The counseling statement is a tool, used in the military, to document professional development and training. For it to be used correctly, a few things must be in place.
The leader providing the advisory statement has to be competent. When that leader generates that affirmation, he has to know how to give feedback. He also has to know how to help the Counseled Soldier achieve the goals discussed. This includes spending the necessary time to help improve the Mentored Soldier.
Both the leader and the mentored Soldier must have an environment of trust in order to cooperate. The counseling statement should be a joint effort. Here, both the leader and the Advised Soldier talk about things; then propose a corrective course of action. If it is a professional development counseling statement, the two of you should work together to set goals.
There are other things that apply; details can be found in the most recent Army Leadership Field Manual. The other military branches should also have a counterpart to this field manual.
Now, what happens when a “toxic leader” uses a counseling statement? With enough “negative” counseling statements in a soldier’s training portfolio, that soldier is at risk. A pattern of poor conduct can lead to a service member being discharged from the military.
Here are a couple of common myths that leaders promote.
A “toxic leader,” whether through lack of knowledge or malice, would pressure a soldier to “initial” the “agree” box. But should you? A common myth about the “agree” or “disagree” boxes is that you agree or disagree with the initial administrative data.
Here is another legend. “If he disagrees and adds a statement, that shows the chain of command that he’s a rebel, he’s not willing to learn, he’s a bad soldier, etc.”
The reality is that the “agree” or “disagree” boxes are for you to agree or disagree with the counseling statement. The comment section allows you to provide a logical, reasoned and factual comment as to why you believe the advisory statement is incorrect or unwarranted.
To support that, the advisee is also entitled to add to the “corrective courses of action” section.
Any leader who tries to explain otherwise may have an agenda. This agenda often may not bode well for the long-term mentored service member.
So when should you disagree with a counseling statement?
You have to look at this from a calm perspective. If you know you did something to justify the comments… that there were no extenuating circumstances on your part… that the facts were not misrepresented… that your leader wants you to be better… that your leader has no negative agenda …or any other reason that makes it obvious that you “deserved” that counseling statement, sign “agree.”
The counseling statement is a tool to help you overcome your weaknesses. “Event-oriented” counseling statements can be a “gift” if you are willing to learn from the experience; and if the one who administers it is sincere about its well-being. The impromptu monthly or quarterly career counseling session is your written counseling session.
When you receive one of these, you need to take a serious look at its shortcomings and find a way to overcome them. If you have an idea of what your leader can do to help, say so. Have it included in the course of action section and the leader section. Commit yourself by entering a comment indicating how you are going to overcome or improve what they are advising you.
Now, let’s say there may be malice involved.
You have the right to disagree. But, don’t just initial the “disagree” box. Add a comment to support your disagreement. This comment should include facts and a logical/reasoned argument as to why you believe the counseling statement is incorrect or unwarranted.
Do not personally insult or attack the person who is advising you. For example, let’s say you get a notice for not submitting your pass application before you make arrangements to spend the weekend outside of your travel limits. You know for a fact that you submitted your pass application. In fact, he handed it over to his team leader.
Here is an example of what not to do:
“I do not agree with this statement of advice. I submitted my pass and my team leader said it would be approved. He later told me it was approved! Now he is lost! Sergeant John is not responsible and I would lose the rear if it wasn’t attached to his body. He’s the reason no one has my pass application! I shouldn’t even be in the military for this. He’s trying to get me.”
Here is an example of how the statement accompanying the “I Disagree” option might read:
“Two weeks ago, I sent in my pass application, risk assessment forms, my flight itinerary, and my hotel reservations. I gave them to Sergeant John, who thanked me. I asked him, a week ago, if our pass applications They were approved. He said yes. I went ahead and completed my plans, including paying for the remaining reservations. When they handed out the applications for passes, I didn’t get mine. When I asked for them, they said I didn’t hand in any. I insisted that I did. PFC Doe saw me drop off my stuff and was there when I asked if my pass had been approved. Please see the ‘corrective courses of action’ section.”
Your unit legal officer can provide details in the agree/disagree section.
Again, what is said in this article is applicable to the other services. Ideally, if you are willing to learn from your mistakes and have a good leader, this system can work for you. It might even set him up to really succeed in the military.
If you have a toxic leader, who is trying to set up a paper trail on trivial matters…only to have adverse action taken against you…then the Disagreement section is your way to help neutralize that attempt.
This article is not intended to provide you with legal advice. Double check with your unit legal officer or the Judge’s General Counsel’s office. They will give you details about your rights when dealing with the “agree” and “disagree” sections.