Counseling

What is Counseling?

Counseling is the process used by leaders to review with a subordinate the subordinate's demonstrated performance and potential. The counseling process involves the leader and subordinate jointly developing an outline for improvement or maintenance of existing performance.

Types of Counseling

• Event Counseling: Covers a specific event or situation (positive or negative performance, a specific infraction, etc.)
• Performance Counseling: Reviews a subordinate's duty performance during a specified period (quarterly, support form counseling)
• Professional Growth Counseling: Helps the subordinate achieve goals — personal and professional development plans

Approaches to Counseling

• Directive: The counselor tells the subordinate what to do. Best for basic corrections.
• Nondirective: The counselor listens and draws out the subordinate. Best when the subordinate has good insight.
• Combined: Uses both approaches. Most commonly used.

Four-Stage Counseling Process

1. Identify the need for counseling
2. Prepare for counseling (select a suitable place, outline components, plan the counseling strategy)
3. Conduct the counseling (open the session, discuss the issues, develop a plan of action, record and close)
4. Follow up — the most important and most often neglected step

DA Form 4856

DA Form 4856 is the Developmental Counseling Form. It is used to document counseling sessions. Key sections of the March 2023 revision include: Part II - Background Information (Purpose), Part III - Summary of Counseling (Key Points, Plan of Action, and a dedicated Leader Responsibilities block), and Part IV - Assessment of the Plan of Action.

S.M.A.R.T. Goals

The S.M.A.R.T. method (ATP 6-22.1, para 1-67) helps Soldiers set effective goals during counseling:

• Specific: What specifically do you want to achieve?
• Measurable: How will you know if you have reached your goal?
• Achievable: What resources are needed to reach the goal?
• Realistic: Is the goal reasonable given current constraints?
• Time-bound: When will each of the steps be completed?

Using S.M.A.R.T. goals ensures counseling sessions result in concrete, trackable plans of action rather than vague intentions.

Feedback Methods & Leader Development

Army leaders use three feedback methods to develop Soldiers (ATP 6-22.1, para 1-83):

1. Counseling: A structured review of performance with a plan of action for improvement.
2. Coaching: Guidance and feedback to help improve skills in a specific area — often real-time and task-focused.
3. Mentoring: A voluntary, developmental relationship where a more experienced leader shares knowledge and advice for long-term professional growth.

The three leader development domains that leaders apply throughout their career are:
1. Institutional: Formal military education and training (PME, NCOES).
2. Operational: Learning through day-to-day job performance, deployments, and unit assignments.
3. Self-Development: Personal efforts to improve — reading, civilian education, physical fitness, seeking feedback.

Board Tips

Know the three types of counseling, the four-stage process, and the S.M.A.R.T. goal method. Know the three feedback methods (counseling, coaching, mentoring) and the three leader development domains (institutional, operational, self-development). Board members often ask situational questions like: 'What would you do if a Soldier was late to formation three times?' The answer should involve counseling — describe which type you'd use and walk through the process. Also be prepared for: 'What is the difference between coaching and mentoring?' Know the difference between the old and new (March 2023) DA Form 4856. The new form focuses heavily on the 'Assessment of the Plan of Action' and includes a specific block for 'Leader Responsibilities' to ensure NCOs are held accountable for their Soldiers' development.