DEVELOPMENTAL COUNSELING DOCTRINE TRAINING PROGRAM - PowerPoint PPT Presentation

Title: DEVELOPMENTAL COUNSELING DOCTRINE TRAINING PROGRAM


1
DEVELOPMENTAL COUNSELING DOCTRINE TRAINING
PROGRAM
2
Agenda

• Intro./Leader Responsibilities/Leader as
  Counselor
• Counseling Skills/Techniques/Limitations/Approach
  es
• Counseling types/counseling process
• Counseling regulatory requirements
• The counseling form and NCOER counseling
  checklist
• Appendix B Leadership assessment
• Homework Leadership assessment/counseling
  test/ Study Background Information

3
HOUR 2 - Introduction to Developmental Counseling

• Leader Responsibilities/The Leader as a Counselor
• SGM Lester

4
Introduction to Developmental Counseling

• Developing subordinate leaders is one of the
  most important responsibilities of every leader
• Subordinates are not merely passive listeners
  they are actively involved in the process
• Shared effort to develop a plan of action
• Leader supports the plans implementation
  subordinate commits to improvement

5
New Doctrine Appendix C FM 22-100

• 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

6
Leader Responsibilities

• Leaders coach subordinates the same way sports
  coaches improve their teams
• Identifying weaknesses
• Setting goals
• Developing and implementing a plan of action
• Providing oversight and motivation throughout
  the process
• To be effective coaches leaders must understand
  the strengths, weaknesses and goals of
  subordinates
• Effective leaders who counsel properly can change
  the perception that counseling is a negative
  action

7
Characteristics of Effective Counseling

• Purpose Clearly define the purpose of
  counseling
• Flexibility Fit the style to the character of
  the subordinate and to the relationship desired
• Respect View subordinates as unique
  individuals, each with a distinct set of values,
  beliefs, attitudes
• Communication Establish open, two-way commo
  effective counselors listen more than speak
  
• Support Encourage subordinates with actions
  while guiding them through problem solving

8
The Leader as a Counselor (Qualities)

• Respect for subordinates
• Allow the subordinate to take responsibility for
  actions
• Self Awareness and cultural awareness
• Know yourself
• Know your subordinate
• Empathy
• Put yourself in the subordinates shoes
• Credibility
• If you lack credibility, you cant influence
  subordinates

9
HOUR 3 - Leader Counseling Skills

• Counseling Techniques/Leaders Limitations/Counsel
  ing Approaches
• SGM Lester

10
Leader Counseling Skills-Active Listening

• Eye contact
• Body posture
• Head nods
• Facial expressions
• Verbal expressions
• Silence

11
Nonverbal Indicators of a Subordinates Attitude

• Boredom
• Self-confidence
• Defensiveness
• Frustration
• Interest, friendliness, and openness
• Openness or anxiety

12
Leader Counseling Skills-Responding

• Respond verbally and nonverbally
• Summarizing
• Interpreting
• Clarifying
• Maintaining eye contact
• Occasional head nods

13
Leader Counseling Skills-Questioning

• Use this skill with caution
• Avoid interrogating
• Too many questions put the subordinate in a
  passive mode
• May cause the subordinate to become defensive
  
• Ask open-ended questions

14
Counseling Errors

• Talking too much not truly listening
• Giving unnecessary or inappropriate advice
• Projecting personal likes, dislikes, biases,
  prejudices
• Improper follow-up or lack of follow-up
  
• Inflexible counseling methods
• Loss of emotional control, rash judgements

15
Guidelines to Improve Counseling

• Determine subordinates role in the situation
  and what hes done to resolve the problem
• When asking questions, be sure that you need the
  info.
• Give the subordinate your full attention
• Encourage the subordinate to take the initiative
  
