Anger Management Gains Acceptance from Psychiatrists

During the first quarter of 2007 an unanticipated shift has become apparent relative to anger management referrals nationwide. Psychiatrists and Psychoanalysts are beginning to refer patients to anger management providers in significant numbers for assessments, as well as executive coaching/anger management classes. This trend is occurring in California (www.andersonservices.com), Texas (www.ami-tx.com), Colorado (www.angerxchange.com), Alabama (www.fsc-hsv.org ), and North Carolina (http://www.angerhurts.com).

One Forensic Psychiatrist, Dr. Aubrey King, M.D. (www.centerbest.net), attended the Anderson & Anderson Facilitator Certification Training on March 16th—March 18th in Phoenix. Dr. Natalia Ivancchenko, M.D., a General Psychiatrist, flew 21 hours from Kazakhstan for this training. A Forensic Psychologist has signed up for our Los Angeles training scheduled for March 29th, 30th, and 31st. Medical Boards throughout the nation as well as Hospital Chains have accepted the Anderson & Anderson model of executive coaching/anger management for “disruptive physicians” and nurses. A major Hospital Chain has selected us to provide executive coaching for its physicians in 63 hospitals.

This dramatic shift is evidence of the growing public and professional acknowledgement of the fact that anger management is not a mental health intervention. There is nothing in the training of Psychiatrists, Psychoanalysts, Psychologists or Clinical Social Workers to equip them to assess and provide classes for people who have anger control problems, but not nervous, nor psychiatric, disorders. The American Psychiatric Association has determined that anger is a normal human emotion rather than a pathological condition.

During the first quarter of 2007, the Brentwood office of Anderson & Anderson has received referrals of persons suffering from mental disorders which include unhealthy anger as a prominent symptom. A sample of these psychiatric disorders includes the following:
• Bipolar disorder
• Major depression
• Obsessive compulsive disorder
• Substance abuse disorder

The referring physicians for these patients are all continuing to treat them with a combination of psychotherapy, psychotropic medication and or psychoanalysis.

Since anger management is neither classified as counseling nor psychotherapy, this developmental training skill does not in any way interfere with psychiatric or mental health treatment. Anger management is an educational intervention designed to teach skills in recognizing and managing anger and stress as well as increasing competency in assertive communication and emotional intelligence.

George Anderson, MSW, BCD, CEAP, CAMF
Diplomate, American Association of Anger Management Providers
Fellow, American Orthopsychiatric Association

www.andersonservices.com
www.anger-management-resources.org
www.aaamp.org

Where is amber?

March 25, 2007
By ctodd
Where is amber?

Passing thought a traffic light the other day got me to thinking. What if there were no amber lights? The answer instantly returned--serious accidents and death daily. The creation of the amber light between the green and red light is an ingenious innovation that saves lives.

The amber light has implications for anger management. The amber light is synonymous with our ability to listen to and regulate our emotions. So many times we can go from green to red (road rage, desk rage, verbal abuse, workplace aggression etc.) with no thought of the consequences--we leave in the wake a trail of destroyed relationships, lives and property.

Therefore I must ask--where is amber? With the increase in anger in many societies, where are those internal regulations which warn us that it is time to stop and take stock before we explode in rage? Being more emotionally intelligent and, specifically, developing emotional literacy will help to bring amber back. So many relationships can be saved if we bring amber back. It is important to learn the skills to become aware of, specify and name our emotions. These skills make us better able to respond to the world around us in a manner that takes into account our own emotions and the emotions of others. George Anderson’s anger management model hits at the core of this idea. I encourage anyone struggling with anger and the ability to respond appropriately to others in a work, home or community situation to visit http://www.anger-management-resources.org/ to find an Anderson and Anderson provider in your area.

Anger management is not only about managing anger—it is about improving relationships, reducing stress, communicating your needs and improving the quality of your life. Making changes in these areas can transform our homes and create positive relationships that we did not realize were possible. My sincere hope is that we all can find amber.

Carlos Todd, LPC, NCC, CAMF

Diplomate, American Association of Anger Management Providers

Carlos Todd is an Anderson and Anderson Anger management provider in North Carolina

Emotional Intelligence Is Important in Managing Anger

'Emotional Intelligence' is a neat metaphor that borrows from the notion of IQ. It implies that some people are better at handling emotions than others. It also hints that you might be able to increase your EQ. EQ offers a useful set of guidelines for doing just this. Independent of any other skill enhancement, Emotional Intelligence increases communication skills and decreases stress and anger. It is the single most significant factor in anger management.

The Anderson & Anderson anger management curriculum is based on the importance of skills in four areas: anger management, stress management, assertive communication and emotional intelligence. EQ is by far the most popular of the four skill sets.

