“Anger Management/Emotional Intelligence Self-Coaching for leadership”

 Persons who have difficulties managing anger also exhibit deficits in self-awareness, self-control, social awareness, motivation, reality testing, empathy, optimism or other EI skills.

We know from research (and common sense) that people who understand and manage their own and others’ emotions make better leaders. They are able to deal with stress, overcome obstacles, and inspire others to work toward team goals. They manage conflictwith less fallout and build stronger teams. And they are generally happier at work. But far too many managers lack basic self-awareness and social skills. They don’t recognize the impact of their own feelings and moods. They are less adaptable than they need to be in today’s Covid-19 world. And they don’t demonstrate basic empathy for others: they don’t understand people’s needs, which means they are unable to meet those needs or inspire others to act.

For these reasons, this self-coaching interventionis based on Emotional Intelligence and includes Stress Management, Assertive Communication and Anger Management skills.

The American Psychiatric Association, maintains that anger is not a diagnosable nervous or mental disorder and therefore, not responsive to counseling, psychotherapy or psychotropic medication.

The intervention of choice is, or should be coaching designed to provide a baseline of the 15 competencies of Emotional Intelligence. Once the assessment is completed, a 33 -page report is sent to the client as well as the coach. There is an explanation of what each of the 15 scales mean, how it impacts the client at work and specific exercises for improvement of each of the 15 scales/competencies.

Here is the complete list the five Composites and Fifteen EI scales that are the focus of the Anderson & Anderson, APC Anger Management/Emotional Intelligence Coaching:

Total EI Score:

SELF-PERCEPTION COMPOSITE

 Self-Regard                respecting oneself; confidence

Self-Actualization      pursuit of meaning

Emotional Self-Awareness         understanding on emotions

SELF-EXPRESSION COMPOSITE

Emotional Self-Awareness

Assertiveness   communicating feelings, belief; non-offense

Independence   self-directed; free from emotional dependency

INTERPERSONAL COMPOSIT

Interpersonal Relationships mutually satisfying relationships

Empathy   understanding, appreciating how others feel

Social Responsibility social conscious; helpful

DECISION MAKING COMPOSITE

Problem Solving find solutions when emotions are involved

Reality Testing  objective; see things as they really are

Impulse Control   resist or delay impulse to act

STRESS MANAGEMENT COMPOSITE

Flexibilityadapting emotions, thoughts and behaviors

Stress Tolerance       coping with stressful situations

Optimism  positive attitude and outlook on life

 Once a person enrolls in this training, they will receive an invitation to take the EQ-i-2.0 Assessment mentioned above. Several days after this brief assessment is completed, my office will schedule an appointment for me to personally provide debriefing via SKYPE. During the debriefing, the client will be helped to select 3 to 5 skills that he or she may want to enhance over a three month period of self-coaching that will include exercising or practicing skills for in emotional intelligence.

The same assessment (Post Assessment) will be repeated to determine the success or lack of success of the intervention after three months.

This training was originally developed for a steel company based in Galvan, Tenn. with Facility Managers in 13 countries including Romania, Australia and Croatia.

Cost: $597. This training may be used for teams or work groups.

Contact Jairo Wong at 310-476-0908 or www.andersonservices.com 

I would like to share what is working well for me during the pandemic.

1). There appears to be a hunger for content posting regarding services and products that are needed and wanted by potential clients.
2). Unfortunately, the world has never experienced a worldwide pandemic and are therefore not prepared to address the anticipated needs during the new normal.
3). If you do not have a needed niche, consider what the experts are predicting relative to consumer demands going forward.
4). After seeking training and certifications in new areas of specializations, go "over-board" in reading and mastering the theory and practice of your new niche.

Here are four niches that we know now that the need will be far greater than the number of SKILLED providers nationwide:
Anger Management, stress, communication and emotional intelligence will be off the scales, Substance abuse including DUI, Parenting as well as Emotional Intelligence Assessments

#DemonstratedCompetencyIsKeyToSuccess

I would like to share what is working well for me during the pandemic.

