By Captain Gene Thomas Gomulka[Have an opinion about this article? Visit the deployment discussion forum.]
Dear Gene, My spouse sometimes loses his temper and yells at me. Although he has never hit me, I wish he would be more like my father, who never verbally abused my mother.Lisa ---
Dear Lisa, Some partners can tend to imitate their parents' behavior when it comes to resolving problems. For example, if a person comes from a home where his or her parents were physically or verbally abusive at times, that person may have a tendency to likewise resort to hitting or yelling whenever a problem arises. However, regardless of how one's parents resolved their differences, partners must agree that abusive methods are not only destructive to one another, but also to the psychological well-being of any children who might witness such abuse. Spouses like yourself who have never experienced any form of verbal or physical abuse may be particularly sensitive to being yelled at. When you and your husband have some quiet time together, you may want to share this concern with him, discussing how your respective parents may have had an influence on how each of you handles conflicts for better or for worse. You may also wish to identify both positive parental qualities that you would like to emulate, and negative parental traits that you want to avoid. In one case, a husband who came from a large family said that he was accustomed to raising his voice when agitated, as it was the only way he could be heard in his crowded childhood. He also admitted that his parents would argue with each other in front of the kids that moved them sometimes to run to their bedrooms. His wife, however, reminded him that she was an only child and pointed out that her parents never showed displeasure toward each other in her presence. Discussing their home experiences and how they perceived yelling allowed them to understand each other better. The husband was more careful not to raise his voice and the wife was less inclined to interpret his excitability as a lack of love on his part.
Unfortunately, abuse does take place within military and civilian families. Excessive anger can be manifested in various forms of abuse (e.g., verbal, spousal, child). Anger-management classes and other therapies can help arrest such behavior and reduce the chances of divorce, hospitalization of the victim of abuse or even incarceration of the abuser. For more information about resolving conflicts in constructive ways, speak with a chaplain or family support counselor. They are trained and ready to help you.
[Have an opinion about this article? Visit the deployment discussion forum.] Have a question? Write Gene Gomulka at letters@plaintec.net
Wednesday, March 28, 2007
Worries grow over mental health of U.S. soldiers
By Jeremy PelofskyWed Mar 28, 7:26 AM ET
Retired U.S. Navy medic Charlie Anderson twice thought about committing suicide: once when he feared he would be sent back to Iraq in 2004 and again last year when a friend and fellow veteran killed Worries grow over mental health of himself.
"I can't say that I can't go because we don't do that, I also can't go because I'm putting people in danger if I do," he said of his first brush with suicidal thoughts, which came while he was awaiting his second deployment.
In the end, Anderson was not deployed but it sparked a two-year effort to get help for post-traumatic stress disorder (PTSD), one of thousands of soldiers returning from the wars in Iraq and Afghanistan facing a battle to re-enter everyday life.
While much of the attention has been on physical wounds like traumatic brain injuries, as well as squalid living conditions for recovering soldiers, doctors, families and lawmakers are expressing growing concerns that veterans are not be getting the right mental health help.
Those worries come as President George W. Bush has ordered almost 30,000 more troops to Iraq. Already 1.5 million soldiers have been deployed in the U.S.-led war on terrorism, with one-third serving at least two combat tours, which increases the chances of PTSD.
Despite finally receiving treatment, Anderson finds himself in the middle of a divorce and still constantly on edge -- jumpy at loud noises and always eyeing the exits of rooms.
"I have triggers every day, but I'm learning how to deal with them," he said.
The Department of Veterans Affairs estimates 12 percent to 20 percent of those who served in Iraq suffer from PTSD. A 2004 Army study found 16.6 percent of those returning from combat tested positive for the disorder.
Individuals suffer from PTSD if they relive the trauma, experience emotional numbness, isolation, depression, substance abuse, and memory problems. These often lead to job instability and marital troubles.
MENTAL DISORDER
"I see a range of people coming in from a level of having PTSD but not being severely handicapped and dysfunctional, then I see other people who are really, really handicapped and dysfunctional," said Dr. Wayne Gregory, a psychologist at the Central Texas Veterans Healthcare System.
