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COUNSELLING PROCESS Flashcards

1
Q

What does ATP 6-22.1 cover?

A

A: The Counseling Process.

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2
Q

What is Counseling?

A

Counseling is the process used by leaders to review the demonstrated performance and potential.

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3
Q

What is one of the most important leadership and professional development responsibilities?

A

Counseling.

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4
Q

What is the Army’s most important tool for developing future leaders at every level?

A

Developmental counseling.

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5
Q

What must Army leaders understand about effective counseling?

A

A: It helps achieve desired goals and effects, manages expectations, and improves the organization.

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6
Q

Why should Leaders emphasize routine counseling?

A

A: To reinforce positive behavior and superior performance.

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7
Q

What enables the leader to adapt the counseling session to the individuals to achieve desired outcomes and manage expectations?

A

A: Understanding the purpose and types of counseling.

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8
Q

What are the three major categories of developmental counseling?

A

A: 1. Event counseling.

  1. Performance counseling.
  2. Professional growth counseling.
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9
Q

What provides a useful framework for Leaders to prepare for counseling?

A

A: DA Form 4856 (Developmental Counseling Form)

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10
Q

Regardless of the purpose or topic of the counseling session what should Leaders follow?

A

A: leaders should follow a basic format for preparation, execution, and follow-up.

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11
Q

What does an Event-oriented counseling involve?

A

A: a Specific Event or Situation.

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12
Q

What are some examples of event counseling?

A

A: 1. Crisis counseling.

  1. Referral counseling.
  2. Promotion counseling.
  3. Transition counseling.
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13
Q

What are some examples of the types of events a Leader should do an event Counseling for?

A

A: 1. Promotion Boards.

  1. Attending Training Courses.
  2. Preparing for deployment.

5 Duty Performance.

  1. An Issue with Performance.
  2. Mission Accomplishment.
  3. A Personal Issue.
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14
Q

What does the leader use the specific instance counseling session to convey?

A

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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15
Q

When should a Leader conduct counseling for specific performance?

A

A: As Close to the Event as Possible.

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16
Q

What are the eight actions Leaders are required to take when counseling a subordinate for specific performance?

A

A: 1. Explain the purpose of the counseling.

  1. Remain neutral.
  2. Address and explain the specific behavior or action.
  3. Explain the effect of the behavior, action, or performance on the rest of the organization.
  4. Actively listen to the subordinate’s responses.
  5. If failing to meet the standard, teach them to meet the standard.
  6. Be prepared to conduct personal counseling.
  7. Explain how to develop an individual development plan.
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17
Q

What helps ensure that the subordinate knows and consistently achieves the standard?

A

A: Corrective Training.

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18
Q

Who should Leaders always counsel?

A

A: Subordinates who do Not Meet the Standard.

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19
Q

What should happen if the subordinate’s performance is unsatisfactory because of a lack of knowledge or ability?

A

A: The Leader and Subordinate can Develop a Plan for Improvement.

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20
Q

What does corrective training help ensure?

A

A: That the Subordinate Knows and Consistently Achieves the Standard.

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21
Q

What are the two important purposes of reception and integration counseling?

A

A: 1. It identifies and helps alleviate any issues or concerns that new members may have, including any issues resulting from the new duty assignment.

  1. It familiarizes new team members with organizational standards, roles, and assignments.
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22
Q

What discussion points should reception and integration counseling include?

A

A: 1. history, structure, and mission.

  1. Organizational standards, policies.
  2. Chain of command.
  3. NCO support channel.
  4. Key leader contact information.
  5. Soldier programs. such as Soldier of the Month, Quarter, Year.
  6. Security and safety.
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23
Q

What is the purpose of crisis counseling?

A

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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24
Q

What does crisis counseling focus on?

A

A: short-term needs.

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25
Q

How can Leaders assist their subordinates during a crisis counseling?

A

A: providing appropriate assistance such as obtaining emergency funding for transportation or putting them in contact with a chaplain.

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26
Q

What does referral counseling help subordinates work through?

A

A: a personal situation that may affect performance.

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27
Q

What does referral counseling aim at preventing?

.

A

What does referral counseling aim at preventing?

A: Aims at preventing an issue from becoming unmanageable for the subordinate.

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28
Q

When should a referral counseling occur?

