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1

What does FM 6-22 Appendix B Cover?

Counseling

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What FM covers Counseling?

FM 6-22 Appendix B

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B-1 What is Counseling?

Counseling is the process used by leaders to review with a subordinate the subordinate’s demonstrated performance and potentials

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B-2 What is one of the most important leadership development responsibilities for Army leaders?

Developmental Counseling

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B-2 What does The Army’s future and the legacy of today’s Army leaders rests on?

the shoulders of those they help prepare for greater responsibility

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B-3 How is Developmental counseling categorized?

by the purpose of the session

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B-3 What are The three major categories of developmental counseling?

1. Event counseling
2. Performance counseling
3. Professional growth counseling

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B-4 What does Event-oriented counseling involve?

a specific event or situation

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B-4 What are six examples of Event Counseling?

1. Instances of superior or substandard performance
2. Reception and integration counseling
3. Crisis counseling
4. Referral counseling
5. Promotion counseling
6. Separation counseling

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B-5 What does the leader use the Specific Instance counseling session to convey?

The leader uses the counseling session to convey to the subordinate whether or not the performance met the standard and what the subordinate did right or wrong

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B-5 When should a Leader conduct a successful counseling for specific performance?

as close to the event as possible

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B-5 How do Leaders maintain an appropriate balance for exceptional as well as substandard duty performance?

leaders should keep track of counseling for exceptional versus substandard performance to strike a balance between the two

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B-6 Who should Leaders Always counsel?

subordinates who do not meet the standard

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B-6 What should happen if the Soldier or civilian’s performance is unsatisfactory because of a lack of knowledge or ability?

The leader and subordinate will develop a plan for improvement

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B-6 What does Corrective training help ensure?

that the subordinate knows and consistently achieves the standard

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B-7 What Actions should a Leader take when counseling a subordinate for a specific performance?

1. Explain the purpose of the counseling—what was expected, and how the subordinate failed to meet the standard
2. Address the specific unacceptable behavior or action—do not attack the person’s character
3. Explain the effect of the behavior, action, or performance on the rest of the organization
4. Actively listen to the subordinate’s response
5. Remain neutral
6. Teach the subordinate how to meet the standard
7. Be prepared to do some personal counseling, since a failure to meet the standard may be related to or be the result of an unresolved personal problem
8. Explain to the subordinate how an individual development plan will improve performance and identify specific responsibilities in implementing the plan. Continue to assess and follow up on the subordinate’s progress

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B-8 What are the two important purposes of Reception and integration counseling?

1. It identifies and helps alleviate any problems or concerns that new members may have, including any issues resulting from the new duty assignment
2. It familiarizes new team members with the organizational standards and how they fit into the team. It clarifies roles and assignments and sends the message that the chain of command cares

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B-9 What discussion points should Reception and integration counseling include?

1. Chain of command familiarization
2. Organizational standards
3. Security and safety issues
4. NCO support channel
5. On- and off-duty conduct
6. Personnel/personal affairs/initial and special clothing issue
7. Organizational history, structure, and mission
8. Soldier programs within the organization, such as Soldier of the Month/Quarter/Year, and educational and training opportunities
9. Off limits and danger areas
10. Functions and locations of support activities
11. On- and off-post recreational, educational, cultural, and historical opportunities
12. Foreign nation or host nation orientation
13. Other areas the individual should be aware of as determined by the leader

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B-10 What is the purpose of Crisis Counseling?

getting a Soldier or employee through a period of shock after receiving negative news, such as the notification of the death of a loved one or divorce

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B-10 What does Crisis counseling focus on?

It focuses on the subordinate’s immediate short-term needs

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B-10 How can Leaders assist their subordinates during a Crisis Counseling?

by listening and providing appropriate assistance

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B-11 What does Referral counseling help subordinates work through?

a personal situation

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B-11 What does Referral counseling aim at preventing?

it can prevent a problem from becoming unmanageable

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B-12 Who must Leaders counsel for Promotion IAW with Army Regulations?

leaders must conduct promotion counseling for all specialists and sergeants who are eligible for advancement without waivers but not recommended for promotion to the next higher grade

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B-13 What Army Regulation should be cited on a Adverse separation counseling?

AR 635-200 Active Duty Enlisted Administrative Separations

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B-13 What should an Adverse separation counseling inform the Soldier?

it should include informing the Soldier of the administrative actions available to the commander in the event substandard performance continues and of the consequences associated with those administrative actions

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B-13 What should a Leader do when an individual has engaged in serious acts of misconduct?

leaders should refer the matter to the commander and the servicing staff judge advocate

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B-13 What should a Leader do when rehabilitative efforts fail?

They should counsel the subordinate with a view towards separation

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B-13 Why must the Leader complete a Separation Counseling?

It is an administrative prerequisite to many administrative discharges

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B-13 What is the final warning to the Soldier during an Adverse Separation counseling?

improve performance or face discharge