Two studies in the last month have shown more than 30 percent of soldiers serving in Iraq and Afghanistan met the criteria for a mental disorder, with the American Psychological Association (APA) finding at best that 40 percent sought help.
"Now people are getting out of the service and they're beginning to seek help," said Dr. Paul Hicks, professor of psychiatry and behavioral medicine at Texas A&M's Health Science Center College of Medicine.
"We don't know when or if that will level off. It's got to level off at some point, but we haven't reached that point," he said.
A study published by the Archives of Internal Medicine found 13 percent of almost 104,000 veterans evaluated suffered from PTSD. Mental illness "threatens to bring the war back home as a costly personal and public health burden," it said.
Congress has ordered the Pentagon to establish a mental health task force, though its findings won't be presented until May.
"We have put them in very stressful situations and often times people need help and that help should be made available," said Rep. Gabrielle Giffords (news, bio, voting record), an Arizona Democrat.
The Pentagon is already on the defensive about medical treatment for soldiers after an investigation found shoddy living conditions for troops recovering from physical injuries at Walter Reed Army Medical Center.
Defense Secretary Robert Gates told Congress last month that the number of troops who tested positive for a mental health condition after being deployed was lower, 22 percent.
A Defense Department (DOD) spokeswoman defended its practices, noting mental health teams were in the field and they had begun a new program this year to also screen troops three to six months after they return home.
"DOD has been aggressively reaching out to support our military personnel before, during and after their deployments and their family members, this is unprecedented," said Pentagon spokeswoman Cynthia Smith
Retired U.S. Navy medic Charlie Anderson twice thought about committing suicide: once when he feared he would be sent back to Iraq in 2004 and again last year when a friend and fellow veteran killed Worries grow over mental health of himself.
"I can't say that I can't go because we don't do that, I also can't go because I'm putting people in danger if I do," he said of his first brush with suicidal thoughts, which came while he was awaiting his second deployment.
In the end, Anderson was not deployed but it sparked a two-year effort to get help for post-traumatic stress disorder (PTSD), one of thousands of soldiers returning from the wars in Iraq and Afghanistan facing a battle to re-enter everyday life.
While much of the attention has been on physical wounds like traumatic brain injuries, as well as squalid living conditions for recovering soldiers, doctors, families and lawmakers are expressing growing concerns that veterans are not be getting the right mental health help.
Those worries come as President George W. Bush has ordered almost 30,000 more troops to Iraq. Already 1.5 million soldiers have been deployed in the U.S.-led war on terrorism, with one-third serving at least two combat tours, which increases the chances of PTSD.
Despite finally receiving treatment, Anderson finds himself in the middle of a divorce and still constantly on edge -- jumpy at loud noises and always eyeing the exits of rooms.
"I have triggers every day, but I'm learning how to deal with them," he said.
The Department of Veterans Affairs estimates 12 percent to 20 percent of those who served in Iraq suffer from PTSD. A 2004 Army study found 16.6 percent of those returning from combat tested positive for the disorder.
Individuals suffer from PTSD if they relive the trauma, experience emotional numbness, isolation, depression, substance abuse, and memory problems. These often lead to job instability and marital troubles.
MENTAL DISORDER
"I see a range of people coming in from a level of having PTSD but not being severely handicapped and dysfunctional, then I see other people who are really, really handicapped and dysfunctional," said Dr. Wayne Gregory, a psychologist at the Central Texas Veterans Healthcare System.
Two studies in the last month have shown more than 30 percent of soldiers serving in Iraq and Afghanistan met the criteria for a mental disorder, with the American Psychological Association (APA) finding at best that 40 percent sought help.
"Now people are getting out of the service and they're beginning to seek help," said Dr. Paul Hicks, professor of psychiatry and behavioral medicine at Texas A&M's Health Science Center College of Medicine.
"We don't know when or if that will level off. It's got to level off at some point, but we haven't reached that point," he said.