A

A: When the issues are beyond the capability of a subordinate’s leaders.

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29
Q

Who must Leaders counsel for promotion IAW with Army Regulations?

A

A: all specialists, corporals, and sergeants who are eligible for advancement without waivers IAW AR 600-8-19.

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30
Q

Which Soldiers does transition counseling assist?

A

A: Soldiers who are separating, or retiring from active duty.

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31
Q

What does transition counseling prepare Soldiers for?

A

A: For employment, education, and other benefits.

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32
Q

Who will assist subordinates with transition activities?

A

A: Leaders and the servicing Army Career and Alumni Program (ACAP) office.

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33
Q

What Army Regulation should be cited on a adverse separation counseling?

A

A: AR 635-200 Active Duty Enlisted Administrative Separations.

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34
Q

What should an adverse separation counseling inform the Soldier?

A

A: of the administrative actions available to the commander in the event substandard performance continues. (see AR 635-200).

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35
Q

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.

A

A: Leaders should notify the commander and the staff judge advocate.

36
Q

What should a Leader do when rehabilitative efforts fail?

A

A: They should counsel the subordinate with a view towards separation.

37
Q

Why must the Leader complete a separation counseling?

A

A: It is a prerequisite to many administrative discharges.

38
Q

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

A

A: The unit First Sergeant or the Commander.

39
Q

What is the purpose of performance counseling?

A

A: to review a subordinate’s duty performance during a specified period.

40
Q

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

A

A: Performance objectives and clear standards for the next counseling period.

41
Q

What should the Leader focus on during the performance counseling?

A: The counseling focuses on the subordinate’s strengths, areas to improve, and potential.

A

A: focuses on the subordinate’s strengths, areas to improve, and potential.

42
Q

What Army Regulation governs NCOER counseling?

A

A: AR 623-3.

43
Q

What does performance counseling give Leaders the opportunity to establish and clarify?

A

A: Values, Attributes, and Competencies.

44
Q

What does professional growth counseling include?

A

A: Planning for the accomplishment of individual and professional goals.

45
Q

What should the leader and subordinate do during a professional growth counseling?

A

A: identify and discuss the subordinate’s strengths and weaknesses
create an individual development plan

46
Q

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

A

A: “A Pathway to Success” with short- and long-term goals and objectives.

47
Q

What should “A Pathway to Success” include?

A

A: Short- and Long-Term goals and Objectives.

48
Q

During discussion between the Leader and subordinate about short- and long-term goals and objectives what topics should be discussed?

A

A: The discussion includes opportunities for civilian or military schooling, future duty assignments, special programs, available training support resources, reenlistment options, and promotion opportunities and considerations.

49
Q

What does the documentation of short- and long-term goals and objectives develop?

A

A: An Individual Development Plan.

50
Q

What must counseling be for it to be effective?

A

A: a Shared Effort.

51
Q

During counseling what do Leaders assist their subordinates with?

A

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

52
Q

To achieve success, subordinates must be forthright in what?

A

A: In their commitment to improve.

53
Q

What do Leaders do once an individual development plan is agreed upon?

A

A: They support their Soldiers and civilians throughout the plan implementation and perform continued assessment.

54
Q

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

A

A: Yes;

55
Q

What will enhance personal effectiveness as a counselor?

A

A: Leader Self-Awareness and counseling style

56
Q

What are the five key characteristics of an effective counselor?

A

A: 1. Purpose.

  1. Flexibility.
  2. Respect.
  3. Communication.
  4. Support.
57
Q

What are the five qualities of an effective counselor?

A

A: 1. Respect for Subordinates.

  1. Self-Awareness.
  2. Cultural Awareness.
  3. Empathy.
  4. Credibility.
58
Q

How do self-aware Army leaders consistently develop and improve their own counseling abilities?

A

A: By studying human behavior, learning the kinds of problems that affect their followers, and developing their interpersonal skills.

59
Q

What are the general skills that Leaders will need in almost every counseling situation?

A

A: Active Listening, Responding, and Appropriate Questioning.

60
Q

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

A

A: Inconsistencies and Gaps in their story.

61
Q

What should the leader do if a Subordinate has Inconsistencies and gaps in their story?

A

A: The Leader should Ask more Questions.