Self-awareness
Being emotionally self-aware means knowing how you feel in “real time.” Self-knowledge is the first step in being able to handle emotions. If you can see them and name them, then you at least have a chance to do something about them. This is especially true in recognizing your own triggers for anger and stress.

Emotional literacy
Emotional literacy means being able to label emotions precisely. This includes the emotions of others and especially yourself. It also means being able to talk about emotions without getting overly emotional or (as happens with many people) denying them. Emotional literacy is not using ‘I feel...’ statements to offer opinions, ideas, etc. Thus 'I feel that is a good idea' is not emotional literacy, while 'I feel angry' is. (Men appear to have more difficulty recognizing and naming feelings than women) Emotional literacy combined with assertive communication increases ones’ ability to effectively interact with others and improves interpersonal relationships.

Empathy & compassion
Empathy is the ability to feel and understand the emotions of others. If you can respond empathically, you can engender trust, as people desperately want to be understood at the emotional level. It also means appreciating and accepting differences between people, accepting that we have different priorities and capabilities around emotion.

Balance
The ability to balance feelings and logic in making decisions leads to good balanced decisions. Emotion should not be abandoned, lest mechanical and unfelling decisions are made. Nor should logic be abandoned unless you want a non-sensical outcome. The key to success in decision making is balance.

Responsibility
Emotional Intelligence means taking primary responsibility for your own emotions and happiness. You cannot say that others “made” you feel the way you feel. Although they may be instrumental, the responsibility is yours, just as if you kill someone, there is no argument that says that someone else made you do it.

So What
Emotions are one of the main obstacles that negative communications and persuasions. Once people start getting upset at one another, rationalism goes out of the window. If you can identify and control your own emotions you have good chance of winning any argument. If you can sense the emotions of others, you have a chance to change them. And of course it all starts with yourself and your own emotions.

George Anderson, MSW, BCD, CAMF
www.andersonservices.com
www.anger-management-resources.org
www.aaamp.org
www.angertrends.blogspot.com

Top Ten Anderson & Anderson Anger Management Providers for the first quarter of 2007

Carlos Todd, LPC, CAMF is a new Anderson & Anderson provider and one of our emerging superstars. Mr. Todd is the principal provider of anger management and executive coaching for Excel Personal Development in North Carolina. He is also a prolific writer with an interest in emotional intelligence. A number of Mr. Todd’s blog entries appear on the following blogs: www.andersonservices.com/blog, www.anger-trends.blogspot.com, www.angerhurts.com and www.topix.net.

Sonia Brill, MSW, LCSW, CAMF. Ms. Brill is a New York University trained Clinician with extensive experience in mental health and the private practice of psychotherapy. Ms. Brill received graduate training from New York University and post-graduate training in Group and Family Work from the Albert Einstein College of Medicine-Group and Family Institute. She is currently based in Denver Colorado where she provides anger management, executive coaching and an enervative anger management assessment consultation practice. Sonia is an active member of the Anderson & Anderson team of trainers and our Key Person for Colorado. For an interesting blog and an effective website, click here: http://www.angerxchange.com/, http://www.andersonservices.com/about.html

Colbert Williams, MSW, LCSW, CAMF. Mr. Williams is an experienced License Clinical Social Worker with extensive experience in family violence and psychotherapy.
He recently produced one of the most impressive marketing DVDs ever for providers of anger management and executive coaching. This DVD can be viewed at his website at: http://www.executiveandlifecoachinginc.com/ . Not only are we endorsing this Marketing DVD, Anderson & Anderson is recommending that all of it’s providers review this DVD and consider using Colbert Williams to adapt it for their use.

Gregory Kyles, M.A., LPC, CAMF. http://www.andersonservices.com/about.html In addition to being an Anderson & Anderson Key Person for Texas, Mr. Kyles is the Texas Vice President of the American Association of Anger Management Providers. In this role, he is working actively with the Texas State Legislature to pass legislation to mandate anger management for all middle school students in the state of Texas. Mr. Kyles is making certain that Anderson & Anderson Providers are positioned to play a significant role in providing anger management and executive coaching in Texas. www.ami-tx.com Anger Management Institute of Texas is a major provider of anger management in Houston.

Lindsay Ferguson, M.A., MFT, CAMF, http://www.marinangermanagement.com/. Lindsay and his impressive staff are working assertively to position Marin Anger Management as the premier executive and anger management provider for Marin County. He is working with the courts as well as corporations and hospitals in Northern California to consider anger management as a proactive intervention to prevent unhealthy anger.

Linda Lammers, CAMF, http://www.angermanagementintervention.com/ . Linda Lammers previously provided anger management as an Anderson & Anderson Provider in California. She has only been in Tucson for 8 months yet she has emerged as the Anderson & Anderson Key Person for Arizona and New Mexico.
She has sponsored the Anderson & Anderson Facilitator Certification recently in Tucson and Phoenix. Linda is positioned to purchase a Licensing Agreement for Arizona and New Mexico.

