Associates in Professional Counseling and Coaching - Anger Management

New Coaching and Counseling office opens in Naperville

2010-11-21T14:13:00.000-08:00

Our new office in Naperville offers special accommodations for executive coaching. Our conference room and finely appointed offices are ideal for serious consultation with professionals. This office at 1804 N Naper Suite 370 is next to the I 88 interchange. Other services at this office also include: counseling, anger management, DUI,and training.

New Programs at APC

2009-06-21T05:34:00.000-07:00

Associates in Professional Counseling and Coaching has expanded to offer services in the area of sex addiction and substance abuse. Soon DUI services will also be added to the offerings. Anger Management and Executive Coaching continue to be sought after programs at APC.

Emotions

2008-06-26T11:37:00.000-07:00

Emotions Are Important. Our emotions are a critical source of
information. Our emotions are necessary for us to make decisions.
Studies show that when a person has an accident in which those
structures of the brain that deal with emotions is damaged the person
cannot make even simple decisions. Why? Because the person has lost
the capability to feel and thus, evaluate their decision. Social
Neuroscience has demonstrated cognition requires emotion in order to
complete the transaction of the decision-making process. Without
emotion, cognition remains incomplete and unfulfilled.

Our Bodies Talk. Our emotions help us communicate with others. Our
facial expressions, for example, can convey a wide range of emotions.
If we look sad or hurt, we are letting the other person know that we
need their help. If we are verbally skilled we will be able to express
more of our emotional needs and thereby have a better chance of
filling them. If we are good at listening to the emotional needs of
others, we are better able to help them feel understood, important,
and cared about. The emotionally intelligent person is able to read,
with some accuracy, the feelings conveyed non-verbally by those with
whom he or she interacts.

Stress Reduces Our Ability to Feel. As our society has become more
pressured and we are constantly overwhelmed by stress, our ability to
recognize and respond to our own feelings and those of others is
diminished. Overwhelming feelings of stress result in a reduced
ability to manage intense feelings and an increase in stress-related
disorders. Consequently, there is an increase in road rage, desk rage,
air rage, voice-mail rage, verbal and physical aggression, violence
against others, substance abuse, and other inappropriate displays of
anger.

Emotions Bring People Together. Our emotions are perhaps the greatest
potential source of uniting all members of the human race. This is
what makes us human and creates the potential for our humanity.
Clearly, our various religious, cultural and political institutions
have not united us. Far too often, in fact, they have even divided us.
Emotions, on the other hand, are universal.

Emotions are Universal. The emotions of…

• Empathy - The ability to understand and share someone else’s
feelings.

• Compassion - The ability to care about and give to someone else.

• Cooperation - The ability to work together to achieve a common
goal.

• Forgiveness - The ability to pardon someone for a grievance against
you or against someone one or something you care about.

All of these emotions have the potential to unite us as people. Our
thoughts may tend to divide us, whereas our emotions, if given the
chance, will unite us in our humanity.

Tom Wentz, Ph.D., CAMF
Faculty, Anderson & Anderson®
Trusted Name in Anger Management

Status Report on Anger Management

2008-03-20T07:57:00.000-07:00

A Status Report on Recent Developments in Anger Management Worldwide

As the leading provider of anger management curricula, facilitator
certification training, ancillary material, consultation and services,
we at Anderson & Anderson(R) feel an obligation to keep the consuming
public aware of the developments in this rapidly growing area of
specialization. A brief summary of some of the major developments are
listed below:

-Correctional organizations in many areas of the nation have adopted
the Anderson & Anderson model of assessment and intervention as the
curriculum of choice for prisons, jails, probation, parole and the
criminal justice system in general.

-Anderson & Anderson is partnering with an international IT company to
provide anger management in Jails and Prisons in New York State.

-At last weeks facilitator certification training in Santa Monica,
those in attendance included three California Parole Officials,
contract Social Service Agency staff who provide after-school classes
for At-Risk students, three District Attorney Staff members from
Brooklyn, New York, one Hospital Professional from New Jersey, a
Public School Administrator, a Minister of a Major Congregation from
Northern California, and Private Practice Mental Health Professionals
representing Marriage Counseling, Clinical Social Work and Psychology.

