that produces a plan outlining actions — Disclosure is voluntary (AST-e1cbd070)

L228/OCT03/VGT- Subordinate-centered communication that produces a plan outlining actions that subordinates must take to achieve individual and organizational goals. (FM 22-100) Developmental Counseling Primary Leadership Development Course L228/OCT03/VGT- (Face fear, danger, or adversity) Leaders counsel because it is their duty and the primary tool in developing future leaders. For their counseling to be effective, they must be honest and have the personal courage to give straightforward feedback. Personal Courage Primary Leadership Development Course L228/OCT03/VGT- ( CANDOR ) Moral courage often expresses itself as candor. Candor means being frank, honest, and sincere with others while keeping your words free from bias, prejudice, or malice. Moral Courage Primary Leadership Development Course L228/OCT03/VGT- PURPOSE: Clearly define the purpose of counseling. FLEXIBILITY: Fit the counseling style to the character of each subordinate and to the relationship desired. RESPECT: View subordinates as unique, complex individuals, each with a distinct set of values, beliefs, and attitudes. Characteristics of Effective Counseling Primary Leadership Development Course L228/OCT03/VGT- COMMUNICATION: Establish open, two-way communication with subordinates using spoken language, nonverbal actions, gestures, and body language. Effective counselors listen more than they speak. SUPPORT: Encourage subordinates through actions while guiding them through their problems. Characteristics of Effective Counseling (cont) Primary Leadership Development Course L228/OCT03/VGT- Respect for Subordinates Self Awareness and Cultural Awareness Empathy Credibility The Leader as a Counselor Primary Leadership Development Course L228/OCT03/VGT- Active Listening Elements of Active Listening Eye Contact Body Posture Head Nods Facial Expressions Verbal Expressions Leader Counseling Skills Primary Leadership Development Course L228/OCT03/VGT- Active Listening Nonverbal Indicators Boredom Self-Confidence Defensiveness Frustration Interest, Friendliness, and Openness Openness or Anxiety Leader Counseling Skills (cont) Primary Leadership Development Course L228/OCT03/VGT- Responding Questioning Counseling Errors Leader Counseling Skills (cont) Primary Leadership Development Course L228/OCT03/VGT- Event-Oriented Performance and Professional Growth Categories of Developmental Counseling Primary Leadership Development Course L228/OCT03/VGT- Specific Instances of Superior or Substandard Performance Reception and Integration Counseling Crisis Counseling Referral Counseling Promotion Counseling Separation Counseling Event-Oriented Counseling Primary Leadership Development Course L228/OCT03/VGT- Performance: (Quarterly) Review Past Performance Focus on Future Objectives and Goal Professional Growth: (Future Oriented) Short- and Long-Term Goals Career Map Performance and Professional Counseling Primary Leadership Development Course L228/OCT03/VGT- Nondirective Preferred for most counseling sessions Directive Works best to correct simple problems Combined Leader uses techniques from both directive and nondirective approaches Approaches to Counseling Primary Leadership Development Course L228/OCT03/VGT- Suggesting Alternatives Discuss alternative actions -- you and subordinate decide appropriate course of action Recommending One course of action -- subordinate makes decision Persuading Best course of action -- subordinate makes decision Advising Strongly influencing best course of action Counseling Techniques -Nondirective or Combined- Primary Leadership Development Course L228/OCT03/VGT- Corrective Training Teach and assist the subordinate in attaining and maintaining standards Commanding Order the subordinate to take a specific action in clear, exact words Counseling Techniques -Directive- Primary Leadership Development Course L228/OCT03/VGT- Identify the need for counseling Prepare for counseling Conduct counseling Follow up The Counseling Process Primary Leadership Development Course L228/OCT03/VGT- Conduct The Counseling Session Opening the Session Discussing the Issues Developing the Plan of Action Recording and Closing the Session Primary Leadership Development Course L228/OCT03/VGT- 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: 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, JUN 99 EDITION OF JUN 85 IS OBSOLETE Part II: (Background Information) Leader states the reason for the counseling and includes the leader’s facts and observations prior to the counseling. Part I: (Administrative Data) Part III: (Summary of Counseling) Key Points of Discussion Primary Leadership Development Course L228/OCT03/VGT- 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): 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: Signature of Individual Counseled: _________________________________________ Date: _____________________ Leader Responsibilities : (Leader’s responsibilities in implementing the plan of action): Signature of Counselor: _________________________________________________ Date: _______________________ PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling): Counselor: ____________________ Individual Counseled:_________________ Date of Assessment: ______________ Note: Both the counselor and the individual counseled should retain a record of the counseling. DA FORM 4856 (Reverse) Leader Responsibilities: (Leader’s responsibilities in implementing the plan of action): Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling): 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): Primary Leadership Development Course