Any advice for writing counselings?

SGT Private RallyPoint Member — Wed, 15 Jul 2015 18:30:44 -0400

I was just promoted to E-5 in June. I am a reservist and just recieved my first team this drill. Long story short i have some counselings to write for a couple of the members of my team and i am having trouble since i have not written counselings before. Does anyone have any good resources to help me get the idea of writing couselings? I dont want to put too much information about the situations on here but the result is 2 corrective action couselings.

Response by SFC Private RallyPoint Member made Jul 15 at 2015 7:11 PM

SFC Private RallyPoint Member — Wed, 15 Jul 2015 19:11:55 -0400

SGT, think of counselngs as a conversation. Plan what it is you want to discuss with your troops, set a time that's convenient for you and your troops, and follow through with any requirements or plans that you set forth in the counseling. The form is less important and should capture the essence of the discussion and only has to be verbatim when tracking or correcting a deficiency. Utilize your FMs learn the styles of counseling and when to apply them. Most of all I have learned the more you treat your subordinates like adults the more adult their response to counseling will be. Counselings outline positive performance as well as correct deficiency, don't forget to outline the good as well as the bad.

Response by CW3 Private RallyPoint Member made Jul 15 at 2015 7:28 PM

CW3 Private RallyPoint Member — Wed, 15 Jul 2015 19:28:14 -0400

I would begin by consulting the ATP 6-22.1 The Counseling Process (July 2014). I would also urge you to seek out mentorship from your senior NCOs. If they are good at their job, they will have a "leadership toolbox" that can provide you quality examples of any type of counseling you may need.

Response by SGT Private RallyPoint Member made Jul 15 at 2015 7:44 PM

SGT Private RallyPoint Member — Wed, 15 Jul 2015 19:44:46 -0400

are there any good websites that i can look into for assistance?

Response by COL Charles Williams made Jul 15 at 2015 8:21 PM

COL Charles Williams — Wed, 15 Jul 2015 20:21:02 -0400

Short, sweet, and too the point. What happened, and what needs to be corrected. Don't hand them to the Soldier and have them read and sign. Explain it, talk, don't read it to them. Make this a two way communication event. Counseling also means listening a lot more than you talk.

Don't only use counseling for bad things; counseling is for many events... most are good.

This might help too.

https://www.rallypoint.com/answers/do-army-leaders-military-leaders-really-understand-counseling-and-leader-development--2

Do Army Leaders (Military Leaders) really understand counseling and leader development? |...

I am interested in your thoughts on how you think we are we are doing, as an Army, (Navy, Air Force, Marines) with performance and professional growth counseling, and hence leader development. The latest Army definition of Leadership added "improve the organization," which I interpret to mean improving both the unit and the individuals serving there. The latter requires a concerted counseling and leader development focus. This is the latest:...

Response by SSG Trevor S. made Jul 15 at 2015 8:41 PM

SSG Trevor S. — Wed, 15 Jul 2015 20:41:19 -0400

Counsel yourself for practice. If you understand it there is a better chance your Soldier will.

Response by SPC Private RallyPoint Member made Jul 15 at 2015 8:44 PM

SPC Private RallyPoint Member — Wed, 15 Jul 2015 20:44:25 -0400

SGT Stann, I would personally hand jam them with your soldiers. Come prepared with a plan, but after you and your soldier have come up with a course of action, write out what your expectations are. Personally, it makes me feel like my leaders know me, my current situation, and care enough to take time with my counseling. I know they arent just cookie cutting the whole squad.

Response by SFC Private RallyPoint Member made Jul 16 at 2015 7:53 AM

SFC Private RallyPoint Member — Thu, 16 Jul 2015 07:53:16 -0400

SGT Private RallyPoint Member I finished recently 2 years in TRADOC, so I have many examples of counselings, email me if you want me to send you some (ricardo.dominguez.mil). One suggestion from me, don't call yourself an E-5, you either got promoted into the NCO Corps or to Sergeant, or are you just a pay grade?

Response by SGT Private RallyPoint Member made Jul 18 at 2015 5:53 PM

SGT Private RallyPoint Member — Sat, 18 Jul 2015 17:53:55 -0400

Thanks everyone for all the advice and help. I believe i have my counselings right where i want them. Going to have them looked over before they are administered but im happy with them. So thanks again

Response by SFC Private RallyPoint Member made Jul 21 at 2015 12:21 PM

SFC Private RallyPoint Member — Tue, 21 Jul 2015 12:21:06 -0400

Find a copy of the old NCO manual FM 7-22.