-In Bermuda, the Anderson & Anderson Anger Management model is now
used in the prison system, school system, courts, mental health as
well as violence prevention programs throughout the Island.

-In the Philippines, the Anderson & Anderson curriculum was first
introduced to the Philippine Psychiatric Association's 25th
Anniversary Conference in Manila. The model is now in use in mental
health, social service as well as substance abuse agencies in Pasig
City and Manila.

-In Chile, Catholic Social Services first introduced the Anderson &
Anderson model one state with the approval of the local Magistrate.
The model is now rapidly growing. Anderson & Anderson will soon
introduce a new DVD made in Chile for use by our Spanish-speaking
clients.

-Cayman Islands introduced the Anderson & Anderson anger management
curriculum first to its prison system and now it is used in the
schools as well as mental health, substance and social service
programs.

-Canada is the second largest number of Certified Anger Management
Providers in the world. In addition to the general pubic, this model
is also used by most of the Native Indian populations throughout
Canada.

-Puerto Rico and Mexico are now using anger management in Mexico City
and San Juan, Puerto Rico.

-As an indication of the interest in anger management in the UK, the
British Broadcasting Channel is sending a Producer, camera crew and a
popular Television Personality to Los Angeles to film footage to
produce two one hour documentaries on "Anger Management".

-On March 17, 2008 Nancy and George Anderson will meet with Prominent
Hollywood Producer, Matthew Gross regarding a future Television
Program.

-Stay tuned to this popular blog for future development in the World
of Anger Management. We almost forgot to mention that the Anderson &
Anderson Executive Coaching/Anger Management for Physicians is not the
1st. choice for Hospitals and Physicians nationwide. We are, in fact,
the Industry Standard for this service.

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

Anger Management Expands

2007-12-27T18:11:00.000-08:00

Anger management at Associates in Professional Counseling and Coaching has expanded to include services for executives, teachers, physicians, students, employees and organizations. Recently presentation have been made at United Air Lines, Aon Insurance and other major companies in the United States.

2008 forcast from George Anderson

2007-12-27T18:09:00.000-08:00

Just as 2007 topped all of the years before, it is almost a certainty
that 2008 will do the same. As one of the elder statesmen in anger
management and executive coaching, here are my predictions for the
year 2008:

1.) Legislation will be introduced, passed and signed into law in
California, mandating standards for Certified Anger Management
Providers. Other states like Texas will quickly follow California's
lead.

2.) Prisons and Jails throughout the nation will begin providing anger
management to all inmates whose offenses include aggression or
violence.

3.) Anger management skills will join substance abuse intervention and
GED as needed skills for prison and jail inmates.

4.) New York and Chicago will follow the lead of the Los Angeles
Unified School District in providing anger management in after school
programs as well as Adult Education Programs. Many smaller school
districts will contract out for these services.

5.) Large, small and medium sized businesses will recognize that anger
management is a cost saving intervention and move to offer anger
management in their staff development programs.

6.) Employee assistance professionals will be forced to concede their
lack of training and experience in anger management and seek to
include anger management as one of the core courses for the CEAP
certification.

7.) Legislation introduced in the last session of the Texas State
Legislature by Senator Whitmire from Houston, requiring anger
management for all middle school students, will be passed and
implemented in Texas.

8.) Anderson & Anderson will revise its popular anger management
curriculum, making it consistent with the new California Legislation.

9.) Providers with limited training and curricula in executive
coaching for physicians will quickly recognize their limitations and
seek additional training and certification in this new niche in anger
management.

10.) Anderson & Anderson will develop a new curriculum for executive
coach certification training. This training will focus on executive
coaching/anger management for physicians.

George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Anderson & Anderson, The Trusted Name in Anger Management

Executive Coaching/Anger Management For "Disruptive Physicians"

2007-11-03T07:37:00.001-07:00

Executive Coaching/Anger Management For "Disruptive Physicians"

As a Licensed Clinical Social Worker who is a Certified Anderson &
Anderson Provider, I pursued continuing education and advanced
training with Mr. George Anderson, MSW, LCSW, BCD, CAMF, in the
specialized niche of Executive Coaching. A substantial number of hours
were spent learning and assimilating the Anderson and Anderson Method
and materials used in Executive Coaching. A substantial number of
hours were also spent in direct consultation with Mr. Anderson
critiquing my levels of understanding, assimilation and abilities of
delivery intervention.

