Emotional Intelligence Assessments Are Excellent Tools For Coaches

Organizations large and small are increasingly using objective measures to select and train employees whose skills are necessary for success. Monster.com is actively promoting emotional intelligence assessments for anyone seeking positions in sales, leadership or customer service. Coaches certified to provide valid emotional intelligence assessments are in demand worldwide.

Our firm, Anderson & Anderson, APC has successfully used the EQ-i-2.0Emotional Intelligence Assessment to effectively brand our coaching, expand the range of services offered as well as increase our sales of client workbooks and ancillary training material.

We were the first to introduce emotional intelligence testing into our Anger Management Facilitator Certification training (CAMF) in 1998. This is the same year that we begin using pre and post EI assessments for anger management clients. We quickly learned that non-profits, Courts as well as for-profit businesses wanted objective evidence to demonstrate the success of the services that we provide.

In December of 2004, Anderson & Anderson, APC signed a contract with the U.S. Postal Service to train its’ managers and supervisors in the use of the Anderson & Anderson, APC anger management curriculum. This included the client workbooks along with the Pre and Post Emotional Intelligence Assessment. The initial one year pilot program in Los Angeles resulted in a savings of 1.7 million dollars for one postal site with 18,000 employees. More importantly, the phrase “going postal” began to disappear from our lexicon based on the introduction of anger management into the postal service.http://www.postalreporter.com/usps/gopostal.htm

Our success in providing anger management assessments and emotional intelligence coaching for the U.S Postal Service led to George Anderson being featured in a Cover Story in The Los Angeles Times Sunday Magazine, “The Storm’s QuietEye

http://articles.latimes.com/2005/aug/28/magazine/tm-anger35In 2007, Anderson & Anderson, APC was approached by the medical director of a major hospital chain based in Dallas Texas with a request to write a non-psychiatriccoaching curriculum for “disruptive physicians”. In its 2008 Sentinel Event Alert, The Joint Commission On The Accreditation of HealthCare Organizations describes disruptive and intimidating behavior as including “overt actions such as verbal outbursts and physical threats, as well as passive activities such as refusing to perform assigned tasks or quietly exhibiting uncooperative attitudes during routine activities,” and it goes on to say that “intimidating and disruptive behaviors are often manifested by health care professionals in positions of power. Such behaviors include reluctance or refusal to answer questions, return phone calls or pages, condescending language or voice intonation and impatience with questions.” The name of the Anderson & Anderson, APC coaching curriculum for “disruptive physicians” is Anderson & Anderson Disruptive Physician Executive Coaching Program. The client workbook is The Practice Of Control.


The popularity of this emotional intelligence coaching model quickly went viral and resulted in articles in the Wall Street Journal,http://www.andersonservices.com/download/anderson_articles/When%20Anger%20Is%20An%20Illness%20’Intermittent%20Explosive%20Disorder,’%20Or%20Just%20a%20Temper%20Tantrum.pdf

The London Sunday Times,http://www.andersonservices.com/download/anderson_articles/Look%20back%20at%20anger.pdf

Business Week,


Washington Post,


This incredible free Internet coverage ultimately led to a two-hour documentary on the BBC produced by Griff Rhys Jones entitled Losing It 1 & 2.

Toronto Sun Times,



Finally, Anderson & Anderson, APC were recently asked to provide emotional intelligence assessments for a global steel company with plants in Romania, China, U.S., UK and Canada. We successfully used the EQ-i-20 with great results for this project. Emotional Intelligence can and should be incorporated into most coaching models including Life Coaching and sports.

In summary, any legitimate coaching model can include emotional intelligence as a part of its’ core curriculum. Coaching models that do not include some type of base line assessments will increasingly lose ground. Please repost this article and consider adding emotional intelligence to your coaching model.

George Anderson, MSW, BCD, CAMF



Individual Coaching Is The Preferred Intervention For Professionals

Individual coaching is the preferred intervention for physicians and executives when confronted with the choice of a resource for impulse control, leadership, or stress management. Physicians and executives are reluctant to risk participation in programs that are offered in groups. Any mandated intervention such as “fitness for duty”, “disruptive behavior” or “psychiatric treatment” risk career derailment. It is impossible to offer, and unrealistic to expect confidentiality in any type of university class due to the open discussion format.

