Foreign nation or host nation orientation, as applicable.Support activities functions and locations.On- and off-post recreational, educational, cultural, and historical opportunities.Soldier programs within the organization, such as Soldier of the Month/Quarter/Year and educational and training opportunities.Organizational standards (such as discipline, maintenance, training, and fitness).Organizational history, structure, and mission.Reception and integration counseling should include but is not limited to the following areas:
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#ARMY EYE PRO REGULATION HOW TO#
If failing to meet the standard, teach the subordinate how to meet the standard and recognize patterns of behavior that may keep the subordinate from meeting the standard.Actively listen to the subordinate’s responses (see Chapter 2).Explain the effect of the behavior, action, or performance on the rest of the organization.Address and explain the specific behavior or action-do not address the subordinate’s character.Explain the purpose of the counseling-what was expected and how the subordinate exceeded or failed to meet the standard.When counseling a subordinate for specific performance, leaders take the following actions: Corrective training helps ensure that the subordinate knows and consistently achieves the standard. If performance is unsatisfactory because of a lack of knowledge or ability, leader and subordinate can develop a plan for improvement. Leaders should always counsel subordinates who do not meet the standard. Leaders should counsel subordinates for exceptional as well as substandard duty performance.ġ-7. Successful counseling for specific performance occurs as close to the event as possible. 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. Often counseling is tied to specific instances of superior or substandard duty performance. Specific Instances of Superior or Substandard Performanceġ-6. It helps organize the relevant issues to discuss during counseling sessions. DA Form 4856 (Developmental Counseling Form) provides a useful framework to prepare for counseling. Regardless of the purpose or topic of the counseling session, leaders should follow a basic format for preparation, execution, and follow-up.
#ARMY EYE PRO REGULATION PROFESSIONAL#
A session focused on performance often includes a discussion on opportunities for professional growth. For example, a counseling session that focuses on resolving an issue may also address improving duty performance. While these categories can help organize and focus counseling sessions, they should not be viewed as separate or exhaustive. The three major categories of developmental counseling are:ġ-4. Counseling is not a one-size-fits-all endeavor it is a shared effort between the leader and subordinate.ġ-3. Understanding the purpose and types of counseling enables the leader to adapt the counseling session to the individual subordinate’s needs in order to achieve desired outcomes and manage expectations. Developmental counseling is categorized by the purpose of the session.
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Evaluate subordinates’ potential for development.Acknowledge and reinforce exceptional work or dedication.Help subordinates understand their role in accomplishing the unit’s mission.Demonstrate genuine interest in subordinates.Regular counseling provides leaders with opportunities to: Leaders should emphasize routine counseling to reinforce positive behavior and superior performance. More importantly, Army leaders must understand that effective counseling helps achieve desired goals and effects, manages expectations, and improves the organization. Leaders at all levels must understand the counseling process. Counseling responsibilities are inherent in leadership. Regular developmental counseling is the Army’s most important tool for developing future leaders at every level.