2012 Directory of Professional CME Courses/Coaching for “Disruptive Behavior”

The new Joint Commission (JCAHO) definition of “disruptive physicians” has been changed to “disruptive behavior” and refers to anyone working in a Hospital or Healthcare Organization. Physicians and Physician Well-Being Advocates protested the unnecessary demonizing of physicians who are most likely experiencing enormous stress and burnout by labeling them as “disruptive physicians”.

The wide range of inappropriate and appropriate resources for physicians include the following:

• Comprehensive mandated: “Evaluation of disruptive behavior may require a multiplicity of assessments, including a psychiatric assessment, medical and laboratory work-up, addictions and trauma evaluations, psychological and neuropsychological testing, and brain imaging studies such as an MRI or even functional scans such as PET or SPECT examinations. Note that even negative findings can assist in establishing that disruptive behavior is not neurologically, but rather personality based, for instance”, according to Dr Donna Yi, MD, Mennenger Clinic, Texas.
• Seven Day, Inpatient Assessment including many of the exams listed above including the physician’s level of addiction to rage (rageaholism).
• Counseling or psychotherapy by Marriage Counselors, Anger Management Counselors, Licensed Professional Counselors and Psychologists with or without experience or training to work with persons who exhibit skill deficits in emotional intelligence.
• According to a December, 2010 article in the New York Times, “An entire Cottage Industry has developed to provide services to “disruptive physicians”.

 The 2012 Industry Standard for Legitimate Coaching and Courses for “disruptive physicians” are listed below:

The Program for Distressed Physicians 


The CME program was designed as part of the ongoing mission of the Vanderbilt Center for Professional Health’s commitment to physician well being. We have titled the course “distressed” instead of disruptive since the basic behavior of these physicians results from internal factors that is obvious from the experiences we have seen in the physicians attending the course. 

The central theme for the course is to provide physicians with disruptive behavior a safe, confidential environment where they can learn with their peers about the origins and consequences of their actions. This environment must be conducive to open discussion in small groups with no more than seven and no less than five physicians in each group. The therapeutic modality is guided small group interaction. Each physician is given the opportunity to tell their story and confide their fears and hopes with other physicians in the group.

The Program for Distressed Physicians provides services in groups of 7 physicians each quarter for total of 27 physicians per year.

Anger Management For Healthcare Professionals Program

This course is designed to help those physicians and healthcare providers who have contributed to a disruptive working environment by way of inappropriate expression of anger. Conflict, stress and disruption in the hospital and clinic setting create low morale, heightened rates of staff turnover, and patient safety concerns.

The Anger Management for Healthcare Professionals program is a small, (6-8) participants), intensive and highly interactive three -day course taught by UC San Diego faculty from the Department of Psychiatry. Participant coursework in the form of self-reported inventories of mood and interpersonal conflict as well as reading is required.

The objectives and goals of this course include:

0.Aiding participants to identify triggers in the workplace leading to disruptive behavior.

0.Didactic instruction providing constructive tools and strategies to aid in diffusing and managing anger and conflict in an appropriate and professional manner including:

◦       Increasing Emotional Intelligence

◦       Empathy Training

◦       Transforming conflict into cooperation

0.Practicing both behavioral and cognitive strategies, including coping mechanisms, leading to healthier communication and interactions in the healthcare environment.

0.Developing a personalized plan of action (Commitment to Change)

PACE provides a dynamic training program that offers professionals an opportunity to obtain educational information and personalized assessment in a highly sensitive, supportive and confidential environment away from the workplace.

The Anderson & Anderson Executive Coaching for “disruptive physicians”

This is the largest program currently in existence for the assessment and coaching of “disruptive physicians. Services are available nationwide seven days per week with no limit on the number of referrals.

