Evidenced Based Intervention Is The Missing Link In programs for "disruptive angry physicians".

Two of the three current coaching, classes or continuing education programs for "disruptive physicians" do not offer evidence of the success of its interventions.

The Joint Commission On The Accreditation Of Healthcare Organizations in its Sentinel Alert regarding "disruptive physicians" announced its initiative to require all Healthcare Organizations to establish policy for addressing the issue of anger and abuse on the part of practicing physicians. It is this alert that lead to the development of these programs.

Below is a summary of the three largest programs for "disruptive physicians" in the nation.

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 US 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 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 University of California, San Diego School of Medicine is accredited by the Accreditation Council for Continuing Medical Education to provide continuing medical education for physicians.

The University of California, San Diego School of Medicine designates this educational activity for a maximum of 30.50 AMA PRA Category 1 Credits™.  Physicians should only claim credit commensurate with the extent of their participation in the activity.

There is no mention of a Pre and Post Assessment in this important model of intervention for "disruptive physicians".

Center for Professional Health, Vanderbilt University School of Medicine.

§      Background


§      The disruptive physician is an emerging issue for all who are concerned about physician wellness, positive outcomes in patient care, and a healthy working environment for the healthcare team. Disruptive behavior of these physicians in group practice or on hospital staffs is well documented. The American Association of Physician Executives polled their membership and found that a small percentage of physicians in the practice groups were responsible for most of the disruptive physician behavior. Nurses were often the targets of these physicians’ rage or uncontrolled frustration. 

The continuing medical education (CME) course for distressed physicians was developed at the Center for Professional Health (CPH) because of the belief that these physicians could be helped in an educational environment. The need to address this problem was confirmed by the experience of Dr. Roland Gray, Director of the Tennessee Physician Health Program, with disruptive physicians that were being referred to him on a daily basis from hospitals and practice groups in Tennessee. Cases of disruptive behavior by physicians who are acting out their frustrations with variety of inappropriate behaviors are very complicated and time-consuming. These behaviors become so routine that nurses are afraid to work with them either on the wards or in the operating room.
The CPH at Vanderbilt organized the Program for Distressed Physicians in 2005 patterned on the format of the other CME courses that had proven successful for physicians in the CPH. They are described on the CPH web site: www.mc.vanderbilt.edu/cph. 


This intervention model includes a formal psychiatric association prior to admission. Both of the above interventions are offered in a group format based on "role play". There is no mention of a Pre or Post Test or Aftercare.

General Description:

The Anderson & Anderson Disruptive Physicians / Executive Coaching / Anger Management Program™ is designed to meet the needs of high-level executives, physicians, and those clients who prefer to be seen on an individual basis for specialized coaching and privacy.  The program includes, The Practice of Control, the Anderson & Anderson “disruptive physician” client workbook, along with Gaining Control of Ourselves DVD, and Contrasting Wheels of Behavior – the does and don’ts of self-control.

EQ-i 2.0 Pre & Post Assessment:    SAMPLE REPORT PDF

Each of our coaching clients will receive an E-mail containing access to the internationally recognized Bar On EQ-i 2.0 Model of Emotional Intelligence.  This is conveniently online 24/7 available to fit your schedule. Our Clients report back that it takes about 13 – 20 minutes to complete. We actually encourage you to “not think” while taking it for most accurate helpful results. So the fast routine is read and answer. Next. Read and answer and so on. You will find it easy.

This comprehensive assessment examines the following Emotional Intelligence competencies:

Emotional Self-Awareness, Self-Regard, Self-Actualization, Emotional Expression, Independence, Assertiveness, Interpersonal Relationships, Empathy, Social Responsibility, Impulse Control, Reality Testing, Problem Solving, Stress Management, Flexibility, Stress Tolerance, Optimism.

Following the Pre Test plus six months of individual coaching a Post Test is administered to determine the level of success or lack of success. This means that each client and each referral source can determine the results of the intervention for his physician.

In contrast to the two University based programs, the Anderson & Anderson model consists of 12 hours of live individual coaching  along with six months of skill enhancement coaching via phone.

This is the only program that offers on-site coaching anywhere in the U.S.

George Anderson, MSW, BCD, CEAP, LCSW

Certification for "disruptive physician" Coaching

Anderson & Anderson, APC is now planning to sell licensing agreements and Certification for "disruptive physician" Coaching.

