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Counseling Counseling

Counseling - PowerPoint Presentation

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Uploaded On 2015-09-17

Counseling - PPT Presentation

Commandants Department Summer Training 14 July 2015 Counseling Counseling is the process used by leaders to review with a subordinate the subordinates demonstrated performance and potential Three major categories ID: 131031

performance counseling coach developmental counseling performance developmental coach coaches guidelines action individual improve coaching strengths professional event development citadel

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Slide1

Counseling

Commandant’s Department Summer Training 14 July 2015Slide2

Counseling

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

Three major categories:

EventPerformanceProfessional growthSlide3

Event Counseling

Involves a specific event or situation

Can precede an event such as a promotion board

Can follow events such as noteworthy duty performance, a problem with performance or mission accomplishment, or a personal issueSlide4

Event Counseling

Citadel examples

A counseling generated by a SPOT report

Mandatory counseling after an alcohol incidentCPFT failure counselings before Ring Weekend and graduation Slide5

Performance Counseling

Used to conduct a review of a subordinate’s duty performance over a certain period

Communicates standards and is an opportunity for leaders to establish and clarify the expected values, attributes, and competenciesSlide6

Performance Counseling

Citadel examples

When a cadet has accumulated 75% or 100% of his semester or annual demerit allowance (CC Form 98)Slide7

Professional Growth Counseling

Includes planning for the accomplishment of individual and professional goals

Leader and subordinate conduct a review to identify and discuss the subordinate’s strengths and weaknesses and to create an individual development plan that builds upon those strengths and compensates for (or eliminates) weaknesses

May include developing a “pathway to success” with short- and long-term goals and objectivesSlide8

Professional Growth Counseling

Citadel examples

Annual counseling using CC Form 112Slide9

“TAC”

Teach

Advise

CoachSlide10

Teach

Teaching is “giving the desired information in an understandable manner”

Training is “perfecting performance through repetition”

CTM Chapter 4 Slide11

Advise

“To offer suggestions about

the best course of action to

someone”OED“Coaching” also involves discussing courses of action and developing an action planADRP 6-22

“Mentoring” also involves providing advice and counsel

ADRP 6-22Slide12

Coaching

Refers to the function of helping someone through a set of tasks or with general qualities

Relies primarily on teaching and guiding to bring out and enhance the capabilities already present

Those being coached may or may not have appreciated their potentialThe coach helps them understand their current level of performance and guides them how to reach the next level of knowledge and skillSlide13

Coaching

An important aspect of coaching is identifying and planning for short- and long-term goals

The coach and the person being coached discuss strengths, weaknesses, and courses of action to sustain or improveSlide14

Guidelines for Coaches

Focus goals

Identify the purpose of each coaching session

Articulate mutual expectationsCommunicate the individual and developmental tasks for the sessionSlide15

Guidelines for Coaches

Clarify the leader’s self-awareness

Define strengths and developmental needs

Agree on focus areas to improveSlide16

Guidelines for Coaches

Uncover potential

The coach facilitates self-awareness of the individual’s potential and developmental needs by guiding the discussion with questions

The coach actively listens to how the individual perceives potential and encourages a free flow of ideasThe coach assesses the individual’s readiness to change and incorporates this into the sessionSlide17

Guidelines for Coaches

Eliminate developmental barriers

Identify developmental needs

Identify those areas that may hinder self-developmentDetermine how to overcome barriers to developmentDetermine how to implement an effective plan to improve overall performance

Help the individual identify potential sources of support for implementing an action plan Slide18

Guidelines for Coaches

Follow-up

Provide feedback concerning the effectiveness of the assessment, the usefulness of the information they received, and progress

Provide frequent informal feedback as well as formal counseling to regularly inspire and improve subordinatesSlide19

Mentorship

The voluntary developmental relationship that exists between a person of greater experience and a person of lesser experience that is characterized by mutual trust and respect

Mentoring focuses primarily on developing a more experienced leader for the futureSlide20

Characteristics of Mentorship

Takes place when the mentor provides a less experienced leader with advice and counsel over time

Affects personal development (maturity and interpersonal and communication skills) as well as professional development (technical, tactical, and career path knowledge)

The strength of the relationship relies on mutual trust and respectSlide21
Slide22

“The

Complete

TAC”

So in the final analysis, it appears a TAC must learn to “become all things to all people so that by all possible means he might save some.”In some circumstances a TAC will teach. At other times she will train.Sometimes advise. Sometimes counsel.

Sometimes coach. Sometimes mentor.

The thing to remember is that all those verbs represent the “task.” The task is important only as it relates to the “purpose,” and the purpose of every mission-essential task a TAC does should somehow relate to the development of principled leaders.