After competency and trust was established, Mr. Anderson
altruistically gave me my first Executive Coaching-Physician referral.
This granted me the opportunity to implement the Anderson and Anderson
Method of Executive Coaching with a substantial number of hours of
advanced training received from Mr. Anderson. The Physician/Surgeon
received the 2-day, (12) hour Executive Coaching intervention with
surprising openness and receptiveness. I debriefed in-depth with Mr.
Anderson regarding the reciprocal experiences of the Executive
Coaching intervention. The outcome appeared to be very successful.

Building upon the foundation of competency and trust, Mr. Anderson
gave me my second Executive Coaching-Physician referral. This
experience was more unique than the first involving two healthcare
professionals. Mr. Anderson and I conducted two separate, simultaneous
Executive Coaching intervention sessions with a one-hour "Conjoint"
summary Executive Coaching session. This was clearly an "Out Of The
Box" experience. The outcome from direct observation and feedback was
from, objective appearances, phenomenal. Again, a significant number
of hours were spent with Mr. Anderson debriefing on our respective and
collective experiences from this most unique Executive Coaching
Intervention.

>From "First-Hand" experiences, Mr. Anderson has and is "Raising the
Bar", and "Setting the Standard" for Executive Coaching. The
prerequisite criteria established by Mr. Anderson, for the Anderson
and Anderson Method of Executive Coaching and Anger Management, will
saliently present the issue of qualified, competent and experienced
Executive Coaches who are able to provide "Quality Care," to Executive
Coaching clients.

Executive & Life Coaching, Inc.
Colbert B. Williams, Sr., MSW, LCSW, CAMF- President
(Licensed Clinical Social Worker)
(Certified Anger Management Facilitator)
Executive Coach
Diplomate, American Association of Anger Management Providers
www.executiveandlifecoaching.com
www.anger-management-resources.org
www.angersage.wordpress.com

Angry or Disruptive Physicians and Nurses

2007-10-15T11:33:00.000-07:00

Out of respect for those who serve and protect the health of our
nation, let me first say that the use of the term disruptive referring
to nurses and doctors who present with anger management problems
oversimplify a much more complex problem that needs a deeper analysis.
William Bridges in his book Transitions, describes change as having
three distinct components -the end, neutral zone and the beginning. He
further purports that the neutral zone is the most difficult stage
where the person or system going through the change is in a kind of no
mans land, trying to find its place to a new beginning. Let me suggest
that our country's health care system is in that no mans lands. While
I will never excuse the abusive behavior that is displayed by some
doctors or nurses, it is helpful to determine the roots of this
emerging problem.

Anger management problems are always associated with problems managing
stress, not knowing how to communicate effectively and poor emotional
intelligence. My work with doctors, and the discussion with colleagues
who have also done extensive work with doctors, suggest that the
stress associated handling the changing face of health care is a major
contributor to anger management problems.

There was a time when the health care professional said they needed to
perform a procedure, they were not questioned. The resources were made
available to make this treatment a reality. Such power reinforced the
elevated view that was held of health care professions, especially the
medical doctor. Such supremacy was not to last forever, because the
advent of manage care limited the power of the doctor and placed some
of this power in the hands of insurance providers who ultimately may
determine care based on economics and medical necessity. Other
stressors include doctors whose skills suddenly become obsolete
because of technology, shortages of nursing staff, lower reimbursement
rates form insurance companies, the threat of lawsuits, rising
insurance premiums and the changing hospital culture that requires
doctors to display more restraint during periods of frustration.

Some medical professionals tend to have difficulty adapting to such
changes and fall victim to anger outbursts towards colleagues and even
patients. It may not be in the hands of doctors and nurses to change
the system, but it is their responsibly to have the skills to adapt.
Therefore seeking help to improve stress management, communication
skills and emotional intelligence may be one option to manage the
changes that plague the health care system.

