PERFORMANCE COUNSELLING

Dr. Meenakshi Khemka

 Objectives Of Counselling

Counselling aims at the development of the

counsellee. It involves the following:
1) Helping him to realize his potential as a
manager
2) Helping him to understand himself – his
strengths and his weaknesses
3) Providing him an opportunity to acquire more
insight into his behavior and analyze the
dynamics of such behavior
4) Helping him to have a better understanding
of the environment
 Objectives Of Counselling

5) Increasing his potential and interpersonal

effectiveness by giving him feedback about
his behavior and assisting him in analyzing
his inter-personal competence
6) Encouraging him to set goals for further
improvement
7) Encouraging him to generate alternatives for
dealing with various procedures
8) Providing him empathic atmosphere for his
sharing and discussing his tensions, conflicts,
concerns and problems
 Objectives Of Counselling

9) Helping him to develop various action plans

for further improvement
10) Helping him to review in a non-threatening
way his progress in achieving various
objectives

In addition to these, performance counselling

strengthens the dyadic relationship between
the employee and his boss
 Process of Counseling
Responding Empathy
Initiating
Development
Listening
Helping
Communication

Mutuality

Feedback
counseling

Influencing

Positive
Identification Autonomy Reinforcement
 Sequential Process of Performance Counseling
Phases Helpful Behavior Hindering Behaviour

Rapport Building

Attending Rituals
Conversation on personal matters, Discussion of behavior from the
smile, start

Listening (to) Physical attention (posture) Distraction (attention to other

things, telephones)
feelings Eye contact
concerns Response(verbal & non-verbal)
problems Keeping out telephones, noise, Signing letters, talking to others
disturbance, etc. etc, during conversation

Acceptance(empathy) Communication of feelings and Lack of response

concerns.
Paraphrasing feelings Passive listening for a long
period
Sharing own experience
Phases Helpful Behavior Hindering Behavior

Exploration

Exploring Mirroring or paraphrasing Criticizing

Open questions Avoiding or hedging
Encouragement to explore

Problems Identification Questions to explore possible Suggestion of a problem

problems.
Encouragement to generate
information.
Identification of a probable
problem.

Diagnosis Exploratory questions. Suggesting the cause

Generating several possible
causes.
Phases Helpful Behavior Hindering Behavior

Action Planning

Searching Questions on possible solutions Advising

Generating alternative solutions

Decision making Questions on feasibility, priority,

pros and cons
Discussion of one solution
Discussion of an action plan
Contingency plan Promise of general help
Identification of needed help
Monitoring
Contract on help
 Unhelpful Effective and helpful
ALIENATING EMPATHIC
Continuous stress on conformity Levelling
Not encouraging creative acts Rapport building
Passive listening Identity feelings
Lack of verbal response
SUPPORTIVE
CRITICAL Recognizing
Communicating availability
Criticizing
Committing support
Pointing inconsistencies
Trusting
Repeated mention of weaknesses
Belittling
Reprimanding EXPLORING
Questions
DIRECTIVE Reflecting
Sharing
Prescribing
Probing
Ordering
Closing
Threatening
Summarizing
Giving no options
Concluding
Pointing out only one acceptable way
Contracting for follow up and help
Quoting rules and regulations
Feedback will be effective if the person who gives the
feedback makes sure that it:
1) Is descriptive and not evaluative
2) Is focused on the behavior of the person and not on the person himself
3) Is data-based and specific and not impressionistic
4) Reinforces positive new behavior
5) Is suggestive and not prescriptive
6) Is continuous
7) Is mostly personal, giving data from one’s experience
8) Is need based and solicited
9) Is intended to help
10)Is focused on modifiable behavior
11) Satisfies needs of both the feedback given and one who receives
feedback
12) Is checked and verified
13) Is well timed; and
14) Contributes to mutuality and building up of relationship
 THANK

YOU

4–
11 Performance Management