1). There appears to be a hunger for content posting regarding services and products that are needed and wanted by potential clients.
2). Unfortunately, the world has never experienced a worldwide pandemic and are therefore not prepared to address the anticipated needs during the new normal.
3). If you do not have a needed niche, consider what the experts are predicting relative to consumer demands going forward.
4). After seeking training and certifications in new areas of specializations, go "over-board" in reading and mastering the theory and practice of your new niche.

Here are four niches that we know now that the need will be far greater than the number of SKILLED providers nationwide:
Anger Management, stress, communication and emotional intelligence will be off the scales, Substance abuse including DUI, Parenting as well as Emotional Intelligence Assessments

#DemonstratedCompetencyIsKeyToSuccess

“Role playing” anger management exercises as an intervention for “disruptive behavior” is a risk to Healthcare Organizations.

The Joint Commission on The Accreditation Of Healthcare Organizations has altered the term “disruptive behavior” in the accreditor’s standards in response to feedback from the healthcare field indicating that the term is both ambiguous and in many ways inaccurate for the purposes of its use in the standards.
The term appears in two Elements of Performance (EPs 4 and 5 under Leadership standard LD.03.01.01). Such behavior is now defined as “behavior or behaviors that undermine a culture of safety.”
Anyone in the U.S. can claim to be Anger Management Counseling without training or experience in anything.

It is a lot easier to market to corporate clients as opposed to individuals

My major income source comes from providing Emotional Intelligence Assessments and Coaching for "disruptive physicians" as well as leadership.

I have never used any type of advertising nor have I used marketing consultants. All of my referrals since 2008 come from administrators who are physician leaders with the responsibility to seek assistance from physicians who need the services that we provide.

In contrast, it is far more difficult to attempt to market to individual physicians. Mandated coaching or classes are routinely resisted by upscale clients especially physicians.

Middle Managers may benefit from leadership coaching

 One of the most neglected job categories in business and industry are Middle Managers. Generally, persons are appointed to leadership positions without adequate training.

The new normal may be an excellent opportunity to offer Emotional Intelligence Assessments and Leadership Coaching for persons who are being considered for positions as managers or supervisors.

Executive Coaches who are also trained in emotional intelligence in mental health are particularly skilled in providing evidenced based coaching. This type of coaching should begin with an EQ-i-2.0 or similar instrument prior to the first coaching session.

Following an on-line assessment, feedback is provided and the coaching client is guided in selecting the EI skills in which he or she scored in the deficit range. Six months of skill enhancement coaching is provided via SKYPE or phone.

Progress contacts with the referral source or Human Resource Professional or the person to whom the manager reports are provided. Following the six-month 24 -session coaching, the same assessment is administered and the results are sent to the appropriate source. This provides the evidence of success or lack of success for each client.

My Story of the use of passive income streams in my Private Practice

 I met with my accountant yesterday and decided that it may be helpful to other mental health private practitioners to share how I am using passive income streams.

1). The Internet has made it possible to sell on-line trainings and books worldwide. I am earning significant income from the sell of Anger Management Facilitator Certification (CAMF). Batterer’s Intervention Facilitator Certification (DVFC), Parenting Certification and Emotional Intelligence Coaching Certification.

Based on the amount of income generated from these trainings, my son, Bryan Anderson, MSW, LCSW have decided to improve these programs and add additional trainings related to Bryan’s book of Emotional Intelligence for autistic children with explosive anger.

It is easier to establish competence in a niche if you publish books and intervention models in that niche. If you Google my name and all of these niches you will see how the Internet has helped us become global. Yesterday, Jairo Wong, CAMF, DVFC was featured on Univision Spanish Language Television in relation to a roach rage incident that occurred in Florida over the weekend.

Finally, my first book, A Ray Of Hope (domestic violence) lead to a request to write a curriculum for anger management. Gaining Control Of Ourselves (anger management) lead to a request to write a program for “disruptive physicians”, The Practice Of Control.