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39 Cards in this Set
- Front
- Back
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What does ATP 6-22.1 cover? |
The Counseling Process |
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What publication covers the Counseling Process? |
ATP 6-22.1 |
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What is Counseling? |
The process used by leaders to review with a subordinate the subordinate's performance and potential |
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What is one of the most important leadership and professional development responsibilities and enables Army leaders to help soldiers and Army civilians become more capable, resilient, satisfied, and better prepared for current and future responsibilities? |
Counseling |
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What does the Army's future and the legacy of today's army leaders rest on? |
The shoulders of those they help prepare for greater responsibility |
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What is the Army's most important tool for developing future leaders at every level? |
Regular developmental counseling |
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What must army leaders understand about effective counseling? |
That effective counseling helps achieve desired goals and effects and improves the organization |
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Why should leaders emphasize routine counseling? |
To reinforce positive behavior and superior performance |
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What eight critical leader responsibilities does regular counseling provide leaders the opportunities for? |
• demonstrate genuine interest in subordinates • help subordinates understand their role in the units mission • acknowledge and reinforce exceptional work or dedication • evaluate subordinates potential for development • provide subordinates with assistance or resources to address issues or further strengths • empower subordinates to identify and solve issues on their own so they are more self-reliant • identify issues before they become significant problems • identify and pre-empt causes of sub-standard performance |
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What is developmental counseling categorized by? |
By the purpose if the session |
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What enables the leader to adapt the Counseling session to the individual subordinate's needs in order to achieve desired outcomes and manage expectations? |
Understanding the purpose and types of counsing |
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Is Counseling a one-size-fits-all endeavor? |
No; it is a shared effort between the leader and subordinate |
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What are the three major categories of developmental counseling? |
Event counseling Performance counseling Professional growth counseling |
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What provides a useful framework for leaders to prepare for counseling? |
DA Form 4856 (Developmental Counseling Form) |
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Regardless of the purpose or topic of the sounseling session what should leaders follow? |
Leaders should follow a basic format for preparation, execution, and follow-up |
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What helps leaders organize the relevant issues to discuss during counseling sessions? |
DA Form 4856 (Developmental Counseling form) |
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What does an event-oriented counseling involve? |
A specific event or situation |
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What are seven examples of event counseling? |
• specific instances of superior or substandard performance • reception and integration counseling • crisis counseling • referral counseling • promotion counseling • transition counseling • adverse separation counseling |
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What are some examples of the types of event a leader should do an event counseling prior to or just after? |
• participating in promotion boards • attending training courses • preparing for deployment • redeployment • noteworthy duty performance • an issue with lerformance • mission accomplishment • a personal issue |
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What does the leader use the specific instance counseling session to convey? |
To convey to the subordinate whether or not the performance met the standard and what the subordinate did right or wrong |
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When should a leader conduct counseling for specific performance? |
As close to the event as possible |
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What are the eight actions leaders are required to take when counseling a subordinate for specific performance? |
• explain the purpose of the counseling- what was expected and how the subordinate exceeded or failed to meet the standard • remain neutral • address and explain the specific behavior or action- do not address the subordinate's character • explain the effects of the behavior, action or performance on the rest of the organization • actively listen to the subordinate's responses • if failing to meet the standard, teach the subordinate how to meet the standard • be prepared to conduct personal counseling, since failure to meet the standard may be the result of an unresolved personal issue • explain how developing an individual development plan will improve performance. Continue to assess and follow up on the progress. Adjust the plan as necessary. |
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What helps ensure that the subordinate knows and consistently achieves the standard? |
Corrective training |
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Who should leaders always counsel? |
Subordinates who do not meet the standard |
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What should happen if the subordinate's performance is unsatisfactory because of a lack of knowledge or ability? |
The leader and subordinate can develop a plan for umprovement |
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What does corrective training help ensure? |
That the subordinate knows and consistently achieves the standard |
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What are the two important purposes of reception and integration counseling? |
• it identifies and helps alleviate any issues or concerns that new members may have • it familiarize new team members with organizational standards, roles, and assignments |
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What discussion points should reception and integration counseling include? |
• Organizational history, structure, and mission • organizational standards • organizational policies • chain of command familiarization • NCO support channel familiarization • Key Leader contact information • soldier programs within the organization. Such as Soldier of the Month/Quater/Year • security and safety issues • on and off duty conduct • off limits and danger areas • personnel procedures • initial and special clothing issues • on and off post recreational, educational, cultural, and historical opportunities • support activities functions and locations • Foreign nation or host nation orientation • other items of interest as determined by the leader of organization |
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What is the purpose of crisis counseling? |
Getting a soldier or employee through a period of shock after receiving negative news |
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What does crisis counseling focus on? |
On the subordinate's immediate short term needs |
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How can leaders assist their subordinates during a crisis counseling? |
By listening and providing appropriate assistance such as onmbtaining emergency funding for transportation or putting them in contact with a chaplain |
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What does referral counseling help subordinates work through? |
A personal situation that may affect performance |
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What foes referral counseling aim at preventing? |
Preventing a challenge or issue from becoming unmanageable for the subordinate |
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When should a referral counseling occur? |
When issues are beyond the capability or expertise of a subordinate's leaders |
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Who must leaders counsel for promotion IAW Army regulations? |
For all specialists, corporals, and Sergeants who are eligible for advancement without waivers IAW AR 600-8-19 |
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What soldiers does transition counseling assist? |
Soldiers who are demobilizing, sparating, or retiring from active duty |
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What does transition counseling prepare soldiers for? |
For employment, education, and other post service opportunities and benefits |
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Who will assist subordinates with transition activities? |
Leaders and the servicing army career and alumni program (ACAP) office |
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What army regulation should be cited on a adverse separation counseling? |
AR 635-200 Active Duty Enlisted Administrative Separations |
