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THE ARMY STUDY GUIDE > Counseling FM 6-22 Appendix > Flashcards

Counseling FM 6-22 Appendix Flashcards

1
Q

What does FM 6-22 Appendix B Cover?

A

Counseling

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2
Q

What FM covers Counseling?

A

FM 6-22 Appendix B

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3
Q

B-1 What is Counseling?

A

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

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4
Q

B-2 What is one of the most important leadership development responsibilities for Army leaders?

A

Developmental Counseling

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5
Q

B-2 What does The Army’s future and the legacy of today’s Army leaders rests on?

A

the shoulders of those they help prepare for greater responsibility

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6
Q

B-3 How is Developmental counseling categorized?

A

by the purpose of the session

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7
Q

B-3 What are The three major categories of developmental counseling?

A
  1. Event counseling
  2. Performance counseling
  3. Professional growth counseling
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8
Q

B-4 What does Event-oriented counseling involve?

A

a specific event or situation

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9
Q

B-4 What are six examples of Event Counseling?

A
  1. Instances of superior or substandard performance
  2. Reception and integration counseling
  3. Crisis counseling
  4. Referral counseling
  5. Promotion counseling
  6. Separation counseling
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10
Q

B-5 What does the leader use the Specific Instance counseling session to convey?

A

The leader uses the counseling session 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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11
Q

B-5 When should a Leader conduct a successful counseling for specific performance?

A

as close to the event as possible

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12
Q

B-5 How do Leaders maintain an appropriate balance for exceptional as well as substandard duty performance?

A

leaders should keep track of counseling for exceptional versus substandard performance to strike a balance between the two

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13
Q

B-6 Who should Leaders Always counsel?

A

subordinates who do not meet the standard

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14
Q

B-6 What should happen if the Soldier or civilian’s performance is unsatisfactory because of a lack of knowledge or ability?

A

The leader and subordinate will develop a plan for improvement

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15
Q

B-6 What does Corrective training help ensure?

A

that the subordinate knows and consistently achieves the standard

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16
Q

B-7 What Actions should a Leader take when counseling a subordinate for a specific performance?

A
  1. Explain the purpose of the counseling—what was expected, and how the subordinate failed to meet the standard
  2. Address the specific unacceptable behavior or action—do not attack the person’s character
  3. Explain the effect of the behavior, action, or performance on the rest of the organization
  4. Actively listen to the subordinate’s response
  5. Remain neutral
  6. Teach the subordinate how to meet the standard
  7. Be prepared to do some personal counseling, since a failure to meet the standard may be related to or be the result of an unresolved personal problem
  8. Explain to the subordinate how 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
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17
Q

B-8 What are the two important purposes of Reception and integration counseling?

A
  1. It identifies and helps alleviate any problems or concerns that new members may have, including any issues resulting from the new duty assignment
  2. It familiarizes new team members with the organizational standards and how they fit into the team. It clarifies roles and assignments and sends the message that the chain of command cares
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18
Q

B-9 What discussion points should Reception and integration counseling include?

A
  1. Chain of command familiarization
  2. Organizational standards
  3. Security and safety issues
  4. NCO support channel
  5. On- and off-duty conduct
  6. Personnel/personal affairs/initial and special clothing issue
  7. Organizational history, structure, and mission
  8. Soldier programs within the organization, such as Soldier of the Month/Quarter/Year, and educational and training opportunities
  9. Off limits and danger areas
  10. Functions and locations of support activities
  11. On- and off-post recreational, educational, cultural, and historical opportunities
  12. Foreign nation or host nation orientation
  13. Other areas the individual should be aware of as determined by the leader
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19
Q

B-10 What is the purpose of Crisis Counseling?

A

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

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20
Q

B-10 What does Crisis counseling focus on?

A

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

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21
Q

B-10 How can Leaders assist their subordinates during a Crisis Counseling?

A

by listening and providing appropriate assistance

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22
Q

B-11 What does Referral counseling help subordinates work through?

A

a personal situation

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23
Q

B-11 What does Referral counseling aim at preventing?

A

it can prevent a problem from becoming unmanageable

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24
Q

B-12 Who must Leaders counsel for Promotion IAW with Army Regulations?

A

leaders must conduct promotion counseling for all specialists and sergeants who are eligible for advancement without waivers but not recommended for promotion to the next higher grade

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25
Q

B-13 What Army Regulation should be cited on a Adverse separation counseling?