Frank Morales, M.S., CAMF, http://www.fsc-hsv.org/, http://www.andersonservices.com/providersus.html#NC Mr. Morales has been a Certified Anderson & Anderson Anger Management Provider for approximately 5 years. During this time he has emerged as the most respected professional anger management provider in the South. He is responsible for creating a number of programs for the Court System in Alabama. Mr. Morales has identified three different types of programs being utilized by the court systems in Alabama that require a person who is trained and Certified in Anger Management to deal with angry people who cannot communicate effectively with each other:

Conflict Resolution Program-used to lower resentments, improve communication, and remove adversarial barriers that prevent co-parenting. This program is also utilized in workplace disputes.
Parenting Coordinators are appointed by the court in several states to work with couples who exhibit a high degree of conflict. The parenting coordinator makes binding decisions when the couple cannot agree.

Collaborative Law-where people sign contracts with lawyers and agree not to go to court. Here, the term divorce coach is used to help parties agree to keep the situation amiable.

According to Mr. Morales, “Family Law court is overwhelmed with contested divorce cases and motions being brought repeatedly before the court which take a considerable amount of court time. Many of these arguments could have been resolved by Certified Anderson & Anderson Anger Management Providers who have experience dealing with people who score in the deficit range of the Conover Assessment in anger, stress, assertive communication or empathy. With this in mind, Anderson and Anderson providers are perfect matches for this type of work. We have the most training and should market ourselves as such. Anger Management is the most critical element needed for the success of the above programs. Both lawyers and judges should be approached from the aspect of our ability to lower the adversarial element thereby not creating unworkable post-divorce custody situations and managing case flow better in the court system.” Mr. Morales will use his position as an Anderson & Anderson Key Person to integrate the above three programs into future Certification Trainings.

Arnold Abrams, CAMF, http://www.andersonservices.com/providersLACounty.html Mr. Abrams has been an Anderson & Anderson anger management provider for almost 15 years. He has 7 locations in Los Angeles County making him the largest single provider in the County. 1AAA Family Harmony—Armonia Familiar, which is Mr. Abrams organization has anger management contracts with Los Angeles County in relation to substance abuse and anger management.

Karina Narduzzi, CAMF, www.positivesolutions.org Since January of 2005, Positive Solutions Certified Anger Management and Executive Coaching has been offering real-world classes and workshops that enable motivated persons to get control of and manage their anger.
Kirina is a regular contributor to the Anderson & Anderson blog and frequently supports the brand on her own blog.
Karen Golob, C.C.D.C., http://www.andersonservices.com/providersLACounty.html C.A.M.F, Anger Management Services of Beverly Hills has an unusual practice. Karen specializes in offering executive coaching to high profile clients. She contracts with upscale Rehab Programs in the Los Angeles area to provide executive coaching to their clients. Email: info@anger411.com ,Website: www.anger411.com


George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Fellow, American Orthopsychiatric Association
www.andersonservices.com
www.anger-management-resources.org
www.aaamp.org

George Anderson, MSW, BCD, CAMF
Diplomate, American Association of Anger Management Providers
http://www.andersonservices.com/
http://www.angertrends.blogspot.com/
www.anger-management-resources.org

Be Aggressive in Marketing Your Skills as an Anderson and Anderson Provider

Too often we limit ourselves to thinking we provide only anger management classes and executive coaching. As there is no doubt that this is the mainstay of our business as providers, Mr. Anderson has given us the necessary training to provide a variety of services.

Three different types of programs are being utilized by the court systems that require a person that is trained to deal with angry people who cannot communicate with each other:

Conflict Resolution Program-used to lower resentments, improve communication, and remove adversarial barriers that prevent co-parenting. This program is also utilized in workplace disputes.

Parenting Coordinator-appointed by the court in several states to work with couples in high conflict. The parenting coordinator makes binding decisions when the couple cannot agree.

Collaborative Law-where people sign contracts with lawyers and agree not to go to court. Here, the term divorce coach is used to help parties agree to keep the situation amiable.

Family Law court is overwhelmed with contested divorce cases and motions being brought back before the court taking up long trial periods. Many of these arguments could have been resolved with qualified individuals who have experience dealing with people in high conflict and the emotional state that accompanies that conflict. With this in mind, Anderson and Anderson providers are a perfect match for this type of work. We have the most training and should market ourselves as such. Anger Management is the most critical element needed for the success of the above programs. Both lawyers and judges should be approached from the aspect of our ability to lower the adversarial element thereby not creating unworkable post-divorce custody situations and managing case flow better in the court system.