A study published by the Archives of Internal Medicine found 13 percent of almost 104,000 veterans evaluated suffered from PTSD. Mental illness "threatens to bring the war back home as a costly personal and public health burden," it said.
Congress has ordered the Pentagon to establish a mental health task force, though its findings won't be presented until May.
"We have put them in very stressful situations and often times people need help and that help should be made available," said Rep. Gabrielle Giffords (news, bio, voting record), an Arizona Democrat.
The Pentagon is already on the defensive about medical treatment for soldiers after an investigation found shoddy living conditions for troops recovering from physical injuries at Walter Reed Army Medical Center.
Defense Secretary Robert Gates told Congress last month that the number of troops who tested positive for a mental health condition after being deployed was lower, 22 percent.
A Defense Department (DOD) spokeswoman defended its practices, noting mental health teams were in the field and they had begun a new program this year to also screen troops three to six months after they return home.
"DOD has been aggressively reaching out to support our military personnel before, during and after their deployments and their family members, this is unprecedented," said Pentagon spokeswoman Cynthia Smith
Tuesday, March 27, 2007
The Politics of Anger
George WillSunday, March 25, 2007
WASHINGTON -- During the divisive War of 1812, a livid woman famous for her long hair rode to the White House, stood in her carriage, let down her tresses and proclaimed that she would gladly be shorn of them if they would be used to hang President James Madison. That anecdote, from Catherine Allgor's biography of Dolley Madison, shows that today's theatrical anger is not without precedent. But now there is a new style in anger -- fury as a fashion accessory, indignation as evidence of good character.
Under the headline "San Franciscans Hurl Their Rage at Parking Patrol," The New York Times recently described the verbal abuse and physical violence -- there were 28 attacks in 2006 -- inflicted on parking enforcement officers in a city that has a surplus of liberalism and a shortage of parking places. Parking is so difficult that George Anderson, a mental health expert, has stopped holding lectures there because his audiences arrive seething about their parking frustrations. Anderson represents the American Association of Anger Management Providers.
Of course. San Francisco, a showcase for expressive individualism, is full of people bristling with rights and eager to rebel against oppressive authority, but having a hard time finding any. The only rules concern parking.
No wonder Americans are infatuated with anger: It is democratic. Anyone can express it, and it is one of the seven deadly sins, which means it is a universal susceptibility. So in this age that is proud of having achieved "the repeal of reticence," anger exhibitionism is pandemic.
There are the tantrums -- sometimes both theatrical and perfunctory -- of talking heads on television or commentators writing in vitriol (Paul Krugman's incessant contempt, Ann Coulter's equally constant loathing). There is road rage (and parking lot rage when the Whole Foods Market parking lot is congested with expressive individualists driving Volvos and Priuses). The blogosphere often is, as one blogger joyfully says, "an electronic primal scream." And everywhere there is the histrionic fury of ordinary people venting in everyday conversations.
Many people who loathe George W. Bush have adopted what Peter Wood describes as "ecstatic anger as a mode of political action." Anger often is, Wood says, "a spectacle to be witnessed by an appreciative audience, not an attempt to win over the uncommitted."
Wood, an anthropologist and author of "A Bee in the Mouth: Anger in America Now," says the new anger "often has the look-at-me character of performance art." His book is a convincing, hence depressing, explanation of "anger chic" --of why anger has become an all-purpose emotional stance. It has achieved prestige and become "a credential for group membership." As a result, "Americans have been flattening their emotional range into an angry monotone."
Wood notes that there is a "vagueness and elasticity of the grievances" that supposedly justify today's almost exuberant anger. And anger is more pervasive than merely political grievances would explain. Today's anger is a coping device for everyday life. It also is the defining attribute of an increasingly common personality type -- the person who "unless he is angry, feels he is nothing at all."
That type, infatuated with anger, uses it to express identity. Anger as an expression of selfhood is its own vindication. Wood argues, however, that as anger becomes a gas polluting the social atmosphere, it becomes not a sign of personal uniqueness but of a herd impulse.