There are three major providers of services for “disruptive physicians”. These three organizations are The Pace Program at the University of San Diego School of Medicine,http://www.paceprogram.ucsd.edu/anger.asp

The Distressed Physician Program at Vanderbilt University School of Medicine http://www.mc.vanderbilt.edu/root/vumc.php?site=cph&doc=36636

and The Emotional Intelligence Coaching Program for “disruptive physicians” at Anderson & Anderson, APC.


The two university based programs above are offered four times each year and is limited to 6-8 clients. Both programs are provided at the respective universities over a three-day period. Both programs offer AMA approved Continuing Medical Education courses for physicians. Lectures, role-play and group exercises are used to teach anger management and conflict skills.

The Anderson & Anderson, APC emotional intelligence program for “disruptive physicians” is a six-month program that is private and confidential. The internationally recognized EQ-i-Emotional Intelligence Assessment is administered on-line prior to the first coaching session.

The first phase of the program is offered live in person and can be provided on-site at any location chosen by the client or at the Los Angeles office of Anderson & Anderson, APC. This intensive experience is offered over a two-day period.

The second phase of the program consists of phone or SKYPE sessions on a bi-weekly basis over a six-month period. Client workbooks, DVDs and ancillary training material are used during the six-month coaching program.

The Anderson & Anderson, APC coaching is about developing the capabilities of high-potential performers. Therefore, the Post Test is important in determining the success or lack of success for each coaching client who completes the six-month program.

If an individualized intervention is more consistent with the wishes of the client, it is best to seek individual coaching rather than academic courses.

George Anderson, MSW, BCD, LCSW, CAMF


Domestic Violence Arrests And Intervention Is Neglected In Los Angeles

An article appeared in today’s Los Angeles Times entitled: “L.A.’s domestic violence plan lags”. The article catalogs a long list of problems in the Los Angeles D.V. services including:

  • Inadequate funding. “Los Angeles spent $3.2 million on domestic violence programs, including intervention efforts, education programs and shelters. In comparison, within the 2013-2014 fiscal year, New York spent $107.2, while San Francisco spent $4 million and Chicago spent $3.3 million on similar programs in the same period.
  • Domestic Abuse Response Teams, also known as DART, has been touted as a successful model however data from the mayor’s office showed there were only enough volunteers and money to respond to 1 out of every 30 domestic violence calls to the police.
  • While not included in this article, Los Angeles County Probation Department has approved almost 300 Batterers’ Intervention Programs, which is far more than what is needed for the low arrest rates. Many of these programs are poorly run and are routinely violating state law by mixing all types of non-domestic violence clients into these programs.
  • In contrast to Los Angeles County, Orange County only has 20 Batterers’ Intervention Programs thereby making it feasible for all providers to receive enough clients to offer viable programs. The arrest and prosecution rates in Orange County exceed that of Los Angels County.

It is hoped that this publicity will result in a change in policy and funding of domestic violence programs in Los Angeles County.

George Anderson, MSW, BCD, LCSW

Anderson & Anderson, APC

Learning or teaching anger management/self-control requires more than insight

Anderson & Anderson, APC provided Emotional Intelligence Coaching for Impulse Control to a 62-year-old attorney who had been in psychoanalysis for 25 years for problems managing his anger. While he was an expert on where his first angry feelings came from and how they related to an incident with his mother at age 6, his ability to control his angry behavior had not improved during his many years of psychoanalytic treatment.

As the result of his lack of progress managing his impulse to behave aggressively when angry, he confronted his psychoanalyst who referred him for Emotional Intelligence Skill Coaching for enhancement in impulse control.

Practicing attorneys are well known for their obsession with the facts of situations and this attorney was therefore excited to learn the objective results of his competencies in Self-Regard, Self-Actualization, Emotional Self-Awareness, Emotional Expression, Assertiveness, Independence, Interpersonal Relationships, Empathy, Social Responsibility, Problem Solving, Reality Testing, Impulse Control, Flexibility, Stress Tolerance and Optimism.

By simply learning about his level of competency in these 15 Emotional Intelligence scales and how they are connected to each provided him with considerable optimism. He quickly recognized the need to practice skill enhancement in the areas in which he scored in the low or average range.

Practical applications of Emotional Intelligence Skill Enhancement is needed and wanted by a wide range of professionals whose success is closely related to their ability to influence others based on these important skills.

