THREE DAYS OF ANGER MANAGEMENT CERTIFICATION TRAINING

MARCH 12TH, 13TH, & 14TH, 2008*
8:30 AM – 5:30 PM
BEST WESTERN GATEWAY HOTEL
1920 SANTA MONICA BOULEVARD
SANTA MONICA, CA 90404

Approved for 8 CEU’s by CAADAC (#2n96-341-0805), BBS (#PCE60),
CAADE (#CP40-793-C-1009), TCBAP, and the  CA. Board of Corrections

The Anderson & Anderson model of anger management is the most effective and widely recognized curriculum in the world. This model, which has been featured in Los Angeles Times Magazine, focuses on enhancing emotional intelligence and assertive communication while introducing behavior strategies for identifying and managing anger and stress. Our certification training and approved provider list are the industry standards and dominate the internet.

The First day of training will focus on Adolescent Anger Management and will use the Anderson workbook “Controlling Ourselves” as the text. A demonstration and discussion of the Conover Assessment Component will be conducted. This one-day training is designed for Nurses, School Counselors/Psychologists, Substance Abuse Counselors, Case Managers, HR Managers, Clinicians, Probation Officers, as well as staff from group homes, and agencies serving families and youth. This curriculum is currently being used in school districts in Los Angeles, Oakland, Sacramento, Concord and San Diego, as well as school districts in Texas and Louisiana. In addition, probation departments in Arizona, Kansas, California and Texas use this model.

On the Second day, Adult Anger Management will be examined. A demonstration of the Conover Assessment will be conducted with a discussion of its usefulness. “Gaining Control of Ourselves,” in conjunction with experiential exercises and videos, will be used to initiate the participants to this intervention. Most major corporations have accepted this model for use by H.R. and EAP Managers.

The Third day of Training is Advanced Anger Management. An overview of the adult & adolescent trainings will include discussions on branding, marketing, and the process of capitalizing on your anger management practice. Those who attend all three days will receive a copy of the Motivational Interviewing Component on CD-ROM.

For more information, please feel free to call our office at 310-207-3591. Our office manager will be happy to assist you with any inquiries you may have. Also, please visit our website at www.andersonservices.com.

Dr. Steven J. Sinert is a Certified Provider of Anger Management Training through Nevada Anger Management

We are a Certified Anger Management provider using the Anderson & Anderson Anger Management Curriculum and Model. This model is now used by Fortune 500 Companies, Corporate Development and Human Resource Departments, Rehabilitation Facilities, Courts, hospitals, and colleges as well as governmental agencies such as the U.S. Postal Service.

Nevada Anger Management provides Anger Management and Stress Management Education, enhancement and improvement of Communication Skills and Emotional Intelligence Training along with Executive & Professional Coaching. Intake evaluation and post-training evaluation are performed using the Conover Assessment Protocol.

For more information, contact:

Dr. Steven J. Sinert
Nevada Anger Management
www.nevadaangermanagement.com
702-353-1750

A Message to Anderson & Anderson Certified Anger Management Providers

Re: Executive Coaching

In order to protect the integrity of the Anderson & Anderson® Anger Management Model, as well as your own practice, I recommend that you use the material and information gained from our 8 hour training in Executive Coaching to enhance your offering of one on one intervention for anger management classes.

This recommendation is being made based a number of unfortunate experiences from several providers who have attempted to offer Executive Coaching with the above mentioned 8 hour training. We have received complaints from members of the International Coaching Federation as well as Medical Licensing Boards and Risk Managers regarding the inadequacy of this training. It is simply not possible to justify 8 hours of training as sufficient for providing coaching for executives and physicians.

We have replaced this training with four hours on marketing and four hours on emotional intelligence. We have decided to limit our involvement in executive coaching to our own Anderson & Anderson in-house faculty. The Ph.D. and M.S.W. licensed clinicians working for Anderson & Anderson® are being supervised by me. These providers also have access to the customized assessments and new Executive Coaching Client workbook specifically designed for “disruptive physicians”.

If you have any questions, please contact our office.

George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Anderson & Anderson®, The Trusted Name in Anger Management
http://www.andersonservices.com/
http://www.aaamp.org
http://www.linkedin.com/in/geoanderson
www.anger-management-resources.org

Bad Bedside Manner: The Disruptive Physician

“Disruptive physicians” are doctors whose behavior undermines their own professional integrity. Behavior may exhibit public yelling, slamming the phone, throwing charts, and engaging in confrontations in front of other staff or professionals. It creates a climate of tension and stress that is not conducive to a professional environment.

