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Counselling for managers module2

The document outlines the 7 stages of the counselling process: 1) Preparation 2) Pre-counselling session 3) Building rapport 4) Problem definition and goal setting 5) Intervention and problem solving 6) Termination 7) Follow up. It describes the key elements and activities at each stage, including identifying needs, setting goals, implementing action plans, gradually ending sessions, and providing follow up support. The overall aim is to help clients gain a sense of control over their lives by exploring difficulties and developing solutions.

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Counselling Skills for Managers
5 W’s ofCounselling  What  Why  Who  When 2  Where
Management Counselling Approaches  Directive :- Manager dictates solution  Prescriptive :- Suggests possible solution & encourages its adoption  Negotiative :- After offers & counter- offers ,both arrive at agreements  Consultative :- Discusses on employee provided solutions to get better ones  Non-directive :- Encourages employee to design solutions
Counselling Process Counselling is a process with a beginning, a middle and an end, Where the counsellor facilitates an individual to consider the aspects of their life they wish to change. Each process has a task to accomplish
Counselling Process  The whole idea is to enable the client to explore a difficulty or distress which they may be experiencing, assisted by the counsellor who would guide the client from feeling a victim of circumstances to feeling that they have more control over their life 5
Stage 1 - Preparation  Identify the need : An awareness of a problem & the need for help  Readiness : The client should be ready to accept help  Factors affecting readiness Ignorance Resistance Lack of motivation Attitude  Place  Notify in advance  Time of meeting  Organise information
Stage II – Pre Counselling Session Initial interview to get acquainted Preparation of case history Exploration of the client’s concern for the problem
Stage III – Building up Rapport & relationship  Very Critical as it paves the way for a constructive relationship  Relationship includes trust, respect & relative psychological comfort  Rogers in 1957 proposed the core conditions for successful counselling  Unconditional +ve regard  Empathy  Congruence:- Both consider the issue from the same perspective & aim for the same goals
Stage III – Building up Rapport & relationship  Other conditions include:- Respect Acceptance Genuineness Listening Concreteness Confidentiality
Stage IV – Problem Definition & Goal setting Recognise a client need Understand the need Meet the need
Stage IV – Problem Definition & Goal setting 1) Beliefs may Contribute to the problem Inhibit the solution Become the problem 2) Feelings/responses may Exaggerate the problem Inhibit comprehension of the problem Become a problem
Stage IV – Problem Definition & Goal setting 3) Behaviour /response may Be inappropriate Contribute to the problem Complicate the problem 4) Interaction patterns may Lead to miscommunication Greater expectations Copying Styles
Stage IV – Problem Definition & Goal setting 5) Contextual factors Time Place Cultural & Socio-Political issues
Problem Definition The clients might make different types of statements  Based on facts & Alternatives  Based on Judgements,preferences,Dislikes  Based on specific type of behaviour  Basedon emotions,Conflicts,pressures,fears & expectations
Problem Definition  Explorationof information for assessing the problem is gathered from  Client’s perspective  Counsellor’s perspective  Other’s perspective
Problem Definition  Re-assessment implies changing from known ,apparent views to less known, hidden dimensions  When new perspectives/insights are discovered, approaches to change can be evolved  Challenging is a difficult task as it involves re- directing the thought process & dealing with the discomfort they experience  Confrontation  Selfconfrontation  Feedback  Directives
Goal Setting Prioritising, Focusing & Accepting the problem Allowing the client to state the goals Determines the selection of interventions
Goal Setting 1) To change an unwanted or unwelcome behaviour 2) To cope better in a stressful situation 3) To make & implement decisions 4) To enhance relationships 5) To help in client’s journey towards achieving his potential
Stage V – Intervention & Problem Solving  An action plan to meet the goals is made  Clearlyindicate the steps to be taken by the client & the interventions utilised by the counsellor  Implementation activities include specific counselling, training & education, group therapy etc
Stage V – Intervention & Problem Solving A successful treatment plan includes Goals clearly defined & reachable Plans adapted with time Positive ,action-oriented focus Client’s willingness & motivation to follow it
Stage VI - Termination Termination is important as a means of empowering the client by creating a temporary closure of relationship Termination is considered when:- Awareness by counselor & counselee that the work is completed When it seems that counselling is not being helpful It is not a clear-cut ending, but also no need to continue beyond necessity
Stage VI - Termination  Suggested termination  Imposed termination  Situational termination  Early termnation  A gradual tapering off of sessions  Therapeutic vacations-break without breaking the connection  Counselor should carefully consider the most effective way to terminate each client
Stage VI - Termination  Open Door policy  The client should review the future plan of action in his own words  A future date is identified in consultation with the client for reviewing the progress & evolving corrective measures
Stage VII – Follow up  Counselor’s role to be an evaluator & navigator  Follow up is to :-  Review Progress  Review the Learning
Counselling for managers module2