2. DEVELOPMENTAL COUNSELING DOCTRINE TRAINING PROGRAM

3. Agenda Intro./Leader Responsibilities/Leader as Counselor
Counseling Skills/Techniques/Limitations/Approaches
Counseling types/counseling process
Counseling regulatory requirements
The counseling form and NCOER counseling checklist
Appendix B – Leadership assessment
Homework – Leadership assessment/counseling test/ Study Background Information

4. HOUR 2 - Introduction to Developmental Counseling
Leader Responsibilities/The Leader as a Counselor

5. Introduction to Developmental Counseling
Developing subordinate leaders is one of the most important responsibilities of every leader
Subordinates are not merely passive listeners; they are actively involved in the process
Shared effort to develop a plan of action
Leader supports the plan’s implementation; subordinate commits to improvement

6. New Doctrine Appendix “C” FM 22-100
The Leader’s Responsibilities
The Leader as a Counselor
Leader Counseling Skills
The Leader’s Limitations
Types of Developmental Counseling
Approaches to Counseling
Counseling Techniques
The Counseling Process
The Developmental Counseling Form

7. Leader Responsibilities
Leaders coach subordinates the same way sports coaches improve their teams
Identifying weaknesses
Setting goals
Developing and implementing a plan of action
Providing oversight and motivation throughout the process
To be effective coaches leaders must understand the strengths, weaknesses and goals of subordinates
Effective leaders who counsel properly can change the perception that counseling is a negative action

8. Characteristics of Effective Counseling
Purpose: Clearly define the purpose of counseling
Flexibility: Fit the style to the character of the subordinate and to the relationship desired
Respect: View subordinates as unique individuals, each with a distinct set of values, beliefs, attitudes
Communication: Establish open, two-way commo; effective counselors listen more than speak
Support: Encourage subordinates with actions while guiding them through problem solving

9. The Leader as a Counselor (Qualities)
Respect for subordinates
Allow the subordinate to take responsibility for actions
Self Awareness and cultural awareness
Know yourself
Know your subordinate
Empathy
Put yourself in the subordinate’s shoes
Credibility
If you lack credibility, you can’t influence subordinates

10. HOUR 3 - Leader Counseling Skills
Counseling Techniques/Leader’s Limitations/Counseling Approaches

11. Leader Counseling Skills-Active Listening
Eye contact
Body posture
Head nods
Facial expressions
Verbal expressions
Silence

12. Nonverbal Indicators of a Subordinate’s Attitude
Boredom
Self-confidence
Defensiveness
Frustration
Interest, friendliness, and openness
Openness or anxiety

13. Leader Counseling Skills-Responding
Respond verbally and nonverbally
Summarizing
Interpreting
Clarifying
Maintaining eye contact
Occasional head nods

14. Leader Counseling Skills-Questioning
Use this skill with caution
Avoid interrogating
Too many questions put the subordinate in a passive mode
May cause the subordinate to become defensive
Ask open-ended questions

15. Counseling Errors Talking too much; not truly listening
Giving unnecessary or inappropriate advice
Projecting personal likes, dislikes, biases, prejudices
Improper follow-up or lack of follow-up
Inflexible counseling methods
Loss of emotional control, rash judgements

16. Guidelines to Improve Counseling
Determine subordinate’s role in the situation and what he’s done to resolve the problem
When asking questions, be sure that you need the info.
Give the subordinate your full attention
Encourage the subordinate to take the initiative
Help the subordinate help himself
More guidelines in FM , Figure C-2

17. Counseling Approaches
Nondirective
Directive
Combined

18. Counseling Techniques-Nondirective/Combined Approaches
Suggesting alternatives
Recommending
Persuading
Advising

19. Counseling Techniques-Directive Approach
Corrective training
Commanding

20. The Leader’s Limitations
Army leaders can’t help everyone in every situation
Recognize your limitations
Refer subordinate to a more qualified person or agency
Leaders should respect the right of a subordinate to contact a referral agency on his own
Some referral agencies listed in FM , Figure C-3

21. HOUR 4 - Types of Developmental Counseling and the Process
Event Oriented Counseling/Performance and Professional Growth Counseling/The Counseling Process

22. Types of Counseling Event-Oriented
Specific instances of superior or substandard
performance
Reception and integration counseling
Crisis counseling
Referral counseling
Promotion counseling
Separation counseling

