When counseling a Soldier on performance in ADA duties, which information should you include?

When counseling a Soldier on performance in ADA duties, which information should you include?

• A. Personal goals only
• B. Clear performance expectations, observed behavior, impact on the mission, development plan, and follow-up date
• C. Punishments and disciplinary actions
• D. Mission details only

Answer: (B)

The main idea here is giving performance feedback that genuinely guides a Soldier’s growth in ADA duties. When you counsel, you want to be clear, concrete, and actionable, linking what the Soldier does to how it affects the mission and what to do next. Include clear performance expectations so the Soldier knows exactly what is expected in their role. Add observed behavior to show specific examples of how they’re performing, not just general impressions. Connect this behavior to the impact on the mission, so they understand why the performance matters in real terms. Outline a development plan that spells out concrete steps, training, or practice needed to improve. Set a follow-up date to review progress and keep accountability moving forward. Options that focus only on personal goals miss the performance evidence and mission connection. Focusing only on mission details leaves out what the Soldier did (or didn’t do) and how to improve. Mentioning punishments is not appropriate for development-focused performance counseling; that would be handled separately through disciplinary channels. So, the best approach is a comprehensive, forward-looking discussion that tells the Soldier what good performance looks like, shows what they’ve done, explains the impact, lays out how to improve, and schedules a follow-up to measure progress.

The main idea here is giving performance feedback that genuinely guides a Soldier’s growth in ADA duties. When you counsel, you want to be clear, concrete, and actionable, linking what the Soldier does to how it affects the mission and what to do next.

Include clear performance expectations so the Soldier knows exactly what is expected in their role. Add observed behavior to show specific examples of how they’re performing, not just general impressions. Connect this behavior to the impact on the mission, so they understand why the performance matters in real terms. Outline a development plan that spells out concrete steps, training, or practice needed to improve. Set a follow-up date to review progress and keep accountability moving forward.

Options that focus only on personal goals miss the performance evidence and mission connection. Focusing only on mission details leaves out what the Soldier did (or didn’t do) and how to improve. Mentioning punishments is not appropriate for development-focused performance counseling; that would be handled separately through disciplinary channels.

So, the best approach is a comprehensive, forward-looking discussion that tells the Soldier what good performance looks like, shows what they’ve done, explains the impact, lays out how to improve, and schedules a follow-up to measure progress.