Anderson & Anderson Certified Anger Management Facilitator Logo Program

Anderson & Anderson, the largest provider of Certified Anger Management Facilitator training in the world, provides Certified Anger Management Facilitators (C.A.M.F) with a new logo.  Certified Providers are now able to identify themselves using a widely recognizable and highly regarded professional designation. Certified Providers should visit our Certified Logo page to view the new Anderson & Anderson ® logo, and for instructions on adding the CAMF logo to your website.  Consumers should look for the C.A.M.F designation and logo when identifying and selecting an anger management facilitator.

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

Three Days Of Anger Management Certification Training

The American Association of Anger Management Providers


George Anderson,BCD, LCSW, CAMF

Three Days Of Anger Management Certification Training

October 8th, 9th, & 10th, 2008
8:30am until 4:30pm
12301 Wilshire Blvd.
Suite 418
Los Angeles, CA 90025

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, Emotional Intelligence Training, 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.

Cost: $500.00 per day includes client workbook, facilitator guide, and certification. *Those attending all three days will receive a 30% discount on all Anderson & Anderson DVDs and CD-ROMs purchased on the training days.

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

This training is also available on interactive CD’s. Please visit  for more information, or call our office at 310-207-3591.

Losing It – Griff Rhys Jones On Anger on BBC Two this autumn

Category: Factual & Arts TV;
BBC Two Date: 10.07.2008
Printable version

Losing it can, of course, be funny. It’s a loss of control and it’s particularly funny when it happens to other people. But anger can also be embarrassing and shameful. People in positions of responsibility are not supposed to lose their rag. But there are times when we just can’t help it. The pressure builds up, the tension mounts and we search for a means of release.” Griff Rhys Jones talks about anger in his new two-part series Losing It – Griff Rhys Jones On Anger on BBC Two this autumn.”

“About a year ago, I made a film for the BBC about a sailing race and, during the course of it, I got into a filthy temper,” says Griff. “I started shouting at the blameless people who were racing with me. I flew into a rage about something which was completely beyond my control. It was actually nothing new for me. I do get… cross. This is a film about being angry; I’m going to talk to other people about their propensity to fly into a rage, to throw a wobbler, to… lose it.” Griff wanted to make these programmes to explore his own anger and to work out where it comes from. He also wanted to examine how anger affects us all in every day life from road rage to anger in families, and looks at potential solutions. He tries to release his frustration by boxing, meditating and taking part in an anger management course in Los Angeles.

“In a survey by the Mental Health Foundation released in March 2008, more than 1 in 10 of those polled said they had trouble with their tempers,” says Griff. “Thirty-two per cent said they were worried by anger in the family. In these programmes, I’m going to look at what makes people angry, whether there’s more of it about, and what, if anything, can be done about it.” Griff says his workload makes him lose his temper: “I’m an actor, I’m a writer, I run a production company. I’m successful with a lot of work – perhaps a bit too much – which I insist on doing myself… and I have to admit, when it all builds up there are times when it gets too much.”

Griff reveals that he comes from quite a cross family and, as he gets older, he finds himself becoming more like his dad. In the first programme, his family, friends and people who’ve worked for Griff talk about his anger and how it has affected them. But it is not just Griff who admits to losing his temper. Journalist Rosie Millard, chef Heston Blumenthal, writer Muriel Gray and comedian Rory McGrath also talk about their anger and give examples of instances when they have lost it and what the triggers have been.

“Losing It – Griff Rhys Jones On Anger” is a fascinating exploration of a subject which affects us all, yet is rarely explored as it is in these two programmes. The films are also a journey of self-discovery; an honest and revealing account of Griff’s experience with which many viewers will identify. They will be shown on BBC Two this autumn. Much of the filming for these documentaries were done in the Brentwood Office of Anderson & Anderson, as well as the home of George and Nancy Anderson. It is the Anderson & Anderson anger management model which is demonstrated in the assessment and intervention of Mr. Jones.

Costs of Coworker Bullying

Posted by Molly DiBianca On August 18, 2008 In: Jerks & Bullies at Work
Workplace bullying has been a hot topic since the release of the 2007 Zogby survey, which showed that 49% of American workers report that they’ve been the target of a bully’s bad behavior.  Employers have begun instituting tolerance training and implementing respectful-workplace policies.  Awareness is key in preventing this prevalent workplace disease. One way to make top management place value on eliminating jerks at work is to talk dollars.

Bullying costs companies big money. Here are some of the ways that your bottom line is directly affected if you fail to eradicate bullying at work:

1. Targeted employees have higher absenteeism rates. Wouldn’t you? When the workplace becomes increasingly intolerable and unpleasant, people stop coming to work.

2. Decreased productivity. Those who do manage to get themselves into work are less productive.  They’re nursing emotional wounds, meaning they’re more likely to hide in their office than dare engage with others at the risk of being put on the firing range. Stress-related illness is not conducive to high productivity, either.  If you don’t feel well, you’re not putting your best efforts into your work.