In contrast to counseling or psychotherapy, skill enhancement in emotional intelligence is practice and evidence based. A comprehensive EQ-i-2.0 Assessment designed to provide a base line of EI competencies precedes the coaching. Once the assessment is reviewed and the client is debriefed, the six months of skill enhancement coaching is provided over a six-month period.

The coaching is augmented by the use of DVDs, CDs, client workbooks along with specific exercises related to each skill. At the end of six months, the same assessment is administered in order to objectively determine the results of the coaching.

Emotional Intelligence Coaching for Professionals including attorneys, physicians and executives is trending in New York, San Francisco and Los Angeles. Clients are requesting the 12-hour intensive followed by coaching via phone or Skype from Saudi Arabia, San Juan, Puerto Rica and other major U.S. cities.

The Anderson & Anderson, APC’s Emotional Intelligence Coaching is a respected coaching model specifically designed to enhance the skills that physicians, attorneys, executives, managers, and athletes need to meet the demands of a

high-stress, high-performance environment. Our program recognizes the qualities present in top leaders as well as top employees, and uses a customized assessment to help you make your skills elite.

For more information, visit our website at http://www.andersonservices.com or contact George Anderson at 310-476-0908.

Pre, Post and 360 degree Assessments are by far more reliable in coaching than “powerful questions”

An evidenced based approach to track the benefits (or lack thereof) associated with coaching is through the use of assessments. Assessments conducted at the beginning of a coaching program help focus the goal-setting process, and retesting using the same instrument at a later date can determine the extent to which progress was made.

Three-hundred-and-sixty-degree feedback, for example, has become almost synonymous with emotional intelligence coaching. Assessments that compare self-perceptions and the perceptions of others can provide invaluable information for the leader or physician who needs a better understanding of how his or her behavior affects others (Nowack,2007). The 360 degree EQ-i-2.0 assessment is the new standard in the internationally recognized Anderson & Anderson, APC Emotional Intelligence Coaching Program for leadership and impulse control.

Other assessments such as ones that measure personality, interests, values, and health can also be used. The critical lesson for coaches is to administer these assessments in a pre- and post-test format. Otherwise, it is impossible to tease out whether it was coaching or some other factor that was responsible for the assessment scores.

Finally, your clients’ success in coaching can be an incredible endorsement of your coaching model. To review or download copies of the EQ-i-2.0 that is used in all Anderson & Anderson, APC coaching programs, click here:http://www.andersonservices.com/blog/wp-content/uploads/2013/04/Jane_Doe_EQi2_Sample_Report_Client.pdf

George Anderson, MSW, CAMF, BCD

Diplomate, American Association of Anger Management Providers

A large number of Medical School Deans and Faculty responded with support for including Emotional Intelligence in the training of medical students and residents. All of the Deans present at the Hawaii Conference for George Anderson’s Presentation “What are the solutions? Anger Management in healthcare” clearly supports the inclusion of Emotional Intelligence for Impulse Control. The following topics were included with examples in Anderson’s Presentation: · The important role played by the use of the Bar On EQ 2.0 Emotional Intelligence Assessment in coaching and training physicians. · Explanation of the 5 EQ Composites and the 15 Sub-scales. · EQ Skilled-based coaching. · Anderson & Anderson curriculum for skill enhancement in EQ. · The importance of practice in developing and improving EQ skills. This presentation offered those in attendance an opportunity to learn how coaching can be used as a practical application for skill enhancement in Emotional Intelligence in Medical Schools. George Anderson, CAMF Diplomate, American Association of Anger Management Providers

A long standing issue

Problems managing anger has always been a concern for patients suffering from addictive disorders. Pioneering research in substance abuse by my mentor, Dr. Sidney Cohen at the UCLA Neuropsychiatric Institute demonstrated the relationship between, anger, violence and the use of alcohol and or cocaine. One of the most popular articles written by Dr. Cohen, was entitled, “Alcohol, the most dangerous drug known to man”. In this and other publications, Dr. Cohen systematically demonstrated the causal relationship between cocaine and alcohol abuse and aggression. Much of this research was done in the 70s and 80s.