A

AR 635-200 Active Duty Enlisted Administrative Separations

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26
Q

B-13 What should an Adverse separation counseling inform the Soldier?

A

it should include informing the Soldier of the administrative actions available to the commander in the event substandard performance continues and of the consequences associated with those administrative actions

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27
Q

B-13 What should a Leader do when an individual has engaged in serious acts of misconduct?

A

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

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28
Q

B-13 What should a Leader do when rehabilitative efforts fail?

A

They should counsel the subordinate with a view towards separation

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29
Q

B-13 Why must the Leader complete a Separation Counseling?

A

It is an administrative prerequisite to many administrative discharges

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30
Q

B-13 What is the final warning to the Soldier during an Adverse Separation counseling?

A

improve performance or face discharge

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31
Q

B-13 Who should counsel a Soldier to inform the Soldier of the notification requirements outlined in AR 635-200?

A

The unit First Sergeant or the Commander

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32
Q

B-14 What is the purpose of performance counseling?

A

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

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33
Q

B-14 What should the leader and subordinate jointly establish during the performance counseling?

A

performance objectives and standards for the next period

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34
Q

B-15 What should the Leader focus on during the performance counseling?

A

Do not Dwell on the Past, focus on the future: the subordinate’s strengths, areas of improvement, and potential

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35
Q

B-16 What army regulation governs NCOER Counseling?

A

AR 623-3

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36
Q

B-16 What is a mandatory requirement during a NCOER Counseling?

A

A face-to-face performance counseling between the Rater and the Rated NCO

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37
Q

B-17 What does Counseling at the beginning of and during the evaluation period ensure?

A

it ensures the subordinate’s personal involvement in the evaluation process

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38
Q

B-17 What is the purpose of Performance counseling?

A

Performance counseling communicates standards and is an opportunity for leaders to establish and clarify the expected values, attributes, and competencies

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39
Q

B-17 What should Army leaders ensure that performance objectives and standards are focused and tied to?

A

the organization’s objectives and the individual’s professional development

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40
Q

B-18 What does Professional growth counseling include?

A

planning for the accomplishment of individual and professional goals

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41
Q

B-18 What should the leader and subordinate do during a Professional Growth Counseling?

A

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

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42
Q

B-19 During professional growth counseling, the leader and subordinate may choose to develop what?

A

“A Pathway to Success”

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43
Q

B-19 What should “A Pathway to Success” include?

A

short- and long-term goals and objectives

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44
Q

B-21 What is the form used to counsel soldiers?

A

The Developmental Counseling Form, DA Form 4856

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45
Q

B-22 During developmental counseling what do Leaders assist their subordinates with?

A

Leaders assist their subordinates in identifying strengths and weaknesses and creating plans of action

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46
Q

B-22 What do Leaders do Once an individual development plan is agreed upon?

A

they support their Soldiers and civilians throughout the plan implementation and continued assessment

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47
Q

B-22 During Developmental Counseling what must subordinates do to achieve success?

A

subordinates must be forthright in their commitment to improve and candid in their own assessments and goal setting

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48
Q

B-23 Is the DA Form 4856 adequate to address civilian counseling concerning Army civilian misconduct or poor performance?

A

No; The servicing Civilian Personnel Office can provide guidance for such situations

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49
Q

B-24 What will enhance personal effectiveness as a counselor?

A

leader self-awareness and an adaptable counseling style focusing on key characteristics

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50
Q

B-24 What are the 5 Key Characteristics of an effective Counselor?

A
  1. Purpose
  2. Flexibility
  3. Respect
  4. Communication
  5. Support
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51
Q

B-24 Explain the Key Characteristic of Purpose?

A

Clearly define the purpose of the counseling

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52
Q

B-24 Explain the Key Characteristic of Flexibility?

A

Fit the counseling style to the character of each subordinate and to the relationship desired

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53
Q

B-24 Explain the Key Characteristic of Respect?

A

View subordinates as unique, complex individuals, each with a distinct set of values, beliefs, and attitudes

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54
Q

B-24 Explain the Key Characteristic of Communication?

A

Establish open, two-way communication with subordinates using spoken language, nonverbal actions, gestures, and body language. Effective counselors listen more than they speak

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55
Q

B-24 Explain the Key Characteristic of Support?

A

Encourage subordinates through actions while guiding them through their problems

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56
Q

B-25 What are the 4 Qualities of an effective counselor?