62
Q

What does active listening help communicate to the subordinate during counseling?

A

A: Active listening communicates that the leader values the subordinate and enables reception of the subordinate’s message.

63
Q

What are the six key elements of active listening?

A

A: 1. Eye Contact.

  1. Body Posture.
  2. Head Nods.
  3. Facial Expressions.
  4. Verbal Expressions.
  5. Check for Understanding.
64
Q

What are some nonverbal indicators of the Leader or subordinate’s attitude during counseling?

A

A: 1. Interest, Friendliness, and Openness.

  1. Self-Confidence.
  2. Anxiety.
  3. Boredom.
  4. Defensiveness.
  5. Frustration.
65
Q

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

A

A: Leader responds Verbally and Nonverbally to show Understanding of the Subordinate.

66
Q

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.

67
Q

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

A

A: Counselors should use caution or avoid asking Focused Questions.

68
Q

What are some counseling errors that interfere with effective counseling?

A

A

A: 1. Dominating the counseling by Talking too much.

  1. Giving unnecessary or Inappropriate Advice.
  2. Not truly Listening.
  3. Improper Follow-Up.
69
Q

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

A

A: Refer the subordinate to an agency more qualified to help.

70
Q

Why might a leader be resistant or reluctant to counsel subordinates?

A

A: 1. has Never Been Counseled Previously.

  1. has had No Effective Role Modeling.
  2. may Not Understand How to conduct counseling.
  3. may Feel there is No Time to do counseling.
71
Q

Why may a subordinate be resistant to counseling?

A
  1. may be Embarrassed.
  2. Misunderstand the Intention.
  3. Disagree with the Leader’s Assessment.
  4. Subordinate may Not want to Change.
  5. May Blame the Leader.
  6. May Dislike being Held Accountable.
  7. May Defy Being Disciplined.
  8. may Not Respect or Trust the Leader.
72
Q

How can Leader resistance or reluctance to counsel be overcome?

A

A: Through preparation and improving counseling skills.

73
Q

What are the four stages of the counseling process?

A

A: 1. Identify the need for counseling.

  1. Prepare for counseling.
  2. Conduct the counseling session.
  3. Follow-Up.
74
Q

What are the seven areas for successful counseling during stage 2 of prepare for counseling?

A

A: 1. Select a Suitable place.

  1. Schedule the time.
  2. Notify the subordinate Well in Advance.
  3. Outline the components of the counseling session.
  4. Organize information and draft a plan of action.
  5. Plan the counseling strategy.
  6. Establish the right atmosphere.
75
Q

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

A

A: 1. Suggesting alternatives.

  1. Recommending.
  2. Persuading.
  3. Advising.
76
Q

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

A

A: 1. Corrective Training.

  1. Commanding.
77
Q

Describe how to use the corrective training technique?

A

A: Teach and assist the subordinate in attaining and maintaining the required standard.

78
Q

Describe how to use the commanding technique?

A

A: Order the subordinate to take a given course of action in clear, precise words.

79
Q

What are the four basic components of a counseling session?

A

A: 1. Open the session.

  1. Discuss the issues.
  2. Develop a plan of action.
  3. Record and close the session
80
Q

How should you open the session?

A

A: The leader makes the purpose clear and establishes a subordinate-centered setting as appropriate for the situation.

81
Q

What does a plan of action identify?

A

A: A plan of action identifies a method and pathway for achieving a desired result,

82
Q

How should you record the session?

A

A: by using DA Form 4856.

83
Q

What should Leaders do to close the session?

A

A: Leaders should close the session by asking the counseled subordinate to summarize key points and expectations based on the proposed plan of action.

84
Q

What should the Leader provide the subordinate during the closing of the session for the follow-up measures?

A

A: providing the subordinate with specific resources and time,

  • periodic assessments of the plan
  • additional referrals
  • schedule future meetings before dismissing the subordinate.
85
Q

Para 2-50 What should new Leaders or Leaders that do not have much experience counseling subordinates use as a quick Reference to prepare for a counseling session with their subordinates?

A

A: Table 2-2 from ATP 6-22.1 “The Summary of Counseling” Checklist.

86
Q

What are the three approaches to counseling?

A

A: 1. Nondirective.

  1. Directive.
  2. Combined.

ARMY (4 decks)

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