TYPE OFDESCRIPTION OFPURPOSE OFDESIREDPROBLEMPROBLEMENCOUNTEROUTCOMESDISCIPLINARYThe individual has vio-Inform of action beingUnderstanding of viola-lated a specified rule ortakentionregulationDetermine if the behaviorPlans for preventiveis indicative of relatedactionproblemsLegal notificationInform individual thatstandards have not beenmetADVISING AND COUNSELING PRO-CESS. —The advising and counseling processrequires you to take five-steps:1. Start the session.2. Create suitable conditions for the session.3. Explore and understand the real (how thesituation is now).4. Move toward the ideal (where the counseleewould like to be).5. Monitor and follow up.Remember that as a leader you’re notconsidered or trained to be a professionalcounselor. You should refer personnel withproblems requiring professional counseling to theright helping resource.Start the Session. —To start the advising andcounseling process, let the counselee know thatyou 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. Nextchoose a suitable place to meet; choose a placewhere you will have the least amount ofinterruptions. Then agree on a time to meet; allowenough time to conduct a proper and effectivesession.Create Suitable Conditions for the Session. —To create suitable conditions for a session, prepareahead of time. Try to ensure you won’t have tostop during the session to do something else. Makesure the meeting place will be physicallycomfortable; the office should have a quietatmosphere and a comfortable place to sit. Helpthe counselee feel at ease; for example, you couldserve coffee. Guarantee confidentiality withinyour legal bounds, and be attentive.Explore and Understand the Real. —Start yoursession off by stating the reason for the counselingsession. Let the counselee know of your concernabout the situation. Try to elicit information thatmight help you and the counselee understand thereal (how the situation is now). Discuss thesituation as fully as possible so that you bothunderstand it.Move Toward the Ideal. —Have the counseleestate his or her ideal goal (how the counseleewould like the situation to be) in solving theproblem. State your realistic expectations aboutthe counselee by expressing doubts and concerns;then identify any blocks that might prevent thecounselee from solving the problem.Suggest sources of outside help. When youcan, provide additional and professional help.Identify optional actions; for example, set anappointment at a helping outside resource or callthe chaplain for an appointment. If you handlethe situation correctly, the counselee will feel goodabout the session and feel resolving the situationis possible. Encourage the counselee to committo the optional actions by keeping his or herappointments. Stress that the counselee mustfollow through on the actions he or she agrees to.State your positive expectations by stating thecounselee’s abilities; that will build the counselee’sstrengths and help him or her succeed in reachingthe goal.Monitor and Follow Up. —Agree on who isresponsible for monitoring any changes that willoccur throughout the counseling process. Yourcounselee has committed himself or herself toimprove or make a change. Agree on what actionyou will take if the counselee carries out thecommitment as planned. Also agree on what2-16
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