Frank Morales, M.S., CAMF

www.fsc-hsv.org

Family Services Center

Huntsville, Alabama

Southern Hospitality

Katherine Whitworth
Updated: 3/1/2007




Not long ago, after leaving one of my many places of employment, I found a note tucked under my car’s right-side windshield wiper that read:“EAT WORMS & DIE, YOU JACKASS.”

Hmm. I didn’t recognize the handwriting, so despite the biological improbability of “jackass” as an insult for a woman, I figured I’d done something to bug someone. But what? A specific complaint would have been more effective than this vague and infantile missive, which I ultimately wrote off as a silly prank.(It’s pinned now to my fridge under a car-shaped magnet.)

A couple of days later, I was stalled in the library parking lot behind a woman who had parked in the middle of the driveway to collect her son. In her haste to get out of a parking space perpendicular to me, a woman in a Very Large Vehicle first almost backed into and then nearly sideswiped me. My protective companion yelled “Watch it!” when she was just a couple of inches away, and she in turn pelted me with insults for being in her way. We all sat fuming as the oblivious boy ambled across the lot, and as soon as the way was clear, the VLV peeled out ahead of me.

Incidentally, the recent results of user-generated statistics on one popular “road rage” web site, http://www.monkeymeter.com/ , place Arkansas towns in the top five worst-driving slots. That road rage and aggressive driving are contributing factors to motor vehicle accidents is an uncontested fact.

To point out a possible relationship between stress and aggressive driving would not be illogical. Which is why I think it is interesting to note that Anderson & Anderson, the world’s largest provider of anger management facilitator training, has nine certified locations in the state of Arkansas. That might not seem like many for a whole state (they’ve got more offices in Los Angeles alone), but consider that in Minnesota — a state with twice our population — they have only one.

Speaking of anger management, I witnessed something unusual in Kroger the other day. I was moving down the main artery that runs along the registers. The man in front of me stopped to grab something from a display across the aisle, and his spontaneous action prevented a woman perpendicular to us from entering the main aisle. She was glaring at him openly and with an intensity I would probably reserve for the murderer of a beloved pet. When she was safely behind us, this grown man turned around, screwed up his face, and stuck out his tongue. At the time it was merely amusing; in retrospect, the man seems sage-like for his diplomacy in expressing his displeasure at the impatient woman’s behavior.

Indeed, the way we behave in public is a hotly contested issue. When news of New York City’s various efforts to legislate politeness was posted on this newspaper’s Arkansas Blog last year, the item elicited a barrage of personal opinion about what should and should not be allowed. Everyone naturally believes their own version of right and wrong is the one that should be adhered to, and everyone seems to be perpetually dissatisfied with the behavior of people around them.

Comments ranged from the expected “say please and thank you” and “take your screaming kids outside” to the more obscure “don’t park facing north on the southbound side of the street” and even “don’t build McMansions that block out the sun.” A lot of comments were more about personal tastes and prejudices than manners, like one suggesting fines for people who pronounce different words in certain ways.(Dialects differ regionally; most are a blend of British English and the native tongue of a given area’s subsequent immigrant populations. How is it fair to criticize someone for being from where they’re from? Many people are surprised to learn that it is Southerners with whom the British — standard-bearers of the prestige dialect in English — share the greatest similarities of pronunciation.) The whole thing eventually disintegrated into infighting between comment-posters, one of whom was greatly offended by the length of another’s post. It was, overall, an impressive display of intolerance. Southern hospitality indeed!

But most people are guilty of some prejudice, myself included. The other day, when I was trying to turn left onto Rodney Parham, a pearl-white Escalade pulled up to my right, blocking my view of all four lanes of traffic in the other direction. My feelings about conspicuous consumption and flagrant environmental irresponsibility aside, I drive a tiny car and always feel threatened by these behemoths. The driver was wearing a Yankees cap, and the defensive “Oh great” was welling up in my throat when, to my great surprise, he leaned out his half-open window and apologized for blocking my view. Southern hospitality, indeed.

--- Katherine Whitworth is a writer for the Arkansas Times.

Is Your Anger Bringing You Down?

By
Lindsay Ferguson, LMFT, CAMF

There are many consequences of expressing anger. When anger is a problem, the signals are usually as follows: it lasts too long, it is too intense, it happens too frequently, it leads to aggression, and/or it destroys work or personal relationships. On the positive side, anger provides a signal that change is needed and, when expressed and dealt with appropriately, can lead to assertive communication of unmet needs.

At Marin Anger Management Services I see people courageously facing their anger issues when various anger episodes arise.

After being cut-off in traffic, a client followed the car to their home, and verbally aggressed, and destroyed property belonging to the driver.

A woman called to seek anger management for herself and her fiancée stating that she could not marry him or have his children until his anger issues were dealt with.

