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 2-16