Dec 22, 2005
George Anderson, MSW, LCSW, CAMF Diplomate, American Association of Anger Management Providers Unsuspecting celebrities have been urged to enroll in anger management rehab by well meaning attorneys or Probation Officers who are clueless as to what an anger program should include and the training needed by the providers who offer anger management. The American Psychological Association has fought unsuccessfully for years to get anger listed as an illness in the official Diagnostic And Statistical Manual of Nervous And Mental Disorders (DSM-5). It is The Group For The Advancement Of Psychiatry that determines what is or is not listed as a mental illness. The American Psychiatric Association maintains that anger is a normal human emotion that is a problem when it is too intense, occurs too frequently, lasts too long, leads to aggression or violence, destroys school, work or interpersonal relationships or impacts health. Since anger is neither an illness nor an addiction, counseling, psychotherapy, rehab, or psychotropic medication is inappropriate and ineffective for teaching skills in anger management. Many substance abuse rehab centers like the two programs attended in Malibu by Chris Brown are designed to treat drug and alcohol addition. Chris Brown wasted $50,000 per month in Malibu attending sessions on relapse prevention, horse back riding, art therapy, psychotherapy, meditation, yoga, and eating gourmet meals. The most effective intervention for anger management is Emotional Intelligence coaching for impulse control. Coaches must be trained and Certified in Emotional Intelligence Assessment as well as Emotional Intelligence coaching. EQ coaching begins with an assessment, includes a client workbook and ends after a minimum of six months of coaching with a post assessment to determine the success or lack of success of the intervention. Few rehab programs have trained providers skilled in coaching for anger management. The Joint Commission for the accreditation of Health Care Organizations coined the phrase disruptive behavior to describe physicians who exhibit problems managing anger. Rather than drug rehab programs, the Joint Commission as well as The American Medical Association advocate skill enhancement in impulse control for its physicians who exhibit disruptive behavior. (Jun 22, 2014 | post #1)
1. Complete the 40-Hour Certification in Anger Management Facilitator Certification offered by Anderson & Anderson live or on the Internet. 2. Select an office location that is safe, has easy access to public transportation and will attract clients with the ability to pay. 3. Select a niche that is needed and wanted by business, industry as well as the Judicial System. 4. Establish a simple website with a blog, resource page and a clear explanation of your program and products. 5. Join and actively participate in linkedin, twitter, Facebook and Pinterest. 6. Pose questions and make comments on the blogs of related professionals. 7. Join The American Association of Anger Management Providers and market your website on the two pages that come with membership. 8. Commit to use a recognized Emotional Intelligence Curriculum for skill enhancement in impulse control with a Pre and Post Assessment. 9. Write an e-book and offer it free on your website. 10. Consider writing and self-publishing your own book on emotional intelligence and/or anger management. Keep in mind that marketing is necessary for anyone expecting to succeed financially and professionally. Emotional Intelligence for impulse control can be added to a private psychotherapy practice as well as a substance abuse program or a medical practice. (Jun 9, 2014 | post #1)
Its important what we do together, the facilitators and participants of Anderson & Anderson Anger Management Classes, it can even be enjoyable. One of the more satisfying moments for me is when I witness a participant flush in epiphany that glimpse, perhaps her first glimpse of an arms-reachable reality where she is controlling her difficult emotions instead of being controlled by them. Another pleasant experience to witness is a deep, personal breakthrough. Last week a father was able to trace the source of his recent aggressive outbursts back to a tragic event 7 years prior (such personal growth is beyond the scope of the class and course material, yet welcome nonetheless). He is now being treated for PTSD (Posttraumatic Stress Disorder). But even more enjoyable for me is when I am part of a group that harmonizes, works together, assists, encourages and elevates each other, so that the facilitator can regress into the environment he nurtured and watch the magic show. This weekend, George Anderson presided over a class attended by a homemaker, an actor, an island fever sufferer, a lover and a writer. Each participant had previously attended at least one class and was already familiar with the Control Log (Gaining Control of Ourselves, pg. 3). As one person shared a log entry, then another, all became actively involved in labeling Destructive Interactions and proposing Constructive Interactions. Each held all others responsible for honestly and appropriately answering the critical, paradoxical question, What feelings were you having? At one point even George was satisfied with an answer but the actor wouldnt have it, he was sure his classmate wasnt being as honest with himself as he could be (and he was right). The classmates were genuinely interested in each others growth and welfare it became personal to them, and because it did, each participant became a facilitator in the moment, and nothing teaches like teaching. Laughs were shared. Tears were shed. Inspiration charged the air. Everyone took personal responsibility and left the classroom invigorated, with a hug from a classmate, or a phone number, so as to continue to the work in tandem. In the middle of the last century Gestalt Theory, (gestalt is something which when analyzed as a whole has achieved something greater than the sum of its parts), began to shift psychotherapeutic emphasis on personal responsibility