A woman called seeking help due to an altercation involving a friend of 25 years, in the parking lot of a shopping center. The police intervened and she could not control herself, was arrested and mandated to anger management.

A man sought help with his anger issues at the request of his wife of 30 years, stating that she would not take his anger episodes any longer.

An elderly couple, recently married, is working on a solution to escalating, heating arguments that end in hurt feelings and silence that lasts for days before resolution.

Whether court ordered or self- referred, people are becoming more willing to address and deal with anger motivated acts of aggression towards each other in the advent of available Anger Management Services. The Anderson and Anderson model, as taught by George Anderson, begins the process by administering an assessment to determine strengths and limitations in the areas of anger management, stress management, emotional intelligence, and communication. This model teaches a set of skills designed for recognition and transformation of the anger episode. The Anderson methodology is incorporated into a rich format conducive to the effective delivery of the skills necessary to identify, process, and change maladaptive patterns of expressing anger.

When anger is triggered, here are seven steps to anger control,
1. Identify your upsetting feelings.
2. Identify the upsetting thoughts making you angry. What upsetting things are you telling yourself?
3. Counteract your upsetting thoughts with positive self-messages.
4. Clarify the situation for yourself. What is really going on in the situation?
5. Set a realistic goal in regard to the problem. Find an alternative solution to change the situation.
6. List the constructive options that are realistic and possible to resolve the issue and reach your goal.
7. Choose a constructive option to reach your goal and act on it.

Lindsay Ferguson, LMFT, located in San Rafael, California, is currently developing anger management services in the San Francisco Bay Area of Northern California. He uses the Anderson and Anderson Model and sees individuals, groups, couples, and executives.
You can reach him by calling 415-258-4515 or visit his web site at: http://www.marinangermanagement.com/

How to Manage Anger in the Work Environment

Workplace anger comes in many forms and degrees. It can be as mild as unspoken resentment against a co-worker or manager, and as overt as verbal or physical threats or abuse of fellow employees. When advancing to the point of disrupting work or making the work environment unpleasant, anger among individuals in a company needs to be recognized and managed.

The two key words in the preceding sentence are 'recognized' and 'managed.' It's critical for managers and supervisors to recognize signs of inappropriate anger in all forms. In particular, it's important to know when anger is moving beyond a normal stage of frustration. Most anger management providers agree that anger is a normal and necessary human emotion. When the expression and self-understanding of anger is not properly handled, however, it can become potentially disruptive and counterproductive to individuals and the company as a whole. It can, and does, become a potential liability.

The average cost of legation for an organization accused of failing to protect an employee from aggressive behavior is around $700,000 per case. Risk management consultants are increasingly recommending anger management for at risk employees.

Human Resource Managers and supervisors should be on the lookout for signs of stress, resentment, frustration and overt antagonism among employees. Signs of anger include: irritability, arguments or physical confrontation among employees (often instigated by one employee in particular); employees who 'get back' at others by undermining their activities (often without telling others of their anger); employees who criticize others constantly; and employees who become surly, spiteful, impatient or withdrawn.

When an employee is overly angry or aggressive, supervisors should meet with the individual and try to find out what is the cause of frustration. Unexpressed and uncontrolled anger can result in difficulties between employees, disruption of workflow and health problems within the individuals harboring angry feelings. When appropriate, on-site anger management can be provided for a work group or a referral can be made to a Certified Anger Management Provider.

It is important to examine the stated reasons of an employee's anger. It's unreasonable to think that all employee anger is unfounded and illogical. Managers should examine situations and employee relations within the company to determine if sources of anger are indications that real problems exist and that changes truly need to be made.

Once the source of anger is recognized, the anger may be appropriately addressed or managed. It is necessary to understand that the outer sources of anger often cannot be changed, but that internal attitudes that lead to buildup of anger can be changed. In situations that cannot change, the alternative is to provide anger management to enhance skills in recognizing and managing anger, stress, communication and emotional intelligence.


George Anderson, M.S.W, BCD, LCSW
www.andersonservices.com
www.aaamp.org

What Is Emotional Intelligence?

Emotional Intelligence is the capacity for effectively recognizing and managing our own emotions and influencing the emotions of others. Emotions have the potential to get in the way of most of our important business and personal relationships. IQ is essentially intellectual potential. Whatever our IQ is at birth, it will unlikely change over time. IQ is also not a reliable predictor of success in work or life.

According to John Kotter of the Harvard University School of Business, “because of the furious pace of change in business today, difficult to manage relationships sabotage more business than anything else – it is not a question of strategy that gets us into trouble, it is a questions of emotions”.

Is Emotional Intelligence Important to Performance? Research across Job Levels revealed that emotional intelligence was two times more important in contributing to excellence than intellect (IQ) and expertise alone.