Carlos Todd, LPC, NCC, CAMF
President of the American Association of Anger Management Providers
Anger Management/Executive Coaching of Charlotte, North Carolina
www.masteringmyanger.com
www.angeronmymind.com
www.aaamp.org

Disruptive Physicians and Abusive Physicians use Executive Anger Management Coaching

2007-10-10T09:10:00.000-07:00

As a part of the medical training of all physicians, it is necessary
to rotate through all of the specialties in medicine. This means that
all physicians must rotate through a period of exposure in psychiatry
as well as all other areas of medicine. One of the obvious reasons for
this practice is to make sure that all physicians have enough
knowledge and experience to appropriately make use of all specialties
other than their own.

Unfortunately, psychiatry is an area of specialization which is often
viewed by surgeons, cardiologists, oncologists and neurologists as
somewhat soft as it relates to being scientific. Psychiatry is
considered to be highly subjective with questionable scientific
evidence. In addition, any mental health intervention carries with it
a stigma which may be damaging to a physician's professional career.

One of the first questions posed by physicians inquiring about
resources for abusive physicians is "Do I have to undergo a
psychiatric assessment?". This question is extremely important to any
practicing physician, as it will almost certainly affect his or her
entire career if there is anything in any file suggesting impairment
or even an assessment. Therefore, if the goal of a program is to help
abusive physicians who are not addicted to drugs/alcohol or
psychiatrically disturbed, it must not include a mandatory psychiatric
assessment.

Anderson & Anderson is the largest provider of Executive Coaching/
Anger Management for abusive physicians in the nation. We have many
case examples of physicians who purposely selected our program for its
lack of focus on psychopathology. This model uses an assessment
designed to determine the physician's level of functioning in
recognizing and managing stress, anger, assertive communication,
emotional intelligence and motivation to change. The Anderson &
Anderson Executive Coaching/Anger Management course provides skill
enhancement in the same four areas mentioned above: stress management,
anger management, assertive communication and emotional intelligence.
Participants who demonstrate a lack of motivation to change are not
accepted into the program.

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

Physican and Nurse Conflicts Result in Policy Review

2007-10-08T06:49:00.000-07:00

The worst kept secret in hospitals nationwide is the widespread
tension and conflict between physicians, nurses, physician assistants,
nurse practitioners, administrators and other ancillary staff such as
inhalation therapists and nurse anesticists.

Work stress is par for the course in almost all areas of inpatient
hospital care. It is not reasonable to expect an absence of stress in
Emergency Rooms, or among Cardiologists, Surgeons, Neurologists,
Gynecologists, Oncologists and most other critical care specialists.
However, medical staff, working in any of these areas of
specialization can and should be expected to be able to recognize and
manage their own stress rather than have it turn into anger, abuse or
person-directed aggression.

The nature of the work in all of the areas mentioned is, in itself
stressful. There are however, additional stressors which until
recently, have not been adequately addressed.
These include the debilitating stresses placed on all hospitals by the
constraints of Managed Health Care. Physicians are no longer able to
provide the level of care to their patients which are needed. Rather,
they must seek/beg for permission from some non-physician (MBA) at the
end of an 800 line to approve or disapprove of each procedure based on
cost. Therefore, doctors tend to displace their frustration, anger and
stress on to nurses and other members of the treatment team including
technicians and ancillary staff.
Hospitals are being forced to close Emergency Rooms because a lack of
adequate funding which adds to staff stress and patient distress.

Patient care is no longer based on the needs of the patient but
instead on the cost of the procedure. This is demeaning to physicians
and life threatening to patients. Unfortunately, patients are angry at
the physicians for not providing the care needed without recognizing
the current limitation placed on physicians by the patients' own
health care plan.

In an attempt to address at least part of this quiet crisis in
healthcare, the Joint Commission on Hospitals Accreditation issued a
directive to all hospitals requiring written policies to be in place
effective April 1, 2007 to address the issue of "disruptive
physicians". Disruptive physician is defined as those physicians whose
"aggressive, abusive behavior" impact patient care and treatment team
effectiveness.

Simply put, nurses, physicians and other treatment staff can now
formally complain about unfair treatment/abuse from physicians in the
course of their hospital work.

Enlightened Hospital Administrators, Physician Well-Being Committees
and Hospital Admitting Staff Credential Committees have begun to move
quickly to require that doctors who are defined as "disruptive" are
required to complete an Executive Coaching/anger Management Class to
enhance skills in recognizing and managing stress, anger, enhancing
assertive communication and increasing emotional intelligence.

