Emotional Intelligence Assessments now available

What is emotional intelligence?“a form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action” Anderson & Anderson is now offering comprensive assessments in emotional intelligence, assertive communication, stress management, and anger management. These assessments are computer scored and contain an action plan for change. 

The results may also be useful for H.R. Managers relative to under performing employees.

 Cost: $150. 

To schedule an appointment, contact Anderson & Anderson at 310-207-3591 or visit our website at: www.andersonservices.com


Who is trained to provide anger management ?

Who is trained to provide anger management ?

<!– –>

Posted by: Carlos Todd 9/29/2007 10:17 AM
The consumer may be mislead into believing that doctors, psychologist and mental health clinicians have the knowledge and skill to deal with anger management problems. The reality is that this is not necessarily the case. The discerning consumer should ensure that anyone they visit regarding anger management problems should have a certification in anger management.

Carlos Todd, LPC, NCC, CAMF
President of the American Association of Anger Management Providers
Anger management classes of Charlotte, North Carolina   

An excellent Gift Certificate for a special person

 Introductory Anger Management Class

Every 2nd Saturday of the month
10 am – 1 pm
12301 Wilshire Blvd. Suite, 418
Brentwood, CA 90025
$150.00 includes assessment, workbook, Tips for Managing Anger booklet

Anderson & Anderson, 310-207-3591


George Anderson to Be Featured in Los Angeles Magazine

George Anderson, internationally recognized anger management guru, will be the subject of a feature story in the December 2007 issue of the Los Angeles Magazine.

Anderson is the CEO of Brentwood based Anderson & Anderson, Inc., which is the industry standard for anger management/executive coaching worldwide. The Anderson & Anderson curriculum is the most widely used anger management model in the world.

Copies of the December issue will be on the news stands beginning the last week in November.

Rasheed Ahmed, Office Manager

Anderson & Anderson




George Anderson is Scheduled to Present an Audio Conference for Hospitals.

 AHC Media, LLC, the quality leader in education and healthcare has selected George Anderson of Anderson & Anderson to provide its first audio conference on anger management. 

On October 29, 2007, George Anderson, anger management guru will present a 90 minute audio conference entitled, “Anger Management as Provention for Hospital Conflict” 

 For information or to enroll in this training, contact Mark Granger at AHC Media, mark.granger@ahcmedia.com , 404/262-5461. 

Rasheed Ahmed,Office Manager

Anderson & Anderson

Trusted Name of Anger Management




Where in the world do visitors to our blogs come from?

The three Anderson & Anderson blogs are the most popular anger management blogs on the worldwide web. We routinely review the stats to our blogs on a daily basis. Here are some of the results from the last 6 hours:

Silver Spring, Maryland, New South Wales, Australia, Saint Louis, Missouri, Lancaster, California, Istanbul, Turkey, Rediff, India, Hobart, Indiana, Fairfax, Virginia, Los Angeles, California, Panama City, Florida, Denton, Texas, Quebec, Canada, Lewiston, Idaho, Philadelphia, Pennsylvania, Suwanee, Georgia, Paradise, California, Sun Valley, California, Puyallup, Washington, Ontario, Canada, Lakewood, Washington, Tibe, Denmark, Surrey, United Kingdom, Reading, Pennsylvania, Essex, United Kingdom, Nordhein-Westfalen, Germany, Netherlands, Antilles, Hyde Park, New Youk, Central African, Republic, Miami, Florida, Hays, Kansas, Saint Just, Brunei, Aruba, Plainsboro, New Jersey, Canton, Georgia, Montreal, Quebec, Guadelope, Panama, Ethiopia, Slovenia, Culver City, California, Portland, Oregon, North Benton, Ohio, San Jose, California, Sacramento, California, Cross River, Nigeria, Albany, New York and Plattsburgh, New York.

A cafeful review of the above list clearly indicates the global interest anger management issues.

Anderson & Anderson is committed to keeping all of blogs current with new entries daily.

George Anderson, MSW, BCD, CAMF


Blog by Baltimore Sun sports columnist David Steele

Steele Press

« Worst … year … ever | Main | Temper, temper II »

Temper, temper I

This was a great weekend for anger-management trainers, and a bad one for proponents of such virtues as self-control and professionalism. Milton Bradley (in a tandem with umpire Eric Winters) and DeAngelo Hall seemed a little touchy. Oklahoma State football coach Mike Gundy, who we’ll discuss in a subsequent post, took it to another level.

