DEVELOPMENTAL
COUNSELING
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.
3
Characteristics of Effective
Counseling




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Purpose: clearly identified
Flexibility: adjust style to subordinate
Respect: each person has own beliefs and
values
Communication: open and two-way, where
you listen more than speak
Support: encourage and guide
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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?
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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 subordinatecentered 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
 Rash decisions
 Biases
 Prejudices
 Improper follow-up
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Categories of Counseling
–
Personal - Event Oriented
Reception and Integration
Separation
Promotion Counseling
Referrals
–
Crisis
Positive Performance
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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Directive approach is more counselorcentered versus subordinate- centered. In this
approach, the leader does most of the talking
and tells the subordinate what needs to be
done.
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Nondirective approach is subordinatecentered. This is the preferred approach in
most situations
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Combined approach, the leader uses part of
the directive and nondirective approaches; the
combined approach emphasizes that the
subordinate must be responsible for the
planning and decision making
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Counseling Process
–
Identify the need for counseling
–
Prepare for counseling
–
Conduct the counseling session
–
Follow-up
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Prepare for Counseling
1.
2.
3.
4.



Select a suitable place
Schedule the time
Notify the subordinate well in advance
Organize the information
Can counseling occur spontaneously without
formal preparation?
What is an appropriate time?
What should a leader tell the subordinate?
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Prepare for Counseling (Con’t)
5. Outline components of counseling session
6. Plan a counseling strategy
7. Establish the right atmosphere


Why should a leader prepare an outline?
What is a counseling strategy?
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The Counseling Session
1.
2.
3.
4.
Open the session
Discuss the issue
Develop a plan of action
Record and close the session
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1. Open the Session
- State the purpose of the session
- 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 facts 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.

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 FORM
Rank/Grade
NAME (Last, First, MI)
Organization
Date of Counseling
Name and Title of Counselor
PART II - BACKGROUND INFORMATION
Purpose of Counseling:
PART III - Summary of Counseling
Key Points of Discussion:
Plan of Action:
Session Closing:
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Signature of Individual Counseled
Date
Leader Responsibilities:
Signature of Counselor
Date
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
Summary
Counseling


Subordinatecentered
Goal Oriented
The Session

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

Subordinate-Centered
Strategy
Open the session
Discuss the issue
Develop plan of
action
Record and close
the session



Active Listening
Responding
Questioning
Purpose:

To develop
subordinates
The Process




Identify the need
Prepare
Conduct
Assessment
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