Nurses and ancillary staff are now being required to participate in
Organizational Training Courses in which the same topics along with an
assessment is given with the option of small group anger management
classes for those who score in the deficit range in managing stress,
anger, communication or emotional intelligence.

In summary, previously ignored behavior which impacts patient care and
staff morale are being address by using anger management and executive
coaching for physicians and ancillary staff in most hospitals. This
will likely have the impact of reducing litigation and increasing
staff morale as well as increasing effective patient care nationwide.

George Anderson, MSW, CAMF, BCD.
http://www.linkedin.com/in/geoanderson
www.andersonservices.com
www.aaamp.org
www.anger-management-resources.org

Myth of Fact

2007-10-05T13:48:00.000-07:00

Ten Myths about Anger Management

A person who has problems managing anger is mentally ill.

Fact: Anger is a normal human emotion which becomes a problem when it it too intense, lasts too long, occurs too frequently, damages interpersonal relationships, or leads to aggression o violence.

Anger management is covered by Managed Health Care.

Fact: Since anger is not a mental or nervous disorder, it is not covered by helth insurance including Managed Health Care.

Anger management is counseling or psychotherapy.

Fact: Anger management is neither counseling nor psychotherapy. Anger Management is a class which teaches skills in manging anger and stress while enhancing assertive communication and emotional intelligence.

Psychiatrists can perscribe medication to treat problems in managing anger.

Fact: Since anger is not an illness, it can not be treated by psychotropic medication.

Psychologists, Psychiatrists, Clinical Social Workers, Licensed Professional Couselors and Marriage Counselors are routinely trained to provide anger management.

Fact: None of the above professionals are required to take anger management neither in their professional training nor in their licensing exams.

Anger management does not work.

Fact: Research from Canada, Australia, and the University of South Florida has demonstrated that anger management classes are effective when taught by facilitators training in anger management, stress management, emotional intelligence and assertive communication. Participants must be motivated to change in order to be successful in anger management classes.

Anger management classes can teach participants how not to get angry.

Fact: Anger is a normal human emotion. The goals in anger management classes are to teach skills for managing unhealthy anger.

People get angry because their buttons are pushed.

Fact: Anger is a secondary emotion which generally triggered by frustration, fatigue, stress or unfullfilled needs.

Counting to ten backwards and deep breathing are the best solutions to controlling anger.

Fact: In order to learn to manage one’s anger, you must begin with an assessment to determine that person’s level of recognizing and managing anger, stress, typical styles of communication and the degree of empathy or emotional intelligene exhibited by the person in question.

All anger management curricula are created equal!

Fact: Only anger management curriculums which include assessments, workbooks, DVDs as well as Pre and Posts tests are effective.

George Anderson, BCD,CAMF

www.angertrends.blogspot.com

www.andersonservices.com

Increased Interest in Anger Management

2007-09-13T18:52:00.000-07:00

Executive Coaching/anger Management for Physicians Exceeds Expectations
In response to the new standards relative to ”disruptive physicians” issued by the Joint Commission on Hospital Accreditation, on-site coaching for physicians is now the most requested intervention at Anderson & Anderson.

On September 10th and 11th, George Anderson provided on-site coaching in Dallas. During the last week in September, he will provide on-site executive coaching for a physician in Atlanta. The following week, he will fly to Saint Petersburg, Florida.

Executive Coaching/executive anger management will be made available for the Chicago area in relation to our three day Anger Management Facilitator Certification Training in Chicago during the week of October 23, 2007.

George Anderson, MSW, BCD

Denis Sullivan to Lead Anger Department at APC

2007-08-07T14:37:00.000-07:00

Denis Sullivan, C.A.M.F. is the new Director of Anger Management Services for Associates in Professional Counseling and Coaching. He is a National Certified Anger Management Specialist and licensed Secondary Education Teacher in the state of Illinois. Mr. Sullivan has 15 years of experience in Psycho-educational Training, ranging from the Children’s Memorial Psychiatric Curriculum Development for the Partial Hospitalization Unit, the International Anderson & Anderson Curriculum and Controlled Negotiation Training for Special Counsel to the U.N. With a BS in Psychology and Secondary Education from DePaul University, he has developed numerous department initiatives and trained staff for school districts focusing on incorporating anger/stress management, diversity sensitivity, civic responsibility, contemporary adolescent issues and leadership training.

