Counseling is the process used by leaders to review with a subordinate the subordinate’s demonstrated performance and potential. Counseling, one of the most important leadership and professional development responsibilities, enables Army leaders to help Soldiers and Army Civilians become more capable, resilient, satisfied, and better prepared for current and future responsibilities. Counseling is required of leaders and occurs at prescribed times. The related developmental processes of coaching and mentoring are done voluntarily. The Army’s future and the legacy of today’s Army leaders rests on the shoulders of those they help prepare for greater responsibility.

ATP 6-22.1, 1 July 2014, Chapter 1 Introduction

My first Religious Affairs Specialist was a great guy but had a chip on his shoulder when it came to NCOs. I conducted a series of formal and informal counseling sessions with him for about a year regarding this one issue. One day, he publicly expressed his disdain for our unit at a Newcomer’s Brief and I had to give him an Event Counseling. Our plan of action included a two page summary of the history of our unit.

I’m not sure why this turned him around. Maybe it was because I finally pulled the trigger and gave him an official negative counseling that woke him up (not the political “woke-ness” mind you). Or maybe he had realized his mistake and he knew that I knew too. I do like to think that our multiple counseling sessions and conversations finally opened his eyes to see himself more clearly. In any case, I can clearly point to that moment as his turning point to where he not only began to respect NCOs, but by the time he left our unit, I got to pin him as an NCO.

Development Counseling, if done well, can become one of your best tools to develop your Soldier. It is the basis of a developmental mentoring session where you can:

1. Establish your vision for your UMT
2. Set your expectation for your Soldier to follow
3. Develop baby steps to achieve a higher standard

If there is one thing that I’ve always stressed in my counseling is the idea that we are a team and that the work of the Religious Affairs Specialist is just as important as mine. Their conduct and attitudes, both in and out of uniform, can greatly impact the UMT’s ability to reach Soldiers in both good and bad ways. If Soldiers see that the 56M is developing and growing as a Soldier, it reflects well upon the leader, namely, the Chaplain.

Plan of Action

Be sure to develop a couple ideas for a plan of action. These should be clear and achievable within a short period of time. This will help a Soldier feel successful and feel that they are progressing.

Assessment

Be sure to fill out and sign the assessment. Without this assessment, the counseling is incomplete. I typically do this at the beginning of my next counseling. That way it is completed and counted as a legitimate counseling. You will do your Soldier a great disservice if you fail to complete the counseling. It also shows you were serious about the plan of action.

Some Final Tips on Developmental Counseling:

• Be CONSISTNT. It communicates to your Soldier that they are important.
• Focus on both the BAD and the GOOD. No need to go on a witch hunt but be sure to have a balanced view of your Soldier.
• LISTEN more than you speak. When appropriate, make it a dialogue rather than a monologue.
• Be as SPECIFIC as possible when speaking praises. Nothing is as disingenuous as a generic praise that is not rooted in facts. “You’re a great Soldier… because I said so.”

Counseling F.A.Q.s

How OFTEN should I conduct a Performance Counseling?

Typically Soldiers are to be counseled once a month. Technically, the Unit Commander determines the frequency.
AR 600-23 para 2-3 states that “Unit commanders will determine the timing and specific methods used to provide guidance and direction through counseling.”

Do I use counseling ONLY when my Soldier does something bad?

Absolutely not.

Regular counseling will be a blessing to your Soldier and it protects them especially if they are a consistent performer. If a Soldier is performing poorly, counseling provides a road map to perform better as a Soldier. Either that or it will help them along the path they are making for themselves.

What kind of Counseling Style should I adopt?

Counseling must be conversational. With that said, the following are characteristics for a Counselor according to ATP 6-22.1 para 2-3.

• Purpose: Clearly define the purpose of the counseling.
• Flexibility: Adapt the counseling approach to each subordinate, situation, and relationship.
• Respect: View subordinates as unique, complex individuals with distinct values, beliefs, and attitudes.
• Communication: Establish open, two-way communication with subordinates using verbal and nonverbal actions (such as body language or gestures). Effective counselors LISTEN more than they SPEAK.
• Support: Encourage subordinates through direction, guidance, and supportive actions.

Does the counseling have to be formal?

It depends on the circumstances.

Typically, the counseling session should be a discussion which an informal discussion might be more appropriate. However, if it is negative in nature, it is better to be formal and leave emotions out of it as much as possible. At the end of the day, the Soldier is expected to be a professional. Use your best judgment.

Recommended Publications

ADRP 6-22. Army Leadership. 1 August 2012.
AR 600-8. Military Personnel Management. 1 October 1989.
AR 600-8-19. Enlisted Promotions and Reductions. 30 April 2010.
AR 623-3. Evaluation Reporting System. 5 June 2012.
AR 635-200. Active Duty Enlisted Administrative Separations. 6 June 2005.
AR 690-400. Chapter 4302 Total Army Performance Evaluation System. 16 October 1998. FM 27-10. The Law of Land Warfare. 18 July 1956.