Once upon a time, Americans admired models of self-control, people such as George Washington and Jackie Robinson, who mastered their anger rather than relishing being mastered by it. America's fictional heroes could be angry, but theirs was a reluctant anger -- Alan Ladd as the gunfighter in "Shane," Gary Cooper as the marshal in "High Noon." Today, however, proclaimed anger -- the more vituperative the better -- is regarded as a sign of good character and emotional vitality.
Perhaps this should not be surprising, now that Americans are inclined to elect presidents who advertise their emotions -- "I feel your pain." As the late Mary McGrory wrote, Bill Clinton "is a child of his age; he believes more in the thrust-out lower lip than the stiff upper one."
The politics of disdain -- e.g., Howard Dean's judgment that Republicans are "brain dead" and "a lot of them never made an honest living in their lives" -- derails politics by defining opponents as beyond the reach of reason. The anger directed at Bush today, like that directed at Clinton during his presidency, luxuriates in its own vehemence.
Today, many people preen about their anger as a badge of authenticity: I snarl therefore I am. Such people make one's blood boil.
George F. Will, a 1976 Pulitzer Prize winner whose columns are syndicated in more than 400 magazines and newspapers worldwide, is the author of Men at Work: The Craft of Baseball.
WASHINGTON -- During the divisive War of 1812, a livid woman famous for her long hair rode to the White House, stood in her carriage, let down her tresses and proclaimed that she would gladly be shorn of them if they would be used to hang President James Madison. That anecdote, from Catherine Allgor's biography of Dolley Madison, shows that today's theatrical anger is not without precedent. But now there is a new style in anger -- fury as a fashion accessory, indignation as evidence of good character.
Under the headline "San Franciscans Hurl Their Rage at Parking Patrol," The New York Times recently described the verbal abuse and physical violence -- there were 28 attacks in 2006 -- inflicted on parking enforcement officers in a city that has a surplus of liberalism and a shortage of parking places. Parking is so difficult that George Anderson, a mental health expert, has stopped holding lectures there because his audiences arrive seething about their parking frustrations. Anderson represents the American Association of Anger Management Providers.
Of course. San Francisco, a showcase for expressive individualism, is full of people bristling with rights and eager to rebel against oppressive authority, but having a hard time finding any. The only rules concern parking.
No wonder Americans are infatuated with anger: It is democratic. Anyone can express it, and it is one of the seven deadly sins, which means it is a universal susceptibility. So in this age that is proud of having achieved "the repeal of reticence," anger exhibitionism is pandemic.
There are the tantrums -- sometimes both theatrical and perfunctory -- of talking heads on television or commentators writing in vitriol (Paul Krugman's incessant contempt, Ann Coulter's equally constant loathing). There is road rage (and parking lot rage when the Whole Foods Market parking lot is congested with expressive individualists driving Volvos and Priuses). The blogosphere often is, as one blogger joyfully says, "an electronic primal scream." And everywhere there is the histrionic fury of ordinary people venting in everyday conversations.
Many people who loathe George W. Bush have adopted what Peter Wood describes as "ecstatic anger as a mode of political action." Anger often is, Wood says, "a spectacle to be witnessed by an appreciative audience, not an attempt to win over the uncommitted."
Wood, an anthropologist and author of "A Bee in the Mouth: Anger in America Now," says the new anger "often has the look-at-me character of performance art." His book is a convincing, hence depressing, explanation of "anger chic" --of why anger has become an all-purpose emotional stance. It has achieved prestige and become "a credential for group membership." As a result, "Americans have been flattening their emotional range into an angry monotone."
Wood notes that there is a "vagueness and elasticity of the grievances" that supposedly justify today's almost exuberant anger. And anger is more pervasive than merely political grievances would explain. Today's anger is a coping device for everyday life. It also is the defining attribute of an increasingly common personality type -- the person who "unless he is angry, feels he is nothing at all."
That type, infatuated with anger, uses it to express identity. Anger as an expression of selfhood is its own vindication. Wood argues, however, that as anger becomes a gas polluting the social atmosphere, it becomes not a sign of personal uniqueness but of a herd impulse.
