A Season of Risk

As we approach the holiday season, our expectations of ourseleves and others are often unrealistic. We frequently make demands which are inconsistent with our resources and the resources of others to meet those demands. Consequently, we become stressed, angry, anxious and/or depressed.

The period between Holoween and New Years are by far the most emotionally laden days of the year. This is a time in which we should recognize and anticipate stress and mobilize our efforts to minimize the harmful effects which tend to emerge from unrecognized or unmanaged stress.

Some simply strategies which are often useful include the following:

  • acknowledge and label your feelings.
  • for each situation which makes you feel stressed or angry, ask yourself:
  • Is this situation important?
  • Can I control or influence the outcome?
  • Will it affect the course of history?
  • If it is important and I cannot control or influence the outcome, I must accept the stressor and develop coping strategies or move around it.
  • If it is important and I can change or influence the situation, I must act to do just that.

Tomorrow, November 28, I am flying to Richmond, Virginia. I cannot control the weather in Richmond but I can cope with the weather by dressing appropriately.

George Anderson, MSW, BCD, CAMF


November 20, 2007 Press Release from Day Break Counseling

In view of the press release below, this Los Angeles based Anderson & Anderson provider has been removed from our Court Approved Provider List.

All current and future clients should contact the court prior to enrolling in any of the new classes offered by this provider. 

Education Center Incorporates Evidence-Based Practices Within Anger Management Classes

Santa Monica, CA, November 20, 2007 –(PR.com)– Daybreak Counseling Service, the leader in anger management education and anger management classes moves to incorporate evidence-based practices within its anger management course curriculum.

A growing amount of literature confirms that in addition to targeting specified behaviors such as aggression, drug use, alcohol abuse and other criminal behavior the criminogenic needs of offenders must be addressed. Although anger itself is not a crime it is often a present factor in crimes against another person such as battery, domestic violence, criminal threats and assault.

Most anger Management classes teach individuals how to manage stress, communicate effectively, and develop emotional intelligence but such classes do not address the motivation of clients especially if they are court ordered.

Individuals who exhibit chronic acts of anger and aggression often receive great rewards for their behavior. Such behavior may reinforce their status in their community and reinforces their own vision of themselves.

In an effort to manage anger, Daybreak Counseling Service addresses eight major risk factors for the clients.

1. Antisocial Attitudes
2. Antisocial Peers
3. Antisocial Personality
4. History of antisocial behavior
5. Family
6. Education/Employment
7. Substance Abuse

Daybreak Counseling Service does not provide psychotherapy but uses an educational model that manages anger. Through cognitive instruction rather than process groups clients can be made aware of the above risk factors that may prevent reduced aggression. Daybreak Counseling Service provides effective anger management courses by suggesting referrals to address multiple needs of the clients as well as providing an after care program to support the clients growth.



Contact Information
Daybreak Counseling Service
Shannon Munford M.A. MFT, CAMF

Turbulent priests to take anger management courses


By Paul Bignell

Published: 11 November 2007

A spitting vicar, a karate-kicking clergyman and a priest who prompted fury by selling off a priceless medieval map – these are not characters from a lost episode of the Trollopian “Barchester Chronicles”, but modern-day holy men involved in bitter feuds at the heart of ecclesiastical life. Some priestly disputes have become so bad that a “conflict management” course has been introduced for church leaders.

Its aim will be to resolve the growing number of rows which are causing deep, unbrotherly – and unsisterly – rifts, according to Dr Sara Savage, a senior researcher at Cambridge University who co-developed the course.

“Conflict is generally not handled well within the church,” she said. “Even minor disagreements can leave bitterness and resentment… Instead of churches being contexts for grace and loving challenge, they can become arenas for bullying, blaming and scapegoating.”

Of the 18.9 million working days lost annually in the UK through stress – in much of which bullying plays a significant part – a high proportion of workplace bullies are in the caring professions, including the church. A study by the Andrea Adams Trust, which deals with workplace bullying, found that lay people, church officers, workers or clerics increasingly behave abusively to other lay or ordained people.

According to the Cambridge research team, attempts to resolve inter-clergy rows often make matters worse because those involved lack proper training in resolving conflicts.

But it’s not just colleagues the clergy have to fear, as the unfortunate vicar of St Mary and St Michael church in Trumpington, near Cambridge, found. Dr Tom Ambrose must now defend himself against 97 allegations – including spitting at a church warden – from his parishioners in front one of only a few ecclesiastical tribunals held in the past century. Lawyers estimate his legal fees could reach £150,000. His crime? The modernising vicar wanted lavatories in the church for his ageing congregation. In another case, the Rev Brian Regan used his martial arts expertise to quell a violent parishioner.