Response by SGT(P) Private RallyPoint Member made Jul 21 at 2015 1:44 PM

SGT(P) Private RallyPoint Member — Tue, 21 Jul 2015 13:44:01 -0400

FIRST, get in deep with FM 22-100 and ATP 6-22.1
However, ArmyWriter is where you can find tons of example counselings. Remember these counseling sessions should be conversations with your soldier snot just reading them what you wrote.

Response by SSG(P) Vanessa Walters made Jul 21 at 2015 2:32 PM

SSG(P) Vanessa Walters — Tue, 21 Jul 2015 14:32:36 -0400

read and attempt to understand fm 6-2 appendix B.. then look on armywriter.com. I think I saw someone else say that. I will tell you, after 13 years in I am still seeing higher ranking NCOs that do not understand the counseling process. Ask your senior NCOs if they have examples they can pass on to you. I personally save all of the counselings I write. When a new NCO gets promoted or comes to the unit, I give them an email full of examples :)

Response by WO1 Private RallyPoint Member made Jul 21 at 2015 3:36 PM

WO1 Private RallyPoint Member — Tue, 21 Jul 2015 15:36:44 -0400

1st Drill and 2 corrective action counselings eek, you got your hands full. Ok so when you get a new crew member or team in your case each you need to start with an initial counseling for each soldier in your team. This will layout what your expectations are to them and it will open a discussion with each soldier to why you expect what you do and what they can expect from you. Once you have layed down the ground rules then you can follow up with corrective action counseling. In your case I am assuming that the individuals you are disscusing have gross violated an AR or something along those lines. In these cases counselelings are actually pretty easy to right. In the Part 2 of the DA - 4856 briefly state why the counseling is taking place. (Event oriented counseling - Neglected range safety and injured another soldier) Part 3 will have much more detail about the event. (On 20July2015 PVT Snuffy, while firing an AT4 at range 1234, in Camp DooWhatYouWantToo, failed to ensure the back blast area was clear before firing and severely injured another soldier) In this block you would also quote the regulation that he violated if there is one for the situation. For the plan of action you will write down what the corrective action is and when you expect it to be done. Ideally you will create this plan with the soldier during the counseling. Sometimes this is appropriate and other times just write it for them. Being a reservist what many people often forgot is to close out the counseling by following up after the corrective action has taken place to ensure that the plan was sufficient to solve the problem.

Response by SFC Private RallyPoint Member made Jul 21 at 2015 6:14 PM

SFC Private RallyPoint Member — Tue, 21 Jul 2015 18:14:50 -0400

Counselings need to be clear and concise. Actions and events need to be as objective and unbiased as possible, but specific. FM 6-22 can provide you some insight. I also like USA CSM(Ret) Mark Gerecht's "The Mentor." Counseling is probably one of the most challenging aspects of leadership, but when done correctly it can help both Soldiers and Leaders become better at what they do. Do try to focus on positive ways to correct deficiencies.

Response by 1SG Melvin Rolon made Jul 21 at 2015 9:15 PM

1SG Melvin Rolon — Tue, 21 Jul 2015 21:15:24 -0400

Figure out your mission. Based on your background and experience, write what you want and expect from your team. Make some bullet comments. Gather your team and give a brief synopsis of what you want. Tell them what you expect from them and what they are going to expect from. Follow with a one on one counseling next. Make you keep track and counsel them at least every 6 months.

Response by SSG Private RallyPoint Member made Jul 21 at 2015 10:51 PM

SSG Private RallyPoint Member — Tue, 21 Jul 2015 22:51:12 -0400

If you have not completed SSD{1}, and have not completed WLC, go, because Wlc will go over counselings, or get with a Senior NCO, they are very happy to show off those management skills

Response by CPO Private RallyPoint Member made Jul 21 at 2015 11:04 PM

CPO Private RallyPoint Member — Tue, 21 Jul 2015 23:04:14 -0400

Study the paperwork; look for input from others who work with him/her and old supervisors; Compare this to recent performance, volunteer activities, professional growth and standards met. If he did everything required, then start in the middle of the road. Add the negatives and positives of the current cycle to see where he/she stands. Next, compare what you came up with, with where they were at the beginning of the cycle. Start by writing what he is doing right or at least improving in, then move into what he/she could do to improve or to be more competitive, then close with a positive note (sometimes all you have for this is a word of encouragement). Be truthful and don't worry, there will be plenty of corrections from higher up. So, don't stress, just get it done in a timely fashion.