Dr. Schouten, director of the law and psychiatry service at Massachusetts General Hospital in Boston, presented data from his experience with 82 cases of physicians who had been referred for disruptive behavior. Overall, 69 doctors were referred by Physicians’ Health Services at their hospitals, seven by their practices or facilities, three by attorneys, two by residency programs, and one by the medical board. (1) Anger proved to be the most common reason for referrals.

Often, disruptive behavior of physicians impacts the work environment. Facilities become prone to receiving complaints by other professionals, patients, or families about their experience with the particular physician. As a result, risk management rises for that facility.

Why is this behavior tolerated? It is not ironic, but confronting an angry physician can lead to more anger. The process also initiates a chain of protocols. Simply, human nature is such that most people do not want to deal with conflict or change until it is a crisis. Unfortunately, patient care and professional relationships can be impacted during this delayed response.

Select providers understand this sensitive area. George Anderson, owner of the renowned Los Angeles-based Anderson & Anderson®, anger management services, knows how to respectfully handle the needs of these physicians. Anderson now has numerous agreements with organizations, hospitals, and health care systems to offer executive coaching in order to circumvent the challenges that administrators and risk management face when dealing with disruptive physicians.

Avoiding the issue does not make it go away. Seeking appropriate solutions can eliminate long-term costs financially and in regard to patient care.

(1)Treatment Program Targets ‘Disruptive Physicians’: Reasons for Program Referral Include Anger, Performance and Compliance Issues, Sexual Misconduct, and Theft by Heidi Splete.

Sonia Brill, LCSW, CAMF — SB Consulting
Executive Coaching for Physicians and Professionals
Anger Management Services
www.soniabrillconsulting.com
www.wordpress/sbconsulting.com

Employee Assistance Professionals Are Not Trained in Anger Management

Many companies and governmental agencies throughout the nation claim to offer anger management assessments, referrals and counseling as an employee benefit through their employee assistance programs. Unfortunately, most employee assistance professionals have no training or experience in anger management.

Recently, a key member of the Employee Assistance Program Staff of the United States House of Representatives completed certification from Anderson & Anderson in anger management facilitation. This EAP manager explained that she is professionally trained at the Masters level in Clinical Social Work and substance abuse counseling. She acknowledged that she had no training in anger management and was not sure what anger management really is. Furthermore, she was unaware of appropriate referral resources for clients in need of anger management. She and her staff were routinely referring clients to mental health providers.

The highest level of professional certification in the employee assistance profession is the Certified Employee Assistance Professional. I am a CEAP with over thirty years of experience. I can say with certainty that there is neither a requirement nor any mention of anger on the CEAP test relative to anger or anger management. In spite of this, organizations are relying on Employee Assistance Providers to offer assistance in anger management as an employee benefit.

The information below is taken directly from the website of Employee Assistance Professional Association: http://www.eapassn.org/public/pages/index.cfm?pageid=507.

What is employee assistance?

Employee Assistance is the work organization’s resource that utilizes specific core technologies to enhance employee and workplace effectiveness through prevention, identification, and resolution of personal and productivity issues.

What is an employee assistance program (EAP)?

An employee assistance program (EAP) is a worksite-based program designed to assist (1) work organizations in addressing productivity issues and (2) “employee clients” in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance.

EAP Core Technology

The employee assistance program Core Technology (EAP Core Technology) represents the essential components of the employee assistance profession. These components combine to create a unique approach to addressing work organization productivity issues and “employee client” personal concerns affecting job performance and ability to perform on the job. The EAP Core Technology consists of the following:

1) Consultation with, training of, and assistance to work organization leadership (managers, supervisors, and union stewards) seeking to manage the troubled employee, enhance the work environment, and improve employee job performance, and outreach to and education of employees and their family members about availability of EAP services;

(2) Confidential and timely problem identification/assessment services for employee clients with personal concerns that may affect job performance;

(3) Use of constructive confrontation, motivation, and short-term intervention with employee clients to address problems that affect job performance;

(4) Referral of employee clients for diagnosis, treatment, and assistance, plus case monitoring and follow-up services;

(5) Consultation to work organizations in establishing and maintaining effective relations with treatment and other service providers and in managing provider contracts;

(6) Consultation to work organizations to encourage availability of, and employee access to, health benefits covering medical and behavioral problems, including but not limited to alcoholism, drug abuse, and mental and emotional disorders; and

(7) Identification of the effects of EA services on the work organization and individual job performance.

A careful reading of the core technology and description of an Employee Assistance Program above clearly shows that anger or anger management is never mentioned. Yet anger management “counseling and referrals” are offered daily throughout the nation by EAPs. At the very least, this appears unethical, unprofessional or even fraudulent.

There is nothing in the core technology to assure that EAP professionals have any exposure whatsoever to anger management. Anger is not a mental health issue as determined by the American Psychiatric Association. Specifically, the APA maintains that anger is not a pathological condition and is therefore not listed in the Diagnostic And Statistical Manual of Nervous and Mental Disorders. Given this information, it is clear that mental health professionals, including Employee Assistance Professionals, have no expertise in anger management.