* The Padres are probably going to miss the playoffs because of what went down among Bradley, Winters, manager Bud Black and first base coach Bobby Meacham. Has a player-umpire confrontation ever done so much damage? The only one that comes to mind is the Roberto Alomar spitting incident, and that damaged Alomar’s image more than anything. It didn’t affect the pennant race; the Orioles already were locked into a playoff berth (which tells you how long ago it happened). It’s interesting to note, though, that both the Alomar case and the blow-up in San Diego involve allegations of umpire name-calling. It’s just as interesting that the reaction by fans and others has been that no matter what vile thing Winters is accused of saying to Bradley (Meacham, the coach, backed up Bradley’s story), it’s all Bradley’s fault for taking the alleged bait, a textbook case of the victim’s reputation preceding him. If Bradley is Ron Artest, then Winters appears to be a combination of Ben Wallace and the fan who threw the cup.

Meanwhile, manager Bud Black has to be a basket case by now. He was only doing his job, trying to keep his player from bum-rushing the ump and getting suspended — and he ends up wrenching the guy’s knee. It’s a miracle, actually, that it hasn’t happened more often, the way some players and coaches have to be restrained sometimes — and how often umps keep arguments going long after they should have ended. OK, it’s another one of those dumb baseball traditions, umpires and managers/players going eye-to-eye and saliva gland-to-saliva gland. But it’s completely unacceptable from both sides in every other sport known to man — and thus, there are no other incidents that come to mind of someone blowing out an ACL arguing with an ump.

Bottom line: Bradley should get a refund for the anger-management classes he took a few years ago; Winters, the ump, should sign up for some of his own, and Black should work on his footwork and leverage for next time he’s wrestling one of his own players.

* If what DeAngelo Hall did on Sunday in Atlanta when his Falcons lost to Carolina has ever been matched — he was personally responsible for 67 penalty yards on one possession, including two personal fouls — I beg you to let me know here. And it happened to be on the drive on which Carolina tied the game and never looked back. Plus, all the penalties were against wideout Steve Smith, and the last one was, basically, for running his mouth too much after the play was over — a third-down play that was about to force Carolina to try a long field goal, but instead kept the drive alive.

And, as Smith himself described the so-called “trash talk,” “They were real minute … just real immature stuff.” Take his word for it, he’s an expert in the field.

Now, talking stuff per se is not a problem, especially if it’s good stuff and a player can back it up. Hall usually scores on both counts. He was, in fact, backing it up against Smith that day, until that drive. Then, a 37-yard interference call. Then a cheap shot on Smith at the line of scrimmage away from the ball. Then the mouthing off to Smith as he left the field.

Now, new coach Bobby Petrino plans to discipline Hall, and he hashed out ideas with his veterans, which tells you that it isn’t just Petrino who’s mad about this. Hall buried his own teammates by getting caught up in some stupid personal feud that could have been settled by a bunch of pithy quotes in the locker room after the game.

Bottom line: looks like the Falcons didn’t get all the poison out of their locker room when Michael Vick was sent up the river.

Lighten the Collective Burden

It’s important what we do together, the facilitators and participants of Anderson & Anderson Anger Management Classes, it can even be enjoyable.

One of the more satisfying moments for me is when I witness
a participant flush in epiphany — that glimpse, perhaps her first
glimpse of an arms-reachable reality where she is controlling her difficult emotions instead of being controlled by them. Another pleasant experience to witness is a deep, personal breakthrough. Last week a father was able to trace the source of his recent aggressive outbursts back to a tragic event 7 years prior (such personal growth is beyond the scope of the class and course material, yet welcome nonetheless). He is now being treated for PTSD (Posttraumatic Stress Disorder).

But even more enjoyable for me is when I am part of a group
that harmonizes, works together, assists, encourages and elevates each other, so that the facilitator can regress into the environment he nurtured and watch the magic show.

This weekend, George Anderson presided over a class attended by a homemaker, an actor, an island fever sufferer, a lover and a writer. Each participant had previously attended at least one class and was already familiar with the Control Log (Gaining Control of Ourselves, pg. 3). As one person shared a log entry, then another, all became actively involved in labeling Destructive Interactions and proposing Constructive Interactions. Each held all others responsible for honestly and appropriately answering the critical, paradoxical question, “What feelings were you having?” At one point even George
was satisfied with an answer but the actor wouldn’t have it, he was sure his classmate wasn’t being as honest with himself as he could be (and he was right). The classmates were genuinely interested in each other’s growth and welfare – it became personal to them, and because it did, each participant became a facilitator in the moment, and nothing teaches like teaching. Laughs were shared. Tears were shed.
Inspiration charged the air. Everyone took personal responsibility and left the classroom invigorated, with a hug from a classmate, or a phone number, so as to continue to the work in tandem.