Services are provided either at Anderson & Anderson in Los Angeles or On-site, at the convenience of the physician anywhere in the United States. The Anderson & Anderson coaching for “disruptive physicians” uses a coaching curriculum based on Emotional Intelligence skill enhancement. This curriculum was designed in conjunction with physicians.

Each participant completes the Bar On EQ-i-2.0 Emotional intelligence Assessment that is considered the industry standard in emotional intelligence assessments worldwide. All training material is mailed to the participant in advance of the first session.

The Coaching is offered in two phases. The Bar On EQ Assessment is administered on-line prior to Phase One. Phase One consists of two days of assessment debriefing and skill enhancement coaching. All services are provided individually and are strictly confidential.

Phase two consists of twice monthly coaching sessions via phone over a 6- month period. At the conclusion of this six-month period, the physician completes the Bar On EQ Assessment again to determine the success or lack of success of the coaching.

In summary, Physician Well-Being Committees, Local, Regional and National Medical Associations should caution their physician members against taking risks that may unintentionally damage their careers such as information provided to The National Practitioners Data Bank based on inappropriate assessments or intervention for “disruptive behavior”. Such assessments are far more damaging than the “disruptive physician” label that fortunately is being changed to disruptive behavior.

George Anderson

Inappropriate Assessments for “disruptive physicians” May Pose Risks

By George Anderson

JCAHO standards for physicians make a clear distinction between “disruptive physicians”, psychiatrically impaired physicians, substance abusers and/or sexual abusers. Unfortunately, some resources for “disruptive physicians” demand that all participants undergo a formal psychiatric examination which may include all of the following according to the Menninger Clinic: “Evaluation of disruptive behavior may require a multiplicity of assessments, including a psychiatric assessment, medical and laboratory work-up, addictions and trauma evaluations, psychological and neuropsychological testing, and brain imaging studies such as an MRI or even functional scans such as PET or SPECT examinations. Note that even negative findings can assist in establishing that disruptive behavior is not neurologically, but rather personality based, for instance”.

Physicians who are mandated to seek intervention for “disruptive behavior” must be careful in selecting a provider. If the physician is suspected of being psychiatrically impaired, it is reasonable for him or her to receive any or all of the assessment listed above. However, none of these examinations should be required for “disruptive behavior” unless the symptoms suggest psychiatric impairment.

When physicians are subjected to such examinations, it may becomes difficult or impossible to explain to a Hospital Credential Committees or Medical Boards why these exams were conducted for behavior that is not considered pathological. Available current research data does not indicate a significant relationship between “disruptive/angry behavior” and psychopathology.

The largest number of referrals are surgeons who are burned our, extremely stressed with poor skills for managing impulse control, assertive communication, stress management, empathy and interpersonal relationships. Rather than psychiatric treatment, psychotherapy, psychotropic medication or some other mental health intervention, all of the three major providers of services for “disruptive physicians” that are listed below offer non-psychiatric intervention.

The Program for Distressed Physicians 
The CME program was designed as part of the ongoing mission of the Vanderbilt Center for Professional Health’s commitment to physician well being. We have titled the course “distressed” instead of disruptive since the basic behavior of these physicians results from internal factors that is obvious from the experiences we have seen in the physicians attending the course. 

The central theme for the course is to provide physicians with disruptive behavior a safe, confidential environment where they can learn with their peers about the origins and consequences of their actions. This environment must be conducive to open discussion in small groups with no more than seven and no less than five physicians in each group. The therapeutic modality is guided small group interaction. Each physician is given the opportunity to tell their story and confide their fears and hopes with other physicians in the group.

The Program for Distressed Physicians providers services in groups of 8 physicians each quarter for total of 32 physicians per year.

Anger Management for Healthcare Professionals Program

This course is designed to help those physicians and healthcare providers who have contributed to a disruptive working environment by way of inappropriate expression of anger. Conflict, stress and disruption in the hospital and clinic setting create low morale, heightened rates of staff turnover, and patient safety concerns.