Paul Handley, editor of the Church Times, said yesterday that the time is right for a conflict-management course: “I think that professional advice… is very important. Otherwise you get churches run by the ‘angry-squad’.”

The first session of the course will take place next month. Representatives will attend from six denominations – Anglican, Methodist, Church of Scotland, Roman Catholic, Baptist and United Reform. It will centre on psychological and conflict resolution techniques. Course leaders hope that more sessions will follow encompassing different faith groups, including Muslims and Hindus.

Holy rows

Rev Harry Brown, 2003: sacked over sexual impropriety, intimidation and financial irregularities

Dr Brandon Jackson, 1997: eight-year feud with sub-dean at Lincoln. Cleared of adultery; resigns as dean

Rev Lucy Winkett, 1997: her appointment at St Paul’s Cathedral provoked mutiny and hate-mail

Rev Tom Ambrose, 2007: faces 97 allegations, including spitting at a warden, and could lose his job

Dr Martin Neary, 1999: Westminster Abbey organist, sacked for ‘financial irregularities’; lost his appeal

Remember the Holidays!!!!!

With the holidays officially beginning in a matter of a few days, now is a good time to review many of the chapters in the Anderson and Anderson workbook with your clients and help them navigate successfully through the holidays.  

Joe, Sharon, Maggie, Anthony and Stephen are clients of mine that have issues of stress-related anger.  They each dread the holidays because, in their words, “it tends to bring out the worst in them.” I emphasized that everything they had learned up to now was simply a lesson to prepare them for the approaching holiday season.  “Now,” I continued, “I must prepare you for the big exam—surviving the holidays and even having a few laughs along the way.” That explanation is the reason why I decided to go over the stress, anger communications and even emotional intelligence chapters for a second time.

Today we worked on the Stress Chapter as though it was the first time they had ever seen it.  One of the great things about reviewing the chapter is that many points that my clients missed, or they were not ready to grasp in the early stages of their learning, have become clearer and more understandable because of their new growth. They were able to embrace the concepts willingly and enthusiastically.

In addition to review we re-wrote affirmations and positive self-talk statements. This time around their statements were far more powerful than their earlier versions.

We ended the last few minutes of our session with arts and crafts. We made small survival baggies to keep at work, home and in the car.  Each baggie contained a variety of relaxing teas including mint, chamomile, and one called mood mender.  We also included Rescue Remedy and inspirational sayings in these packages.  Their homework assignment was to purchase a traveling hot/cold cup and a plastic water bottle as part of the toolbox for holiday survival.  Additionally, they committed to step out of the ring of intense energy by walking, or any other physical exercise, three times a week.

Help your clients through these holidays by reviewing and strategizing tools for managing.  If you like the idea, have your clients make a survival kit so that they may have a Happy Holiday.

 Yacine Bell, CAMF


Oakland, CA.

Anderson & Anderson Joins Colbert Williams in Joint Venture

 Colbert Williams, President of Executive Life Coaching Joins Anderson & Anderson in a Joint Venture to provide anger management, executive coaching and organizational training for a number of major corporations, transportation agencies and jails in California. 

Mr. Williams is an experienced Licensed Clinical Worker with extensive training in the Anderson & Anderson of Anger Management and executive coaching. He is based in Lancaster; CA. Mr. Williams is also training to become an Anderson & Anderson Training Faculty.

 As contracts are signed, announcements will be made on the blogs and websites of both of the two entities involved.


George Anderson, MSW, BCD, CAMF


Clinician to Provide Anger Management and Executive Coaching

Street address: Wilshire & Wellesley, Brentwood, 90025
Location: Los Angeles (West L.A.)
Date Listed: Nov-19-07

Anderson & Anderson, the first global provider of anger management is seeking a clinician interested in part-time anger management positions. The successful candidate will receive 40 hours of anger management facilitator certification training. All positions are in the Brentwood area of Los Angeles. To be considered, please send your resume via an e-mail attachment to George Anderson at anders3101@aol.com. Please visit the websites and links below to learn more about George Anderson and the Anderson & Anderson model of anger management.

George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Anderson & Anderson, The Trusted Name in Anger Management

Anger, Hostility, and Person Directed Violence

Anger signals your body to prepare for a fight. This reaction is commonly classified as “fight or flight.” When you get angry, adrenaline and other hormones are released into the bloodstream, then your blood pressure goes up, your heart beats faster, and you breathe faster.Many people mistakenly believe that anger is always a bad emotion and that expressing anger is not okay. In reality, anger can be a normal response to everyday events. It is the right response to any situation that is a real threat. Anger can be a positive driving force behind our actions. Anger can also be a symptom of something else, depending on how often a person feels angry and how angry the person feels.

