New Uses for Anger Management Coaching

Anger Management models that are based on Emotional Intelligence are expanding to a wider range of new client populations.

Below is a partial list of client groups for which Coaching/Anger Management are being effectively used:
1).Coaching for “disruptive physicians.”
2).Civility Coaching for Attorneys.
3).Anger Management Coaching for Law Enforcement personnel.
4).Emotional Intelligence/Anger Management for Couples.
5).Emotional Intelligence/Anger Management for parents.
6).Organizational Anger Management.

It appears that Emotional Intelligence has a wide range of uses and carries far less stigma than counseling,psychotherapy or psychiatric treatment. In addition, these intervention programs all provide Pre and Post Tests, designed to determine the outcome for each participant.

George Anderson, MSW, BCD, CAMF

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Ron Artest: The Poster Boy for Anger Management

After the incredible Laker win over the Boston Celtics, Ron Artest thanked his anger management therapist for his success in controlling his behavior on and offer the court during his brief stint with the Los Angeles Lakers.

This is the same Ron Artest whose professional career was almost ended by his inability to demonstrate self-control. In addition to aggression and violence on the court, Ron was arrested at least twice for person-directed violence against his wife.

The good news is that Ron finally accepted the need for professional help and actively participated in developing skill enhancement skills in recognizing and managing anger, recognizing and managing stress,improving assertive communication and increasing empathy and emotional intelligence.

If anger management needed a poster boy it is Ron Artest. Hopefully, he will serve as a role model for other sports figures like Baseball Great Milton Bradley who is still lacking in Emotional Self-Aware and Self-Control.

George Anderson, LCSW, BCD

Anderson & Anderson, Executive Coaching/Anger Management

www.andersonservices.com

Important Updates at Anderson Anger Management

We at Anderson & Anderson are updating our Certified Anger Management provider list for each county, state and country. Therefore, we need your help. If you are a For-Profit practice or organization, you will need to review your listing on our website and send an update/correction if the information is inaccurate.

Keep in mind that our website is by far the most visited anger management website in the world. http://www.andersonservices.com receives on average, 500.000 hits per month. Therefore, for marketing purposes, it is essential that your practice is listed on our site.

 You will need to contact our office at 310-207-3591 to arrange for the method of payment for being listed as a provider on our website.

 Any provider can be listed on The Anger Management Resource Directory for free. Simply go to this site at http://www.anger-management-resources.org and follow the instructions. You will need to provide a link back to http://www.andersonservices.com. This site has 150,000 hits per month.

All providers are encouraged to become members of The America Association of Anger Management Providers at http://www.aaamp.org.  Being a member of the Association increases your nationwide recognition as a professional anger management provider.

Finally, in order to be listed on our site, keep in mind that you must have completed the 40-hour Facilitator Certification and must use the Pre and Post Tests available through Anderson & Anderson.

You should also list on your website that the Anderson & Anderson Anger Management curriculum is Evidenced Based. This is yet another way of confirming the credibility of our model.

Sandy Harris, CAMF

Managing Director

Anderson & Anderson Anger Management Services

Organizational Anger Management: A Proactive Approach to Disruptive Behavior

County Medical Associations and Physician Well-Being Committees nationwide are endorsing Organizational Anger Management Training for Physician groups to stem the tide of “disruptive behavior.” While group interventions cannot substitute for individual assessment and physician coaching, it can be used in conjunction with or prior to Executive Coaching/Anger Management for “disruptive physicians” and physicians who are at-risk.

Organizational Anger Management can be designed as an introduction to Emotional Intelligence for Anger Management or as an intensive eight- hour class. Introductory classes are often for one to four hours and offered on-site. Such training offers the participants an opportunity to find out their level of competency in recognizing and managing anger, recognizing and managing stress, primary and secondary styles of communication and empathy or emotional intelligence. A final category is the degree of interest or motivation to change.

The degree of success in Organizational Anger Management is directly dependant on the participants’ commitment to practice the enhancement skills and exercises that are contained in the Practice of Control, the client workbook that each participant will receive at the beginning of this one-day training. In addition to the Pre-Test which is given before the training, Post-Tests can be administered at three and six month intervals following this training to determine the impact of the training.

In conclusion, Organizational Anger Management is a promising new intervention that is an investment in Physician Well-Being rather than a cost. George Anderson http://www.andersonservices.com Anderson & Anderson 310-207-3591

Angry Physicians Tend To Score Low in Emotional Self-Awareness

June 13th, 2010

Emotional Self-Awareness is the degree to which you are able to notice your feelings, label them and connect them to their source.Emotions are feelings or “gut level” instincts or reactions, unlike thoughts, they are not cognitive but are sensed or experienced. Feelings do not follow rules of logic. Persons who have problems in self-control which is one of the four domains of Emotional Intelligence, are limited in their ability to recognize their feelings and identify where they come from and respect their significance.Self-Awareness allows you to use emotions as valuable sources of insight about yourself, others and the events and situations around you. It is the first domain of Emotional Intelligence.

Executive Coaching/Anger Management Models of intervention for “Disruptive Physicians’ and executives use Pre and Post EQ assessments with each participant. A survey of fifty executive coaching clients were selected at random from Anderson & Anderson client records. Forty of these clients scored in the deficit range,  which suggests that their EQ ability is compromised or need enhancement and may prove difficult to use without concentrate efforts. Seven participants scored in the vulnerable range which means that they demonstrate some skills and competencies, but often run into difficulty using EQ in their day to day lives. Three  participants scored in the proficient range which means that they demonstrate steady, balanced EQ effectiveness. None of these participants scored in the optimal range.

Angry Physicians Tend To Score Low in Emotional Self-Awareness

Emotional Self-Awareness is the degree to which you are able to notice your feelings, label them and connect them to their source.Emotions are feelings or “gut level” instincts or reactions, unlike thoughts, they are not cognitive but are sensed or experienced. Feelings do not follow rules of logic. Persons who have problems in self-control which is one of the four domains of Emotional Intelligence, are limited in their ability to recognize their feelings and identify where they come from and respect their significance.Self-Awareness allows you to use emotions as valuable sources of insight about yourself, others and the events and situations around you. It is the first domain of Emotional Intelligence.Executive Coaching/Anger Management Models of intervention for “disruptive physicians’ and executives use Pre and Post EQ assessments with each participant.A survey of 50 executive coaching clients were selected at random from Anderson & Anderson client records. 40 of these clients scored in the deficit range which suggests that their EQ ability is compromised or need enhancement and may prove difficult to use without concentrate efforts.7 participants scored in the vulnerable range which means that they demonstrate some skills and competencies, but often run into difficulty using EQ in their day to day lives.3 participants scored in the proficient range which means that they demonstrate steady, balanced EQ effectiveness. None of these participants scored in the optimal range.