Once upon a time, Americans admired models of self-control, people such as George Washington and Jackie Robinson, who mastered their anger rather than relishing being mastered by it. America's fictional heroes could be angry, but theirs was a reluctant anger -- Alan Ladd as the gunfighter in "Shane," Gary Cooper as the marshal in "High Noon." Today, however, proclaimed anger -- the more vituperative the better -- is regarded as a sign of good character and emotional vitality.
Perhaps this should not be surprising, now that Americans are inclined to elect presidents who advertise their emotions -- "I feel your pain." As the late Mary McGrory wrote, Bill Clinton "is a child of his age; he believes more in the thrust-out lower lip than the stiff upper one."
The politics of disdain -- e.g., Howard Dean's judgment that Republicans are "brain dead" and "a lot of them never made an honest living in their lives" -- derails politics by defining opponents as beyond the reach of reason. The anger directed at Bush today, like that directed at Clinton during his presidency, luxuriates in its own vehemence.
Today, many people preen about their anger as a badge of authenticity: I snarl therefore I am. Such people make one's blood boil.
George F. Will, a 1976 Pulitzer Prize winner whose columns are syndicated in more than 400 magazines and newspapers worldwide, is the author of Men at Work: The Craft of Baseball.
Friday, March 23, 2007
Positive Solutions on the Top Ten Anderson and Anderson Anger Management Providers for the first quarter of 2007
Carlos Todd, LPC, CAMF is a new Anderson & Anderson providers and one of our emerging superstars. Mr. Todd is the principal provider of anger management and executive coaching for Excel Personal Development in North Carolina. He is also a prolific writer with an interest in emotional intelligence. A number of Mr. Todd’s blog entries appear on the following blogs: www.andersonservices.com/blog, http://www.anger-trends.blogspot.com/, http://www.angerhurts.com/ and http://www.topix.net/.
Sonia Brill, MSW, LCSW, CAMF. Ms. Brill is a New York University trained Clinician with extensive experience in mental health and the private practice of psychotherapy. Ms. Brill received graduate training from New York University and post-graduate training in Group and Family Work from the Albert Einstein College of Medicine-Group and Family Institute. She is currently based in Denver Colorado where she provides anger management, executive coaching and an enervative anger management assessment consultation practice. Sonia is an active member of the Anderson & Anderson team of trainers and our Key Person for Colorado. For an interesting blog and an effective website, click here: http://www.angerxchange.com/, http://www.andersonservices.com/about.html
Colbert Williams, MSW, LCSW, CAMF. Mr. Williams is an experienced License Clinical Social Worker with extensive experience in family violence and psychotherapy.
He recently produced one of the most impressive marketing DVDs ever for providers of anger management and executive coaching. This DVD can be viewed at his website at: http://www.executiveandlifecoachinginc.com/ . Not only are we endorsing this Marketing DVD, Anderson & Anderson is recommending that all of it’s’ providers review this DVD and consider using Colbert Williams to adapt it for their use.
Gregory Kyles, M.A., LPC, CAMF. http://www.andersonservices.com/about.html In addition to being an Anderson & Anderson Key Person for Texas, Mr. Kyles is the Texas Vice President of the American Association of Anger Management Providers. In this role, he is working actively with the Texas State Legislature to pass legislation to mandate anger management for all middle school students in the state of Texas. Mr. Kyles is making certain that Anderson & Anderson Providers are positioned to play a significant role in providing anger management and executive coaching in Texas. http://www.ami-tx.com/ Anger Management Institute of Texas is a major provider of anger management in Houston.
Lindsay Ferguson, M.A., MFT, CAMF, http://www.marinangermanagement.com/. Lindsay and his impressive staff are working assertively to position Marin Anger Management as the premier executive and anger management provider for Marin County. He is working with the courts as well as corporations and hospitals in Northern California to consider anger management as a proactive intervention to prevent unhealthy anger.