Hostility is being ready for a fight all the time. Hostile people are often stubborn, impatient, hotheaded, or have an “attitude. They are frequently in fights or may say they feel like hitting something or someone. Hostility isolates you from other people.Anger and constant hostility keep your blood pressure high and increase your chances of having another health problem, such as depression, heart attack, or a stroke.Teens who say they often feel angry and hostile also more often feel anxios,, stressed, sad, and fatigued. They have more problems with alcohol and drug abuse, smoking, and eating disorders than teens that do not have high levels of anger.

Violent behavior often begins with verbal threats or relatively minor incidents, but over time it can involve physical harm. Violent behavior is very damaging, both physically and emotionally. Violent behavior can include physical, verbal or non-verbal threats.Violence causes more injury and death in children, teenagers, and young adults than infectious disease, cancer, or birth defects. Murder, suicide, and violent injury are the leading causes of death in children. Violence with guns is one of the leading causes of death of children and teenagers in the United States. About 5,000 teenagers are murdered every year.

George Anderson, MSW, BCD, CAMF

Anger Management, a Ray of Hope for Civility in Interpersonal Relationships

As we approach the end of 2007, there is a cause for optimism relative to professional anger management. Colleges, Universities, governmental agencies, business and industry as well as hospitals and prisons are moving aggressively to introduce anger management and executive coaching to the list of benefits offered.  In addition, jails and prisons are moving away from punishment towards rehabilitation by introducing anger management to inmates as well as correctional staff. Finally, the media is beginning to publicize the merits of anger management for celebrities, ordinary citizens as well as organized sports. 

A look at the trends

·       Jails and prisons in New York are planning to add anger management to its’ educational component for inmates.

·       California is requiring anger management for all parolees who have a history of violence.

·       Anger management is now being provided in all of California’s 32 prisons.

·       Veterans Administration Hospitals are using anger management in conjunction with psychiatric treatment for Post Traumatic Stress Disorder for returning Iraqi soldiers.

·       The Texas State Legislature is currently debating the teaching of anger management in all middle schools in Texas.

·       Military Brigs in San Diego and Virginia are now offering anger management to military inmates.

·       School Districts in California, Texas, Florida. Washington and Oregon are providing anger management in Adult Education Programs as well as grade schools.

·       The Joint Commission on the accreditation of hospitals has mandated that all hospitals in the nation establish standards for “disruptive staff”.

·       Professional Basketball, Baseball, Football and Hockey are all reviewing proposals to provide anger management for players and coaches.

·       Student Judicial Affairs Departments of major colleges and universities are contracting with professional anger management providers to provide anger management as prevention for violence.

·       Anger management in substance abuse programs has long been neglected. California in its’ proposition 36 for substance abuse programs has mandated “Certification” in anger management for all substance abuse contractors.

·       Executive Coaching/anger Management is being endorsed by physicians and Risk Management consultants. This is the intervention of choice for physicians and executives nationwide. 

The development of anger management as an accepted discipline has come a long ways in the last year. All indications are that 2008 will be a period of further advancement in this new emerging area of specialization in human services. 

George Anderson, MSW, BCD, CAMFhttp://www.linkedin.com/in/geoanderson

Emotional Intelligence a critical factor in anger management


Emotional intelligence is the capacity to create positive incomes in relationship to others and ourselves. It is the practice of being aware, understanding, appropriately expressing and handling emotional states in ourselves and others. Emotional intelligence is an important skill to acquire because of its usefulness in leadership, sales, marriage and interpersonal relationships at work, school and families. It is a skill which can be developed and/or enhanced at any point in our lives.


The Anderson and Anderson model of anger management intervention is one of the first curriculums to incorporate emotional intelligence as a key component of the skills taught in its anger management classes as well as executive coaching. The other components of this model include stress management, communication and anger management. All of these four key concepts are woven throughout the curricula as well as the group exercises, videos and CDs used to teach participants not only how to manage anger but also how to manage stress, improve communication and enhance emotional intelligence.

Before being admitted into any of our programs, a computer scored Anger Management Map is administered. This assessment component determines the client’s level of functioning in the following areas, anger management, stress management, emotional intelligence and communications. Skills in these four areas are the topics taught in the Anderson & Anderson model of intervention programs.

