COUNSELING IN THE 21st Century

LEADERSHIP DOCTRINE
COUNSELING OVERVIEW
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 Values
★ The Army’s values of Loyalty, Duty, &
Selfless Service requires us to counsel.

★ The Army’s values of Honor, Integrity,

& Personal Courage requires us to give
straightforward Feedback

COUNSELING OVERVIEW
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 Values
★ The Army’s value of Respect requires us
to find the best way to communicate that
feedback.

COUNSELING OVERVIEW
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 Leadership Doctrine

★ Leadership Doctrine; FM 22-100

1995- Nov 1999

Appendix “C”
Developmental Counseling
(Supersedes FM 22-101)

COUNSELING OVERVIEW
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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

COUNSELING OVERVIEW
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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

COUNSELING OVERVIEW
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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.

COUNSELING OVERVIEW
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 Counsel
★ WEBSTER II’s 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 22-100’s definition:
– Subordinate-centered communication which leads to the achievement of
individual and unit goals.

COUNSELING OVERVIEW
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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)
COUNSELING OVERVIEW
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 Developmental Counseling
FM 22-100, Appendix C

The Leader’s Responsibilities

The Leader as a Counselor
Leader Counseling Skills
The Leader’s Limitations
Types of Developmental Counseling
Approaches to Counseling
Counseling Techniques
The Counseling Process
The Developmental Counseling Form

COUNSELING OVERVIEW
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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
COUNSELING OVERVIEW
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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.

COUNSELING OVERVIEW
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 DEVELOPMENTAL COUNSELING FORM
For use of this form see FM 22-100.
DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY: 5 USC 301, Departmental Regulations; 10 USC 3013, Secretary 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.

EDITION OF JUN 85 IS OBSOLETE

DA FORM 4856-E, JUN 99
COUNSELING OVERVIEW
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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 subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):

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-E (Reverse)
COUNSELING OVERVIEW
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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 subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):

Leader Responsibilities: (Leader’s responsibilities in implementing the

plan of action):
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-E (Reverse)
COUNSELING OVERVIEW
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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 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:

Assessment: (Did the plan of action achieve the desired results? This
section is completed by both the leader and the individual counseled and
Signature of Individual Counseled: _________________________________________ Date: _____________________

provides useful information for follow-up counseling):

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-E (Reverse)
COUNSELING OVERVIEW
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 Summary of the Developmental
Counseling Process

Identify the need for counseling

Prepare for counseling

Conduct counseling

Follow up

COUNSELING OVERVIEW
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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.

COUNSELING OVERVIEW
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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 Unit’s NCODP & OPD programs.

 Counseling WEB Library: (www.counseling.army.mil)

COUNSELING OVERVIEW
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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 Unit’s NCODP & OPD programs.

 Counseling WEB Library: (www.counseling.army.mil)

Future
 WEB Libraries: To support; Leader’s Book, NCODP,
Sergeants’ Time

COUNSELING OVERVIEW
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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 soldier’s 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. COUNSELING OVERVIEW
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 QUESTIONS?

CENTER FOR ARMY LEADERSHIP

Web Sites: www.counseling.army.mil
www.leadership.army.mil
www-cgsc.army.mil/eldn

COUNSELING OVERVIEW
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