TYPE OF
DESCRIPTION OF
PURPOSE OF
DESIRED
PROBLEM
PROBLEM
ENCOUNTER
OUTCOMES
DISCIPLINARY
The individual has vio-
Inform of action being
Understanding of viola-
lated a specified rule or
taken
tion
regulation
Determine if the behavior
Plans for preventive
is indicative of related
action
problems
Legal notification
Inform individual that
standards have not been
met
ADVISING AND COUNSELING PRO-
CESS. —The advising and counseling process
requires you to take five-steps:
1. Start the session.
2. Create suitable conditions for the session.
3. Explore and understand the real (how the
situation is now).
4. Move toward the ideal (where the counselee
would like to be).
5. Monitor and follow up.
Remember that as a leader you’re not
considered or trained to be a professional
counselor. You should refer personnel with
problems requiring professional counseling to the
right helping resource.
Start the Session. —To start the advising and
counseling process, let the counselee know that
you want to talk to him or her. In some cases,
the counselee might come to you, in which case,
he or she would be starting the session. Next
choose a suitable place to meet; choose a place
where you will have the least amount of
interruptions. Then agree on a time to meet; allow
enough time to conduct a proper and effective
session.
Create Suitable Conditions for the Session. —
To create suitable conditions for a session, prepare
ahead of time. Try to ensure you won’t have to
stop during the session to do something else. Make
sure the meeting place will be physically
comfortable; the office should have a quiet
atmosphere and a comfortable place to sit. Help
the counselee feel at ease; for example, you could
serve coffee. Guarantee confidentiality within
your legal bounds, and be attentive.
Explore and Understand the Real. —Start your
session off by stating the reason for the counseling
session. Let the counselee know of your concern
about the situation. Try to elicit information that
might help you and the counselee understand the
real (how the situation is now). Discuss the
situation as fully as possible so that you both
understand it.
Move Toward the Ideal. —Have the counselee
state his or her ideal goal (how the counselee
would like the situation to be) in solving the
problem. State your realistic expectations about
the counselee by expressing doubts and concerns;
then identify any blocks that might prevent the
counselee from solving the problem.
Suggest sources of outside help. When you
can, provide additional and professional help.
Identify optional actions; for example, set an
appointment at a helping outside resource or call
the chaplain for an appointment. If you handle
the situation correctly, the counselee will feel good
about the session and feel resolving the situation
is possible. Encourage the counselee to commit
to the optional actions by keeping his or her
appointments. Stress that the counselee must
follow through on the actions he or she agrees to.
State your positive expectations by stating the
counselee’s abilities; that will build the counselee’s
strengths and help him or her succeed in reaching
the goal.
Monitor and Follow Up. —Agree on who is
responsible for monitoring any changes that will
occur throughout the counseling process. Your
counselee has committed himself or herself to
improve or make a change. Agree on what action
you will take if the counselee carries out the
commitment as planned. Also agree on what
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