The Anger Management for Healthcare Professionals program is a small, (6-8 participants), intensive and highly interactive three -day course taught by UC San Diego faculty from the Department of Psychiatry. Participant coursework in the form of self-reported inventories of mood and interpersonal conflict as well as reading is required.

The objectives and goals of this course include:

•       Aiding participants to identify triggers in the workplace leading to disruptive behavior.

•       Didactic instruction providing constructive tools and strategies to aid in diffusing and managing anger and conflict in an appropriate and professional manner including:

◦       Increasing Emotional Intelligence

◦       Empathy Training

◦       Transforming conflict into cooperation

•       Practicing both behavioral and cognitive strategies, including coping mechanisms, leading to healthier communication and interactions in the healthcare environment.

•       Developing a personalized plan of action (Commitment to Change)

PACE provides a dynamic training program that offers professionals an opportunity to obtain educational information and personalized assessment in a highly sensitive, supportive and confidential environment away from the workplace.

The Anderson & Anderson Executive Coaching for “disruptive physicians”

This program is the largest program currently in existence for the assessment and coaching of "disruptive physicians.

Services are provided either at Anderson & Anderson in Los Angeles or On-site, at the convenience of the physician anywhere in the United States. The Anderson & Anderson coaching for “disruptive physicians” uses a coaching curriculum based on Emotional Intelligence skill enhancement. This curriculum was designed in conjunction with physicians.

Each participant completes the Bar On EQ-i-2.0 Emotional intelligence Assessment that is considered industry standard in emotional intelligence assessments worldwide. All training material are mailed to the participant in advance of the first session.

The Coaching is offered in two phases. The Bar On EQ Assessemt is administered on-line prior to Phase One. Phase One consists of two days of assessment debriefing and skill enhancement coaching. All services are provided individually and strictly confidential.

Phase two consists of twice monthly coaching sessions via phone over a 6 month period. At the conclusion of this six- month period, the physician completes the Bar On EQ Assessment again to determine the success or lack of success of the coaching.

In summary, Well-Being Committees, Local, Regional and National Medical Associations should caution their physician members against taking risks that may unintentionally damage their careers such as information provided to

2011 Developments in Anger Management - Topix

2011 Developments in Anger Management - Topix

On-line Anger Management Facilitator Certification

New On-Line 40 Hour Anger Management Facilitator Certification

The Internationally recognized Anderson & Anderson, Anger Management is now offered on-line. Anderson & Anderson Certified Anger Management Facilitators are currently providing services for adults and adolescents in schools, businesses, jails, prisons, Human Resource Departments as well as probation, parole, colleges, universities and U.S. military bases worldwide.

Our new on-line course contains state of the art user friendly technology that makes the content interesting and easy to use. Rich content in anger management, stress management, communication and emotional intelligence is supplemented with on-line viewing of CDs, DVDs, and other ancillary training tools.

Once the on-line course has been purchased via www.andersonservices.com in the on-line store, each participant will be sent the following required ancillary training material including the Bar On -i-EQ Emotional Intelligence On-line Assessment:

1 copy of Controlling Ourselves, the client workbook for adolescents

1 copy of Gaining Control of Ourselves, the adult client workbook

1 copy of Suggested Guide for Anger Management

1 copy of Contrasting Wheels of Behavior

The on-line course is not accepted for Los Angeles county providers. Please contact our office at andersonandandersonapc@gmail.com for questions.

This training cannot be used for either anger management or coaching for "disruptive physicians".

