the counseling system cpl 0206. individual profile high school graduate recruit training graduate ...
TRANSCRIPT
Individual Profile
High School Graduate Recruit Training Graduate School of Infantry MCT/MOS School Marine Barracks Washington
PURPOSE
The purpose of counseling is to ensure, by mutual understanding, that the efforts of leaders and their Marines are continuously directed toward increased unit readiness and effective individual performance.
MARINE CORPS ORDER: provides the
policy for the counseling program.
POLICY
States that counseling is a vital and essentialtool for developing juniors, improving
individual performance, and enhancing unit productivity.
POLICYMaintain as a part of traditional leadershipDevelop skills through continuing educationIncrease individual performance/productivityEnhance ability to improve their performanceCounsel with a new senior/junior relationship Conduct sessions on an individual basis (ranks)
FREQUENCYInitial counseling occurs within 30 daysL/Cpl’s and below receive follow-on
counseling every 30 days after ICS:
- what is expected
- brief session
- discuss strengths and weaknesses
FREQUENCY
Cpl’s through Col’s will receive follow-on counseling approximately 90 days after theICS and subsequent sessions every 6 months.
NOTE: Follow-on counseling can occur more frequently due to exceptional performance or unaccepted behavior.
BENEFITS
Senior’s expectations are understood.Junior knows where he/she stands
regarding performance.Increase unit effectiveness and
readiness.
There Are Common Elements To Both:
Both participants should prepare Follows a predetermined agenda Both should participate fully and actively
INITIAL COUNSELING SESSION (ICS)
Occurs whenever a new senior/junior relationship is established
Within 30 days after the start of the new senior/junior relationship.
ICS Accomplishes Several Objectives:
Make the senior’s expectations clear Ensure junior understand those expectations Set goals or targets, make plans to meet them Help junior understand your leadership style Achieve highest level of future performance Understands the mission/status of unit:
- assign primary/collateral duties
FOLLOW-ON SESSION
The purpose of these follow-on sessions is to
ensure that your Marines are on track.
It Should Accomplish The Following:
Deal with both strengths and weaknesses Reinforce successes and correct deficiencies Identify/analyze past performance problems Identify a mutually agreed upon solution Review progress of targets in past sessions Modify or add new targets, as appropriate
THE TYPES OF COUNSELING SESSIONS
Counseling sessions can be conducted in a variety of ways. They can be very formal, planned sessions, such as the initial and follow-on sessions. They can also be informal which are unplanned corrections of minor problems.
THERE ARE THREE TYPES OF COUNSELING SESSIONS:
1) DIRECTIVE:- Senior centered- Analyze situation/solution- Inexperienced or immature- Stressful / Non stressful- Senior has total control
The Three Types of Counseling Sessions:
2) NONDIRECTIVE:- Junior centered- Owns problem/solution- Help the junior to mature- Attitude problem- Non-stressful situation
The Three Types of Counseling Sessions:
3) COLLABORATIVE:
- Draws on direct/non direct
- Offers senior great flexibility
- Succeed if senior is accepted
The five parts of a counseling session apply toall formal sessions, both the initial and thefollow-on counseling sessions. The five parts are:
• PREPARATIONPREPARATION• OPENINGOPENING• MAIN BODYMAIN BODY• CLOSINGCLOSING• FOLLOW-UPFOLLOW-UP
PREPARATION Review and evaluate performance: - cover performance since last session - cover both good and bad performance Define objectives: - clear idea of what both want to accomplish - analyze performance problems - solutions to the problems - targets for next performance period
PREPARATION Set the agenda:
- follow sequence agreed upon
- start with positive comments
- senior decides type of counseling approach Time and place:
- scheduled way in advance
- no interruptions
- 45 minutes to one hour
PREPARATION
Setting:
- both parties are relaxed
- have a clear mind
- fresh air; room temperature
- seating arrangement
OPENING
Relaxed atmosphereUnderstand why they are holding the session:
- go over objectives and prepared agenda
- invite junior’s comments
MAIN BODY
Guide the discussion:
- ensure all objectives are met
- move around agenda if situation dictates
Encourage junior participation:
- concentrate on what is heard and seen
MAIN BODY
Agree on targets / plans for improvements:
- both have ideas on what targets should be
- challenging; may add or drop some
- junior understands and agrees
- resources are available
CLOSING
Review and summarize items discussed Ensure junior understands results of session End on a positive, encouraging note
FOLLOW-UP
Documentation:
- MCO 1610.12 recommends documentation
- punitive action for wayward Marines
- prevents accusations of harassment/unfairness
- use small leader’s notebook
- use only by the senior and junior
There are six techniques essential for an effective counseling session:
• SETTING TARGETSSETTING TARGETS• PROBLEM SOLVINGPROBLEM SOLVING• QUESTIONINGQUESTIONING• ACTIVE LISTENINGACTIVE LISTENING• GIVING FEEDBACKGIVING FEEDBACK• PLANNING FOR PLANNING FOR IMPROVEMENTIMPROVEMENT
SETTING TARGETSDefines what the junior will be expected to do asa result of the counseling session.
Stated as a resultStated as a result:: - to be achieved by a certain date- to be achieved by a certain dateMeasurableMeasurable:: - gauge progress toward targets; use as a guide- gauge progress toward targets; use as a guide - standards should be quantitative- standards should be quantitativeRealisticRealistic:: - don’t try to shoot for the moon- don’t try to shoot for the moon
SETTING TARGETS Challenging: - stretch - doing the uncomfortable until it becomes comfortable Must: - stated as a must; must stay committed Limited in number: - three to five
SETTING TARGETS
Set by the senior and the junior:
- junior participation in setting targets
Revised:
- situation dictates
PROBLEM SOLVING
Analyzes the junior’s performance problems and developing solutions to them. Senior’s knowledge and experience helps to definewhat the problem is , what is causing it, andhow to solve it.
PROBLEM SOLVING
Compare actual performance versus targeted
performance. Determine if junior is part of the problem
Obstacles impeding performance
QUESTIONING
Technique to draw the junior out or to clarify
what is said.Closed-end Questions: - answered with a yes or no
Open-end Questions: - usually begins with how and why - involves junior more deeply into discussion
QUESTIONING
Probing Questions:
- follow-up questions
- requires the junior to explain a thought
Interpretive Questions:
- clarify or amplify what the junior has said
ACTIVE LISTENING
Interpreting what the junior is saying and
observing what is being done.
Listen for threads of meaning:
- mentally summarize points being made
ACTIVE LISTENING
Distinguish between facts and opinions:
- Listen for changes: (Verbal cues)
1) tone of voice; rate of speech; hesitations
- Nonverbal cues:
1) avoids eye contact; slumping in chair
2) scowling; clenched fists
GIVING FEEDBACK
Lets the junior know what you think aboutperformance or summarizing what thesenior understands to be going on in themeeting.
• Deals with things that can be changed Deals with things that can be changed • It is timelyIt is timely• Satisfy the junior’s need, not yoursSatisfy the junior’s need, not yours
PLANNING FOR IMPROVEMENT
Developing a plan to build on the strengths of the junior to overcome shortcomings.
• Junior should play a role in developing a planJunior should play a role in developing a plan• Feels more committedFeels more committed