• Help the subordinate help himself
• More guidelines in FM 22-100, Figure C-2

16
Counseling Approaches

• Nondirective
• Directive
• Combined

17
Counseling Techniques-Nondirective/Combined
Approaches

• Suggesting alternatives
• Recommending
• Persuading
• Advising

18
Counseling Techniques-Directive Approach

• Corrective training
• Commanding

19
The Leaders Limitations

• Army leaders cant help everyone in every
  situation
• Recognize your limitations
• Refer subordinate to a more qualified person or
  agency
• Leaders should respect the right of a
  subordinate to contact a referral agency on his
  own
• Some referral agencies listed in FM 22-100,
  Figure C-3

20
HOUR 4 - Types of Developmental Counseling and
the Process

• Event Oriented Counseling/Performance and
  Professional Growth Counseling/The Counseling
  Process
• SGM Paul

21
Types of Counseling

• Event-Oriented
• Specific instances of superior or substandard
• performance
• Reception and integration counseling
• Crisis counseling
• Referral counseling
• Promotion counseling
• Separation counseling

22
Counseling for Specific Instances (Event Oriented)

• Conduct it as close to the event as possible
• May precede or follow the event
• Check yourself--How often do you counsel for
  superior performance?
• Corrective training ends when the subordinate
  can achieve the standard
• See FM 22-100, para. C-31 for actions to take
  when counseling for a specific performance

23
Reception and Integration Counseling (Event
Oriented)

• Should begin immediately upon arrival so new
  members quickly integrate into the unit
• Identify and fix problems or concerns the new
  member has
• Lets the new member know unit standards and how
  he fits into the team
• Sends the message that the chain of command
  cares
• See FM 22-100, Figure C-4, RI counseling points

24
Other Event Oriented Counseling Situations

• Crisis Counseling
• Listening is important here use referral
  agencies for support
• Referral Counseling
• Preventive counseling before the situation
  becomes a bigger problem
• Promotion Counseling
• Eligible for advancement without waiver, but not
  recommended
• Adverse Separation Counseling
• Informs on consequences associated with continued
  substandard performance

25
Types of Counseling (Continued)

• Performance/Professional Growth
• What does this counseling session address?
• Short Term lt 1 year (Performance/Personal
  Goals)
• Long Term 2-5 years (Professional Growth)

26
Performance Counseling

• Periodic review of duty performance
• Jointly establish performance objectives and
  standards for the next period
• Focus on the future and the subordinates
  strengths, weaknesses and potential
• NCOER and OER counseling requirement
• Establish attainable goals and teach
  subordinates how to achieve them

27
Professional Growth Counseling

• Planning to accomplish individual and
  professional goals
• Assists subordinates in achieving organizational
  and individual goals
• Review and identify strengths and weaknesses and
  create a plan of action
• Discuss and develop a pathway to success
• Specific COAs must be tailored to each
  individual

28
Types of Counseling (Conclusion)

• These types are not separate, distinct, or
  exhaustive
• Different types may be combined into one
  counseling session
• Consult with appropriate regulations for
  counseling requirements--more on that later
• Regardless of the topic, leaders should follow
  the same process to prepare for and conduct the
  session

29
The Counseling Process

• Identify the need for counseling
• Event-oriented 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.

30
Stages of the Counseling Process

• Identify the need for counseling
• Event-oriented 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
• Establish the right atmosphere

31
Stages of the Counseling Process (Continued)

• Conduct counseling
• Open the session
• Discussing the issues
• Developing the plan of action
• Recording and closing the session

32
Stages of the Counseling Process (Conclusion)

• Follow up
• Leader Responsibilities
• Providing the teaching, coaching, and mentoring
  needed
• Assess the Plan of Action

33
Desired End state of a Counseling Session

• Develop a subordinate-centered Plan of Action
• Tie expectations to performance objectives
• Tie expectations to appropriate standards
• Achieves unit and individual goals
• Develops a Pathway to Success

34
HOUR 5 - Counseling Requirements

• AR 600-20/AR 635-200/AR 600-8-19/AR 623-205/AR
  600-9
• SGM Lester

35
AR 600-20 (Command Policy) Counseling Requirements

• AR 600-20, Paragraph 2-3, dated 13 May 2002
• Commanders will ensure that all members of their
  command receive timely performance counseling
• Unit commanders will determine the timing and
  specific methods used to provide guidance and
  direction through counseling
• All commanders will ensure that their
  subordinate commanders implement and maintain an
  effective performance counseling program