The training will be limited to 5 persons most of whom will be physicians. The training will consist of two on-line modules and three days of live training, which will be offered in Los Angeles. Each trainee will be required to read and prepare a 30-minute mini lecture for the group. Each trainee will complete an on-line Bar-On EQ Assessment prior to the training.

Each trainee will receive feedback from another colleague as well as those attending as well as the faculty.

Each Licensee will be required to market the program in his or her state and Anderson & Anderson will market all locations nationwide. We will control the content of the curriculum as well as the cost of each 6-month coaching program.

Currently, each physician client who accesses this coaching must pay $4900 in advance if the program is locally provided and $5900 plus expenses if the service is provided on-site.

Each provider will pay a fee of 20% for each client and pay for the assessment and training material that must be purchased from Anderson & Anderson.

The cost of the training and License will be $7000.

Let us know if you are interested.

Anger Management/Emotional Intelligence Coaching - Topix

Anger Management/Emotional Intelligence Coaching - Topix

Emotional Intelligence Coaching for Angry Physicians

Emotional Intelligence Coaching for "Disruptive (angry) Physicians

The Joint Commission On The Accreditation Of Healthcare Organizations (JACHO) requires all hospitals and healthcare organizations in the U.S. to have written policy regarding how "disruptive physicians" must be addressed.

Disruptive behavior is defined as “any abusive conduct, including sexual or other forms of harassment, or other forms of verbal or nonverbal conduct that harms or intimidates others to the extent that quality of care or patient safety could be compromised.” Disruptive physician behaviors include, but are not limited to, the following:

•       Physical or verbal intimidation or challenge, including disseminating threats or pushing, grabbing, or striking another person involved with the hospital

•       Physically threatening language directed at anyone in the hospital

•       Physical contact with another individual that is threatening or intimidating

•       Throwing instruments, charts, or other items

•       Threats of violence or retribution

•       Sexual or other forms of harassment including, but not limited to, persistent inappropriate behavior.

In summary, "disruptive behavior" is really poor impulse control or problems managing anger on the part of a practicing physician.

Intervention Programs for "disruptive physicians"

Currently, most coaching programs for "disruptive physicians" begin with a comprehensive Emotional Intelligence Assessment. Emotional Intelligence Assessments are designed to identify strengths and deficits in self-awareness, self-control, empathy, assertive communication, self-control, social awareness and relationship management. Since anger is not an illness, formal psychiatric assessments are not required.

Following the assessment, each physician is given feedback on the results of his or her assessment along with two client workbooks and other skill enhancement material.

Coaching is conducted via phone for a six-month period with a focus on skill enhancements in emotional intelligence. At the end of the coaching a Post Test is administered to determine the success in addressing the physician's level of functioning in 35 emotional intelligence scales.

The Bar On EQ-i-2.0 Emotional Intelligence Assessment is Unprecidented

May 9, 2013
The Bar On EQ-i 2.0 Emotional Intelligence Assessment Is Unprecidented
Regardless of the source of the referral, "disruptive physicians", mandated attorney referrals for civility training, self referrals, husbands, wives or significant others all respond positively to the results of the Pre Assessment administered prior to Anger Management / Emotional Intelligence Coaching. Let's take a look at three case examples from the Brentwood office of Anderson & Anderson •    An accomplished TV Personality was referred by her attorney for one year of anger management coaching as mandated by the court.  Once the client received feedback on her assessment, she was eager to begin the coaching as she recognized the need to address an issue that was long standing and a recurring problem in intimate relationships. •    A 27 year old Certified Public Accountant claimed to have sought volunteer anger management coaching for a bar fight that occurred in another state.  When he was given the results of his Emotional Intelligence Assessment, he acknowledged that he has a history of aggression that had impacted his work and personal relationships. •    The 21-year-old son of a wealthy Beverly Hills family assaulted a casino employee that resulted in a referral for eight hours of anger management.  When he grasped the seriousness of his emotional intelligence deficits, he was able to recognize the importance of committing to six months of weekly emotional intelligence coaching. The Bar On EQ-i 2.0 Emotional Intelligence Assessment is a powerful instrument for detailing the level of competence for clients in 35 areas related to intra and interpersonal relationships.