COUNSELING: The 4-Stage Process

Last week we focused on the whys of counseling in general and some specifics of event counseling. But what makes an effective counselor and what goes into effective cousneling? It’s a bit out of order logically, but Chapter 2 of ATP 6-22.1 has specific guidance on exactly how to handle that.

Counseling requires thought and preparation. And the four-step process outlined in doctrine provides leaders a simple, effective model. We suggest you pay close attention to figure 2-1. It sets up a highly effective model for most kinds of counseling.

We think the whole process is so important we’re going to devote one day to each step this week.

As always, italics added for our emphasis, and […] indicates we cut out stuff we thought was fluff. And, as always: you’re smarter reading the publication yourself to be exactly sure

The major takeaways:

THE FOUR-STAGE COUNSELING PROCESS

1. Identify the need for counseling.

2. Prepare for counseling.

3. Conduct the counseling session.

4. Follow-up.

STAGE 1: IDENTIFY THE NEED FOR COUNSELING

• Success depends on the preparatory steps that the counselor takes before the counseling session.

• Develop a clear purpose,

• Have idea of possible outcomes that are desired.

• Be prepared for contingencies

Other important points:

• Counseling is an interactive and dynamic process where assessments and follow-on actions come from a trusted exchange between the counselor and individual receiving counseling.

• Army and organizational policies may direct the timing or focused elements of a counseling session

• Leaders may conduct developmental counseling whenever the need arises for focused, two-way open communication.

• For event counseling, the leader must confirm or seek new information and remain open to new assessments of the event and related goals or corrections.

Diving deep in the doctrinal details:

THE FOUR-STAGE COUNSELING PROCESS

2-24. Effective Army leaders use a four-stage counseling process:

• Identify the need for counseling.

• Prepare for counseling.

• Conduct the counseling session.

• Follow-up.

STAGE 1: IDENTIFY THE NEED FOR COUNSELING

2-25. The success of counseling depends on the preparatory steps that the counselor takes before the counseling session (formal or informal) occurs. The counselor must develop a clear purpose, have an assessment of the situation, and an idea of possible outcomes that are desired. However, counseling is an interactive and dynamic process where assessments and follow-on actions come from a trusted exchange between the counselor and individual receiving counseling. The counselor must consider desired outcomes during preparation or before conducting a counseling session. Counseling requires the leader to be informed and prepared for contingencies that may arise during the counseling session.

2-26. Army and organizational policies may direct the timing or focused elements of a counseling session, such as performance counseling associated with an evaluation or professional growth counseling. Leaders may conduct developmental counseling whenever the need arises for focused, two-way open communication aimed at a subordinate’s development. Developing subordinates consists of observing the subordinate’s performance, comparing it to established standards, and providing feedback through counseling. For event counseling, the leader must confirm or seek new information and remain open to new assessments of the event and related goals or corrections.

Prepare to be excellent at counseling: Take A Doctrine Deep Dive with a read of ATP 6-22.1