Nice summary of quality Anger Management work

2007-07-03T19:39:00.000-07:00

The High Costs of Anger in the Workplace
Leroy was a superstar in the Real Estate business, producing three times the monthly business of his nearest coworker. He was a driven, highly competitive young man who saw his manager as getting in the way of even higher production. Tension turned to irritability. Yelling and shouting followed. On the day he was fired, he shoved his manager in front of alarmed coworkers who reported his behavior to HR. Anger management classes were required, along with a one month interim, before reinstatement would be considered.

As this case example illustrates, workplace anger is costly to the employee, the company, and coworkers. Studies show that up to 42% of employee time is spent engaging in or trying to resolve conflict. This results in wasted employee time, mistakes, stress, lower morale, hampered performance, and reduced profits and or service.

In fact, in 1993 the national Safe Workplace Institute released a study showing that workplace violence costs $4.2 billion each year, estimating over 111,000 violent incidents. Further, according to the Bureau of Justice Statistics, about 500,000 victims of violent crime in the workplace lose an estimated 1.8 million workdays each year.

Clearly, poorly handled anger, frustration and resentment sabotage business productivity. Was Leroy justified in his anger? What skills should he learn to prevent future episodes? What could management have done to better handle the situation?

Skill 1– Anger Management

Using anger management skills, Leroy can clearly learn to control his behavior and communicat e needs in a socially acceptable manner without disruptions to work and morale. The issue here is not if he was justified in being angry; it is how to best deal with normal angry feelings. A key ingredient to managing anger is learning to change “self-talk”-- that internal dialog that creates or intensify angry feelings.

From a management perspective, proper anger management skills can enhance conflict resolution, promote personal growth in the employee, reduce employee stress and promote increased workplace harmony.

Skill 2– Stress management.

Leroy was clearly under a great deal of stress, much of which was self-imposed. Stress often triggers anger responses.

Learning to effectively deal with stress can help prevent anger outbursts, as well as reducing employee “burnout” and hampered performance.

Managers should be alert to stressed employees and recommend help, before things get out of hand. In many companies, HR or EAP (employee assistance professionals) can provide you with resources and referrals.

Skill 3– Emotional Intelligence.

Popularized by psychologist Daniel Goleman, much research shows that increasing “EQ” is correlated with emotional control and increased workplace effectiveness.

What is “EQ” exactly? According to Goleman, it is “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.”

Fortunately, skills to improve your emotional intelligence can be learned by both employees and management. The benefit is increased understanding of yourself and others which directly relates to increased productivity and workplace harmony.

Skill 4– Assertive Communication.

Communication problems frequently lead to misunderstandings, conflicts with coworkers and hurt feelings which may hamper concentration and work performance.

Assertiveness is not aggression, but a way to communicate so that others clearly understand your needs, concerns, and feelings. It starts with the familiar advice to use “I” statements instead of “you” statements which can sound accusatory, and may lead to defensiveness instead of cooperation.

Other communication improvements include acknowledging the concerns and feelings of others in your interaction with them. And, being more sensitive to what others are saying to you “beneath the surface.”

Skill 5– Forgiveness

While sometimes workplace anger is manifest in “exploding.” other times it is born of grievances held by employees over any number of workplace issues. Much research shows that learning to forgive and let go of the wrongs done to you can release your anger and resentment. This, in turn, may improve your health, and help you focus on your job instead of your negative feelings.
Is “forgiveness” easy? Of course not. Nor does it mean that you think that whatever happened to you was right, or that you have to like the offending person. What it does mean is “letting go” of the negative feelings you now experience when you remember an negative experience or you encounter the offending person.

by Dr. Tony Fiore

Executive Coaching of Physicians

2007-04-09T07:17:00.000-07:00

Associates in Professional Counseling
APC has recently been involved with physicians for specialized executive coaching. These doctors have been leaders in their field. The results are remankable. As one physician said," these are tools we never received in our formal training".