23. Counseling for Specific Instances (Event Oriented)
Conduct it as close to the event as possible
May precede or follow the event
Check yourself--How often do you counsel for superior performance?
Corrective training ends when the subordinate can achieve the standard
See FM , para. C-31 for actions to take when counseling for a specific performance

24. Reception and Integration Counseling (Event Oriented)
Should begin immediately upon arrival so new members quickly integrate into the unit
Identify and fix problems or concerns the new member has
Lets the new member know unit standards and how he fits into the team
Sends the message that the chain of command cares
See FM , Figure C-4, R&I counseling points

25. Other Event Oriented Counseling Situations
Crisis Counseling:
Listening is important here; use referral agencies for support
Referral Counseling:
Preventive counseling before the situation becomes a bigger problem
Promotion Counseling:
Eligible for advancement without waiver, but not recommended
Adverse Separation Counseling:
Informs on consequences associated with continued substandard performance

26. Types of Counseling (Continued)
Performance/Professional Growth:
What does this counseling session address?
Short Term: < 1 year (Performance/Personal Goals)
Long Term: 2-5 years (Professional Growth)
Performance/Professional growth counseling really gets to the heart of Developmental Counseling. It addresses short & long term goals.

27. Performance Counseling
Periodic review of duty performance
Jointly establish performance objectives and standards for the next period
Focus on the future and the subordinate’s strengths, weaknesses and potential
NCOER and OER counseling requirement
Establish attainable goals and teach subordinates how to achieve them

28. Professional Growth Counseling
Planning to accomplish individual and professional goals
Assists subordinates in achieving organizational and individual goals
Review and identify strengths and weaknesses and create a plan of action
Discuss and develop a “pathway to success”
Specific COAs must be tailored to each individual

29. Types of Counseling (Conclusion)
These types are not separate, distinct, or exhaustive
Different types may be combined into one counseling session
Consult with appropriate regulations for counseling requirements--more on that later
Regardless of the topic, leaders should follow the same process to prepare for and conduct the session

30. The Counseling Process
Identify the need for counseling:
Event-oriented or performance/professional growth counseling
Prepare for counseling:
Select a suitable place, schedule the time, notify the subordinate well in advance, organize information, outline the counseling session components, plan your counseling strategy, and establish the right atmosphere.
Conduct counseling:
Open the session, discussing the issues, developing the plan of action, and recording and closing the session.
Follow up:
Providing the teaching, coaching, and mentoring needed.

31. Stages of the Counseling Process
Identify the need for counseling:
Event-oriented or performance/professional growth counseling
Prepare for counseling:
Select a suitable place
Schedule the time
Notify the subordinate well in advance
Organize information
Outline the counseling session components
Plan your counseling strategy
Establish the right atmosphere

32. Stages of the Counseling Process (Continued)
Conduct counseling:
Open the session
Discussing the issues
Developing the plan of action
Recording and closing the session

33. Stages of the Counseling Process (Conclusion)
Follow up:
Leader Responsibilities
Providing the teaching, coaching, and mentoring needed
Assess the Plan of Action

34. Desired End state of a Counseling Session
Develop a subordinate-centered Plan of Action
Tie expectations to performance objectives
Tie expectations to appropriate standards
Achieves unit and individual goals
Develops a “Pathway to Success”

35. HOUR 5 - Counseling Requirements
AR /AR /AR / AR /AR 600-9

36. AR 600-20 (Command Policy) Counseling Requirements
AR , Paragraph 2-3, dated 13 May 2002
Commanders will ensure that all members of their command receive timely performance counseling
Unit commanders will determine the timing and specific methods used to provide guidance and direction through counseling
All commanders will ensure that their subordinate commanders implement and maintain an effective performance counseling program

37. AR 635-200 (Enlisted Personnel) Counseling Requirements
AR , Chapter 1, paragraph 1-16, and Chapters 4, 8, and 13, dated 1 November 2000
Commanders will ensure that adequate counseling and rehabilitative measures are taken before initiating separation proceedings
At least one formal counseling session is required before separation proceedings may be initiated
Counseling will be comprehensive and waiver of the counseling requirement is not authorized

