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