Waycation

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

Monday, May 18, 2015

The Energy Drain Of The Little Stuff

According to the patent filed in 1891 toilet paper was intended to be placed on the cylinder and used as "over" rather than "under".
 
This has been a looooong standing argument among people literally around the world. People have VERY strong opinions about "over" or "under". Personally, it matters that there IS tissue.  For those that are "stuck" on "right" and argue to the death on a position you got this one.
 For me "right" is not all that it's cracked up to be. Sometimes you can be "right" and just let things go. Some things are just not worth the time and energy to have an argument about.
Make a decision as to if you want to go to the places that "little stuff" can take you.
You have a choice of" how to spend your energy. Is it worth it???
Truth...........as I see it.........

Anger Management Institute the leader in impulse control for leaders and the Workplace 510.393.0250

Saturday, February 21, 2015

To All Employers

Treat Employees like they make a difference and they will!

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.