38. AR 600-8-19 (Enlisted Promotions) Counseling Requirements
AR , Paragraph 1-26, dated 13 September 2002
Appropriate commander or his designee (such as the first senior NCO in the chain of command) will counsel soldiers who are eligible for promotion to PV2 through SSG without a waiver (fully qualified) but not recommended in writing
Counseling will:
Take place when SM attains initial eligibility, and
Periodically (at least every three months) and
Include why the SM was not recommended and what can be done to correct deficiencies or qualities which lack promotion potential

39. AR 623-205 (NCOER) Counseling Requirements
AR , Paragraph 2-9, dated 15 May 2002
The raters role is that of evaluation, focusing on performance and performance counseling
The DA Form is mandatory for use by the rater when counseling NCOs
Rater will counsel the rated NCO on his or her duty performance and professional development throughout the rating period

40. AR 600-9 The Army Weight Control Program
AR 600-9, Paragraph 20a, dated 1 September 1986
Identification and counseling of overweight personnel is required
Paragraph 21b
The weight reduction counseling can be accomplished prior or shortly after entry into a (weight control) program.

41. HOUR 6 - Counseling Forms
DA Form 4856-E/ DA Form /Career Maps/Counseling Website

42. Lester, James T.
SGT
6 SEP 02
UNIT NAME
SFC Paul, Joseph/PSG
This is your Reception and Integration Counseling. You are being assigned as 4th Squad Leader, 1st Platoon. In addition, this is your Initial Counseling along with your NCOER Counseling Checklist to support your NCOER.

43. o Discuss duty position and review job description:
PART III - SUMMARY OF COUNSELING
Complete this section during or immediately subsequent to counseling.
Key Points of Discussion:
o Discuss duty position and review job description:
o Leader’s Book for 4th Squad:
o Personal and Family Issues:
o Personal and Organizational Goals:
o Finances (PCS Entitlements, Leaves)
o Housing, Child care Center
o Family Readiness Group
o Discuss duty and responsibility to train, lead, and develop squad
o Standards- setting and enforcing
o Duty rosters and training schedules
o Deployments and Exercises
o Unit Physical Fitness Program/unit fitness goal/diagnostic APFT
o Soldier Key Information
o Equipment Accountability and Maintenance
o Chain of Command/NCO Support Channel:
o Rating Chain/NCOER
o Alert/Recall Roster and Accountability
o Hand Receipts/Command Maintenance
o Professional Development
o Education (Civilian and Military)
o Career Enhancing Opportunities (NCO of the Month Board,
Audie Murphy Board)
o Short and Long Term Goals
o Unit Readiness
o Unit METL, Command Policies and SOPs
OTHER INSTRUCTIONS
This form will be destroyed
upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation
requirements and notification of loss of benefits/consequences see local directives and AR
DA FORM 4856-E, JUN 99
EDITION OF JUN 85 IS OBSOLETE

44. Plan of Action: (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific time line for implementation and assessment (Part IV below):

45. o Conduct joint inventory of squad equipment within 20 days.
Plan of Action:
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
o Provide spouse with Family Readiness Group contact info. and encourage her to attend the next meeting.
o Review Unit METL and Command Policies by Monday, and SOPs by the end of next week.
o Conduct joint inventory of squad equipment within 20 days.
o Review leaders book from previous squad leader within 2 weeks.
o Conduct open discussion with squad members next week.
o Conduct initial counseling on each squad member within 30 days.
o Visit the education center to look into next semester’s schedule.
o In support of long-term goal of promotion to SSG, work on weapons
qualification, PT, and civilian/military education.
o Study pertinent Army Regulations and FMs for board appearance.
o Verify squad’s SRP packets within 60 days.
o Tentatively schedule future monthly assessments.
o Prepare to take a diagnostic APFT within 30 days and prepare to conduct PT.
DA FORM 4856-E (Reverse)

46. Jim T. Lester 6 Sep 02 Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Jim T. Lester Sep 02
Signature of : Individual counseled _________________________________________________ Date:________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Signature of Counselor: _________________________________________________ Date:
_______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________ Individual Counseled:_________________ Date of Assessment:
______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)