Look back at anger

			Look back at anger     From seething stars to peeved politicians, everyone’s doing anger management. Ariel Leve finds out why it’s all the rage. In the colossal list of things wrong with me, being an angry person has never ranked high. I am impatient, but I don't lose my temper. I am volatile, but I don't hit people. I get angry over something I have little control over, but quickly the anger turns into frustration. I'll grind my teeth at night or develop a pain in my stomach, which means the frustration is immediately sidelined by worry that I might have given myself an ulcer. But then I remember I can't afford to have an ulcer, so I am reminded that whatever I'm upset about isn't worth it, and this, for reasons only a therapist could explain, is my form of anger management. George Anderson has a different method. A Harvard-trained psychotherapist turned entrepreneur, he virtually invented the industry of anger management. Based in California, his clients include Hollywood studios that send their angry stars and executives to him, the Department of Defense and even the vice-president's old company, Halliburton. Anger is a booming business. Soon Anderson will begin selling franchises abroad. So why now? Anger has been around since the beginning of time, but behaviour that was once tolerated isn't any more, by individuals, employers, courts and legislators. Anderson & Anderson has become the world's largest provider for anger-management certification and classes. When you hear about someone being ordered by the court, this is where they are sent. George Anderson also provides "executive coaching", where he works privately with CEOs, law enforcement, movie stars - and now, me. At the Los Angeles headquarters of Anderson & Anderson, I am given two questionnaires. One is called the "anger management map" and the second will determine my emotional intelligence. My scores will be tallied and I will meet Mr Anderson, privately, to discuss the results. He is an affable man. He begins by making the point that anger is a secondary emotion. There is always something else that precedes the anger, and commonly it's stress, frustration, disappointment, anxiety, shame, etc. "Anger is a normal human emotion," he says. "Everyone experiences anger. It is only a problem when it is too intense, occurs too frequently, leads to harm of the self or others - if it leads to violence." In other words, always? "When you are tired, are you less patient than when you're not?" he asks. I tell him yes. He asks if I'm more likely to be irritable. Yes. "What about when you're hungry?" Yes, I become tense and would lean towards being less charitable to others. "So something came before the anger and it's how you respond to it." This seems obvious. What came before the anger was not eating. How I responded to it? Having a sandwich. But what about a more complex emotional minefield? Rapidly, I fire off the what-ifs. "What if there is someone married to someone mentally ill? Or an alcoholic? What if there is a family member with a permanent disability?" Anderson reiterates that you can't change the feelings, you can only respond differently and change your behaviour. Part of this is common sense and part is emotional discipline. I have neither. We go over my results on the emotional intelligence scoring grid. I did well in self-awareness, emotional awareness of others and creativity. But I scored abysmally low - as in the bottom range of "CAUTION" - for resilience (defined as an ability to bounce back and retain a hopefulness about the future); trust radius (the degree to which I expect people to be inherently "good" and an inclination to trust until there is reason not to) and personal power (the degree to which I believe I can meet life's challenges). Anderson tells me the opposite of personal power is hopelessness and helplessness, and based on the results of my tests, anger is the least of my problems. This makes sense. If I have no reason to trust, and no reason to be hopeful, then no wonder I'm not angry - I'm always prepared to be disappointed. And if anger is the result of unrealistic expectations, my expectations are so low to begin with I have nowhere to go but up. So, as I see it, scoring low in these areas is a good thing. But Anderson isn't convinced. As I defend my hopeless existence, I can see him begin to squirm. Hopelessness is not exactly the control mechanism that he's advocating. The more he tries to improve my trust radius, the more sceptical I become. Just then, something occurs to me. Have I succeeded in making the guru of anger management... angry? There is a moment of silence while he stares at me. Speechless. But then he laughs. "Well, you're from New York," he says. There is no scientific proof that Anderson's anger-management training and classes work. But they can't hurt. The real question is whether there is any long-term and significant change, since these classes are not treating the deeper issues. Shame, fear, mental illness, pathologies - all of this must be addressed in psychotherapy and counselling. Having experienced a few hours of the executive coaching, I am invited to sit in on one of the classes. A semicircle of strangers are seated in a small room. They are breathing deeply and following instructions from a relaxation tape. It's making me jittery. I am the only one whose eyes are not shut, so I look around. Five men, one woman. Jessica, 21, dressed in black with dark wavy hair and blue eyes, punched a police officer. Karl needs tools to manage his stress. Richard, a soft-spoken middle-aged dad in khaki trousers and a variety of pens in his shirt pocket, was ordered to attend for 52 weeks by the court for being verbally abusive to his ex-wife. He is in week 51. Each person has brought their "anger log", where incidents that occurred during the week are recorded and then discussed. In this room, there are two posters on the wall. The Wheel of Destructive Interactions, and the Wheel of Constructive Interactions. For the next two hours, one by one, episodes where anger was displayed during the week are candidly shared, and people are asked to identify the hostility, rage, avoidance, manipulation, etc, on the negative wheel, and then refer to the constructive wheel (expressing feelings, seeking compromise, stating needs, etc) to pinpoint what they would have done differently. Nobody is being told not to be angry, they are being taught skills to manage anger. Anderson & Anderson calls the shots because there are no laws regarding anger management. The courts rely on the company to set the standards - 26 weeks is the average. For the client to gain something, he or she has to do the exercises. The stress log and anger log must be completed every day, so they learn to know in advance the situations that would stress them out - and then do something about it. Sean Coffey, a Brit, met George Anderson after reading an article on him. His background was in psychology and he's had various jobs, such as caddying, coaching football and running a promotion agency. He plans to open an Anderson clinic in London. But will the British be able to speak as candidly as Americans? He tells me: "They do find it difficult to express their emotions, unless they feel aggrieved about something in particular. Ironically, the higher up the social scale one goes, and the more eloquent one would expect them to be - the less likely they are to verbalise their emotions and so it stays bottled up." And just as it took years for the benefits of psychology and psychiatry to filter through to Britain, Coffey fears it may be the same for anger management. "I'm not sure that British people are ready to pay for this service," he says. "Also, admitting that one requires psychiatric or psychological assistance is seen as a sign of weakness." The difference between the types of anger displayed and experienced by people in Britain and in the United States has mainly to do with alcohol-related violence (the UK beats the US) and weapon-related violence (the US is the winner by far). The common ground is car-related violence, where both nations have unrealistic expectations when it comes to traffic and journey times. Back in my hotel room and unable to sleep, I turn on the television. There is yet another form of anger management. It's called Star Wars. And the wisdom of Yoda is undeniable. "Fear leads to anger, anger leads to hate, hate leads to suffering." That's 52 weeks of class right there.