Executive Coaching

2007-04-03T20:05:00.000-07:00

Rod Ogilive has recently completed advanced training in executive coaching. With years of experience in leadership development, training and counseling Rod has been using his skills coaching professionals and business leaders for years. Executive Coaching is utilized at APC for both anger management and personal development.

Anger management not all the same

2006-09-23T14:15:00.000-07:00

Not all anger management programs are the same. Because this is an unregulated field some who say they do anger management have no or little specialized training or supervised experience in the development or delivery of effective anger management services. Those at APC are highly trained, certified, and specialists in anger management and anger management executive coaching. APC is affiliated with Anderson and Anderson the world leader in these services.

APC Part of World Class Anger Organization

2006-09-09T10:56:00.000-07:00

Associates in Professional Counseling and Coaching a leader in Illinois anger management services uses the Anderson and Anderson techniques which are recognized around the world. Anderson & Anderson is the first global anger management/executive coaching training provider. The Anderson & Anderson model of anger management is the most effective and most widely recognized curriculum in the world. It currently has Certified Anger Management Facilitators in the United States, Canada, Guam, South Africa, Bermuda, Mexico, Cayman Islands, England, the Philippines, and Italy. The Anderson & Anderson adolescent and adult curriculum is now available in Spanish, English, and Italian. Certification for Facilitators is available on CD-ROM, as well as live Seminars and Video Conferences throughout the world. The Anderson Anger Management/executive Coaching Program is used by Medical Quality Assurance and Hospital Chains throughout the U.S.

Workplace Violence Prevention

2006-05-25T09:30:00.000-07:00

Anger Management, A Workplace Violence Prevention Strategy

Workplace aggression and violence in medical settings is one of the fastest growing societal concerns in the USA. Doctors and patients are angrier than ever at their managed care health plans. In their mutual frustration, however, they may be turning their anger on each other instead of the health plans that are largely the cause of their problems. The literature review indicates that violence is a substantial contributor to occupational injuries and death. Many of the prevention strategies are simplistic and avoid the real issues. They include security devices, metal detectors, improved lighting and added guards.
Health care organizations are especially vulnerable to aggressive disruptive behavior because they typically have not invested in communication and leadership skills for physicians and nurses. Hospital medical peer review panels find it painfully difficult to reprimand a colleague who may be behaving badly. Moreover, many organizations fail to deal with difficult physicians until they've crossed the line to "disruptive." It is unfortunate, but rare for a physician to recognize the need for help and voluntarily seek anger management/executive coach assistance

Anger management/executive coaching offers a far more promising organizational response to workplace violence prevention. For line staff, anger management classes can be provided by certified anger management providers in small groups of up to ten participants who have demonstrated a lack of emotional control and an inability to understand the reasons and consequences for anger related behaviors. For physicians, executives and persons who manage others, executive coaching on an individual basis for an average of ten sessions can be provided. Anger management classes are not just limited to anger management; rather classes should include useful information in managing anger, stress, communication and emotional intelligence. There is obvious value in creating a workforce with skills in recognizing stress, anger, assertive communication and increasing emotional intelligence. Such proactive strategies reduce stress, increase productivity, and enhance creativity.

Pre and Post tests should be performed to determine the success of the classes for each individual. Evidenced based intervention is becoming the norm for most industries. Increasingly, anger management is seen as an investment rather than a cost. Improving morale and reducing tension and conflict impacts the bottom line.

George Anderson, MSW, BCD

Executive Coaching Expands with New Friends

2006-03-15T07:13:00.000-08:00

Associates in Professional Counseling and Coaching has expanded to include resources and affiliations with the McKinley Consulting Group and Kensington International. These great companies offer our clients an expanded array of professional services.

Executives Use Anger Management

2006-02-15T20:14:00.000-08:00

More and more senior executives are discovering the value of anger management coaching for themselves and their key people. Executive anger management coaching focuses on four critical area: communication, stress management, emotional intelligence and anger management. Traditional executive coaching often overlooks the role of anger as a restraining force in executive development. Associates in Professional Counseling and Coaching combines the skills of executive coaching and when needed anger management coaching. Our coaches have been trained in the Anderson and Anderson model directly by George Anderson.