47. Plan of Action:
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
Leader Responsibilities: (Leader’s responsibilities in implementing the plan of action):
Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Signature of Individual Counseled: _________________________________________ Date: _____________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Signature of Counselor: _________________________________________________ Date:
_______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
(Did the plan of action achieve the desired results? This section is completed by both the leader and the
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________ Individual Counseled:_________________ Date of Assessment:
______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)

48. Introduce to squad members. Reinforce and explain job description.
Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Jim T. Lester Sep 02
Signature of : Individual counseled _________________________________________________ Date:________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Introduce to squad members. Reinforce and explain job description.
Provide soldier with a copy of the updated rating scheme and alert
roster. Provide a list of reference material to assist soldier in
preparation for NCO of the Month, Audie Murphy, and Promotion Board.
Afford time to review policies and SOPs. Assist in resolving any
problems that may develop. Schedule and administer a diagnostic
APFT. I will check back in 30 days to ensure all your soldiers have
been counseled. Supervise squad inventory of equipment. Coordinate
for class with Supply SGT on accountability and responsibility.
Provide with information on next FRG meeting.
Joseph J. Paul Sep 02
Signature of Counselor: _________________________________________________ Date:
_______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________ Individual Counseled:_________________ Date of Assessment:
______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)

49. Plan of Action:
(Outlines actions that the subordinate will do after the counseling session to reach the agreed upon
goal(s). The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific
time line for implementation and assessment (Part IV below):
Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling):
Individual counseled remarks:
Signature of Individual Counseled: _________________________________________ Date: _____________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Signature of Counselor: _________________________________________________ Date:
_______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessment:
(Did the plan of action achieve the desired results? This section is completed by both the leader and the
individual counseled and provides useful information for follow-up counseling):
Counselor: ____________________ Individual Counseled:_________________ Date of Assessment:
______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.
DA FORM 4856-E (Reverse)

50. Introduce to squad members. Reinforce and explain job description.
Session Closing:
(The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Jim T. Lester Sep 02
Signature of : Individual counseled _________________________________________________ Date:________________
Leader Responsibilities
: (Leader’s responsibilities in implementing the plan of action):
Introduce to squad members. Reinforce and explain job description.
Provide soldier with a copy of the updated rating scheme and alert
Roster. Provide a list of reference material to assist soldier in
preparation for NCO of the Month, Audie Murphy, and Promotion Board.
Afford time to review policies and SOPs. Assist in resolving any
problems that may develop. Schedule and administer a diagnostic
APFT. I will check back in 30 days to ensure all your soldiers have
been counseled. Supervise squad inventory of equipment. Coordinate
For class with Supply SGT on accountability and responsibility.
Provide with info. on next FRG meeting.
Joseph J. Paul Sep 02
Signature of Counselor: _________________________________________________ Date:
_______________________
PART IV - ASSESSMENT OF THE PLAN OF ACTION
Assessments done on:
Assessment:
individual counseled and provides useful information for follow-up counseling):
03 OCT 02 JTL/JTP ,
04 NOV 02 JTL/JTP
On 26 SEP 02, observed SGT Name conducting a squad equipment inventory. He made the necessary correction, signed for and accepted responsibility for the squad equipment. On 02 OCT 02, SGT Name took
a diagnostic APFT and scored 220 with a score of 65 on the run.
04 OCT 02 SGT Name attended the unit Family Support Group meeting with spouse. 07 OCT 02 reviewed SGT Name's squad initial counseling packets. Quality counseling was done.
06 NOV 02 reviewed SGT Name's squad SRP packets and they meet the standards. SGT Name did a super job in conducting section PT during the week of NOV NOV 02 SGT Name took an additional diagnostic APFT to assess his individual PT program and increased his score on the run by 20 points.
Joseph J. Paul
Jim T. Lester
6 DEC 02
Counselor: __________________________________ Individual Counseled:___________________________ Date of Assessment:
______________
Note: Both the counselor and the individual counseled should retain a record of the counseling.