A
  1. respect for subordinates
  2. Self-awareness and cultural awareness
  3. Empathy
  4. Credibility
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57
Q

B-26 What is One challenging aspect of counseling?

A

selecting the proper approach to a specific situation

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58
Q

B-27 How do Self-aware Army leaders consistently develop and improve their own counseling abilities?

A

by studying human behavior, learning the kinds of problems that affect their followers, and developing their interpersonal skills

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59
Q

B-27 What are the general skills that leaders will need in almost every counseling situation?

A

active listening, responding, and questioning

60
Q

B-28 What does Active listening help communicate during counseling?

A

Active listening helps communicate reception of the subordinate’s message verbally and nonverbally

61
Q

B-28 What are the 5 Key elements of active listening?

A
  1. Eye Contact
  2. Body Posture
  3. Head Nods
  4. Facial Expressions
  5. Verbal Expressions
62
Q

B-28 What is important about Eye Contact during the counseling?

A

Maintaining eye contact without staring helps show sincere interest. Occasional breaks of eye contact are normal and acceptable, while excessive breaks, paper shuffling, and clock-watching may be perceived as a lack of interest or concern

63
Q

B-28 What is important about Body Posture during the counseling?

A

Being relaxed and comfortable will help put the subordinate at ease. However, a too-relaxed position or slouching may be interpreted as a lack of interest

64
Q

B-28 What is important about Head Nods during the counseling?

A

Occasionally head nodding indicates paying attention and encourages the subordinate to continue

65
Q

B-28 What is important about Facial Expressions during the counseling?

A

Keep facial expressions natural and relaxed to signal a sincere interest

66
Q

B-28 What is important about Verbal Expressions during the counseling?

A

Refrain from talking too much and avoid interrupting. Let the subordinate do the talking, while keeping the discussion on the counseling subject

67
Q

B-28 How do Leaders capture the message fully from their subordinates during a counseling session?

A

leaders listen to what is said and observe the subordinate’s manners

68
Q

B-29 What may indicate a subordinate’s priorities during a counseling session?

A

A subordinate’s opening and closing statements as well as recurring references

69
Q

B-29 What may indicate an avoidance by the subordinate of the real issue during a counseling session?

A

Inconsistencies and gaps in their story

70
Q

B-29 What should the leader do if a subordinate has Inconsistencies and gaps in their story?

A

The Leader should ask more questions

71
Q

B-30 What are some Nonverbal indicators of a subordinate’s attitude?

A
  1. Boredom
  2. Self-Confidence
  3. Defensiveness
  4. Frustration
  5. Interest, friendliness, and openness
  6. Anxiety
72
Q

B-30 What are some Nonverbal indicators of Boredom?

A
  1. Drumming on the table
  2. Doodling
  3. Clicking a ballpoint pen
  4. resting the head in the palm of the hand
73
Q

B-30 What are some Nonverbal indicators of Self-Confidence?

A
  1. Standing tall
  2. Leaning back with hands behind the head
  3. Maintaining steady eye contact
74
Q

B-30 What are some Nonverbal indicators of Defensiveness?

A
  1. Pushing deeply into a chair
  2. Glaring at the leader
  3. Making sarcastic comments as well as crossing or folding arms in front of the chest
75
Q

B-30 What are some Nonverbal indicators of Frustration?

A
  1. Rubbing eyes
  2. Pulling on an ear
  3. Taking short breaths
  4. Wringing the hands
  5. Frequently changing total body position
76
Q

B-30 What are some Nonverbal indicators of Interest, friendliness, and openness?

A

Moving toward the leader while sitting

77
Q

B-30 What are some Nonverbal indicators of Anxiety?

A

Sitting on the edge of the chair with arms uncrossed and hands open

78
Q

B-31 What are the two ways that a Leaders responds during a counseling session?

A

leader responds verbally and nonverbally to show understanding of the subordinate

79
Q

B-31 How should a Leader verbally respond during a counseling session?

A

A Leader’s Verbal responses should consist of summarizing, interpreting, and clarifying the subordinate’s message

80
Q

B-31 What would be a Leader’s Nonverbal responses during a counseling session?

A

Nonverbal responses include eye contact and occasional gestures such as a head nod

81
Q

B-32 When asking the subordinate questions during a counseling session what should the Leader avoid?

A

Counselors should use caution when asking focused questions, too many questions can aggravate and place the subordinate in a passive mode or they may think it an intrusion of privacy and become defensive

82
Q

B-32 How should a Counselor ask questions during a counseling session?

