Seven Steps to Anger Control

by T.L. Wentz, Ph.D

(Excerpt from Anderson and Elder, 2008. T.Wentz, PhD. (Ed.) The Practice of Control: Executive Coaching/Anger Management for Physicians. Anderson and Anderson, Brentwood, CA)

1. Identify Your Feelings.

Start with your upsetting feelings. Identify those feelings.  Use your recognition of those feelings as a STOP Sign!  Upset feelings are a sign or signal that your self-talk (internal dialogue) is escalating your upset feelings.

2. Identify Your Thoughts.

Identify your upsetting thoughts or internal dialogue that are contributing to your anger about the situation or person.  Question yourself and ask…

   1.) “Why must I get my way?”

   2.) “Why should others do what I want?”

   3.) How would you answer those questions?

3.  Reframe Your Thoughts.

Counteract your upsetting/angry thoughts with a positive self-message. Put the brakes on your feelings. You no longer have to react to your first impulse. Tell yourself, “Slow down, easy does it.”

4.  Clarify the Situation.

Take the time to clarify the situation for yourself. Ask yourself, “What is really going in this situation?” Then, you may acknowledge feeling disappointed or hurt by the person or with the situation.  Being enraged is self-defeating and no longer an option.

5.  Set Realistic Goals.

Ask yourself, “What alternative solution(s) can I use to resolve this situation?” Set more realistic goals for yourself in regard to the problem. Be specific and concrete. What can you do to change the situation?

6.  Develop Options.

List the constructive options you have in order to reach your goals.  Ask yourself, “What constructive actions can I take to reach my goals?”

7.  Take Positive Action.

Choose a constructive option to reach your goal and act on it. The end result of the ABCD process is positive action on your part!

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Joint Commission (JCAHO) Attacks Disruptive Behavior

by T.L. Wentz, Ph.D

Physician and nurse executives team up to fight disruptive behavior.

The American College of Physician Executives and the American Organization of Nurse Executives are joining forces to stamp out disruptive behavior. The two organizations are providing resources and guidance to foster excellence in nurse and physician relationships throughout the country.

The issue is so widespread that The Joint Commission published a Sentinel Event Alert addressing intimidating and disruptive behaviors in July 2008. In addition, The Joint Commission issued a statement requiring that health care organizations adopt zero tolerance policies for disruptive behavior by January 1, 2009. According to an ACPE survey, more than 95 percent of respondents said they had witnessed disturbing, disruptive and potentially dangerous behaviors among physicians on a regular basis. (Contact: Carrie Weimar, ACPE, cweimar@acpe.org or (800) 562-8088)

Anger Management Guru, George Anderson, Exposes Fraudulent On-line Programs

George Anderson and his firm, Anderson & Anderson, is the recognized leader in Executive Coaching/Anger Management worldwide. The Anderson & Anderson anger management curriculum is the most widely used model in the world.

According to Mr. Anderson, untrained, self-certified anger management providers dominate the Internet with worthless on-line classes that are designed solely for monetary gain. Many Hospitals, Physicians, Judges and HR Managers are frequently duped into accepting anger management completion certificates from these unscrupulous providers.

There is no such thing as an “Approved On-line Anger Management Class”. The three most marketed programs on the Internet are all located in Orange County, California. None of these programs have offices, staff or legitimacy. Instead, they use paid P.O. box addresses, a cell phone, and a computer.

Unfortunately, there are currently no laws anywhere in the United States that regulate these bogus programs. Consumers are urged to carefully scrutinize the legitimacy of programs that can be completed in 30 minutes for as little as $40.

Lekdan Takspa
Office Manager
Anderson & Anderson
Trusted Name in Anger Management

The New 40hr hour Batterers’ Intervention Facilitator Program

 

The Anderson & Anderson 40 hour Facilitator Certification is now available for single 1 person rather than 4.  This change makes it easier for one individual to take this training without the need to share with others.

 

Cost: $325.00

 

 

The Anderson & Anderson 40 hour Batterers’ Intervention Facilitator is now available for 1 person rather than 4. This change makes it possible for each individual to seek this training without the need to share with others.

 

Cost: $325.00

Organizational Training: Emotional Intelligence/Anger Management

 This new comprehensive power point CD contains a detailed outline for Organizational Training designed for business, industry and healthcare organizations. According to www.google.com/trends, anger management counseling is one of the hottest trends currently in existence.

It can and should be marketed to organizations interested in addressing the issue of violence prevention in the workplace as well as hostile workplace environments. Risk management officers are key proponents of Organizational Training to reduce a company’s legal liability in hostile work environment cases.

Each CD comes with a complimentary copy of The Practice of Control, the popular Anderson & Anderson client workbook for Executive Coaching Clients. In addition, a sample proposal for Organizational Training is included.