While an individual may initially enroll in an anger management class as a referral from the court, Human Resource Manager, Employee Assistance Program or spouse, once in the class, he or she will quickly recognizes the value of using these skills in all other aspects of his or her daily functioning. Emotional intelligence is by far the most popular of the four modules mentioned above. It is closely related to empathy, sensitivity to others, compassion and self awareness. It is what distinguishes persons who make you feel comfortable, optimistic, laugh and feel good about yourself from those who you avoid because their negativism is contagious and tends to cause you to feel gloom and discomfort.

Currently, in the United States , Canada , England and Bermuda, the largest number of referrals to anger management programs using the Anderson & Anderson model are from businesses, and governmental agencies, including Hospitals. These organizations tend to be most concerned about the bottom line, productivity, profit and good morale. Understanding the powerful role of emotions in the workplace sets the best leaders apart from the rest not just in tangibles such as better results and the retention of talent, but also in the all-important intangibles, such as higher morale, motivation, and commitment.

Some case examples

Fifteen percent of participants in our anger management classes are self referred. Several months ago a young father joined one of our Saturday accelerated classes because he was concerned over his growing impatience and negative response to his infant son. During his first session, he quickly realized that this “impatience” was also occurring at his business where he was responsible for managing fifty employees. He also acknowledged being frequently abrasive in his style of communicating with his wife. Over a ten session period, he was able to see a change in his relationship with others as well as his self-esteem as he began making changes in his sensitivity to others and using assertive communication rather than passive aggressive or aggressive communication.

In another example, an executive of a major Motion Picture Company was ordered to attend an executive coaching/anger management class as a result of verbal abuse exhibited in a meeting directed to one of his senior staff. Initially, this executive denied the need for help and protested his referral to an anger management program. During his initial assessment interview, the focus was on his style of communication, (aggressive) level of stress, (high) emotional intelligence (low) and finally his skills in managing anger which was poor. It was determined in the assessment session that he may benefit from developing skills in emotional intelligence, stress management, communication and finally anger management. During his ten week individual coaching sessions, he was promoted at his company and received a hefty raise. After one year, he is now an advocate in his company for emotional intelligence for all managers and supervisors.

Forty percent of our referrals come from business and industry. Self-referrals are the third largest source of referrals to our classes. Many of our new referrals come from participants who have successfully completed either executive coaching or anger management classes.
In our third example, a man decided to take his toddler son for a ride on his Harley Davidson Motorcycle. A neighbor reported the incident to the police and he was subsequently arrested and charged with child endangerment and ordered to attend a one year anger management class with a focus of emotional intelligence. Not only did he express appreciation for the Judge who sentenced him, he also recommended that his local public Adult Education High School offer anger management and emotional intelligence to the community as a public service. 30% of anger management referrals come from the criminal justice system which includes the courts, probation and parole.
Just as laughter offers a ready barometer of emotional intelligence at work, so rampant anger, fear, apathy, or even sullen silence signals the opposite. In a survey of more that a thousand U.S. workers, 42 per cent reported incidences of yelling and other kinds of verbal abuse in their workplaces, and almost 30 percent admitted to having yelled at a co-worker themselves. Such disturbing encounters wreak havoc emotionally, as demonstrated in studies in which physiological response were monitored during arguments. Such attacks which send the painful emotional messages of disgust or contempt emotionally hijack the person targeted, particularly when the attack is a spouse or boss, whose opinions carry mush weight.

Emotional intelligence is a relatively new concept which holds considerable promise in teaching us the skills to relate to each other which leads to positive outcomes in many areas of human interaction. Currently it is the newest rage in Human Resource and Organizational Development consultation and training.

George Anderson, MSW, BCD, CEAP
CEO, Anderson & Anderson
Fellow, American Orthopsychiatric Association
Diplomate, American Association of Anger Management Providers

Practicing medicine is hard.

 Consider this recent article:


   A major magazine annually lists top-rated physicians in the country. Generally, these are based on physician peer ratings and supplemented with information from patient surveys and physician-treatment patterns. While most physicians look forward to reading their names in the list…, those not impressed with the survey are the physicians’ spouses.
   “We pay the price,” said the nonphysician husband of a Midwestern winner. “We do the chores, plan family and social activities, and arrange most other activities of daily living. What most concerns us is that our physician-mates give so much emotional support to their patients and colleagues that there is often very little left to share with us.” – from an article by Dr. Xenakis in the 6/97 issue of Cortlandt Forum

and this very old article:

“…my wife and I had come to realize one of the chief difficulties of the family doctor — the constant drain upon the emotions. To stand helplessly while relentless organisms destroy a beautiful mother, a fine father, or a beloved child, creates terrible emotional distress; and this feeling is increased by the necessity of suppression. That is why the average lifetime of family doctors is 55 years, most of them succumbing to functional impairment”

Joseph A. Jerger, M.D., written in 1939