The Army

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Values

• The Armys values of Loyalty, Duty, Selfless
  Service requires us to counsel.
• The Armys values of Honor, Integrity, Personal
  Courage requires us to give straightforward
  Feedback

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Values

• The Armys value of Respect requires us to find
  the best way to communicate that feedback.

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Leadership Doctrine

• Leadership Doctrine FM 22-100
• 1995- Nov 1999
• Appendix C
• Developmental Counseling
• (Supersedes FM 22-101)

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Current Counseling Requirements
? Local Command Directives Policies (Not
Standardized) ? Monthly Performance
Oriented ? AR 635-200, AR 600-9, AR 600-8-19
? Separations ? Overweight
? Not Recommended for Promotion ?
AR 623-205 NCOER ? Quarterly Performance
Counseling
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Why did we change?

• Counseling Perceptions From The Field
• Counseling is perceived as negative normally
  associated with an evaluation requirement,
  problem, or poor performance
• Documenting counseling is bad news - writing
  things down is perceived as negative
• Current counseling technique
• One way/directive (I talk, you listen), does not
  result in a concrete action plan
• Past performance

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Developmental Counseling

• The purpose of counseling is
• To develop subordinates to achieve personal,
  professional development and organizational goals
  and to prepare them for increased
  responsibilities.

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Counsel

• WEBSTER IIs definition
• An exchange of opinions and ideas in order to
  reach a decision Consultant
• Advice or guidance solicited from a
  knowledgeable or experienced person
• A deliberate plan of action, to press the
  adoption of Recommend
• FM 22-100s definition
• Subordinate-centered communication which leads to
  the achievement of individual and unit goals.

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Where are we now ?
1. New Doctrine FM 22-100 published and
released 1 November 1999. 2. Institutional
Training Started throughout NCOES, WOC, OBC
OAC. 3. Quality versus Quantity Proposal for
quarterly Professional/Performance Growth
Counseling AR 600-100. 4. Support to the
field a. Developmental counseling Video
b. Counseling WEB Library
(www.counseling.army.mil)
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Developmental CounselingFM 22-100, Appendix C
?The Leaders Responsibilities ?The Leader as a
Counselor ?Leader Counseling Skills ?The
Leaders Limitations ?Types of Developmental
Counseling ?Approaches to Counseling ?Counseling
Techniques ?The Counseling Process ?The
Developmental Counseling Form
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TYPES OF COUNSELING

• Event-Oriented
• - Specific instances of superior or
  substandard
• performance
  
  
  - Reception and integration counseling
• - Crisis counseling
• - Referral counseling
• - Promotion counseling
• - Separation counseling
• Performance/Professional Growth
• - What does this counseling session address?
• - Near Term Quarterly
• - Long Term 1-5 years
  (career map)
• - What is the purpose or endstate
  of this session?
• - Pathway to Success Plan
  of Action

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Developmental Counseling Process
?Identify the need for counseling event driven
or performance/professional growth
counseling ?Prepare for counseling select a
suitable place, schedule the time, notify the
subordinate well in advance, organize
information, outline the counseling session
components, plan your counseling strategy, and
establish the right atmosphere. ?Conduct
counseling open the session, discussing the
issues, developing the plan of action, and
recording and closing the session. ?Follow up
providing the teaching, coaching, and mentoring
needed.
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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
subordinates behavior and include a specific
time line for implementation and assessment (Part
IV below)
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Leader Responsibilities (Leaders
responsibilities in implementing the plan of
action)
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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)
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Summary of the Developmental Counseling Process
?Identify the need for counseling ?Prepare for
counseling ?Conduct counseling ?Follow up
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Quality versus Quantity
Chapter 2 Responsibilities a. All Commanders
will ensure soldiers receive Professional Growth
Counseling quarterly (AC) semiannual (RC).
Leaders of soldiers in the rank of Private to
Specialist will conduct this counseling using DA
Form 4856 as explained in FM 22-100.
Noncommissioned Officers (CPL and above) will be
conducted IAW AR 623-205,NCOER. Face to face
developmental counseling between the leader and
the soldier is accomplished in order to improve
performance and professionally develop the
soldier. It is the process where subordinate
centered communication produces a plan of action.
Soldiers then follow these plans of actions in
order to achieve individual and organizational
goals.
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Support to the Field
Current ? Developmental Counseling Video was
released 15 July 2000 as part of a Chain Teaching
Packet with Army Leadership. Supports
Units NCODP OPD programs. ? Counseling WEB
Library (www.counseling.army.mil)
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Support to the Field
Current ? Developmental Counseling Video was
released 15 July 2000 as part of a Chain Teaching
Packet with Army Leadership. Supports
Units NCODP OPD programs. ? Counseling WEB
Library (www.counseling.army.mil) Future ? WEB
Libraries To support Leaders Book, NCODP,
Sergeants Time
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AR 635-200 Separation Requirements
1. AR 635-200, para 1-18b Prior to initiating
a separation action on a soldier for bad conduct
or poor performance that soldier will be
counseled by a responsible person about his or
her deficiencies at least once before initiating
separation action. 2. The soldiers counseling
or personnel records must establish that the
soldier was afforded a reasonable opportunity to
overcome the deficiencies. 3. Counseling will be
conducted per paragraph 17-3 and must include
a. Reason for counseling b. That
separation action may be initiated if the
behavior continues. c. The type of
discharge that could result from the possible
separation action and the effect of each type. 4.
AR 635-200, para 17-3 The counseling
instructions will include a comprehensive
explanation of the following a. The types
of discharge certificates. b. The basis for
issuance of each type of certificate. c.
The possible effects of the various certificates
on reenlistment, civilian employment, veterans
benefits, and related matters. d. The
unlikelihood that the soldier will be successful
in any attempt to have the character of his or
her service changed.
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