The Process of Counseling

This article discusses the process of counseling in organizations and how it helps employees manage their emotions. It explores the steps involved in counseling, such as active listening, interpretation, repeating, summarizing, and structuring an action plan. Counseling helps employees maintain a reasonable emotional balance, reduce stress, and improve productivity.

Running head: THE PROCESS OF COUNSELING
THE PROCESS OF COUNSELING
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1THE PROCESS OF COUNSELING
Emotions play important role in human beings that have the potential of dominating the
ways human perceive the world round them and function (Scheff, 2017). Emotions in human
require serious management for when emotions can become the centre of the entire problem that
an individual may come across in an organization. This could lead to reduced productivity,
morale and increase absenteeism along with high level of mental stress and anxiety. Hence,
today there are several organizations that have taken the initiatives to maintain a reasonable
emotional balance of the employees and on the constructive lines channelize their emotions. The
process through which organizations help employees balance their emotions is called counseling.
The paper aims to discuss the process of counseling in the organization along with a discourse on
the specific process of counseling.
Counseling is a method of understanding that help people understand their emotions and
manage them in accordance. The counseling is specifically for the people who have technical,
personal and emotional or adjustment problems that commonly has emotional content that an
employee aim to reduce in order to manage their performance and by maintaining adequate level
of stress and performing their behavior (Cameron & Green, 2015).
Counseling is a systematic approach towards managing the feeling it is performed in
specific processes. Counseling begins when an employee encounters the counselor. The very first
step is the process of introduction where the employee discusses the issues, the reasons of
concerns and the factors that contribute in hampering their production at work. The main purpose
of the meeting is understood by the counselor and a method of dealing the problems is discusses.
It is mainly a warm up session where the problems and solutions are discussed. The introduction
is followed by other steps which are aimed at resolving the problem. This first step of the process
is also known as rapport building (Sue et al., 2019).

2THE PROCESS OF COUNSELING
Active listening: The most important part in the counseling is listening as the details are
provided by the client are the facts on which the rest of the process depends. Active listening
means listening carefully and observing the verbal as well as non-verbal gestures and signals
provided by the client. Some of the special body gestures such as maintaining body posture,
maintain eye contact while having conversation, leaning forward, communicating to participate
in the communication process. The counselor listens to the employees’ issues and revert back in
order to make the client assured that he or she has been understood (Savickas, 2015).
Interpretation: often there are situations when only the problem is discussed and talked
around while the main problem being ignored. Interpretation goes beyond then what is simply
stated by the counselor. This step in the process of counseling is identifying the actual problem.
It is the counselor who would identify the problems from the client’s statements even when the
client is unaware of it. The counselors redefine the problem from a different perspective with
more clarity to the problem and help the client becoming aware of the core problem. The client is
also helped by the counselor in establishing the things that are relevant, emphasis the significant
points of the discussion and the problem (Topornycky & Golparian, 2016).
Repeating: In several times of stress and crisis, clients are in a state of denial or they are
in state of feeling overwhelmed. Often all the things that are said to them or told are not
comprehended by them. Therefore, often it is required to repeat the salient factor of the session
or the process that is intended to help them manage their emotions. Also, there are times when
the perception of the clients needs to be altered and it may take extra time for the client to
understand and cope with it. Therefore, repeat is an important step of the process. As the process
goes on, there can be need of changes in the way they move forward, and it is through the

3THE PROCESS OF COUNSELING
process of repeat the counselor can make alteration and changes in the plan (Geldard, Geldard &
Foo, 2017).
Summarizing: Many people become stunned by news of the disease that may respond
through fast talking, asking questions and providing details than the counselor can absorb.
Hence, it is important that the counselor summarize the entire issue in order to re-confirm
(Pearce, 2014).
Structuring and deciding on action plan: Structuring is to help the client see the
relationship between facts and feelings. It helps clients to understand the vital aspects of their
concern that needs immediate attentions and the things that are less relevant to them. Based on
the scientific knowledge, cultural and socio-economic aspects of the client in order to explore all
the possible solutions for the prioritized aspect the counselor will decide on the solution.
Depending on this the most relevant option of action is selected and decision is made. Lastly,
concluding the counseling session which will again highlight the salient features of the entire
process (Collins & Collins, 2016).
As discussed above, Emotions in human require serious management for when emotions
can become the centre of the entire problem that an individual may come across in an
organization. This could lead to reduced productivity, morale and increase absenteeism along
with high level of mental stress and anxiety. Therefore, when they are presented with counseling
session, it helps them work better managing their emotions. They become more productive and
mentally stable with the possibility of making good production and performance in the
organization.

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References:
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the models, tools and techniques of organizational change. Kogan Page Publishers.
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Geldard, D., Geldard, K., & Foo, R. Y. (2017). Basic personal counselling: A training manual
for counsellors. Cengage AU.
Pearce, B. (2014). Counselling skills in the context of professional and organizational
growth. Handbook of Counselling, 230.
Savickas, M. (2015). Life-design counseling manual (p. 88). Mark L. Savickas.
Scheff, T. J. (2017). Being Mentally Ill: A Sociological Study. Routledge.
Sue, D. W., Sue, D., Neville, H. A., & Smith, L. (2019). Counseling the culturally diverse:
Theory and practice. Wiley.
Topornycky, J., & Golparian, S. (2016). Balancing openness and interpretation in active
listening. Collected Essays on Learning and Teaching, 9, 175-184.