51. NCO COUNSELING CHECKLIST/RECORD
For use of this form, see AR ; the proponent agency is ODCSPER.
NAME OF RATED NCO RANK DUTY POSITION UNIT
HHC
Lester, James T SGT th Squad Leader Your Unit
PURPOSE: The primary purpose of counseling is to improve performance and to professionally develop the rated NCO. The best counseling is always looking forward. It does not dwell on the past and on what was done, rather on the future and what can be done better.
Counseling at the end of the rating period is too late since there is no time to improve before evaluation
RULES:
1. Face-to-face performance counseling is mandatory for all Noncommissioned Officers
2. This form is for use along with a working copy of the NCO-ER for conducting NCO performance counseling and recording counseling content and dates. Its use is mandatory for counseling all NCOs, CPL through CSM.
3. Active Component. Initial counseling must be conducted within the first 30 days of each rating period, and at least quarterly thereafter. Reserve Components.(ARNG, USAR). Counseling must be conducted at least semiannually. There is no mandatory counseling at the end of the rating period.
CHECKIST – FIRST COUNSELING SESSION AT THE BEGINNING OF THE RATING PERIOD
PREPARATION COUNSELING
1. Schedule counseling session, notify rated NCO Make sure the rated NCO knows rating chain.
2. Get copy of last duty description used for rated NCO’s duty Show rated NCO the draft duty description on your working
position, a blank copy of the NCO-ER, and the names of the new copy of the NCO-ER. Explain all parts. If rated NCO performed
rating chain in position before, ask for any ideas to make duty description
3. Update duty description (see page 2) better
4. Fill out rating chain and duty description on working copy of Discuss the meaning of each value/responsibility in part IV of
NCO-ER, Parts II and III.NCO-ER. Use the trigger words on NCO-ER, and the
5. Read each of the values/responsibilities in part IV of NCO-ER and expanded definitions on pages 3 and 4 of this form to help.
the expanded definitions and examples on page 3 and 4 of this form Explain how each value/responsibility applies to the specific
6. Think how each value and responsibility in Part IV of NCO-ER duty position by showing or telling your standards for success (a
applies to the rated NCO and his/her duty position meets standards rating). Use examples on pages 3 and 4 of this
Note: Leadership and training may be more difficult to apply than the form as a start point. Be specific so the rated NCO really knows
other values/responsibilities when the rated NCO has no what’s expected.
subordinates. Leadership is simply influencing others in the When possible, give specific examples of excellence that
accomplishment of the mission and that can include peers and could apply. This gives the rated NCO something special to
superiors. It also can be applied directly to additional duties and strive for. Remember that only a few achieve real excellence and
other areas of Army community life. Individual training is the that real excellence always includes specific results and often
responsibility of all NCOs whether or not there are subordinates includes accomplishments of subordinates.
Every NCO knows something that can be taught to others and should Give rated NCO the opportunity to ask questions and make
Be involved in some way in a training program.Suggestions.
7. Decide what you consider necessary for success (a meets
standards rating) for each value/responsibility. Use the examples
listed on page 3 and 4 of this form as a guide in developing your

52. COUNSELING RECORD/KEY POINTS MADE
COUNSELING Ask rated NCO for ideas, examples and opinions on what
1. Go over each part of the duty description with rated NCO. has been done so far and what can be done better. (This step
Discuss any changes, especially to the area of special emphasis can be done first or last).
2. Tell rated NCO how he / she is doing. Use your success
standards as a guide for the discussion (the examples on pages 3 BEFORE THE NCO DEPARTS THE COUNSELING SESSION
and 4 may help). First, for each value/responsibility, talk about what Record counseling date on this form.
has happened in response to any discussion you had during the last Write any additional key points that came up during the
counseling session (remember, observed action, demonstrated counseling session on this form.
behavior and results). Second, talk about what was done well. Third, Show key points to rated NCO and get his/her initials.
talk about how to do better. The goal is to get all NCOs to be Save NCO-ER with this checklist for next counseling
successful and meet standards.session (Notes should make record NCO-ER preparation easy
3. When possible, give examples of excellence that could apply. at the end of the rating period.
This gives the rated NCO something to strive for, REMEMBER,
EXCELLENCE IS SPECIAL, ONLY A FEW ACHIEVE IT! Excellence
includes results and often involves subordinates.
COUNSELING RECORD/KEY POINTS MADE
INITIAL
o Squad Leader duty description and responsibilities to include to train, lead, and develop the squad
o Leaders Book review
o Organizational and personal goals
o See DA Form 4856, Integration and reception counseling
DATE 6 Sep RATED NCO’S INITIALS JTL
LATER
o Conducted squad equipment inventory, signed for and accepted responsibility for the squad equipment
o Completed quality squad initial counselings
o Discussed upcoming JRTC rotation and additional appointment as Arms Room NCOIC
o See DA Form 4856, 2nd Quarterly counseling
DATE 6 Dec RATED NCO’S INITIALS JTL
LATER
DATE RATED NCO’S INITIALS