36
AR 635-200 (Enlisted Personnel) Counseling
Requirements

• AR 635-200, Chapter 1, paragraph 1-16, and
  Chapters 4, 8, and 13, dated 1 November 2000
• Commanders will ensure that adequate counseling
  and rehabilitative measures are taken before
  initiating separation proceedings
• At least one formal counseling session is
  required before separation proceedings may be
  initiated
• Counseling will be comprehensive and waiver of
  the counseling requirement is not authorized

37
AR 600-8-19 (Enlisted Promotions) Counseling
Requirements

• AR 600-8-19, Paragraph 1-26, dated 13 September
  2002
• Appropriate commander or his designee (such as
  the first senior NCO in the chain of command)
  will counsel soldiers who are eligible for
  promotion to PV2 through SSG without a waiver
  (fully qualified) but not recommended in writing
• Counseling will
• Take place when SM attains initial eligibility,
  and
• Periodically (at least every three months) and
• Include why the SM was not recommended and what
  can be done to correct deficiencies or qualities
  which lack promotion potential

38
AR 623-205 (NCOER) Counseling Requirements

• AR 623-205, Paragraph 2-9, dated 15 May 2002
• The raters role is that of evaluation, focusing
  on performance and performance counseling
• The DA Form 2166-8-1 is mandatory for use by the
  rater when counseling NCOs
• Rater will counsel the rated NCO on his or her
  duty performance and professional development
  throughout the rating period

39
AR 600-9 The Army WeightControl Program

• AR 600-9, Paragraph 20a, dated 1 September 1986
• Identification and counseling of overweight
  personnel is required
• Paragraph 21b
• The weight reduction counseling can be
  accomplished prior or shortly after entry into a
  (weight control) program.

40
HOUR 6 - Counseling Forms

• DA Form 4856-E/DA Form 2166-8-1/Career
  Maps/Counseling Website
• SGM Patterson