For Managers and First Line Supervisors: Supervisors in a manufacturing plant received training in emotional competencies such as how to listen better and help employees resolve problems on their own, how to empower and inspire others, and how to become more effective personal leaders.

Following Emotional Intelligence Training, the following occurred: Lost-time accidents were reduced by 50 percent. Formal grievances were reduced from an average of 15 hear to 3 per year. The plant exceeded productivity goals by $250,000. Production increased by 17 percent. There was no such increase in production for a group of matched supervisors who were not given emotional intelligence training. There was a reduction is sick-usage. Similar findings have occurred in real estate sales.

Anger management generally includes stress management, communication, anger management, and emotional intelligence. The Anderson & Anderson Executive Coaching/Anger Management model has a strong focus on emotional intelligence.

George Anderson, MSW, BCD, CAMF
www.andersonservices.com
www.aaamp.org

The Dangers of Old Anger

Does the guy who cut you off on the freeway three years ago still raise your blood pressure? Do you still hold in mind the “bad boss/supervisor”? Does the college professor who gave you an F still raise the anger demon? Are you still angry at your mother who abandoned you at birth? If you answer yes to any of these questions, or if you hold anger from experiences long past, you may be suffering the effects of old anger. Just recently model Naomi Campbell disclosed that she too struggled with old anger over being abandoned by her father as an infant.

Old anger is toxic. It tends to create an attitude of negativity that can pervade how one interacts with the world. It locks away vital energy that can be used in bettering our lives. It creates isolation--after all who wants to be around people who are always angry. Therefore I want to suggest that anger management is not only about seeking help when you have an “incident.” It also involves learning strategies to improve your attitude and outlook on life. Don’t let OLD ANGER rob you of your quality of life. Visit http://www.anger-management-resources.org/ to find an anger management facilitator near you who uses the world renowned Anderson and Anderson model and get rid of old anger TODAY.

Carlos Todd, LPC, NCC, CAMF
http://www.angerhurts.com/
http://www.angeronmymind.com/

Carlos Todd is a certified anger management facilitator in North Carolina.

Emotional intelligence and Professional Performance

Emotional intelligence is a powerful way to focus your energy in one direction with an awesome result. Emotional intelligence has been found to be equally as important as time management, stress management, motivation, vision, and communication. You can use your emotional intelligence to boost your job performance in a variety of ways. Emotional intelligence is so critical to success that it accounts for 60 percent of performance in all types of jobs. It is the single biggest predictor of performance in the workplace and the strongest driver of leadership and personal excellence.



One of the most exciting and encouraging things about emotional intelligence is that it can always be improved no matter how low or high you originally score. Many mandated participants in anger management classes are intrigued with their new found success in increasing their emotional intelligence and they almost immediate pay off.



Emotional intelligence, stress management, communication and anger management are all key skills which can be enhanced in most legitimate anger management classes.




George Anderson, MSW, BCD, CAMF

www.andersonservices.com

www.aaamp.org

www.anger-management-resources.org

Optimism Enhances Emotional Intelligence at Work

Optimism is a characteristic that is the basis of positive thinking. It is a psychological resource that gives people a generalized expectancy that they will succeed in accomplishing their goals. Expected success, in turn, gives people the energy to expend effort to realize their goals. If they expect failure then they will put less effort into a task and are more likely to give up as soon as an obstacle appears.

High emotional intelligence is correlated with an optimistic view of the world. Both optimism and EQ can be improved with training in emotional intelligence, communication, stress management and anger management.

The literature abounds in studies on optimism as a dispositional characteristic. Many studies have shown that an optimistic outlook on life leads to less incidences of aggressive behaviour, depression and distress, and greater subjective well being and life satisfaction. It has also been positively correlated with goal setting and achievement and negatively with goal abandonment and resignation to fate.

People who are optimistic will often see more opportunities than those who are pessimistic. They are able to put problems behind them and take a positive view of the future. Optimism is an attitude to life that prevents people from becoming apathetic, or giving up hope. Their belief that things can only get better is often a tonic for those around them. Their optimistic view of the world can be infectious and influence those they interact with.

Optimism appears to be socially desirable in all communities, work situations and interpersonal relationships. It is important that all Certified Anger Management Providers practice optimism and model optimism in their daily lives as well as their interaction with clients.

George Anderson, MSW, BCD, CAMF

www.aaamp.org

www.anger-management-resources.org

Workers are sum of lives

By BOB WILSON Valley Press Staff Writer





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PALMDALE - Workers are people, too, was the message for business professionals attending this month's luncheon of the Palmdale Chamber of Commerce at the Larry Chimbole Cultural Center.





The message, "Integrating a macro perspective of commerce," was delivered by Colbert B. Williams Sr.