3. High turnover. Replacing an employee can cost a business up to 3 times that employee’s yearly salary. And dedicated, enthusiastic employees are not easy to find. Yet, employees who are bullied at work will almost certainly leave. Some leave because of their health. Others leave because the bully has succeeded in sabotaging their reputation.

4. Unhealthy Employees Are Expensive. Employers have campaigned to rid the workplace of smokers, who are more costly to insure. Obese employees may be next on the list. But what about bullied employees? Targets are affected with depression, anxiety, post-traumatic stress disorder, which is especially common with male targets, and other stress-related illnesses. Physiological illnesses, such as headaches and backaches.

5. Infected-Workplace Syndrome. As devastating as these effects can be, they can, and likely will, get worse. Bullies are infectious and contagious. Other employees who witness bullying behavior feel sympathy for their coworkers and guilt for doing nothing about it. They shrivel up, just like the target, in the fear that the bully will turn his or her anger towards them next.

E-Rage: the new cause of office stress

August 20, 2008 by twentzphd

If you see one of your colleagues hitting, kicking or throwing their computer, they might be suffering from what Eclipse Internet calls E-rage.

Eclipse recently carried out a survey into the effects of email downtime on business owners and workers. They found that for some, the frustration of not having access to email can see them resort to extreme measures in an attempt to ‘fix’ the problem.

In Newcastle upon Tyne, a whopping 77% of office workers and company owners agree that e-mail downtime causes major stress at work. But it would seem that office workers in this city are less prone to E-rage than in other parts of the UK. Only 6% of workers in Newcastle would take out their frustration by kicking their PC compared to 18.5% in what appears to be a very angry Glasgow.

Mark Thomas from Eclipse Internet said: “We wanted to understand the impact of email downtime on small business owners. We know that in at least 40% of small companies email is set up and maintained by unqualified personnel. As a result, these companies are more susceptible to suffering the consequences of E-rage. For those companies that do outsource their email, levels of E-rage are much lower.”

Coincidentally, Eclipse Internet provides businesses with a service designed to reduce email downtime. Who’d have thought it?

T.L. Wentz, PhD, CAMF, CEC, Diplomate, Faculty Member
Anderson & Anderson
Trusted Name in Anger Management

Hospitals Face Challenges in Implementing the new Joint Commission (JCAHO) Standards

“Leaders create and implement a process for managing disruptive and inappropriate behaviors”.

Many healthcare organizations are encountering significant resistance to new standards for “disruptive physician behavior.” Here are some of the most typical areas of tension in drafting standards in this area:

  • Mandated psychiatric assessments for physicians considered to exhibit “disruptive behavior.” This is by far the most contentious requirement. Physician groups fear the potential damages to physicians who are required to undergo a psychiatric or psychological assessment for a normal, human emotion gone temporarily awry. Angry/disruptive behavior is not defined as a nervous or mental disorder by any psychiatric or psychological paradigm; it is difficult to justify such a requirement.
  • Pros and cons of reporting mandated physicians to Medical Quality Assurance/ Licensing Boards since interventions can be offered in-house or by programs designed for this purpose. Justifiably, physicians fear having this information become a part of data banks on physician competence.
  • Listing doctors in the National Practitioner Data Bank can make finding a similar position at another hospital nearly impossible.
  • Temporary loss of hospital privileges.
  • Potential loss of patients and professional practices.
  • Failure to offer intervention proactively as opposed to reactively.

As the Joint Commission has expanded the mandated interventions to all healthcare professionals and workers who demonstrate “disruptive and abusive” behaviors, mandating psychiatric assessments due to expressions of anger, stress or frustration may contribute to:

  • Personnel shortages throughout all healthcare professions and industry
  • Increased litigation and opening of HR records of accusers and accused alike
  • Increased lawsuits by falsely accused offenders against healthcare organizations
  • Further litigation against healthcare organizations for failure to control stress in the workplace

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

Excerpts from: Treating Anger for Profit

Anne Gorman

Each Week, a New Skill On a recent Tuesday night in Brentwood, Whatley the jaywalker, Yakota the college student and Helmy the shouter sat in a circle holding their workbooks, “Gaining Control of Ourselves.” Each week, George Anderson or one of his fellow teachers covers a new skill: Active listening. Identifying high-risk situations. Controlling negative emotions. This week: Communicating effectively. The participants took turns introducing themselves, telling why they got referred to the class and what they could have done differently to prevent getting arrested. Then they watched a video about communication styles and practiced ways to express anger and frustration without provoking a fight.

Anderson described the pretend situation: You’ve cooked a nice meal and your partner comes home two hours late and the food is ruined. His students’ responses–though a bit formal–hit the mark: I feel hurt when you come home late for dinner because it makes me feel like you don’t value our time together. Moheb Helmy, 22, said his rage consumes him and he is constantly slamming doors, cursing and fighting with his family. “I have so much anger,” he said. “I would love to change because it hurts everybody around me.” Helmy, who has been ordered by a judge to attend 12 weeks of classes, said the skills he is learning seem logical. “But when it comes time to do it, I forget it all,” he said. Anderson, a clinical social worker and former UCLA lecturer, has been teaching anger management for three years and currently has about 200 students at four Los Angeles locations. “I don’t know if it works or not,” he said. “But anger management teaches practical skills. I think if they come for a long period of time, they’ll benefit.”