Anger management referrals are on the rise

Bullying workers may say they don’t push other people around, but ComPsych Corp., an employment assistance program, says it has had an uptick in anger management referrals due to bullying or intimidating behavior.

The Chicago firm polled 1,000 employees from US firms around the country between March and April. Of those, only 3 percent described themselves as intimidators. But the company said that when it reviewed its caseload, it found that 90 percent of the anger management cases it receives yearly stemmed from clients’ concerns about bullying behavior.

The company, which examined how employees resolve conflicts in the workplace, said 10 percent of the respondents fell into the following groups: negotiators who use bargaining tactics to ease tensions and find common ground; communicators who rely on their persuasive abilities; avoiders who shy away from conflict; or procrastinators who tend to wait before diving in and resolving a problem with a co-worker. According to the company, people who bully colleagues or subordinates are more likely to demonstrate poor restraint, including angry outbursts or abusive language at work. In fact, these are the co-workers who get their way by forcing their peers to submit.

Conclusions

All Employee Assistance Professional should be trained and certified as anger management facilitators. This will assure that they are capable of assessing the needs of employees in need of assistance in managing anger, stress, improving communication and increasing emotional intelligence. Human Resource Managers and Risk Management Consultants should have a minimum of two or four hour introduction to anger management assessment and referrals.

Health and mental health professionals should be offered elective courses in anger management from competent, experience facilitators of anger management.

There should and will be a coordinated national campaign initiated by the American Association of Anger Management Providers to inform the public of the importance and scope of anger management practice nationwide.

George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Anderson & Anderson®, The Trusted Name in Anger Management
http://www.andersonservices.com/
http://www.aaamp.org
http://www.linkedin.com/in/geoanderson
www.anger-management-resources.org

Anger Management Goes High Tech

As the largest and most experienced provider of Certification training, Executive Coaching for Physicians as well as curricula and material for anger management, Anderson & Anderson is committed to providing the most effective services and products to our providers and clients everywhere.

In addition to our On-site training for “disruptive physicians”, our live local training and coaching for anger management, we will soon introduce Video Conferencing and Webcam formats as new options for our clients worldwide.

These new options are being made to accommodate busy physicians, executives and those in distant or rural locations who need the services which we provide but may lack access locally to obtain these services and/or training.

We will begin offering our Executive Coaching for Physicians and others via Webcam on February, 1st. 2008. The three assessments which we routinely use with our coaching clients will be administered live in real time on-line. The interpretation of these MAPs will be provided immediately. All of the training material including workbooks, DVDs, CDs and videos will all be made available to all on-line clients.

Our first on-line 40 Hour Anger Management Facilitator Certification will be planned for late March, 2008.

To schedule an on-line coaching class, contact us at georgeanderson@aol.com or call our office at 310-207-3591.

George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Anderson & Anderson®, The Trusted Name in Anger Management
http://www.andersonservices.com/
http://www.aaamp.org
http://www.linkedin.com/in/geoanderson
www.anger-management-resources.org

Self Awareness: The Foundation of Anger Management

By Gregory Kyles, LPC, CEAP, CAMF

It’s a well established theory that anger is a secondary emotion. This position is consistent with the Anderson & Anderson model of anger management. We usually experience emotions such as frustration, disappointment, and jealousy right before one becomes angry.

These emotions are generally based on some form of un-met need and/or a value one perceives to have been violated.

Most people seldom realize these primary emotions due to their low level of emotional self-awareness. Understanding emotional self-awareness, one of the five principals of emotional intelligence is essential in mastering anger control and fear control skills.

According to Dr. Scott Williams, understanding your own feelings, what causes them, and how they impact your thoughts and actions is emotional self-awareness. If you were once excited about your job but not excited now, can you get excited again? To answer that question, it helps to understand the internal processes associated with getting excited. That sounds simpler than it is. Here’s an analogy: I think I know how my car starts–I put gas in the tank, put the key in the ignition, and turn the key. But, my mechanic knows a lot more about what’s involved in getting my car started than I do–he knows what happens under the hood. My mechanic is able to start my car on the occasions when I’m not because he understands the internal processes. Similarly, a person with high emotional self-awareness understands the internal process associated with emotional experiences and, therefore, has greater control over them.

The Anger Management Institute of Texas utilizes the Anderson & Anderson® curriculum. The workbooks contain exercises focusing on enhancing emotional intelligence, improving assertive communication, as well as behavior strategies for recognizing, dealing with, and managing anger and stress.

For additional information please call 281-477-9105 or visit our website http://www.ami-tx.com.