Linda Lammers, CAMF, http://www.angermanagementintervention.com/ . Linda Lammers previously provided anger management as an Anderson & Anderson Provider in California. She has only been in Tucson for 8 months yet she has emerged and the Anderson & Anderson Key Person for Arizona and New Mexico.
She has sponsored the Anderson & Anderson Facilitator Certification recently in Tucson and Phoenix. Linda is positioned to purchase Licensing Agreement for Arizona and New Mexico.
Frank Morales, M.S., CAMF, http://www.fsc-hsv.org/, http://www.andersonservices.com/providersus.html#NC Mr. Morales has been a Certified Anderson & Anderson Anger Management Provider for approximately 5 years. During this time he has emerged as the most respected professional anger management provider in the South. He is responsible for creating a number of programs for the Court System in Alabama. Mr. Morales has identified three different types of programs being utilized by the court systems in Alabama that require a person who is trained and Certified in Anger Management to deal with angry people who cannot communicate effectively with each other:
Conflict Resolution Program-used to lower resentments, improve communication, and remove adversarial barriers that prevent co-parenting. This program is also utilized in workplace disputes.
Parenting Coordinators are appointed by the court in several states to work with couples who exhibit a high degree of conflict. The parenting coordinator makes binding decisions when the couple cannot agree.
Collaborative Law-where people sign contracts with lawyers and agree not to go to court. Here, the term divorce coach is used to help parties agree to keep the situation amiable.
According to Mr. Morales, “Family Law court is overwhelmed with contested divorce cases and motions being brought repeatedly before the court which takes a considerable amount of court time. Many of these arguments could have been resolved by Certified Anderson & Anderson Anger Management Providers who have experience dealing with people who score in the deficit range of the Conover Assessment in anger, stress, assertive communication or empathy. With this in mind, Anderson and Anderson providers are a perfect match for this type of work. We have the most training and should market ourselves as such. Anger Management is the most critical element needed for the success of the above programs. Both lawyers and judges should be approached from the aspect of our ability to lower the adversarial element thereby not creating unworkable post-divorce custody situations and managing case flow better in the court system.”
Mr. Morales will use his position as an Anderson & Anderson Key Person to integrate the above three programs into future Certification Trainings.
Arnold Abrams, CAMF, http://www.andersonservices.com/providersLACounty.html Mr. Abrams has been an Anderson & Anderson anger management provider for almost 15 years. He has 7 locations in Los Angeles County making him the largest single provider in the County. 1AAA Family Harmony—Armonia Familiar, which is Mr. Abrams organization has anger management contracts with Los Angeles County in relation to substance abuse and anger management.
Karina Narduzzi, CAMF, http://www.positivesolutions.org/ Since January of 2005, Positive Solutions Certified Anger Management and Executive Coaching has been offering real-world classes and workshops that enable motivated persons to get control of and manage their anger.
Karina is a regular contributor to the Anderson & Anderson blog and frequently supports the brand on her own blog.
Karen Golob, C.C.D.C., http://www.andersonservices.com/providersLACounty.html C.A.M.F, Anger Management Services of Beverly Hills has an unusual practice. Karen specializes in offering executive coaching to high profile clients. She contracts with upscale Rehab Programs in the Los Angeles area to provide executive coaching to their clients. Email: http://mail.positivesolutions.org/cgi-bin/compose.exe?id=003872d32e4348321e82cae3f663fb2b041&new=&xsl=compose.xsl&to
=info@anger411.com?subject=I%20found%20your%20listing%20on%20the%20Anderson%20&%20Anderson%20US%20Provider%20List ,Website: http://www.anger411.com/
George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Fellow, American Orthopsychiatric Association
http://www.andersonservices.com/
http://www.anger-management-resources.org/
http://www.aaamp.org/
George Anderson, MSW, BCD, CAMFDiplomate, American Association of Anger Management Providers
http://www.andersonservices.com/http://www.angertrends.blogspot.com/
www.anger-management-resources.org
Sonia Brill, MSW, LCSW, CAMF. Ms. Brill is a New York University trained Clinician with extensive experience in mental health and the private practice of psychotherapy. Ms. Brill received graduate training from New York University and post-graduate training in Group and Family Work from the Albert Einstein College of Medicine-Group and Family Institute. She is currently based in Denver Colorado where she provides anger management, executive coaching and an enervative anger management assessment consultation practice. Sonia is an active member of the Anderson & Anderson team of trainers and our Key Person for Colorado. For an interesting blog and an effective website, click here: http://www.angerxchange.com/, http://www.andersonservices.com/about.html
Colbert Williams, MSW, LCSW, CAMF. Mr. Williams is an experienced License Clinical Social Worker with extensive experience in family violence and psychotherapy.