Some clients come voluntarily, but most are required to attend and aren’t happy about it. Inevitably, a few bring along an attitude: I don’t have a problem. I don’t need to be here. Sandra Whatley, a native Texan with a self-described temper problem, had those exact feelings when she first started the class. She thought the police officer needed anger management more than she did. But during a year of classes, Whatley said, she has realized that she has to take take some responsibility for getting arrested. Now, she leaves her workbook open on her dresser to remind her to take a deep breath when she is about to explode. “I’ve had an aggressive personality my whole life,” said Whatley, 40. “It’s in my blood. I need this. But I cannot even begin to tell you I have toned myself down.”

Yacine Bell, CAMF Will Help Lead AAAMP to National Success

Yacine Bell is an Oakland, California based anger management provider and executive coach with considerable experience providing anger management assessments and intervention to business and industry in Northern California. Ms. Bell is a popular lecturer, speaker, writer and visionary.

AAAMP (American Association of Anger Management Providers) appointed Ms. Bell to head up this organization in part because of her exceptional leadership skills and clear vision and desire to increase the visibility and credibility of the organization.

“As our society becomes more stressed and our natural support systems are lost, our ability to manage anger is reduced. Anger management is by far the most promising intervention available to address the issues of incivility, anger, stress, miscommunications and lack of emotional intelligence” stated Ms. Bell.

AAAMP was organized in 2003 to become the leading voice to express the concerns of Certified Anger Management Facilitators (CAMF) nationwide. Today, there are thousands of certified anger management facilitators nationwide representing the most highly trained individuals in anger management in the world.

While Anger Management as a specialized practice is in its infancy, AAAMP continues to advocate for excellence on the part of practitioners and scholars in the field. Practice based research will be imperative to further develop evidenced based solutions to inappropriate expressions of anger and person-directed violence.

Like her predecessor, she will work to achieve the following major objectives: 1) To increase the visibility of the Association in every state among schools, organizations and individuals; 2) To provide members with technical support and assist them in providing relevant services; 3) To increase membership; 4). To establish state standards nationwide for all professional anger management providers; 5) To ensure that AAAMP becomes the single most respected voice on anger management issues nationwide.

Through greater visibility in the print, television media and over the Internet she will make the voice of the American Association of Anger Management Providers known nationwide on emerging social issues.

Complete and full details on the American Association of Anger Management Providers can be found by visiting To reach Ms. Bell directly, please call to 510-393-0250 or email her at

# # #

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

Executive Coaching/Anger Management for Physicians

In response to the need for a one on one individual and sensitive intervention model for physicians, Anderson & Anderson is now offering a twelve-hour coaching class with 6 months of aftercare for doctors. This class is available at our Brentwood office or on-site  anywhere in the United States.  The Anderson & Anderson® Executive Coaching/Anger Management program is listed in the Directory of Physician Assessment And Remedial Education Programs, and Federation of State Medical Boards. No other anger management provider is authorized to use this model.

Components of the class include:

-One day, on-site observation (optional)

-Assessment at intake focusing on the participant’s level of functioning in managing stress, anger, communication and emotional intelligence. We do not provide psychological testing nor is our intervention considered counseling or psychotherapy.

-Two client workbooks which includes didactic information and exercises focusing on enhancing emotional intelligence, improving assertive communication, as well as behavioral strategies for recognizing and managing anger and stress. Therefore, there are no stigmas attached.

-Complimentary “Gaining Control of Ourselves DVD” along with follow-up kit.

-“Styles of Communication” and “A Day Without Stress” are two power DVDs that are also complimentary.

-Post-test at termination designed to determine the level of change during the course.

-Bi monthly follow-up sessions are provided for a six-month period.

-Our services are provided with the utmost in confidentiality for all participants.

-Anderson & Anderson is the Preferred Provider for Kaiser Permanente of Southern California.

For more information, call our office at 310-207-3591 now.

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

Doctors Behaving Badly

Behaving badly A survey of more than 4,500 physicians, nurses and other health professionals at about 100 community hospitals suggests that disruptive behavior may affect patients and staff. Respondents who believe disruptive behavior is linked to: Staff dissatisfaction 75% Detrimental effects on quality 72% Medical errors 71% Adverse events 66% Compromises in patient safety 53% Patient mortality 25% Respondents who said they witnessed disruptive behavior by: General surgeons 31% Cardiovascular surgeons 21% Neurosurgeons 15% Orthopedic surgeons 7% Cardiologists 7% Ob-gyns 6% Gastroenterologist s 4% Neurologists 4% 

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