A

to obtain information or to get the subordinate to think deeper about a particular situation they should be something that must be answered without the subordinate being able to use a yes or no (use open-ended fact-finding questions)

83
Q

B-32 How do Well-posed questions by a counselor enhance a counseling session?

A

they deepen understanding, encourage further explanation, and help the subordinate perceive the counseling session as a constructive experience

84
Q

B-33 What are some counseling errors that interfere with effective counseling?

A
  1. Dominating the counseling by talking too much
  2. Giving unnecessary or inappropriate advice
  3. Not truly listening
  4. Projecting personal likes, dislikes, biases, and prejudices
  5. Rash judgments
  6. Stereotyping
  7. Losing emotional control
  8. Inflexible counseling methods
  9. Improper follow-up
85
Q

B-34 What should Leaders do when an issue is beyond their control while trying to assist and help a Soldier?

A

refer the subordinate to an agency more qualified to help

86
Q

Table B-1 What are some of the Agencies that can assist in solving problems?

A
  1. Adjutant General
  2. American Red Cross
  3. Army Community Service
  4. Army Substance and Abuse Program
  5. Better Opportunities for Single Soldiers
  6. Army Education Center
  7. Army Emergency Relief
  8. Career Counselor
  9. Chaplain
  10. Claims Section SJA
  11. Legal Assistance Office
  12. Community Counseling Center
  13. Community Health Nurse
  14. Community Mental Health Service
  15. Employee Assistance Program
  16. Equal Opportunity Office or Equal Employment Office
  17. Family Advocacy Office
  18. Finance and Accounting Office
  19. Housing Referral Office
  20. Inspector General Office
  21. Social Work Office
87
Q

Table B-1 How can the Adjutant General assist with in solving problems?

A

They provide personnel and administrative services support such as orders, ID cards, retirement assistance, deferments, and in-out processing

88
Q

Table B-1 How can the American Red Cross assist with in solving problems?

A

provides communications support between Soldiers and Families and assistance during or after emergency or compassionate situations

89
Q

Table B-1 How can the Army Community Service assist with in solving problems?

A

Assists Military Families through their information and referral services, budget and indebtedness counseling, household item loan closet, and information about other military posts

90
Q

Table B-1 How can the Army Substance and Abuse Program assist with in solving problems?

A

Provides alcohol and drug abuse prevention and control programs

91
Q

Table B-1 How can the Better Opportunities for Single Soldiers assist with in solving problems?

A

Serves as a Liaison between installation agencies and single Soldiers

92
Q

Table B-1 How can the Army Education Center assist with in solving problems?

A

Provides services for continuing education and individual learning services support

93
Q

Table B-1 How can the Army Emergency Relief assist with in solving problems?

A

Provides financial assistance and personal budget counseling, coordinates student loans through Army Emergency Relief education loan programs

94
Q

Table B-1 How can the Career Counselor assist with in solving problems?

A

Explains reenlistment options and provides current information on prerequisites for reenlistment and selective reenlistment bonuses

95
Q

Table B-1 How can the Chaplain assist with in solving problems?

A

Provides spiritual and humanitarian counseling to Soldiers and Army Civilians

96
Q

Table B-1 How can the Claims Section assist with in solving problems?

A

Handles claims for and against the government, most often those for the loss and damage of household goods

97
Q

Table B-1 How can the Legal Assistance Office assist with in solving problems?

A

Provides legal information or assistance on matters of contracts, citizenship, adoption, marital problems, taxes, wills, and powers of attorney

98
Q

Table B-1 How can the Community Counseling Center assist with in solving problems?

A

Provides alcohol and drug abuse prevention and control programs for Soldiers

99
Q

Table B-1 How can the Community Health Nurse assist with in solving problems?

A

Provides preventative health care services

100
Q

Table B-1 How can the Community Mental Health Service assist with in solving problems?

A

Provides assistance and counseling for mental health problems

101
Q

Table B-1 How can the Employee Assistance Program assist with in solving problems?

A

Provides health nurse, mental health service, and social work services for Army civilians

102
Q

Table B-1 How can the Equal Opportunity Office or Equal Employment Office assist with in solving problems?

A

Provides assistance for matters involving discrimination in race, color, national origin, gender, and religion. Provides information on procedures for initiating complaints and resolving complaints informally

103
Q

Table B-1 How can the Family Advocacy Office assist with in solving problems?