Williams is a licensed clinical social worker, certified anger-management facilitator and executive and life coach.





. Williams, president of Executive & Life Coaching Inc., offers training and advice to business

owners and managers who want to increase profits.





According to Williams, the secret to getting workers to increase productivity is to improve workplace communication.





Communication, anger management, stress management and "emotional intelligence" are the four comers of his training program, according to a handout passed out to audience members.





His program advises business professionals to consider all of the things that may be having an effect on workers: Their relationships in the workplace, in society, at home and with themselves, Williams said.





These relationships "are interrelated and interconnected," and all may have an effect on behavior on the job, he said.





"When you are dealing with people, you are dealing with communication" and emotions - love, grief, anger, hate, etc. - that can be spurred by any number of causes, including family issues, interpersonal relationships, societal issues, financial issues, values, Williams said.





"When I'm doing trainings, part of the macro perspective is to have a global view of what goes on with people" because people bring the sum of their lives to the workplace, whether intentionally or unintentionally, he said.





"No matter whether you are a large or small business, you are dealing with people," whether as employees or superiors or customers or vendors, Williams said.

"Everything in our social environment will affect the workplace environment, and vice versa," he said.



Basically, workers who are more happy than angry are less likely to disrupt business activities, less likely to file legal actions or become violent, and more likely to work well with others and develop a sense of loyalty and trust, Williams said.



Engaging in communication that focuses on empathy, compassion, cooperation and forgiveness is key to easing stress and improving productivity, he said.



Executive & Life Coaching is at 44709 North Date Ave. in Lancaster. For details call (866) 726­7881.



bwilson@avpress.com



Mr. Williams is an Anderson & Anderson Certified Anger Management Facilitator

Ten Things to Do to Make Money in Anger Management

March 05, 2007

The single most important thing to do to succeed as a professional anger management provider is to select a nationally recognized curriculum and absolutely master the material and techniques for teaching this model. Once you are certified with a minimum of 40 hours of training, you would do well to complete a 104 hour supervised internship. The following ten steps will most likely lead to financial and professional success:
1. Being good and competent is essential but it is also necessary to have a written marketing plan to make sure that potential clients know who you are, what you do and why they should select you over your competitor.
2. Location, location, location. Your location will determine the type of clients which will utilize your services. If your office is in a low income area, your clients will require a sliding fee scale and you must compete with non-profits. If you establish your office in an upscale area, you will attract upscale clients and those who think of themselves as upwardly mobile. Your location must also be easily accessible to transportation with ample parking. Business parks are often a great resource for business referrals.
3. A functional website is just as important as a telephone. Your website must, or should be narrowly focused on anger management, stress management, assertive communication, emotional intelligence and/or executive coaching. If you claim on your website that you can do everything, your chance of convincing potential clients is drastically reduced. You must use your sinage on every e-mail sent. i.e. George Anderson, CAMF
http://www.andersonservice.com/
http://www.anger-management-resources.org/
http://www.aaamp.org/
http://www.angertrends.blogspot.com/
4. Specific curriculum material. Anger management assessment and skill enhancement material, DVDs, Posters, client workbooks and other training material must be made available for clients as well as for marketing purposes.
5. Flexible schedule. I recently spoke to an unsuccessful anger management provider who was puzzled over not receiving referrals. In response to my questioning, he explained that he had only one group. This group met at 7:00 P.M. on Friday nights. Unfortunately, few Americans will attend anything except a party on Friday nights. If is essential to have a flexible schedule based on the needs of the clients served. The United States Postal Service operates around the clock. Therefore, they offer anger management to its employees days, evenings, nights and weekends.
6. Fees must be realistic. If you provide executive coaching for physicians, attorneys, celebrities and other high profile clients, you can charge whatever you like. If you market to Human Resource Managers for line staff employees, you can establish a reasonable fee. If your referral base is primarily court referrals, you may need to consider the need for a sliding fee scale.
7. Acceptance of VISA and MASTERCARD is a must. Americans are addicted to credit cards. American Express is generally too expensive for most anger management businesses. Individual checks are problematic and caution is advised.
8. Client appreciation generates more business. We are Anderson & Anderson is generous with small tokens of appreciation to our clients as well as our referral sources. We give free Anderson & Anderson Anger Management Polo shirts to clients who spend in excess of $500 for services or products. We give free Anger Management Tips booklets to Human Resource Managers as well as DVDs (Gaining Control of Ourselves) to Key Persons in large Hospitals and businesses.
9. Personalizing the service. Clients often like copies of their assessment. Therefore, we routinely offer each client a cope of his or her assessment and Post Test. For Executive Coaching Clients, we give a free copy of the DVD, Gaining Control of Ourselves.
10. Respectful client interaction. All of our staff are trained to treat everyone who contact our office can expect to be treated with respect in spite of how they respond to us. It is important that anger clients are generally angry about being in an anger management class.