Trends in Anger Management: Anger Management Facilitator Certification Trainin...

Trends in Anger Management: Anger Management Facilitator Certification Trainin...: Anderson & Anderson, the trusted name in anger management, offers certification for both adult and adolescent facilitators. This tra...

Anger Management Facilitator Certification Training, Chicago

Anderson & Anderson, the trusted name in anger management, offers certification for both adult and adolescent facilitators. This training is approved for CEU’s by CAADAC, CAADE, CA. Board of Corrections and BBS. The Anderson & Anderson Anger Management Curricula is the only anger management training approved by the state for the training of Probation, Parole and Correctional Officers in California. It is used in Canada, UK. U.S., Bermuda and Italy. Our provider list is the industry standard and dominates the Internet.


Three Day Live Anger Management Facilitator Training Chicago, IL – April 4, 5, & 6 / 2012

Location: Embassy Suites Hotel Downtown Chicago 511 North Columbus Dr. Chicago, IL 60611 Phone:(312) 836-5900 Cost: $500.00 per day includes client workbooks, facilitator guide, Motivational interviewing CDs and certification. Total: $1,500

Anderson & Anderson, A.P.C. has adopted the new Bar On E Q -i-2.0 Emotional Intelligence Assessment as the official Pre and Post Assessment for all of its' Anger Management, Coaching and Training Clients. For a sample of this powerful instrument, please click here: http://downloads.mhs.com/eqi/EQ-i_2.0-Workplace-Report-Client.pdf

Each participant in this live three-day training will receive an On-line Bar On EQ-i-2.0 Emotional Intelligence Assessment prior to the training. This is experience will provide you with your personalized scores on the 15 Emotional Intelligence Scales as well as suggestions for skill enhancement is each area.