Anger has always been a factor in substance abuse intervention. Unfortunately, until recently, it has been overlooked or treated as an afterthought by substance abuse programs nationwide. Substance use and abuse often coexist with anger, aggressive behavior and person-directed violence. Data from the Substance Abuse and Mental Health Administration’s National Household Survey on Drug Abuse indicated that 40 % of frequent cocaine users reported engaging in some form of violence or aggressive behavior. Anger and aggression often can have a causal role in the initiation of drug and alcohol use and can also be a consequence associated with substance abuse. Persons who experience traumatic events, for example, often experience anger and act violently, as well as abuse drugs or alcohol. This is currently occurring with recently returned combat veterans from Iraq who are suffering from PTSD.


Anger and Substance Abuse

Substance abuse and dependence has grown beyond even the bleakest predictions of the past. In the United States alone, there are an estimated 23 million people who are struggling (on a daily basis) with some form of substance abuse or dependence. The toll it is having on our society is dramatically increased when we factor in the number of families who suffer the consequences of living with a person with an addiction, such as:

  • Job loss
  • Incarceration
  • Loss of child Custody
  • DUI’s
  • Domestic Violence/Aggression
  • Marital problems/divorce
  • Accidents/injuries
  • Financial problems
  • Depression/anxiety/chronic anger

Unfortunately, most substance abusers may not even be aware that they have an underlying anger problem and do not “connect” their anger problem to their alcoholism, drug addiction and substance abuse. Therefore, they do not seek (or get) help for their anger problem. But more often than not, their anger is the underlying source of their disorder. Anger precedes the use of cocaine and alcohol for many alcohol and cocaine dependent individuals. Anger is an emotional and mental form of “suffering” that occurs whenever our desires and expectations of life, others or self are thwarted or unfulfilled. Addictive behavior and substance abuse is an addict’s way of relieving themselves of the agony of their anger by “numbing” themselves with drugs, alcohol and so on. This is not “managing their anger”, but self-medication.

When we do not know how to manage our anger appropriately, we try to keep the anger inside ourselves. Over time, it festers and often gives rise to even more painful emotions, such as depression and anxiety. Thus, the individual has now created an additional problem for themselves besides their substance abuse, and must be treated for an additional disorder. Several clinical studies have demonstrated that structured anger management intervention based on emotional intelligence for individuals with substance abuse problems is very effective in reducing or altogether eliminating a relapse.

Medical research has found that alcohol, cocaine and methamphetamine dependence are medical diseases associated with biochemical changes in the brain. Traditional treatment approaches for drug and alcohol dependency focus mainly on group therapy and cognitive behavior modification, which very often does not deal with either the anger or the “physiological” components underlying the addictive behavior. Therefore, individual coaching for skill enhancement in emotional intelligence has far more promise for success.

Anger precedes the use of cocaine for many cocaine-dependent individuals; thus, cocaine-dependent individuals who experience frequent and intense episodes of anger may be more likely to relapse to cocaine use than individuals who can control their anger effectively. Several clinical trials have demonstrated that cognitive-behavioral interventions for the treatment of mood and anxiety disorders can be used to help individuals with anger control problems reduce the frequency and intensity with which they experience anger.

Although studies have indirectly examined anger management group treatments in populations with a high prevalence of substance abuse, few studies have directly examined the efficacy of an anger management treatment for cocaine-dependent individuals. A number of studies demonstrating the effectiveness of an anger management treatment in a sample of participants who had a primary diagnosis of post-traumatic stress disorder have been conducted by the Department of Veterans Affairs. Although many participants in these studies had a history of drug or alcohol dependence, the sample was not selected based on inclusion criteria for a substance dependence disorder, such as cocaine dependence. Considering the possible mediating role of anger for substance abuse, a study examining the efficacy of anger management treatment in a sample of cocaine-dependent patients would be informative.


Anger management as an after thought

In spite of the information available to all professional substance abuse treatment providers, anger management has not received the attention which is deserved and needed for successful substance abuse treatment. Many if not most substance abuse programs claim to offer anger management as one of the topics in its treatment yet few substance abuse counseling programs include anger certification for the counselors are providing this intervention.

Typically, new substance abuse counselors are simply told that they will need to teach a certain numbers of hours or sessions on anger management and then left to find their own anger management information and teaching material. These counselors tend to piece together whatever they can find and present it as anger management.

