Counseling involves a direct conversation between two people to help an employee improve performance rather than humiliate them. It outlines actions for subordinates to achieve goals and growth with a counselor's assistance. Counseling establishes a constructive relationship to openly discuss problems and determine causes of poor performance to identify improvements. Counselors can be internal or external to the organization. The counseling process involves discussing issues, developing plans, implementation, and follow-up to assess progress. It benefits those being counseled by allowing understanding of themselves and situations to find alternative solutions.

1. Counseling Relevance

2. What is Counseling Direct face-to-face conversation between two people

3. “ A direct report which is used to help the employee to identify the reason for poor performance to improve and not to humiliate him or her”

4. Generally more formal than feedback and coaching and is required of a small percentage of employees

5. Subordinate-centered communication that outlines actions necessary for subordinates to achieve individual and organizational goals.

6. Counseling is a personal, individual, and confidential growth process during which a professional Counselor assists in defining concerns, clarifying goals and formulating plans to meet those goals.

7. Concept of counseling Relationship It is between 2 people where one person attempt to assists the other to organize himself better to attain the goal

8. Behaviour The relation between the counselor and the clients helps to openly discuss problem faced by the client

9. Purpose of Counseling Communicate concerns to the employee Determine the cause of the employee’s activities

10. Identify avenues for improvement and/or development Improve employee performance

11. Who Provides Employee Counseling? Depends on the organization and organizational culture Can be done using: Corporate resources (In-house) Outside resources (Out-of-house)

12. In-House Efforts Advantages : Internal control Familiarity with organization Better coordination of efforts Disadvantages : Confidentiality Lack of needed resources

13. Advantages : Sense of ownership Greater internal credibility Disadvantages : Employee reluctance to use services Limitations in staff skill and expertise

14. Contracting Externally (Out-of-House) Advantages : Subject matter experts Confidentiality easier to maintain Disadvantages : Lack of on-site services Possible communications problems

15. Lower cost Better identification and use of resources Lack of organizational knowledge

16. Situations for Counseling in an Organization When an employee violates your standards When an employee is consistently late or absent When an employee’s productivity is down

17. When one employee behaves in such a way that productivity of others is negatively affected When two employees have a conflict that is becoming public and it is affecting the work

18. When you want to compliment an individual When you want to delegate a new task

19. OPEN THE SESSION Identify the purpose and establish a constructive and subordinate-centered tone. THE STAGES OF A COUNSELING SESSION

20. DISCUSS THE ISSUE Help the subordinate develop an understanding of the issues and viable goals to effectively deal with them.

21. DEVELOP A PLAN Develop an action plan with subordinate. The plan that evolves from the counseling process must be action-focused and facilitate both leader and subordinate attention toward resolving the identified developmental needs.

22. CLOSE THE SESSION Discuss the implementation, including the leader’s role in supporting the subordinate’s effort. Gain the subordinate’s commitment to the plan. Ensure plan is specific enough to drive behaviors needed to affect the developmental needs

23. Develop a Plan of Action Actions should facilitate the attainment of goals Actions should be specific enough to drive behavior Plan may entail contacting a referral agency

24. Close the Session Summarize the counseling session Discuss implementation of the plan; check for understanding and acceptance Identify leader’s responsibilities

25. What is follow-up and why is it necessary? Describe the assessment of the plan of action. Why is it an integral part of the counseling process ?

26. Situations which do not call for counseling When you disagree with an employee’s life style When you are upset When you dislike the personality of an employee

27. Counseling Skills Listen carefully Demonstrate empathy Do not make judgments Understand emotions/feelings behind the story of the person being counseled

28. Question with care Ask open ended questions Reflect back, summarize and paraphrase so that the understanding is correct and complete

29. Use appropriate body language Do not show superiority or patronage

30. Benefits of Counseling Helps the person being counseled to understand himself Allows the individual to help himself Assists in understand the situations more objectively

31. Facilitates to look at the situations with a new perspective Develops positive outlook Motivates to search for alternate solutions to problems

32. Helps in superior decision making Prepares the person to cope with the situation and the related stresses

33. Types of counseling

34. Directive Counseling Directive counseling is the process of listening to a member’s problem, deciding with the member what should be done, and then encouraging and motivating the person to do it

35. Accomplishes the function of advice; but it may also reassure; give emotional release; and, to a minor extent, clarify thinking.

36. Nondirective Counseling Nondirective, or client-centered, counseling is the process of skillfully listening to a counselee, encouraging the person to explain bothersome problems, and helping them to understand those problems and determine courses of action

37. This type of counseling focuses on the member, rather than on the counselor as a judge and advisor; hence, it is “client-centered.”

38. PERSONAL COUNSELING All personal problems should not be referred to a specialist. Examples - drug and alcohol abuse, psychological problems or behavioral disorders, medical problems, limitations, personality conflict

39. Causes of Failure of Accomplishment at Work The employee does not know how - Lack of instruction or feedback. Something or someone is hindering work output - Physical or mental restrictions, time or equipment restrictions

40. Attitude - Poor attitude, employee is “burned-out” or unhappy, or does not particularly enjoy the task

41. Consequences of Failing to Take Action Increased workload Department morale affected The employee may never see the problem

42. Problem is reinforced as acceptable

43. Limitations/Constraints in Counseling Person being counselled may not have trust in his counselor (normally, his superior) or the organization Suspicion over the level of confidentiality

44. Organization's constraints on using it's resources, time and efforts Lack of skills of the counselor

46. Ambika Mehrotra Anjum Liyaquat Megha Jaiswal Parakram Hazarika Rahul Kholi Shraddha Mahani Thank You