41
Lester, James T.
SGT
123-45-6789
6 SEP 02
UNIT NAME
SFC Paul, Joseph/PSG
This is your Reception and Integration
Counseling. You are being assigned as 4th Squad
Leader, 1st Platoon. In addition, this is your
Initial Counseling along with your NCOER
Counseling Checklist to support your NCOER.
42
PART III - SUMMARY OF COUNSELING
Complete this section during or immediately
subsequent to counseling.
Key Points of Discussion
o Finances (PCS Entitlements, Leaves)
o Housing, Child care Center
o Family Readiness Group
o Discuss duty and responsibility to train,
lead, and develop squad
o Standards- setting and enforcing
43
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)
44
(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)
o Provide spouse with Family Readiness Group
contact info. and encourage her to attend the
next meeting.
o Review Unit METL and Command Policies by
Monday, and SOPs by the end of next week.
o Conduct joint inventory of squad equipment
within 20 days.
o Review leaders book from previous squad leader
within 2 weeks.
o Conduct open discussion with squad members next
week.
o Conduct initial counseling on each squad
member within 30 days.
DA FORM 4856-E (Reverse)
45
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
Jim T. Lester 6 Sep 02
Signature of Individual counseled
_________________________________________________
Date________________
Leader Responsibilities
(Leaders responsibilities in implementing the
plan of action)
Signature of Counselor _________________________
________________________ Date
_______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment
individual counseled and provides useful
information for follow-up counseling)
Note Both the counselor and the individual
counseled should retain a record of the
counseling.
DA FORM 4856-E (Reverse)
46
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)
Leader Responsibilities (Leaders
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
(Leaders 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)
47
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
Jim T. Lester 6 Sep 02
Signature of Individual counseled
_________________________________________________
Date________________
Leader Responsibilities
(Leaders responsibilities in implementing the
plan of action)
Introduce to squad members. Reinforce and
explain job description. Provide soldier with a
copy of the updated rating scheme and alert
roster. Provide a list of reference material to
assist soldier in preparation for NCO of the
Month, Audie Murphy, and Promotion Board.
Afford time to review policies and SOPs. Assist
in resolving any problems that may develop.
Schedule and administer a diagnostic APFT. I
will check back in 30 days to ensure all your
soldiers have been counseled. Supervise squad
inventory of equipment. Coordinate for class
with Supply SGT on accountability and
responsibility. Provide with information on
next FRG meeting.
Joseph J. Paul 6 Sep 02
_______________________
Signature of Counselor _________________________
________________________ Date
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment
individual counseled and provides useful
information for follow-up counseling)
Note Both the counselor and the individual
counseled should retain a record of the
counseling.
DA FORM 4856-E (Reverse)
48
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)
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
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)
Individual counseled remarks
Signature of Individual Counseled
_________________________________________ Date
_____________________
Leader Responsibilities
(Leaders 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)
49
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
Jim T. Lester 6 Sep 02
Signature of Individual counseled
_________________________________________________
Date________________
Leader Responsibilities
(Leaders responsibilities in implementing the
plan of action)
Introduce to squad members. Reinforce and
explain job description. Provide soldier with a
copy of the updated rating scheme and alert
Roster. Provide a list of reference material to
assist soldier in preparation for NCO of the
Month, Audie Murphy, and Promotion Board.
Afford time to review policies and SOPs. Assist
in resolving any problems that may develop.
Schedule and administer a diagnostic APFT. I
will check back in 30 days to ensure all your
soldiers have been counseled. Supervise squad
inventory of equipment. Coordinate For class
with Supply SGT on accountability and
responsibility. Provide with info. on next FRG
meeting.
Joseph J. Paul 6 Sep 02
_______________________
Signature of Counselor _________________________
________________________ Date
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment
individual counseled and provides useful
information for follow-up counseling)
Assessments done on
03 OCT 02 JTL/JTP ,
04 NOV 02 JTL/JTP
On 26 SEP 02, observed SGT Name conducting a
squad equipment inventory. He made the necessary
correction, signed for and accepted
responsibility for the squad equipment. On 02 OCT
02, SGT Name took a diagnostic APFT and scored
220 with a score of 65 on the run.
04 OCT 02 SGT Name attended the unit Family
Support Group meeting with spouse. 07 OCT 02
reviewed SGT Name's squad initial counseling
packets. Quality counseling was done.
06 NOV 02 reviewed SGT Name's squad SRP packets
and they meet the standards. SGT Name did a
super job in conducting section PT during the
week of 12-15 NOV 02. 28 NOV 02 SGT Name took an
additional diagnostic APFT to assess his
individual PT program and increased his score on
the run by 20 points.
6 DEC 02
Joseph J. Paul
Jim T. Lester
______________
Counselor __________________________________
Individual Counseled___________________________
Date of Assessment
Note Both the counselor and the individual
counseled should retain a record of the
counseling.
50
NCO COUNSELING CHECKLIST/RECORD For use of this
form, see AR 623-205 the proponent agency is
ODCSPER.
NAME OF RATED NCO
RANK DUTY POSITION
UNIT