For a limited time, this incredible new CD will be offered for $149.00.

George Anderson

Two Day Live Anger Management Training

Capital Anger Management

&

Anger Management Guru: George Anderson, BCD, LCSW, CAMF

Presents

September 11th  &  12th , 2009*
8:30 am – 4:30 pm

Double Tree Hotel
2001 West Way
Sacramento, CA 95815

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.

Cost: $500.00 per day includes client workbook, facilitator guide, and certification.

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

For more information, please call 310-207-3591, or visit http://www.andersonservices.com/certificationseminars.html

If you were an employer, would you hire yourself? : Advantages of Executive Coaching

What is more important than acquiring technical skills? Is there knowledge more important than that which we gain in our universities and institutions, more than the theoretical knowledge which comprises our certifications and degrees? In answering these questions, another more fundamental question arises: What is our motivation for pursuing knowledge in the first place? Is it merely a means to the short term end of getting a job? Or is it to arrive at the end in itself of: personal growth and development, adding value to the organizations with which we align ourselves, and creating positive change in the lives of the people with whom we are associated.  

By continually sharing the knowledge and understanding we have attained, while seeking to broaden our awareness by absorbing the wisdom of others, we open ourselves to the collective human learning experience. In doing so, we heighten our perception of our relationship to everyone around us, be they in our personal or professional realm. However, in order to develop this synergy with others, we must first develop an insatiable interest in attaining genuine self-knowledge and personal understanding. This variety of wisdom and subsequent growth is best acquired in an infinitely rewarding, albeit challenging, relationship with an executive coach who shares the desire to facilitate our “whole person” development and understanding from the inside out.

That is not to minimize the importance of the technical skills and theoretical knowledge which result in hybrid vehicles, photovoltaic collectors, jet aircrafts, or business models equipped to overcome any competitive market factor.  However, when we look at ourselves in the mirror, ideally we should be able to identify what we have to offer, outside the domains of technical skill and theoretical prowess. At the same time, we should carefully avoid taking an either/or approach to the valuation of knowledge. Fortunately,  those among us who sincerely look toward developing ourselves, and becoming intimately acquainted with our strengths and our shortcomings (both internally and relationally), automatically meet the criteria of the enlightened executive, who is well equipped technically and theoretically, but whose emotional intelligence is the key that unlocks all their doors to success.

The modern corporate environment is multi-faceted, increasingly pluralistic, and interdependent. In former days, executives likely shared a birthplace, cultural context, and worldview with their counterparts.  However, when looking at any urban/industrial center in the U.S.  Or abroad, we now see diversity in every way it can be defined and classified. Given that practically, the entire world is experiencing radical changes in social systems, family structures, and business practices, learning how to communicate and collaborate effectively with others, who may or may not be anything like you, is an essential skill for all people, executives and non-executives alike. Although in the professional world, those who are not actively pursuing mastery in the areas of: self awareness, self management, social awareness, and relationship management are a liability, rather than an asset, to their organization and to the realization of their fullest own potential.

While these skills, the fundamental components of emotional intelligence, are absolutely crucial for success, especially in the professional world, they are almost entirely absent from the training, development, and field of awareness of the vast majority of current and aspiring executives. While it is true that we can acquire these skills to some extent through “experience,” time and forgiveness of the mistakes we make along the way are luxuries widely unavailable. Therefore, the much more feasible alternative of working with an executive coach is being sought with greater frequency. Executive coaches help us reveal our creativity, and “outside the box” solution-oriented thinking, while also equipping us to perceive our position in complex organizational and social systems with clarity. Consequently, we are better able to optimize our strengths and overcome our weaknesses. Executive coaching is, perhaps, best defined by the composite definition of executive coaching provided by the Center for Creative Leadership:

 Reduced to its essence, executive coaching is the process of equipping people with the tools, knowledge, and opportunities they need to develop themselves and become more effective (Peterson, 1996). Executive coaching involves the teaching of skills in the context of a personal relationship with the learner, and providing feedback on the executive’s interpersonal relationships and skills (Sperry, 1993 ). An ongoing series of activities tailored to the individual’s current issues or relevant problems is designed by the coach to assist the executive in maintaining consistent confident focus as he or she tunes strengths and manages shortcomings. (Tobias, 1996)

 This synergistic growth process facilitated by executive coaches creates the type of leaders which today’s forward thinking companies characterized by their commitment to excellence cannot afford to be without. If I were an employer, I would be looking for my next all-star from an executive coach and/or utilizing the services of an executive coach to mentor my executive team. It’s clearly a win-win.

Bottom Line: Executive Coaching is a super tool, which puts you way ahead of your competitors.

Lekdan, Takspa, M.B.A

Anderson & Anderson