Leaders, when was the last time you gave your soldier a positive counseling (or as a subordinate, when was the last time you received one)?

i have given many positive counseling statements ,when i was the ncoic i would do my monthly counseling and quarterly if all counselings were above standards they would be put in for 3 or 4 day pass for a little r@r,trust me this worked very well,junior soldiers will respond if they feel like they are appreciated. just my 2 cents .

SPC (Join to see) Great Question and topic, as a person who believes in looking for qualities each person presents I do look to give positive feedback to all.

I have said this for a long time quick to punish slow to praise.

I do one positive a year per soldier. Being NG I don't see them enough to give out one every 3months. The only be rated on about a week worth of training. I'm a big believer in positive feedback to my guys, it helps them know they are appreciated and there hard work is noticed. I've given plenty of negative ones too. But you can't Inspire positive with negativity. Negative counseling statements are only to correct a specific problem, if that's all your soldiers get from you then you may end up with more problems than solutions.

I've given a soldier a positive counseling before. I don't think its done enough. Most of the time counseling statement = bad but it shouldn't always be that way.

I like to leave chocolate bars on my peoples desk when they do a good job on something, usually happens at least a few times a month. One aspect of positive counseling that I believe a lot of people miss is reinforcing why the work they are doing is important. There are few things that get my goat like a supervisor implying or telling his people the work they are doing doesn't matter. If it doesn't matter they should be doing something else. Knowing that the work you are doing is important, is important.

I do a long verbal, "How do you think you are doing? What do you want to do? What have you done to get there?" Then a short version on paper.

I do that both after major events or when we have time to fill. The importance is not that I write the paper, it is that the soldier and I gain a better understanding of mutual expectations.

Positive counselings are a rarity in my opinion! That's what certificates of achievement and AAMs are for nowadays! I used to write positive counselings all the time... But since the military took the "woodline" away from me, counselings have become nothing but a weapon to cover our own backs as leaders... And as ammunition to chapter/ UCMJ subordinates. I definitely try to boost my subordinates up in their professional growth counselings... You know... In the areas they sustain.... But their initial thought when they hear the word "counseling".... They get the shivers! So to answer your question from my perspective... Good conduct is praised by awards and some verbal counseling... But the army ruined what traditional counselings used to be.

All counseling when performed correctly is positive.

I realize times change and we adapt. Not sure if FM 22-101 even exists anymore. I always believed, and was taught, that counseling should happen every day. Its called informal counseling. Whether it is praise, mentoring, coaching, or correcting a deficiency. These are not on paper for record, but rather demonstrated through actions and verbal communication. If the Soldier was meeting expectations, he got one formal performance counseling a month, on record, on a DA 4856. The one paragraph, "Pvt Snuffy, you did a good job this month, blah blah keep up the good work" was BS. It should outline specific events, strengths, weaknesses, and potential, with a plan to sustain strengths and improve weaknesses. Then on the flip side, you follow up w/the Soldier on the results of that plan.
Other specific "formal counseling" sessions (outside monthly performance) would be on specific things such as school attendance, promotion recommendations, etc. Then of course the "derogatory" counseling. This would happen when the issue or problem was not resolved in a previous informal counseling, or previous monthly performance counseling, or if it was a serious enough infraction that UCMJ or separation could result if the infraction was repeated. This was necessary to create the "paper trail" to show a pattern in the event that it became necessary to recommend UCMJ or separation. The first thing a 1SG, CSM, or Cdr is going to ask for when you bring them a problem child is the counseling packet. If its weak, incomplete, or doesn't validate your claim of a pattern of sub standard performance or misconduct, then you as the leader do not have a leg to stand on.
If "informal" counseling and mentoring is happening, then a formal DA 4856 for "doing a good job", separate from monthly performance counseling shouldn't be necessary. That good performance should be recognized in the monthly performance counseling.
Counseling is MUCH MORE than piece of paper, which sadly I think has been forgotten.

When I was coming up thru the ranks in the 80's and 90's whether AD or Guard counseling statements weren't really a big thing in the units I was in but it seems we were always put in front of the plt or company if we did an outstanding job, a lot of COA's and AAM's were handed out. On the flip side of that if we screwed up you can best believe we got our butts handed to us in private but at the end of that butt chewing we were always told we could do better and a lot more was expected of us.
I say all of this because right or wrong during my time as a junior and senior leader I never did anything more then quarterly counseling's, actual paper counseling's, I always kept track of what they did, praised them when appropriate, put them in for awards and never, unless it was a order/regulation violation, put negative counseling's into their personal file, they received a copy and I kept 1 in my leaders book.
My quarterly counseling's were just that, a summation of what they did good, bad or indifferent and the session was never over until all was understood. Again they kept a copy and 1 went into my leaders book.
I never had any issues with my Soldiers or Marines that I or my FLL couldn't fix, not to say we didn't get recommendations from higher up, maybe I was lucky who knows but it worked for me and my mechanics over the years.