53. SERGEANTS MAJOR COURSE RECOMMENDED NCOES-RELATED COURSES
                                                 
CMF 92 Career Development Model
YRS OF SVC
1-3
4-6
7-9
10-15
16-19
20-30
RANK
PVT PFC SPC/CPL
SGT
SSG
SFC
MSG 1SG
SGM CSM
DUTY
ASSIGNMENT
ACTIVE COMPONENT/RESERVE COMPONENT DUTY/ DRILL SERGEANT
FIRST SERGEANT
TEAM LEADER
SGL/INSTR  
PLATOON SGT SECTION SUPV
USAR ADVISOR
SECTION CHIEF
SQUAD LEADER
EQUIP SYS OPER
SHIFT SUPV 
SECTION CHIEF
STAFF NCO
BCT/AIT PLDC
BNCOC
ANCOC
SERGEANTS MAJOR COURSE
INSTITUTIONAL TRAINING
RECOMMENDED NCOES-RELATED COURSES
PRIOR TO PLDC: English Composition Basic Mathematics Computer Literacy
PRIOR TO BNCOC: Communication Skills Personnel Supervision SL10/20 ACCP Speech
PRIOR TO ANCOC: Principles of Management Effective Writing Leadership & Counseling Effective Communication
PRIOR TO SMC: Research Techniques (Statistics) Human Resource Management Time Management
Recommended
Battle Staff                                                                              NCO Course SG Course
Recommended Reading Standard: 10
Achieve Writing Standard
Recommended Reading Standard: 12 Achieve Writing Standard
RECOMMENDED CMF-RELATED COURSES
AND ACTIVITIES
SKILL LEVEL 10
SKILL LEVEL 20 Human Growth & Development Reading Development Role of Military
SKILL LEVEL 30 Contemporary Moral Issues Stress/Criss Mgt Counseling Principles and Practies
SKILL LEVEL 40 Accounting/Finance  Personal Finance Principles of Business Economics
SKILL LEVEL 50
RECOMMEND CMF-RELATED CERTIFICATION OR DEGREE GOAL
AA/AS: Applied Science in Management or Liberal Arts                                                                          BA/BS: By the 19th Year of Service By the 11th Year of Service
                                                     
  The POC is SFC Weegmann at DSN:  or COML: (703)
This page was last updated on 10 December 2001.

60. HOUR 7 - Introduction to Appendix B
Performance Indicators/Leadership Dimensions/Leadership Assessment/ Counseling Workshop Test

61. FM 22-100 Appendix B Performance Indicators
Appendix B summarizes Leadership Dimensions discussed in Chapters 1-7
Quick reference list of Performance Indicators
Designed to use as a leadership assessment and counseling tool
Self Leadership Assessment
Subordinate Leadership Assessment
NOT a list of bullets for NCOERs

62. FM 22-100 Appendix B Performance Indicators

63. FM 22-100 Appendix B Leadership Dimensions
A Leader must: BE
The values and attributes that shape a leader’s character
KNOW
Your competence in everything from the technical side of your job to the people skills a leader requires DO
How you apply what you know
How you act and DO what you must
Actions are the essence of leadership

64. FM 22-100 Appendix B Leadership Assessment
Honestly assess Leadership Dimensions that could be improved
Design a plan that will Develop and Improve these Dimensions
Establish Goal Timeline for Indicator Improvement
Annotate in “Plan of Action” during counseling session
Assess level of success of Leadership Growth and Development

65. FM 22-100 Counseling Workshop Test
Open Book – Take Home
Complete and Return on Day 3
Study Background Information

66. Summary Counseling Subordinate-centered Goal orientated
Subordinate Centered Strategy
Active Listening
Responding
Questioning
The Session
Open the Session
Discuss the issue
Develop POA
Record & Close
The Process
Identify the need
Prepare
Conduct
Assessment
Purpose
To develop subordinates

67. CENTER FOR ARMY LEADERSHIP
Web Sites:
QUESTIONS?