Anger Mangement Expands Communication Skills

2006-01-15T12:22:00.000-08:00

Anger Management Expands

Anger management continues to attract attention as a means to enhance professional performance. In addition to using anger management training to correct behaviors companies are seeing the value of training executives in preventative anger management which is really advanced communications skills.

Open Letter from George Anderson

2006-01-01T19:26:00.000-08:00

An Open Letter to Anger Management Providers
Professionally trained anger management providers everywhere are poised to dramatically increase their income from offering anger management and executive coaching using the Anderson & Anderson Curriculum. The explosion of road rage, air rage, simple battery, PTSD and person directed violence has produced a flood of referrals from Human Resource Managers, Hospitals, Medical Boards, Physicians, Attorneys, Social Service Departments as well as wives and husbands and self referrals. Our certified providers have little competition as our curriculum is the only evidenced based anger management model for adolescents and adults as well as executive coaching/emotional intelligence and anger management.
If you are on our provider list it’s imperative that you have website. You must let everyone know that you are certified by Anderson & Anderson and you must use the Conover Assessment and the Anderson client books. Effective website/internet marketing is the key to referrals. Anderson & Anderson is aggressively marketing all providers on a continuous based and it is paying off. In addition, we personally make referrals to members of our provider list nationwide.
Four Provider Examples:
Linda Losi, RN, LCSW, Anger Mentors www.angermentors.net is based in Boynton Beach, Florida. In addition to her successful anger management practice, Linda has received three executive coach clients from Anderson & Anderson. The fees charged for this service is $250 per hour with an average of 12 hours for each client. Linda is a super success story, she has been asked by one of these corporations to provide executive to it’s management staff in 18 locations in a number of nations. It is easy to see that this is a good return on your training investment for any practice.
Terry Gilbert, Capital Anger Management/executive coaching, Sacramento, CA. www.capitolangermgt.com, has been an Anderson & Anderson provider for several years. Terry is the most successful provider in Sacramento. He routinely receives referrals from the California State Personnel Office of Managers and line staff. In addition, he has received a number of attorney referrals from Anderson & Anderson.
Kevin Huser, LPC is provider for Associates In Professional Counseling based in Palos Heights, Illinois, www.counseling-apc.com. This is a new Anderson & Anderson Affiliate in the Chicago area. To date, Kevin has received three referrals of physicians for executive coaching from Anderson & Anderson. His practice has also requested and received endorsement letters for use with a number of hospitals chains in the Midwest.
Gino Inesi, MSW is the principal of Accord Systems, San Francisco, CA. www.accordsystem.com. He is a savvy entrepreneur who making a real mark on anger management services in Northern California. We routinely refer to Gino whenever there is a request for services in the San Francisco area. Gino has provider anger management for the Mendocino County Department of Mental Health as well as referrals from Berkeley and other northern California cities.
These four providers together with Anderson & Anderson are marketing their own practices while emphasizing their association with Anderson & Anderson. All have simple yet effective websites. All are members of the American Association of Anger Management.
Visit the websites of these providers, contact them by phone or e-mail and find out what they are doing and use their strategies in your own practice.
George Anderson

Executive Coaching

2006-01-01T18:19:00.000-08:00

Special Services for physicians, executives and other professionals

The Anderson & Anderson Anger Management/executive coaching for Physicians is now accepted in most states for physicians mandated to take anger management classes.
Major Hospital Chains and Medical Quality Assurance Boards in Texas, Tennessee, Florida, Pennsylvania, Minnesota, Illinois and California have made referrals to Anderson & Anderson Executive Coach Providers in Illinois, Florida, California and Maryland. Many clients opted to fly to Los Angeles for accelerated tutorials with George Anderson and his Professional staff. Linda Lossi, RN, MSW, LCSW, CAMF and her staff provided services in Florida while Kevin Huyser, M.A. and Charles Polcaster, PhD handled referrals for the Mid West.

APC Partners with Anderson and Anderson Anger Management

2006-01-01T17:43:00.000-08:00

Associates in Professional Counseling has recently become the Midwest affiliate of Anderson and Anderson the world leader in anger management. APC specializes in anger management - executive coaching services. Kevin Huyser MA, LCPC is director of the Anger Management Department. Kevin has studied under the renown George Anderson who has developed this effective model.