HHC Lester,
James T. SGT
4th Squad Leader Your Unit
PURPOSE The primary purpose of counseling is to
improve performance and to professionally develop
the rated NCO. The best counseling is always
looking forward. It does not dwell on the past
and on what was done, rather on the future and
what can be done better. Counseling at the end of
the rating period is too late since there is no
time to improve before evaluation RULES 1.
Face-to-face performance counseling is mandatory
for all Noncommissioned Officers 2. This form
is for use along with a working copy of the
NCO-ER for conducting NCO performance counseling
and recording counseling content and dates. Its
use is mandatory for counseling all NCOs, CPL
through CSM. 3. Active Component. Initial
counseling must be conducted within the first 30
days of each rating period, and at least
quarterly thereafter. Reserve Components.(ARNG,
USAR). Counseling must be conducted at least
semiannually. There is no mandatory counseling
at the end of the rating period.
CHECKIST FIRST COUNSELING SESSION AT THE
BEGINNING OF THE RATING PERIOD
PREPARATION COUNSELING 1.
Schedule counseling session, notify rated NCO.
1. Make sure the rated NCO
knows rating chain. 2. Get copy of last duty
description used for rated NCOs duty
2. Show rated NCO the draft duty
description on your working position, a blank
copy of the NCO-ER, and the names of the new
copy of the NCO-ER. Explain all parts.
If rated NCO performed rating chain.
in position before, ask for any ideas to
make duty description 3. Update duty description
(see page 2). better 4. Fill
out rating chain and duty description on working
copy of 3. Discuss the meaning
of each value/responsibility in part IV
of NCO-ER, Parts II and III.NCO-ER. Use the
trigger words on NCO-ER, and
the 5. Read each of the values/responsibilities
in part IV of NCO-ER and expanded
definitions on pages 3 and 4 of this form to
help. the expanded definitions and examples on
page 3 and 4 of this form 4. Explain how
each value/responsibility applies to the
specific 6. Think how each value and
responsibility in Part IV of NCO-ER
duty position by showing or telling your
standards for success (a applies to the rated NCO
and his/her duty position.
meets standards rating). Use examples
on pages 3 and 4 of this Note Leadership and
training may be more difficult to apply than the
form as a start point. Be specific so the
rated NCO really knows other values/responsibiliti
es when the rated NCO has no
whats expected. subordinates. Leadership is
simply influencing others in the
5. When possible, give specific examples of
excellence that accomplishment of the mission and
that can include peers and could
apply. This gives the rated NCO something
special to superiors. It also can be applied
directly to additional duties and
strive for. Remember that only a few achieve
real excellence and other areas of Army community
life. Individual training is the
that real excellence always includes specific
results and often responsibility of all NCOs
whether or not there are subordinates.
includes accomplishments of subordinates. Every
NCO knows something that can be taught to others
and should 6. Give rated NCO the opportunity
to ask questions and make Be involved in some way
in a training program.Suggestions. 7. Decide
what you consider necessary for success (a
meets standards rating) for each
value/responsibility. Use the examples listed on
page 3 and 4 of this form as a guide in
developing your
 
51
COUNSELING

4. Ask rated NCO for ideas, examples and
opinions on what 1. Go over each part of
the duty description with rated NCO. has
been done so far and what can be done better.
(This step Discuss any changes, especially to the
area of special emphasis. can be done
first or last). 2. Tell rated NCO how he /
she is doing. Use your success standards as a
guide for the discussion (the examples on pages 3
BEFORE THE NCO DEPARTS THE COUNSELING
SESSION and 4 may help). First, for each
value/responsibility, talk about what 1.
Record counseling date on this form. has happened
in response to any discussion you had during the
last 2. Write any additional key points that
came up during the counseling session
(remember, observed action, demonstrated
counseling session on this form. behavior and
results). Second, talk about what was done well.
Third, 3. Show key points to rated NCO and
get his/her initials. talk about how to do
better. The goal is to get all NCOs to be
4. Save NCO-ER with this checklist for next
counseling successful and meet standards.session.

(Notes should make record NCO-ER preparation
easy 3. When possible, give examples of
excellence that could apply. at the end of the
rating period. This gives the rated NCO
something to strive for, REMEMBER, EXCELLENCE
IS SPECIAL, ONLY A FEW ACHIEVE IT!
Excellence includes results and often involves
subordinates.
COUNSELING RECORD/KEY POINTS MADE
INITIAL o Squad Leader duty description and
responsibilities to include to train, lead, and
develop the squad o Leaders Book review o
Organizational and personal goals o See DA Form
4856, Integration and reception counseling

DATE 6 Sep 02
RATED NCOS INITIALS JTL
LATER o Conducted squad equipment inventory,
signed for and accepted responsibility for the
squad equipment o Completed quality squad
initial counselings o Discussed upcoming JRTC
rotation and additional appointment as Arms Room
NCOIC o See DA Form 4856, 2nd Quarterly
counseling
DATE
6 Dec 02 RATED NCOS INITIALS JTL
LATER
DATE
RATED NCOS
INITIALS
52
                                                
