NCO Leadership, Counseling, and Development
Leadership framework
ADP 6-22 describes leadership as a requirements model. Attributes are character, presence, and intellect; competencies are leads, develops, and achieves. Be ready to name the sub-competencies - leads others, extends influence beyond the chain of command, leads by example, communicates; creates a positive environment, prepares self, develops others, stewards the profession; gets results - and to attach a personal example to at least three. Boards listen for what you did, not what doctrine says.
Counseling
Know the two families: event-oriented (initial, performance and professional growth, promotion, crisis, referral, separation) and performance counseling. Know the three approaches: directive (the leader talks; use when time is short or the Soldier lacks experience), nondirective (the Soldier does most of the talking and arrives at the solution), and combined. Formal counseling is documented on DA Form 4856; a usable plan of action is specific, achievable, resourced, and agreed to.
Traps
- Thinking nondirective means the leader has no role - the leader still owns the outcome.
- Assuming every session requires a DA 4856; informal counseling does not.
- Treating NCOER bullets as opinion instead of observed, dated performance.
- Ending the leader's responsibility at the referral; referral counseling still requires follow-up.
Rule of thumb
Observe, record, counsel, follow up. If you cannot state the specific behavior, when it happened, and its effect on the mission, you are not ready to counsel it.