and also began to focus attention on the individuals experience in the present moment. Gaining Control of Ourselves continues that tradition of personal responsibility and likewise invites participants to re-experience the moments that referred them to the program. And so when the facilitator nurtures a safe and sharing environment, when the participants are genuinely interested in personal development, and when a fortuitous mixture of personality and energy coalesce, you might experience a gestalt group where something greater than the sum of the parts occurs. In Berlin its called gestalt, but I call it meaning, and it makes my neck hairs stand at attention. Were involved in great work: we encourage responsibility, we enable change, we elevate hope, and we lighten individual burdens which means that we lighten the collective burden, which then makes the air around us more breathable, and that makes the world a lighter, airier place. Sentimental? Sappy? Maybe. But its important what we do. Together. As a group. Facilitators and participants alike. Its important. Shayde Christian (May 18, 2014 | post #1)
Everyone has some degree of emotional intelligence; it is not an either/or quality. However, some people are naturally very emotionally intelligent, while others (probably most people) may find that at least some of the time, emotions may become overwhelming, cause them to act or speak in ways they later regret, or interfere with communication or interpersonal relationships. For some people, these difficulties can be persistent and cause major problems at work or at home. The good news is that research indicates emotional intelligence can be improved. A counselor or coach can help to improve ones ability to recognize, understand, and cope with emotions in productive ways. Enhancement in impulse control/anger management is one of the most promising uses of emotional intelligence. Professionals trained in emotional intelligence for impulse control are uniquely equipped to offer counseling, psychotherapy or coaching for skill enhancement in anger management. (May 10, 2014 | post #1)
Anger is a perfectly normal human emotion. Everyone has experienced it from the typical feeling of annoyance when youre stuck in traffic to the fury you might feel when something happens to hurt you deeply. The most important thing to understand about anger is that theres a difference between feeling anger and expressing anger. People who have a problem with anger usually dont know how to express it in appropriate and constructive ways. Ways to express anger The healthiest way to express anger is in a calmly assertive not aggressive manner. To be able to do this, you have to know how to describe your feelings to yourself and others and how to make clear what you need from others without being hostile or demanding. People who have not learned how to do this will usually handle their anger in one of three ways: Holding it in - Holding anger in means that you push it down and try not to think about it. Or you walk away from a conflict without saying anything, while seething inside. The problem with this approach is that the anger can, over time, turn into resentment, and you wont have solved any of the issues that caused it in the first place. Bottled-up anger may lead to depression, anxiety and physical problems such as high blood pressure. Letting it all out - Some people believe that venting anger is healthy. This is a myth. Angry outbursts and tirades can give the impression that a person is impulsive and cant handle opposing viewpoints. Letting it all out also conveys a lack of respect for the person on the receiving end. And more often than not, it causes angry feelings to escalate rather than subside. Being defensive - People who have not learned how to constructively deal with their anger may develop rigid psychological defenses that allow them to express it without acknowledging it, thus avoiding direct confrontation. Passive-aggressive behavior (getting back at people in indirect ways while denying anger) is a classic example. Expressing anger indirectly often causes people to come across as cynical, sarcastic, bitter or hyper-critical. (May 4, 2014 | post #1)
Disabled workers in California and Nevada and now able to receive training as Certified Anger Management Facilitators funded by the respective states. This further enhances the legitimacy of Anger Management Facilitator Certification training as a discipline. For information regarding this training, contact the departent of rehabilitation in these two states. (Apr 30, 2014 | post #1)
George Anderson, LCSW Board Certified Diplomate in Anger Management (Apr 27, 2014 | post #1)
The Turkish Ministry of Family and Social Policies will launch an anger management therapy program for men who beat their spouses, relatives and children. If a court sentences a man perpetrating violence to compulsory rehabilitation, he will have to attend anger management sessions and use medication. In the capital, Ankara, 103 men convicted for domestic abuse will be the first participants of the program that will be overseen by ministry experts specializing in anger management. İdris Yekeler, head of ministry's Ankara office responsible for the project, said psychological support to perpetrators of violence will be continuous and along with private sessions at rehabilitation centers, anger management experts will visit the participants at their homes or any other place they agree to follow up on their condition. "We have 103 people in Ankara ordered by the court to attend anger management courses. They will be the first participants, " he said. He added that the anger management sessions for abusive spouses would be held all across the country in the near future. "If anger management sessions cannot cure those people, they will undergo psychological treatment at hospitals," he stated. (Apr 27, 2014 | post #1)
