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

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

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.

The Anderson & Anderson Anger Management Model Works

Dr. Steven Sinert, President of Nevada Anger Management conducted research on his Anger Management Practice in Henderson, Nevada and the results showed conclusively that the Anderson & Anderson Model works.

(PressMethod) – This study was undertaken from my private anger management practice utilizing the before and after averages using the Conover Assessment Examination which measures the following parameters:

1) Interpersonal Assertion: How good or comfortable the individual feels about telling others about their thoughts, feelings and behaviors in dealing with others:

Average pre-training score: 3.03;
Average post-training score: 5.30 (74.91% increase)

2) Empathy: How the individual views their current skill and ability to sense, understand and accept another person’s thoughts, feelings and behaviors.

Average pre-training score: 4.38
Average post-training score: 5.35 (22.14 % increase)

3) Stress Management: Shows the individual’s skill in managing stress and worry.

Average pre-training score: 3.97
Average post-training score: 5.05 (27.20% increase)

4) Aggression: The amount to which an individual uses a communications style that violates or offends or takes away another’s rights, thoughts or feelings.

Average pre-training score: 2.82
Average post-training score: 0.62 (78.01% decrease)

5) Interpersonal Deference: A measurement of the degree to which an individual uses a personal communication style that tends to yield or give in to someone else, lets others have their way or gives their rights to others.

Average pre-training score: 2.61
Average post-training score: 1.71 (34.48% decrease)

6) No measurement of an individual’s motivation was included in this study. It is recognized however that the greater the motivation the more likely the individual will be successful in achieving success.

Conclusion: From these findings it would appear that this Anger Management Program is very effective in increasing assertive skills, empathy, stress management and decreasing aggression and deference. These results are in no way a guarantee that any specific individual will respond the same way; however, they are a good indication that, on average, most individuals with anger issues will have a positive outcome from taking an anger management program taught by a Certified Anger Management Provider using the Anderson & Anderson model.

CONTACT INFORMATION

George Anderson

Anderson & Anderson

Email Us

Sandy Harris

310-207-3591

http://www.andersonservices.com