Response by SGT Private RallyPoint Member made Jul 22 at 2015 3:17 PM

SGT Private RallyPoint Member — Wed, 22 Jul 2015 15:17:50 -0400

Fm 7-22 appendix b is a great read. Also armywriter.com is a good source for a general frame work. This counseling is a report card for your soldiers to identify what they are good at and what they need to work on. I have had some real shit counsellings saying I was perfect and that didn't give me anything to work on. My first line just didn't have the balls to tell me what I was lacking in. Do this the right way and explain to the soldier why you wrote what you wrote. Don't be a lazy e-5 that doesn't put any effort into their work.

Response by MSgt Marvin Kinderknecht made Jul 22 at 2015 4:25 PM

MSgt Marvin Kinderknecht — Wed, 22 Jul 2015 16:25:59 -0400

This guy was a greeter at Walmart but always came to work late. The supervisor said he was well liked but, what did his old employer say about being late. He said: they usually said GOOD MORNING GENERAL, would you like a cup of coffee? Compliment them on the good things and say this was OK but I know you can do better, DO NOT DOWNGRADE THEM. Good luck and CONRATS ON THE PROMOTION.

Response by SFC Richard Giles made Jul 22 at 2015 4:45 PM

SFC Richard Giles — Wed, 22 Jul 2015 16:45:27 -0400

It sounds like you and the SSG have a good discussion going and everything he has said is correct but keep in mind what the COL and CW3 have said as well. What helped me a lot in the past was to write down my thoughts on a piece of paper, takes those thoughts and a counseling form to my 1st line leader and ask him/her to help you fill the counseling form out correctly.
Also ask you 1st line leader if you can counsel him, role play it if you will then ask for a critique. Also think about counseling you have had in the past good or bad and how they went. But definitely use your 1st line leaders, that's their job to MENTOR you. Good luck SGT.

Response by SGT Private RallyPoint Member made Jul 23 at 2015 1:37 PM

SGT Private RallyPoint Member — Thu, 23 Jul 2015 13:37:59 -0400

Short sweet and to the point. What happened. Why it's wrong. What to do to make sure it doesn't happen again. One thing I did with my soldiers and still do when receiving a new soldier is give them an initial counseling. It outlines what they should expect from the unit and myself and what the unit and I expect from them. Do's and don'ts so to speak. I usually won't "negative counsel" a soldier if I can pull them to the side and talk to them about the issue. This sometimes fixes the issue without needing paper. Sometimes the paper is necessary. Pick and choose those battles but be consistent. Much like raising kids if you're fair and consistent and take care of them you'll get the respect of them. It goes a long way when it comes to having soldiers that actually do the right thing even when no one is around. Remember you were once a Jr enlisted soldier. Also never refer to them as lower enlisted. That tells them you're better than them. They're Jr to you. Not below.

Response by MSG Private RallyPoint Member made Apr 24 at 2016 6:28 PM

MSG Private RallyPoint Member — Sun, 24 Apr 2016 18:28:52 -0400

whats the corrective actions how are you going to follow up

Response by SFC Richard Giles made Apr 24 at 2016 6:41 PM

SFC Richard Giles — Sun, 24 Apr 2016 18:41:20 -0400

Like the COL. said below, keep it short, sweet and to the point. And by all means don't just write some things down and read it to them. Make it a 2 way conversation. As a new leader you are trying to get to know your team, what they are about, etc. Ensure you read ATP 6-22.1, there's a lot of good points and examples in there. Another good way to learn about counseling would be to ask one of your FLL's if you could try practice counseling on them. If they are worth anything they will make time for you. I want to remind you of 1 thing though, don't use being in the Reserves as an excuse. I retired from the Guard after 33 yrs. Part of being a good leader is finding the time to get things done. Good Luck SGT.

Response by MSG Private RallyPoint Member made Apr 24 at 2016 6:45 PM

MSG Private RallyPoint Member — Sun, 24 Apr 2016 18:45:39 -0400

resrerves 25 years i feal your pain, no time to get things done,on a week end drill, couselling statements, ncoers,and training, but remember this even as a reservist its still 24, 7, modern tech has computers, cell phones use them if you need to, because in the end time is not an excuss, especially when dealing with poor proformance the military is drawing down, they want the best, slackers must go

Response by SGM Mikel Dawson made Apr 24 at 2016 8:51 PM

SGM Mikel Dawson — Sun, 24 Apr 2016 20:51:19 -0400

With all the good advice already give, I will add only one thing: Remember counseling is not only for corrective behavior, letting one know what you expect out of them, letting them know their job, it is also for doing things good!