Army Counseling (ATP 6-22.1)

ATP 6-22.1

Counseling is the process used by leaders to review with a subordinate the subordinate's demonstrated performance and potential

The shoulders of those they help prepare for greater responsibility

Regular developmental counseling

Army leaders must understand that effective counseling helps achieve desired goals and effects, manages expectations, and improves the organization

To reinforce positive behavior and superior performance

1. Demonstrate genuine interest in subordinates. 2. Help subordinates understand their role in accomplishing the unit's mission. 3. Acknowledge and reinforce exceptional work or dedication. 4. Evaluate subordinates' potential for development. 5. Provide subordinates with assistance or resources to address issues or further strengths. 6. Empower subordinates to identify and solve issues on their own so they are more self-reliant. 7. Identify issues before they become significant problems 8. Identify and pre-empt causes of sub-standard performance

by the purpose of the session

1. Event counseling 2. Performance counseling 3. Professional growth counseling

Specific Event or Situation

Corrective Training

1. Specific Instances of superior or substandard performance 2. Reception and Integration counseling 3. Crisis counseling 4. Referral counseling 5. Promotion counseling 6. Transition counseling 7. Adverse Separation Counseling

1. Explain the purpose of the counseling—what was expected and how the subordinate exceeded or failed to meet the standard. 2. Remain neutral. 3. Address and explain the specific behavior or action—do not address the subordinate's character. 4. Explain the effect of the behavior, action, or performance on the rest of the organization. 5. Actively listen to the subordinate's responses 6. If failing to meet the standard, teach the subordinate how to meet the standard and recognize patterns of behavior that may keep the subordinate from meeting the standard. 7. Be prepared to conduct personal counseling, since a failure to meet the standard may be the result of an unresolved personal issue. 8. Explain to the subordinate how developing an individual development plan will improve performance and identify specific responsibilities in implementing the plan. Continue to assess and follow up on the subordinate's progress. Adjust the plan as necessary

Getting a Soldier or employee through a period of shock after receiving negative news, such as the notification of the death of a loved one or divorce

The Leader and Subordinate can Develop a Plan for Improvement

1. It identifies and helps alleviate any issues or concerns that new members may have, including any issues resulting from the new duty assignment 2. It familiarizes new team members with organizational standards, roles, and assignments

For all specialists, corporals, and sergeants who are eligible for advancement without waivers IAW AR 600-8-19

Leaders should refer the matter to the commander and the servicing staff judge advocate

It focuses on the subordinate's immediate short-term needs

The unit First Sergeant or the Commander

AR 635-200 Active Duty Enlisted Administrative Separations

AR 623-3

The expected Values, Attributes, and Competencies

Performance counseling is the review of a subordinate's duty performance during a specified period

The counseling focuses on the subordinate's strengths, areas to improve, and potential

Planning for the accomplishment of individual and professional goals

Active Listening, Responding, and Appropriate Questioning

"A Pathway to Success" with short- and long-term goals and objectives

1. Purpose 2. Flexibility 3. Respect 4. Communication 5. Support

1. Respect for Subordinates 2. Self-Awareness 3. Cultural Awareness 4. Empathy 5. Credibility

1. Identify the need for counseling. 2. Prepare for counseling. 3. Conduct the counseling session. 4. Follow-Up.

1. Nondirective 2. Directive 3. Combined