To set goals and objectives for a subordinate, what type of counseling should be conducted?

Setting goals and objectives for a subordinate is a fundamental aspect of the counseling process, particularly during the initial stages of a supervisory relationship. Initial Counseling is specifically designed to establish expectations, define roles, and set clear objectives for performance and development. During this meeting, a counselor has the opportunity to discuss the subordinate's strengths, areas for improvement, and career aspirations, which are essential for formulating concrete and achievable goals.

This type of counseling lays the groundwork for an ongoing relationship and creates a foundation for future discussions about performance and growth. It emphasizes the importance of clear communication and mutual understanding from the outset, which is crucial for effective mentoring and leadership.

Other types of counseling, such as Formal Counseling, Follow-on Counseling, and Peer Counseling, serve different purposes. Formal Counseling typically focuses on specific issues or evaluations after the initial counseling has taken place. Follow-on Counseling builds on the progress made since the initial session but does not replace the initial goal-setting framework. Peer Counseling usually involves individuals of similar rank or status and is designed for support rather than formal objective setting.