Counselling

It is dyadic relationship b/w two persons, a manger who is offering help(Counsellor) and an employee whom such help is given (Counsellee). It may be formal or informal. Formal counselling: is a planned and systematic way of offering help to subordinates by expert counsellors. Informal Counselling: it is concerned with day-today relationships b/w the manager and his subordinates where help is readily offered without any formal plan.

Characteristics
1. the focus is on developmental, educational, preventive concerns. 2. Processes such as guidance, classification, suggestion, etc., are commonly employed. 3. The emphasis is on problem-solving and situational difficulties. 4. The relationship b/w the counsellor and the counsllee is friendly, advisory, helpful and trustworthy. 5. The aim is to clear the mind ( of acounseller) of mental blocks and improve personal effectiveness.

Objectives of counselling
1. Helps person realise his/her full potential. 2. Help person understand his/her strengths and weaknesses. 3. Gain insight into his/her behaviour and analyse the dynamics of such behaviour. 4. Help the person understand the work environment better. 5. Provide an empathic climate where he can discuss his tensions, conflict, concerns and problems. 6. Increase his personal and inter-personal effectiveness through prompt feedback about his behaviour. 7. Prepare action plans for improving his behaviour and performance.

Advantages
1. He learns to respond and adjust more positively to people and situations 2. He is able to improve his personal effectiveness. 3. He is able clear the mind of emotional irritants, overcome his personal weaknesses and work more effectively. 4. He feels more relaxed when he is able to share his concerns and problems with a trusted friend, the counsellor who assures confidentiality and extends a helping hand readily.

Steps in Counselling
1. Rapport building: 2. Exploration: besides listening, the counsellor shd help the employee find his own weakness and problems through open and exploring questions. He shd be encouraged to open up fully and talk more on the problem. 3. Action Planning: counselling shd finally help the employee find alternative ways of resolving a problem.

Prerequisites for counselling

1. Counsellee: he must open up before the counsellor fully and share his problems, feelings, concerns without any reservation/hesitation. As much as possible he must confine himself to issues relating to job performance. 2. Counsellor: maintain record of th employee behaviour. Encourage the subordinate to come out with his own unique version. Help him find where the things have gone wrong. Dont accuse him. 3. Climate: both the parties must focus on work related goals and performance behaviours. Discuss issues objectively, fairly and equitably. There shd be mutual trust, cooperation and understanding.