A

Coordinates programs supporting children and families including abuse and neglect investigation, counseling and education programs

104
Q

Table B-1 How can the Finance and Accounting Office assist with in solving problems?

A

Handles inquiries for pay, allowances, and allotments

105
Q

Table B-1 How can the Housing Referral Office assist with in solving problems?

A

Provides assistance with housing on and off post

106
Q

Table B-1 How can the Inspector General Office assist with in solving problems?

A

Renders assistance to Soldiers and Army Civilians. Corrects injustices affecting individuals and eliminates conditions determined to be detrimental to the efficiency, economy, morale, and reputation of the Army. Investigates matters involving fraud, waste, and abuse.

107
Q

Table B-1 How can the Social Work Office assist with in solving problems?

A

Provides services dealing with social problems to include crisis intervention, family therapy, marital counseling, and parent or child management assistance

108
Q

B-38 What are the three approaches to counseling?

A
  1. Nondirective
  2. Directive
  3. Combined
109
Q

What are the advantages of Non Directive approach?

A
  1. Encourages maturity
  2. Encourages open communication
  3. Develops personal responsibility
110
Q

B-38 What are the disadvantages of Non Directive approach?

A
  1. More time-consuming

2. Requires greatest counselor skills

111
Q

B-38 What are the advantages of directive approach?

A
  1. Quickest method
  2. Good for people who need clear, concise direction
  3. Allows counselors to use their experience
112
Q

B-38 What are the disadvantages of directive approach?

A
  1. Does not encourage subordinates to be part of the solution
  2. Tends to treat symptoms and not the problems
  3. Tends to discourage subordinates from talking freely
  4. Solution is the counselor’s, not the subordinate’s
113
Q

B-38 What are the advantages of Combined approach?

A
  1. Moderately Quick
  2. Encourages maturity
  3. Encourages open communication
  4. Allows counselors to use their experience
114
Q

B-38 What is the disadvantage the of Combined approach?

A

May take too much time for some situations

115
Q

B-39 What are the four counseling techniques that can be used during nondirective or combined approaches?

A
  1. Suggesting alternatives
  2. Recommending
  3. Persuading
  4. Advising
116
Q

B-39 Describe how to use the Suggesting Alternatives technique?

A

Discuss alternative actions that the subordinate may take. Leader and subordinate together decide which course of action is most appropriate

117
Q

B-39 Describe how to use the Recommending technique?

A

Recommend one course of action, but leave the decision to accept it to the subordinate

118
Q

B-39 Describe how to use the Persuading technique?

A

Persuade the subordinate that a given course of action is best, but leave the final decision to the subordinate. Successful persuasion depends on the leader’s credibility, the subordinate’s willingness to listen, and mutual trust

119
Q

B-39 Describe how to use the Advising technique?

A

Advise the subordinate that a given course of action is best. This is the strongest form of influence not involving a command

120
Q

B-40 What are the two counseling techniques that can be used during the directive approach to counseling?

A
  1. Corrective Training

2. Commanding

121
Q

B-40 Describe how to use the Corrective training technique?

A

Teach and assist the subordinate in attaining and maintaining the required standard. A subordinate completes corrective training when the standard is consistently attained

122
Q

B-40 Describe how to use the Commanding technique?

A

Order the subordinate to take a given course of action in clear, precise words. The subordinate understands the order and will face consequences for failing to carry it out

123
Q

B-41 What are the four stages in the counseling process?

A
  1. Identify the need for counseling
  2. Prepare for the counseling
  3. Conduct the Counseling
  4. Follow-up
124
Q

B-42 Describe stage 1: Identify the need for Counseling?

A

Determine the need for the counseling session: i.e. is it associated with an evaluation or command directed counseling; is it a developmental counseling which requires focused, two-way communication aimed at subordinate’s development

125
Q

B-43 Describe the 7 steps for stage 2: Prepare for Counseling?

A
  1. Select a suitable place
  2. Schedule the time
  3. Notify the subordinate well in advance
  4. Organize information
  5. Outline the counseling session components
  6. Plan the counseling strategy
  7. Establish the right atmosphere
126
Q

B-43 Explain step 1: Select a suitable place in stage 2: Prepare for Counseling?

A

Conduct the counseling in an environment that minimizes interruptions and is free from distracting sights and sounds

127
Q

B-43 Explain step 2: Schedule the time in stage 2: Prepare for Counseling?