Despite the connection of anger and violence to substance abuse, few substance abuse providers have attempted to either connect the two or provide intervention for both. In the Los Angeles area, a number of primarily upscale residential rehab programs for drug and alcohol treatment have contracted with Certified Anger Management Providers to offer anger management either in groups on an individual basis for inpatient substance abuse clients. Malibu based Promises (which caters to the stars) has contracted with Certified Providers to offer anger management on an individual coaching bases.

It may also be of interest to note that SAMSHA has published an excellent client workbook along with teacher’s manual entitled, Anger Management for Substance Abuse and Mental Health Clients: A Cognitive Behavioral Therapy Manual [and] Participant Workbook. This publication is free and any program can order as many copies as needed without cost. There is simply no excuse for shortchanging substance abuse clients by not providing real anger management classes.


Limited anger management research

What has been offered as anger management in substance abuse programs has lacked integrity. The Canadian Bureau of Prisons has conducted a 15 year longitudinal study on the effectiveness of anger management classes for incarcerated defendants whose original crime included substance abuse, aggression and violence. One of first findings was that in order to be useful, the anger management model used must have integrity. Integrity is defined as using a client workbook containing all of the material needed for an anger management class, consistency among trainers in terms of how the material is taught and a pre and post test to document change made by clients who complete the class. It is not possible to determine the effective of anger management which is fragmented and not based on any particular structure of theoretical base.

Anger management training is rarely integrated into substance abuse treatment At the present time, anger management is rarely integrated into any model of substance abuse intervention. Rather, it is simply filler tacked on to a standard twelve step program,


Trends in anger management and substance abuse treatment.

Several years ago, the California state legislature established statewide guidelines for all state and locally supported substance abuse programs. This legislation is included in what is commonly referred to as proposition 36. As a result of this legislation, all substance abuse counselors must have documented training in anger management facilitator certification. This training requires 40 hours of core training plus 16 hours of continuing anger management education of a yearly basis.


What is Anger Management?

Anger management is rapidly becoming the most requested intervention in human services. It may be worthwhile to define what anger management is and is not. According to the American Psychiatric Association, anger is a normal human emotion. It is not a pathological condition therefore; it is not listed as a defined illness in the Diagnostic and Statistical Manual of Nervous and Mental Disorders. Rather, anger is considered a lifestyle issue. This means that psychotherapy or psychotropic medication is not an appropriate intervention for teaching skills for managing anger.

The American Association of Anger Management Providers defines anger management as a skill enhancement course which teaches skills in recognizing and managing anger, stress, assertive communication and emotional intelligence. Anger is seen a normal human emotion which is a problem when it occurs too frequently, lasts too long, is too intense, is harmful to self or others or leads to person or property directed aggression.

The Anderson & Anderson anger management curriculum is currently the most widely used model of anger management in the world. This model includes a Pre assessment at intake which is designed to determine the client’s level of functioning in 15 scales emotional intelligence. The intervention/classes which are provided teach skills in the scales in which the client’s scores fall in the low range. A Posttest is administered after course completion to determine the success or lack thereof of the program. The most common EQ Assessment used in the EQ-i-2.0.


In Summary

All anger management programs should conduct an assessment at intake for substance abuse and psychopathology and all substance abuse programs should assess all participants for the current level of functioning in recognizing and managing anger, stress, assertive communication and emotional intelligence.

All substance abuse programs should have their intervention staff certified in anger management facilitation.

Guidelines should be established to determine the number of hours/sessions that each client will receive in teaching skill enhancement in the core emotional intelligence skills.

The American Medical Association Supports The Value Of Emotional Intelligence

A large number of Medical School Deans and Faculty responded with support for including Emotional Intelligence in the training of medical students and residents. All of the Deans present at the Hawaii Conference for George Anderson’s Presentation “What are the solutions? Anger Management in healthcare” clearly supports the inclusion of Emotional Intelligence for Impulse Control.

The following topics were included with examples in Anderson’s Presentation:

· The important role played by the use of the Bar On EQ 2.0 Emotional Intelligence Assessment in coaching and training physicians.

· Explanation of the 5 EQ Composites and the 15 Sub-scales.

· EQ Skilled-based coaching.

· Anderson & Anderson curriculum for skill enhancement in EQ.

· The importance of practice in developing and improving EQ skills.

This presentation offered those in attendance an opportunity to learn how coaching can be used as a practical application for skill enhancement in Emotional Intelligence in Medical Schools.

George Anderson, CAMF

Diplomate, American Association of Anger Management Providers