 
CMF 92 Career Development Model
YRS OF SVC
1-3
4-6
7-9
10-15
16-19
20-30
SSG
SFC
MSG 1SG
SGM CSM
DUTY ASSIGNMENT
ACTIVE COMPONENT/RESERVE COMPONENT DUTY/ DRILL
SERGEANT
FIRST SERGEANT
TEAM LEADER
SGL/INSTR   PLATOON SGT
SECTION SUPV

USAR ADVISOR
SECTION CHIEF
SQUAD LEADER
EQUIP SYS OPER
SHIFT SUPV 
SECTION CHIEF
STAFF NCO
BCT/AITPLDC
BNCOC
ANCOC
SERGEANTS MAJOR COURSE
INSTITUTIONAL TRAINING
      RECOMMENDED NCOES-RELATED COURSES
PRIOR TO PLDCEnglish CompositionBasic
MathematicsComputer Literacy  
PRIOR TO BNCOCCommunication SkillsPersonnel
SupervisionSL10/20 ACCPSpeech
PRIOR TO ANCOCPrinciples of ManagementEffective
WritingLeadership CounselingEffective
Communication
PRIOR TO SMCResearch Techniques
(Statistics)Human Resource ManagementTime
Management
Recommended
Battle Staff                                      
                                        NCO
Course 1SG Course
Recommended Reading Standard 10 Achieve Writing
Standard
Recommended Reading Standard 12 Achieve Writing
Standard
RECOMMENDED CMF-RELATED COURSES AND ACTIVITIES
SKILL LEVEL 10
SKILL LEVEL 20Human Growth DevelopmentReading
DevelopmentRole of Military
SKILL LEVEL 30Contemporary Moral
IssuesStress/Criss MgtCounseling Principles and
Practies
SKILL LEVEL 40 Accounting/Finance Personal
FinancePrinciples of BusinessEconomics
SKILL LEVEL 50
RECOMMENDCMF-RELATED CERTIFICATION OR DEGREE GOAL
AA/AS Applied Science in Management or Liberal
Arts                                              
                            BA/BS By the 19th
Year of ServiceBy the 11th Year of Service
                                                  
   
  The POC is SFC Weegmann at DSN 328-0177 or
COML (703) 428-0177. This page was last updated
on 10 December 2001.
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HOUR 7 - Introduction to Appendix B

• Performance Indicators/Leadership
  Dimensions/Leadership Assessment/Counseling
  Workshop Test
• SGM Paul

60
FM 22-100 Appendix BPerformance Indicators

• Appendix B summarizes Leadership Dimensions
  discussed in Chapters 1-7
• Quick reference list of Performance Indicators
• Designed to use as a leadership assessment and
  counseling tool
• Self Leadership Assessment
• Subordinate Leadership Assessment
• NOT a list of bullets for NCOERs

61
FM 22-100 Appendix BPerformance Indicators
62
FM 22-100 Appendix BLeadership Dimensions

• A Leader must
• BE
• The values and attributes that shape a leaders
  character
• KNOW
• Your competence in everything from the technical
  side of your job to the people skills a leader
  requires
• DO
• How you apply what you know
• How you act and DO what you must
• Actions are the essence of leadership

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FM 22-100 Appendix BLeadership Assessment

• Honestly assess Leadership Dimensions that
  could be improved
• Design a plan that will Develop and Improve
  these Dimensions
• Establish Goal Timeline for Indicator
  Improvement
• Annotate in Plan of Action during counseling
  session
• Assess level of success of Leadership Growth
  and Development

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FM 22-100 Counseling Workshop Test

• Test
• Open Book Take Home
• Complete and Return on Day 3
• Study Background Information

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Summary

• Counseling
• Subordinate-centered
• Goal orientated

• Subordinate Centered Strategy
• Active Listening
• Responding
• Questioning

• The Session
• Open the Session
• Discuss the issue
• Develop POA
• Record Close

• The Process
• Identify the need
• Prepare
• Conduct
• Assessment

• Purpose
• To develop subordinates

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