Way.ca.tion: A rest for the mind; an unconventional method of escaping the moment and returning refreshed and better than before.

Thursday, January 22, 2015

What Is A Level B Instrument

In previous blogs I have talked about being an evidence based practice (EBP) with an assessment that is categorized as a Level B instrument but what is a Level B instrument and what does that mean?
A, " Level B instrument" means that the assessment that I use has been designed and constructed in a way that meets psychometric standards; and the person administering the assessment has been trained and certified to administer.
Sounds all impressive although what does "psychometric" standards mean ?
Psychometric standards means that the assessment tool that I use has met  rigorous research requirements, examination and testing and is a reliable and validated document. Just for the record a validated assessment and that is any assessment does not necessarily mean it is a Level B Instrument.
Now, to put all this information together. The Anger Management Institute uses an American Medical Association (AMA) approved  tool called the Bar-on2.0 emotional intelligence assessment.  This assessment that I administer is regarded as one of the best assessment tools for moving clients forward from where they are to where they need to be.
Anger Management Institute specializes in Emotional Intelligence (developing people skills) anger and stress management. 510.393.0250

Wednesday, January 14, 2015

What Being An Evidence Based Process Means

I always refer to my anger and stress management practice as being an evidence based practice (EBP) however what does that really mean?

 Being an evidence based practice (EBP)includes additional components that raise the value and results of the work.  Being an evidence practice is a problem solving approach that includes research, expertise and the clients values and circumstances.
The American Counselors Association highly encourages EBP and encourages Counselors to use modalities that are grounded in theory and/or have an empirical or scientific foundation.  The combination of skill, science and client needs and circumstances is considered by ACA as the gold standard for the highest possible outcomes.
The Anger Management Institute is an evidence based process with a pre and post assessment.  We are an emotional intelligence based anger and stress management practice. We use an American Medical Association Level B instrument as part of our process for determining the best course of action for moving a client forward from where they are to where they need to be.  The curriculum for each client is highly customized and is designed based on science, expertise and client needs and circumstance.
The Anger Management Institute, LLC specializes in emotional intelligence (people skills) anger and stress management in the workplace 510.393.0250


Monday, January 12, 2015

More On Bullying In The Workplace

Recently, I had a client sent to me from a major corporation.  H.R. reported her as having  challenges in resolving issues with co-workers.  Susan basically is a bully and uses strong verbal threats with her colleagues. In one situation, the one that landed her in my office, Susan decided to have a physical altercation with one of her peers.  This Bully employee was already on record as being verbally threatening long before she was sent to anger management and in my opinion should have been sent long before the fight ensued at work.

 Susan, is a 20-year employee with an otherwise good work record. A good work record should never be considered more important than appropiate behavior however it was in this case.  Susan was well known among peers and her employer for being a bully.  It could be that the HR dept thought her behavior would just go away with a few write ups of inappropriate behavior.  Write ups can sometimes work however, realistically; it is not a real solution to the problem of bullying co-workers simply because bad behavior "rolls out" and affects many.  Not addressing Susan's behavior earlier eventually lead to a fight that not only threatened Susan's employment but also created a tension that rippled throughout the workplace.
A good employee with bad behavior is a threat to moral and production in the workplace. Anger management is a relatively quick and cost effective process to solving most workplace behavior issues.  Doing "nothing" however will not work; is not a solution and has long term effects in the workplace enviornment.
Here is the definition of bullying in the workplace:
1.Threatening-humiliating or intimidation.
2. Workplace interference-sabotage-which prevents work from getting done and/or verbal abuse.
Anger Management Institute, LLC, specializes in workplace behavior and issues. 

Monday, December 8, 2014

Using My Own Skill Base

 I’m on an extra tight schedule like everyone else at this time of year.  I have a couple of parties to give in the next few days and I have to fit in a lot of extra task above and beyond my already full life.  The carpet cleaners were late and it was clear by his voice over the phone he would rather be having lunch than picking up carpets.  It was pretty easy to detect that I too was a little irritated.

With my hand on the door knob turning to admit the carpet cleansers and a vision of ghost of arguments past, I knew where this could go if I were to sprew my frustrations.  I consciously choose another way of being. I decided to change my energy.  The fact of the matter is I know that everything that has to get done will get done and all will be well.  Even with a glich I can manage that too.  Because I always have.

Stress is not always a reaction to a specific situation.  Most often it is our thoughts that lead to intense feelings of stress.  For awhile I was caught up in my thinking about all the things I had to do and the lateness of the carpet cleaners.  As I waited for the carpet cleaners I found myself in a place of unproductive tension. 

 Unproductive tension is always a villain. Unproductive tension is when the mind starts on a path where one thought leads to another, and another and another and agitation begins to build.  It is like a space between an event or situation where you can make a mountain out of a mole hill. The solution was to notice what was happening and stop the momentum of the thoughts that I was creating all in my head.
I had to create other thoughts and assurances that would serve me. I conciously had to turn the unproductive tention into usable energy.  I had to remind myself that I have a choice of how I can feel. Instead of telling myself how terrible all of this was going and getting frustrated I reminded myself that 'everything is going to be fine in the end"! 
 And it was.
 Watch your thoughts. Catch yourself when you are being negative. If you're already under time contraints and the time is counting down you'll do far better to the finish managing your thoughts and attitutde. 
Anger Management Institute, LLC Specializing in impulse control and people skills. 


Tuesday, December 2, 2014

Taking A Look At The Workplace Bully Part I

27% of Americans have suffered abusive conduct at work. Another 21% have witnessed abuse in the workplace and 72% are aware that workplace bullying happens.

 Now lets' take a look at the definition of a workplace bully as described by the Workplace Bully Institute:

Workplace Bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is:

To break it down the workplace bully has control issues (probably on the job and off).  The perpetrator targets an individual (s) using a strategy of timing, location and method to threaten, The purpose is to degrade, insult, embarass, intimidate and undermine.  The bully can use direct actions or actions of ommisions that include witholding information or resources.  In addition to attacking the person the actions of the workplace bully also undermines legitimate business interest for personal interest/issues.

Any of the above description remind you of something else? If you thought Domestic Violence you are right! Surprising as it may sound the workplace bully's profile is very close to the batterer's profile and at the core of both types is less about anger and more about power and control over a targeted individual.
Being bullied as an adult in the workplace can have a huge impact on the psychological and physical health of the victim as well as employee peers. 

I work with workplace bully's and in Thursday installment you'll meet Susan an employer ordered bully. I had to come up with a combination of modalities to work with Susan because a straightforward anger management program wasn't going to be quit right to address her issues.  I borrowed from some of my Domestic Violence tools combined with anger management and EQ.  The results were amazing.

Anger Management Institute, LLC An emotional intelligence based practice