In the middle of the last century Gestalt Theory, (gestalt is
something which when analyzed as a whole has achieved something greater than the sum of its parts), began to shift psychotherapeutic emphasis on personal responsibility and also began to focus attention on the individual’s experience in the present moment. Gaining Control of Ourselves continues that tradition of personal responsibility and likewise invites participants to re-experience the moments that
referred them to the program. And so when the facilitator nurtures a safe and sharing environment, when the participants are genuinely interested in personal development, and when a fortuitous mixture of personality and energy coalesce, you might experience a gestalt group where something greater than the sum of the parts occurs. In Berlin
it’s called gestalt, but I call it meaning, and it makes my neck hairs stand at attention.

We’re involved in great work: we encourage responsibility, we enable change, we elevate hope, and we lighten individual burdens — which means that we lighten the collective burden, which then makes the air around us more breathable, and that makes the world a lighter, airier place. Sentimental? Sappy? Maybe. But it’s important what we do.
Together. As a group. Facilitators and participants alike. It’s

Shayde Christian

Continuing Education for Anderson & Anderson Providers

In order to maintain your status as an Anderson & Anderson Certified Anger Management Provider, it is necessary that you complete 16 hours per year of continuing education through Anderson & Anderson.

We now have two new courses. One has been structured around our popular DVD, “Gaining Control of Ourselves”. This DVD contains a powerful, comprehensive review of the Conover Assessment, as well as nine detailed lessons from the client workbook and the Conover Assessment. The information contained on this DVD will enhance the facilitator’s ability to convincingly teach each lesson in the Anderson & Anderson Curriculum.

“A Day Away From Stress” is our latest DVD for use with our curriculum. This DVD is one of the most effective tools for teaching stress management for individual coaching as well as anger management groups.

Session One” features anger management guru, George Anderson. It is a demonstration of how an Anderson & Anderson anger management group is facilitated. This DVD is excellent for use with new clients at intake, as well as a review for facilitators and marketing purposes.

Each of these DVDs will come with questions that must be answered by each provider and returned to Anderson & Anderson for the continuing education certificate. Each DVD will count for 8 ceus.

The Cost: $280 per Continuing Education DVD. Each DVD certifies up to four facilitators for continuing education credits (8).

These DVDs can be purchased through our on-line store or by contacting our office at 310-207-3591.



Look Back at Anger


Look Back at Anger
by Ariel Leve

From seething stars to peeved politicians, everyone’s doing anger management. Ariel Leve finds out why it’s all the rage

In the colossal list of things wrong with me, being an angry person has never ranked high. I am impatient, but I don’t lose my temper. I am volatile, but I don’t hit people. I get angry over something I have little control over, but quickly the anger turns into frustration. I’ll grind my teeth at night or develop a pain in my stomach, which means the frustration is immediately sidelined by worry that I might have given myself an ulcer. But then I remember I can’t afford to have an ulcer, so I am reminded that whatever I’m upset about isn’t worth it, and this, for reasons only a therapist could explain, is my form of anger management.
George Anderson has a different method. A Harvard-trained psychotherapist turned entrepreneur, he virtually invented the industry of anger management. Based in
California, his clients include Hollywood studios that send their angry stars and executives to him, the Department of Defense and even the vice-president’s old company, Halliburton.

Anger is a booming business. Soon Anderson will begin selling franchises abroad. So why now? Anger has been around since the beginning of time, but behavior that was once tolerated isn’t any more, by individuals, employers, courts and legislators.

Anderson & Anderson has become the world’s largest provider for anger-management certification and classes. When you hear about someone being ordered by the court, this is where they are sent. George Anderson also provides “executive coaching”, where he works privately with CEOs, law enforcement, movie stars — and now, me.

At the Los Angeles headquarters of Anderson & Anderson, I am given two questionnaires. One is called the “anger management map” and the second will determine my emotional intelligence. My scores will be tallied and I will meet Mr. Anderson, privately, to discuss the results.

He is an affable man. He begins by making the point that anger is a secondary emotion. There is always something else that precedes the anger, and commonly its stress, frustration, disappointment, anxiety, shame, etc. “Anger is a normal human emotion,” he says. “Everyone experiences anger. It is only a problem when it is too intense, occurs too frequently, leads to harm of the self or others — if it leads to violence.” In other words, always?

“When you are tired, are you less patient than when you’re not?” he asks. I tell him yes. He asks if I’m more likely to be irritable. Yes. “What about when you’re hungry?” Yes, I become tense and would lean towards being less charitable to others. “So something came before the anger and it’s how you respond to it.”

