Executive Coaching/Anger Management for “disruptive physicians” is skill focused Emotional Intelligence
In contrast to Personal/Life Coaching or Psychotherapy, the major appeal of Executive Coaching rests on the perception that coaching is a powerful and highly effective approach to productivity and leadership excellence and that it is a relatively brief and cost effective alternative to psychotherapy or traditional training.
Coaching for “disruptive physicians” is truly in its’ infancy having been established in response to the 2008 Sentinel Alert by the Joint Commission on the Accreditation of Health Care Organizations relative to physicians whose demeanor and behavior demonstrate problems in self-control, self-awareness, social awareness and relationship management as well as assertive communication and empathy.
Skill focused coaching is both a process and method for developing or enhancing technical, operational, analytic, relational, strategic, or self-management skills that occurs within a collaborative relationship with a coach. The goals are to reverse a skill deficit like anger management, empathy or stress management.
For “disruptive physicians” skill focused coaching is the primary or only agenda. Below is a list of some of the targets of Executive Coaching/Anger Management for physicians:
- Active listening: empathy
- Assertive communication
- Two – way communication
- Increased decisiveness
- Becoming less dominating
- Enhanced people skills
- Improve stress management
- Work stress management
- Conflict management and resolution
This type of coaching begins with a comprehensive Bar On EQ 2.0 Emotional Intelligence Assessment along with includes client workbooks, DVDs, CDs, and practice exercises as well as aftercare and Post Tests.
The Organizational Development Departments of two major health care chains are conducting a longitudinal study on the effectiveness of this coaching model.
In summary, Executive Coaching/Anger Management for “disruptive physicians” is a skill-focused intervention with specific targets for enhancement consistent with the deficits that are determine by the initial assessment. Finally, although the demographics are representative of a tiny fraction of the workforce, it is nevertheless a major step in violence prevention in the workplace.
George Anderson, MSW, BCD, LCSW, CEAP
Diplomate, American Association of Anger Management Providers