.Increase unit effectiveness and

readiness.

THE ELEMENTS OF

INITIAL AND FOLLOW-

ON COUNSELING

Two occasions when counseling should occur:

1) INITIAL

2) FOLLOW-ON

There Are Common Elements To Both:

Both participants should prepare Follows a predetermined agenda Both should participate fully and actively

INITIAL COUNSELING SESSION (ICS)

Occurs whenever a new senior/junior relationship is established

Within 30 days after the start of the new senior/junior relationship.

ICS Accomplishes Several Objectives:

Make the senior’s expectations clear Ensure junior understand those expectations Set goals or targets, make plans to meet them Help junior understand your leadership style Achieve highest level of future performance Understands the mission/status of unit:

- assign primary/collateral duties

FOLLOW-ON SESSION

The purpose of these follow-on sessions is to

ensure that your Marines are on track.

It Should Accomplish The Following:

Deal with both strengths and weaknesses Reinforce successes and correct deficiencies Identify/analyze past performance problems Identify a mutually agreed upon solution Review progress of targets in past sessions Modify or add new targets, as appropriate

THE TYPES OF COUNSELING SESSIONS

Counseling sessions can be conducted in a variety of ways. They can be very formal, planned sessions, such as the initial and follow-on sessions. They can also be informal which are unplanned corrections of minor problems.

THERE ARE THREE TYPES OF COUNSELING SESSIONS:

1) DIRECTIVE:- Senior centered- Analyze situation/solution- Inexperienced or immature- Stressful / Non stressful- Senior has total control

The Three Types of Counseling Sessions:

2) NONDIRECTIVE:- Junior centered- Owns problem/solution- Help the junior to mature- Attitude problem- Non-stressful situation

The Three Types of Counseling Sessions:

3) COLLABORATIVE:

- Draws on direct/non direct

- Offers senior great flexibility

- Succeed if senior is accepted

THE PARTS OF A COUNSELING SESSION

The five parts of a counseling session apply toall formal sessions, both the initial and thefollow-on counseling sessions. The five parts are:

• PREPARATIONPREPARATION• OPENINGOPENING• MAIN BODYMAIN BODY• CLOSINGCLOSING• FOLLOW-UPFOLLOW-UP

PREPARATION Review and evaluate performance: - cover performance since last session - cover both good and bad performance Define objectives: - clear idea of what both want to accomplish - analyze performance problems - solutions to the problems - targets for next performance period

PREPARATION Set the agenda:

- follow sequence agreed upon

- start with positive comments

- senior decides type of counseling approach Time and place:

- scheduled way in advance

- no interruptions

- 45 minutes to one hour

PREPARATION

Setting:

- both parties are relaxed

- have a clear mind

- fresh air; room temperature

- seating arrangement

OPENING

Relaxed atmosphereUnderstand why they are holding the session:

- go over objectives and prepared agenda

- invite junior’s comments

MAIN BODY

Guide the discussion:

- ensure all objectives are met

- move around agenda if situation dictates

Encourage junior participation:

- concentrate on what is heard and seen

MAIN BODY

Agree on targets / plans for improvements:

- both have ideas on what targets should be

- challenging; may add or drop some

- junior understands and agrees

- resources are available

CLOSING

Review and summarize items discussed Ensure junior understands results of session End on a positive, encouraging note

FOLLOW-UP

Documentation:

- MCO 1610.12 recommends documentation

- punitive action for wayward Marines

- prevents accusations of harassment/unfairness

- use small leader’s notebook

- use only by the senior and junior

MONITOR JUNIOR’S PERFORMANCE

Refer to performance targets

Encourage /reinforce good performance

THE

COUNSELING

TECHNIQUES

There are six techniques essential for an effective counseling session:

• SETTING TARGETSSETTING TARGETS• PROBLEM SOLVINGPROBLEM SOLVING• QUESTIONINGQUESTIONING• ACTIVE LISTENINGACTIVE LISTENING• GIVING FEEDBACKGIVING FEEDBACK• PLANNING FOR PLANNING FOR IMPROVEMENTIMPROVEMENT

SETTING TARGETSDefines what the junior will be expected to do asa result of the counseling session.

Stated as a resultStated as a result:: - to be achieved by a certain date- to be achieved by a certain dateMeasurableMeasurable:: - gauge progress toward targets; use as a guide- gauge progress toward targets; use as a guide - standards should be quantitative- standards should be quantitativeRealisticRealistic:: - don’t try to shoot for the moon- don’t try to shoot for the moon

SETTING TARGETS Challenging: - stretch - doing the uncomfortable until it becomes comfortable Must: - stated as a must; must stay committed Limited in number: - three to five

SETTING TARGETS

Set by the senior and the junior:

- junior participation in setting targets

Revised:

- situation dictates

PROBLEM SOLVING

Analyzes the junior’s performance problems and developing solutions to them. Senior’s knowledge and experience helps to definewhat the problem is , what is causing it, andhow to solve it.

PROBLEM SOLVING

Compare actual performance versus targeted

performance. Determine if junior is part of the problem

Obstacles impeding performance

QUESTIONING

Technique to draw the junior out or to clarify

what is said.Closed-end Questions: - answered with a yes or no

Open-end Questions: - usually begins with how and why - involves junior more deeply into discussion

QUESTIONING

Probing Questions:

- follow-up questions

- requires the junior to explain a thought

Interpretive Questions:

- clarify or amplify what the junior has said

ACTIVE LISTENING

Interpreting what the junior is saying and

observing what is being done.

Listen for threads of meaning:

- mentally summarize points being made

ACTIVE LISTENING

Distinguish between facts and opinions:

- Listen for changes: (Verbal cues)

1) tone of voice; rate of speech; hesitations

- Nonverbal cues:

1) avoids eye contact; slumping in chair

2) scowling; clenched fists

GIVING FEEDBACK

Lets the junior know what you think aboutperformance or summarizing what thesenior understands to be going on in themeeting.

• Deals with things that can be changed Deals with things that can be changed • It is timelyIt is timely• Satisfy the junior’s need, not yoursSatisfy the junior’s need, not yours

PLANNING FOR IMPROVEMENT

Developing a plan to build on the strengths of the junior to overcome shortcomings.

• Junior should play a role in developing a planJunior should play a role in developing a plan• Feels more committedFeels more committed