This seems obvious. What came before the anger was not eating. How I responded to it? Having a sandwich. But what about a more complex emotional minefield? Rapidly, I fire off the what-ifs. “What if there is someone married to someone mentally ill? Or an alcoholic? What if there is a family member with a permanent disability?”

Anderson reiterates that you can’t change the feelings, you can only respond differently and change your behavior. Part of this is common sense and part is emotional discipline. I have neither.

We go over my results on the emotional intelligence scoring grid. I did well in self-awareness, emotional awareness of others and creativity. But I scored abysmally low — as in the bottom range of “CAUTION” — for resilience (defined as an ability to bounce back and retain a hopefulness about the future); trust radius (the degree to which I expect people to be inherently “good” and an inclination to trust until there is reason not to) and personal power (the degree to which I believe I can meet life’s challenges). Anderson tells me the opposite of personal power is hopelessness and helplessness, and based on the results of my tests, anger is the least of my problems.

This makes sense. If I have no reason to trust, and no reason to be hopeful, then no wonder I’m not angry — I’m always prepared to be disappointed. And if anger is the result of unrealistic expectations, my expectations are so low to begin with I have nowhere to go but up. So, as I see it, scoring low in these areas is a good thing.

But Anderson isn’t convinced. As I defend my hopeless existence, I can see him begin to squirm. Hopelessness is not exactly the control mechanism that he’s advocating. The more he tries to improve my trust radius, the more skeptical I become. Just then, something occurs to me. Have I succeeded in making the guru of anger management… angry? There is a moment of silence while he stares at me. Speechless. But then he laughs. “Well, you’re from New York,” he says.

There is no scientific proof that Anderson’s anger-management training and classes work. But they can’t hurt. The real question is whether there is any long-term and significant change, since these classes are not treating the deeper issues. Shame, fear, mental illness, pathologies — all of this must be addressed in psychotherapy and counseling.

Having experienced a few hours of the executive coaching, I am invited to sit in on one of the classes. A semicircle of strangers is seated in a small room. They are breathing deeply and following instructions from a relaxation tape. It’s making me jittery. I am the only one whose eyes are not shut, so I look around. Five men, one woman.

Jessica, 21, dressed in black with dark wavy hair and blue eyes, punched a police officer. Karl needs tools to manage his stress. Richard, a soft-spoken middle-aged dad in khaki trousers and a variety of pens in his shirt pocket, was ordered to attend for 52 weeks by the court for being verbally abusive to his ex-wife. He is in week 51. Each person has brought their “anger log”, where incidents that occurred during the week are recorded and then discussed.

In this room, there are two posters on the wall. The Wheel of Destructive Interactions, and the Wheel of Constructive Interactions.

For the next two hours, one by one, episodes where anger was displayed during the week are candidly shared, and people are asked to identify the hostility, rage, avoidance, manipulation, etc, on the negative wheel, and then refer to the constructive wheel (expressing feelings, seeking compromise, stating needs, etc) to pinpoint what they would have done differently. Nobody is being told not to be angry; they are being taught skills to manage anger.

Anderson & Anderson calls the shots because there are no laws regarding anger management. The courts rely on the company to set the standards — 26 weeks is the average. For the client to gain something, he or she has to do the exercises. The stress log and anger log must be completed every day, so they learn to know in advance the situations that would stress them out — and then do something about it.

Sean Coffey, a Brit, met George Anderson after reading an article on him. His background was in psychology and he’s had various jobs, such as caddying, coaching football and running a promotion agency. He plans to open an Anderson clinic in London.

But will the British be able to speak as candidly as Americans? He tells me: “They do find it difficult to express their emotions, unless they feel aggrieved about something in particular. Ironically, the higher up the social scale one goes, and the more eloquent one would expect them to be — the less likely they are to verbalize their emotions and so it stays bottled up.”

And just as it took years for the benefits of psychology and psychiatry to filter through to Britain, Coffey fears it may be the same for anger management. “I’m not sure that British people are ready to pay for this service,” he says. “Also, admitting that one requires psychiatric or psychological assistance is seen as a sign of weakness.”

The difference between the types of anger displayed and experienced by people in Britain and in the United States has mainly to do with alcohol-related violence (the UK beats the US) and weapon-related violence (the US is the winner by far). The common ground is car-related violence, where both nations have unrealistic expectations when it comes to traffic and journey times.

Back in my hotel room and unable to sleep, I turn on the television. There is yet another form of anger management. It’s called Star Wars. And the wisdom of Yoda is undeniable. “Fear leads to anger, anger leads to hate, hate leads to suffering.” That’s 52 weeks of class right there.