George Anderson, MSW, LCSW, CAMF 1. Google Certified Anger Management Facilitators in your location 2. Ask the potential provider is he or she uses client workbooks as well as pre and post assessments? If the answer is no, continue calling until you find a provider who is certified to provide a legitimate program in how to recognize and manage anger/impulse control. The Mayo Clinic recommends that you do some homework on preparations for your first meeting: Identify situations that are likely to set you off and respond in nonaggressive ways before you get mad Learn specific skills to use in situations likely to trigger your anger Recognize when you aren't thinking logically about a situation, and correct your thinking Calm yourself down when you begin to feel upset Express your feelings and needs assertively (but not aggressively) in situations that make you feel angry Focus on problem solving in frustrating situations instead of using energy to be angry, you'll learn how to redirect your energy to resolve the situation Communicate effectively to defuse anger and resolve conflicts (Apr 27, 2014 | post #1)
Skills in emotional intelligence are considered a better predictor of success in all types of interpersonal areas as well as leadership. Jobs in high stress careers demand solid skills in emotional intelligence for success. Impulse control impacts self-awareness, social awareness, relationship management as well as empathy. Consequently, poor impulse control can derail one's career or cause burnout, or destroy interpersonal relationships. Monster.com is now reccommending that persons considering jobs in leadership, sales or customer services to first take an emotional intelligence assessment prior to applying for any og these positions and use your scores to determine if Emotional Intelligence coaching should be considered. (Apr 17, 2014 | post #1)
The American Association of Anger Management Providers is requesting applications from presenters interested in offering 50 minute presentations covering a broad range of topics related to the conference theme: Emotional Intelligence for Anger Management. Conference Days/Dates Conference Location August, 22, 23, 2014 Los Angeles Convention Center, Los Angeles, CA. https://docs.googl e.com/forms/d/118a t0csattAt7f-Z25AeE cAC4LbU3sxv0YUTiq1 Ogjs/viewform (Mar 22, 2014 | post #1)
Schools are cracking down on students with discipline problems by implementing a record number of out-of-school suspensions. Do such suspensions do more harm than good? The incidence of out-of-school suspensions is increasing dramatically. For example, the Chicago public school system suspended over 20,000 students in 2003, more than doubling the rate over the past decade. The major reasons offered by principals for such suspensions are fighting, students use of profanity, disrespect toward school staff, and violation of Zero Tolerance Policies. There is much controversy over the effectiveness of school suspension since it does not teach students more effective ways to handle conflict. Instead, it results in a loss of academic instructional time for a subgroup of students who need it most. Moreover, the disproportionate number of African American students who are suspended is troublesome. Doesn't out-of-school suspension send an important message to the offending student as well as to other students? There is no research to support a deterrent effect of suspensions. An analogous situation in the adult world is the fact that prisons are full of people who knew precisely what might happen if they were caught. The reason that most students obey the rules has more to do with the expected benefits that come with acceptable behavior than fear of punishment for misbehavior. School can be a very rewarding environment for those who have the dispositions and skills to function in it competently. Won't problem behavior increase when the students know they won't be suspended out-of-school? Problem behaviors in school escalate when segments of the student body find themselves without the skills necessary to behave in a desirable manner. Skills such as academic competence, anger management, impulse control, conflict resolution, and social problem-solving are important for effective participation in the academic environment. When larger and larger groups of students lack one or more of these competencies, the potential for escalating problem behavior increases. Rather than asking, Why did this student misbehave? it is more useful to ask, What does this student need to know and be able to do to behave appropriately? Is it all on the administrators shoulders, or do teachers have a role in helping to reduce suspensions? Teachers should play a major role in the effort to reduce out-of-school suspension. The first line of prevention is in the well-managed classroom. The chances that a student will be suspended are reduced to almost zero if that student is not sent to the administrator for discipline. Consequently, all efforts to reduce out-of-school suspensions must include an assessment and, if necessary, training in classroom management skills. Skilled classroom managers create conditions that reduce the potential for misbehavior through structure, differential instruction to meet academic needs, and the fair and consistent application of classroom-level consequences for rule infractions. Administrators should consult with high-referring teachers and engage in problem-solving strategies to enhance classroom management skills. Rather than suspend out-of-school, what can be done to send a clear message that the behavior is unacceptable? Many school districts in Los Angeles, Sacramento, Merced and a number of smaller school districts are using anger management in lieu of suspension for aggressive behavior at school. Students are seen individually, in small groups as well in semester long classes. These programs are use an Emotional Intelligence Curricula including a Pre and Post Assessment for impulse control/anger management. http://www.teachsa feschools.org/alte rnatives-to-suspen sion.html (Mar 14, 2014 | post #1)
Q & A with GeorgeAnd
Anger Management Expert
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Getty Center, UCLA
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