George Anderson, MSW, BCD, CAMF
Dipmate, American Association of Anger Management Providers
http://www.andersonservices.com/
http://www.anger-management-resource.org/
http://www.aaamp.org/

--- George Anderson is the first global provider of anger management facilitator certification.

George Anderson, MSW, BCD, CAMF
Diplomate, American Association of Anger Management Providers
http://www.andersonservices.com/
http://www.angertrends.blogspot.com/
www.anger-management-resources.org

The Future of Anger Management

Dramatic changes are occurring daily in the new emerging specialization of anger management. While there may not be agreement of the definition of anger management, there is general agreement on the need for anger management to address a wide range of issues related to person directed aggression. The entire world has indeed become less emotionally intelligent. The lack of civility in all areas of life is on display everywhere.



Our emotions are perhaps the greatest potential source of uniting all members of the human race. This is what makes us uniquely human. Unfortunately, it is clear for all to see that our religious, cultural and political beliefs have not united us. Far too often, in fact, they have even divided us further. Emotions on the other hand are universal and teach us about ourselves as well as a greater appreciation of the feelings, needs and wants of others.



Here are some of our basic human emotions:



Empathy is the ability to understand some else’s feelings.
Compassion is the ability to care about and give to someone else.
Cooperation is the ability to work together to achieve a common goal.
Forgiveness is the ability to pardon someone for a grievance against you or someone or something you care about.


All of these common emotions have the potential to unite us people. Our thoughts may tend to divide us, whereas our emotions, if give the chance will unite us. These are some of the basic skills taught by reputable anger management classes.



The Texas State Legislature is currently debating a major reorganization of its criminal justice system. I predict that out of this legislation will emerge the nation’s first standards for Certified Anger Management Providers. The American Association of Anger Management Providers is already working with Senator Whitmire to assure proper safeguards for consumers.



Following close on the heels of the Texas legislation, I predict that California will act out of necessity to define in stature, the standards for all certified anger management providers.



I predict that Medical Licensing Boards in all states will accept the current standards initiated by the American Association of Anger Management Providers for Certified Anger Management Providers in lieu of State regulated standards. This action will be driven by the new standards recently adopted by the Joint Commission of Hospital Accreditation relative to “disruptive physicians”.



Finally, I predict that the American Association of Anger Management Providers will assume the role of the official voice of professional anger management providers throughout the United States.



George Andeson, MSW, BCD, CAMF

www.andersonservices.com

www.aaamp.org

www.anger-management-resources.org











George Anderson, MSW, BCD, CAMF
Diplomate, American Association of Anger Management Providers
http://www.andersonservices.com/
http://www.angertrends.blogspot.com/
www.anger-management-resources.org

MANAGING RESISTANCE IN EXECUTIVE COACHING CLIENTS

The Executive Vice President of a large corporation in Los Angeles contacted me seeking assistance with a valuable staff member who was exhibiting an aggressive edge that was causing tension at their workplace.



According to the information I was given, this employee had no idea that her colleagues felt she was addressing them with a defensive attitude and unpleasant inappropriate/angry comments.



It has been my experience that in working with this type of referral, the identified client must be handled sensitively with discretion and honesty when explaining why he or she is being directed to Executive Coaching by his/her employer.



Clients in this category are generally resistant to change and tend to perceive their referral to Executive Coaching with a degree of suspicion. I cannot stress enough the importance of honesty in explaining to the referred client that Executive Coaching is not psychotherapy or counseling. Rather it is an individual tutoring program based on the client’s personal scores that are a result of an assessment that is given at the beginning of the Program. This assessment measures the areas in which each person can improve interactions, measure performance in stress management and communication, increase emotional intelligence (EQ), and address anger management, as well as assess the client’s motivation to make changes in his/her life.



Further explanation to the program emphasizes that this is a one-to-one session, all information remains confidential; and, no one from his/her workplace can access information regarding their progress. This information will reduce tension on the client’s part and assure his/her attendance at the first session and subsequent sessions. I provide flexible hours to accommodate obligations and anonymity. Sessions are by appointment only.



It is a mistake for the referring party to mislead their employee into thinking that Executive Coaching is for those people who have job skills, but need help with business etiquette. Executive Coaching does not address etiquette and I do not profess to be “Emily Post.”



This program is also available as an in-service seminar and workplace presentation, which will provide tools and skills that address working with individuals when disruptive interactions are occurring. We use the internationally acclaimed Anderson & Anderson curriculum in anger management and executive coaching.



Karen Golob, CAMF, CH

Anger Management Services

Beverly Hills, CA

www.anger411.com

Email: info@anger411.com