Following your certification, you are encouraged to have all of your clients undergo this assessment at intake. Your effectiveness as a coach and facilitator will be greatly enhanced by this important instrument.

This Three Day Live Anger Management Facilitator Certification will include the first day on Adolescent Anger Management, The second day will cover Adult Anger Management and the third day will cover Training for Organizations using the Bar On EQ-i-2.0 Emotional Intelligence Assessment.

Law Enforcement Professionals Are Excellent Coaching Clients For Impulse Control - Topix

Law Enforcement Professionals Are Excellent Coaching Clients For Impulse Control - Topix

Law Enforcement Professionals Are Excellent Coaching Clients

Just like physicians, law enforcement, firemen and other high stress professionals, often need specialized coaching programs that offer skill enhancement in self-awareness, self-control, impulse control, decision making, stress management, empathy and interpersonal relationships. These are critical skills for success in life, work and marriage.

Physicians are trained and socialized to be perfectionists who are able to focus on the needs of their patients while appearing to be self-sufficient.

Physicians are the last to recognize their own level of stress and tend to be difficult patients. Self-awareness is one of the most important skills in initiating the process of change.

Emotional Intelligence Coaching is the most effective intervention for the professionals mentioned above. In order to gain buy in from this group of professionals, referral sources must be careful to present the need for emotional intelligence in a positive manner. In contrast to IQ, Emotional Intelligence is a greater predictor of success in work, marriage and life.

The most successful coaching models for coaching physicians, attorneys and law enforcement staff begins with the internationally recognized BarOn EQ-i-2.0 Emotional Intelligence. This is the assessment of choice for these professionals.

Click here for a sample of the BarOn EQ-i-2.0 Emotional Intelligence Assessment: http://www.cgrowth.com/pdf/JaneDoe_Client_CG

George Anderson

Marketing Esoteric Life Coaching Is Useless

Marketing Life Coaching is like Ford Motor Companies' failure in marketing Edsel cars to Americans in 1958. The Edsel car was a lemon that no one wanted. Life Coaching is clearly marginally and can be provided by anyone who calls him or herself a Coach.

Training, curricula, assessments and competence should be the hallmark of coaching.

Bar On EQ -i-2.0 Emotional Intelligence Assessment now available On-line

Anderson & Anderson, APC is now Certified by Multi Health Systems to administer and interpret the new Bar On EQ-i-2.0 Emotional Intelligence Assessment. This instrument is a must for coaches, psychotherapists, HR Managers and Organizational Development Professionals interested in the latest, most effective instrument for assessing Emotional Intelligence competencies.

Assessments of individuals and small groups can be competed On-line, twenty-four hours a day, seven days a week. Coaching, team and staff development using the Bar On EQ-i-2.0 will be offered by Anderson & Anderson On-site nationwide. This is an excellent tool for use by Physician Well-Being Committees relative to "disruptive behavior" as well HR Managers from any type of organization.

A sample of recent Anderson & Anderson trainings offered include:

·     Emotional Intelligence for Leadership

·     Emotional Intelligence for Physicians

·     Emotional Intelligence for "disruptive behavior"

·     Civility Training for Attorneys

·     Leadership for Change

Presentations can be customized to meet the needs of most organizations.

Please contact George Anderson at georgeanderson@aol.com or 310-207-3591 for more information. To review a copy of a Bar On EQ-i-2.0 client assessment, click here: http://www.cgrowth.com/pdf/JaneDoe_Client_CG.

Impulse Control/Anger Management is far more powerful than previously recognized - Topix

Impulse Control/Anger Management is far more powerful than previously recognized - Topix