A

When possible, counsel a subordinate during the duty day. Counseling after duty hours may be rushed or perceived as unfavorable. Generally, counseling sessions should last less than an hour

128
Q

B-43 Explain step 3: Notify the subordinate well in advance in stage 2: Prepare for Counseling?

A

The person to be counseled should know why, where, and when the counseling takes place. Counseling tied to a specific event should happen as closely to the event as possible.

129
Q

B-43 Explain step 4: Organize information in stage 2: Prepare for Counseling?

A

The counselor should review all pertinent information, including the purpose of the counseling, facts, and observations about the person to be counseled, identification of possible problems, and main points of discussion

130
Q

B-43 Explain step 5: Outline the counseling session components in stage 2: Prepare for Counseling?

A

Using the available information, determine the focus and specific topics of the counseling session. Note what prompted the counseling requirement, aims, and counselor role. Identify possible key comments and questions to keep the counseling session subordinate-centered and which can help guide the subordinate through the session’s stages

131
Q

B-43 Explain step 6: Plan the counseling strategy in stage 2: Prepare for Counseling?

A

Planning will use all the steps in preparing for counseling

132
Q

B-43 Explain step 7: Establish the right atmosphere in stage 2: Prepare for Counseling?

A

The right atmosphere promotes open, two-way communication between a leader and subordinate. To establish a more relaxed atmosphere, offer the subordinate a seat or a cup of coffee. If appropriate, choose to sit in a chair facing the subordinate since a desk can act as a barrier

133
Q

B-52 What are the four basic components of a counseling session?

A
  1. Opening the session
  2. Discussing the issues
  3. Developing a plan of action
  4. Recording and closing the session
134
Q

B-53 Explain basic component 1: Opening the session in stage 3: Conduct the Counseling Session?

A

counselor states the purpose and establishes a subordinate-centered setting

135
Q

B-54 Explain basic component 2: Discussing the issues in stage 3: Conduct the Counseling Session?

A

Leader and counseled individual should attempt to develop a mutual and clear understanding of the counseling issues and help the subordinate better understand the subject of the counseling session: duty performance, a problem situation and its impact, or potential areas for growth

136
Q

B-56 Explain basic component 3: Developing a plan of action in stage 3: Conduct the Counseling Session?

A

A plan of action identifies a method and pathway for achieving a desired result. It specifies what the subordinate must do to reach agreed-upon goals set during the counseling session. The plan of action must be specific, showing the subordinate how to modify or maintain his or her behavior

137
Q

B-57 Explain basic component 4: Recording and closing the session in stage 3: Conduct the Counseling Session?

A

summarize the key points and ask if the subordinate understands and agrees with the proposed plan of action. With the subordinate present, establish any follow-up measures necessary to support the successful implementation of the plan of action

138
Q

B-60 Describe stage 4: Follow up?

A

The counseling process does not end with the initial counseling session. It continues throughout the implementation of the plan of action, consistent with the observed results. Additional measures may include more focused follow-up counseling, informing the chain of command, and taking more severe corrective measures

139
Q

B-62 What 4 Qualities must a Leaders demonstrate to counsel effectively?

A
  1. Respect for subordinates
  2. Self and Cultural Awareness
  3. Credibility
  4. Empathy
140
Q

B-62 What 3 skills must Leaders possess to counsel effectively?

A
  1. Active Listening
  2. Responding
  3. Questioning
141
Q

B-62 What 6 common mistakes must leaders avoid when counseling?

A
  1. Personal Bias
  2. Rash judgments
  3. Stereotyping
  4. Losing emotional control
  5. Inflexible counseling methods
  6. Improper follow-up
142
Q

B-62 What are the 4 Counseling Processes?

A
  1. Identify the need for counseling
  2. Prepare for counseling
  3. Conduct the counseling session
  4. Follow up
143
Q

B-62 What are the 7 steps to prepare for counseling?

A
  1. Select a suitable place
  2. Schedule the time
  3. Notify the subordinate well in advance
  4. Organize information
  5. Outline the components of the counseling session
  6. Plan counseling strategy
  7. Establish the right atmosphere
144
Q

B-62 What are the 4 steps to conduct the counseling session?

A
  1. Open the session
  2. Discuss the issue
  3. Develop a plan of action (to include the leader’s responsibilities)
  4. Record and close the session
145
Q

B-62 What are the 2 parts of the Follow up?

A
  1. Support the plan of action implementation

2. Assess the plan of action

THE ARMY STUDY GUIDE (12 decks)

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