He recently produced one of the most impressive marketing DVDs ever for providers of anger management and executive coaching. This DVD can be viewed at his website at: http://www.executiveandlifecoachinginc.com/ . Not only are we endorsing this Marketing DVD, Anderson & Anderson is recommending that all of it’s’ providers review this DVD and consider using Colbert Williams to adapt it for their use.
Gregory Kyles, M.A., LPC, CAMF. http://www.andersonservices.com/about.html In addition to being an Anderson & Anderson Key Person for Texas, Mr. Kyles is the Texas Vice President of the American Association of Anger Management Providers. In this role, he is working actively with the Texas State Legislature to pass legislation to mandate anger management for all middle school students in the state of Texas. Mr. Kyles is making certain that Anderson & Anderson Providers are positioned to play a significant role in providing anger management and executive coaching in Texas. http://www.ami-tx.com/ Anger Management Institute of Texas is a major provider of anger management in Houston.
Lindsay Ferguson, M.A., MFT, CAMF, http://www.marinangermanagement.com/. Lindsay and his impressive staff are working assertively to position Marin Anger Management as the premier executive and anger management provider for Marin County. He is working with the courts as well as corporations and hospitals in Northern California to consider anger management as a proactive intervention to prevent unhealthy anger.
Linda Lammers, CAMF, http://www.angermanagementintervention.com/ . Linda Lammers previously provided anger management as an Anderson & Anderson Provider in California. She has only been in Tucson for 8 months yet she has emerged and the Anderson & Anderson Key Person for Arizona and New Mexico.
She has sponsored the Anderson & Anderson Facilitator Certification recently in Tucson and Phoenix. Linda is positioned to purchase Licensing Agreement for Arizona and New Mexico.
Frank Morales, M.S., CAMF, http://www.fsc-hsv.org/, http://www.andersonservices.com/providersus.html#NC Mr. Morales has been a Certified Anderson & Anderson Anger Management Provider for approximately 5 years. During this time he has emerged as the most respected professional anger management provider in the South. He is responsible for creating a number of programs for the Court System in Alabama. Mr. Morales has identified three different types of programs being utilized by the court systems in Alabama that require a person who is trained and Certified in Anger Management to deal with angry people who cannot communicate effectively with each other:
Conflict Resolution Program-used to lower resentments, improve communication, and remove adversarial barriers that prevent co-parenting. This program is also utilized in workplace disputes.
Parenting Coordinators are appointed by the court in several states to work with couples who exhibit a high degree of conflict. The parenting coordinator makes binding decisions when the couple cannot agree.
Collaborative Law-where people sign contracts with lawyers and agree not to go to court. Here, the term divorce coach is used to help parties agree to keep the situation amiable.
According to Mr. Morales, “Family Law court is overwhelmed with contested divorce cases and motions being brought repeatedly before the court which takes a considerable amount of court time. Many of these arguments could have been resolved by Certified Anderson & Anderson Anger Management Providers who have experience dealing with people who score in the deficit range of the Conover Assessment in anger, stress, assertive communication or empathy. With this in mind, Anderson and Anderson providers are a perfect match for this type of work. We have the most training and should market ourselves as such. Anger Management is the most critical element needed for the success of the above programs. Both lawyers and judges should be approached from the aspect of our ability to lower the adversarial element thereby not creating unworkable post-divorce custody situations and managing case flow better in the court system.”
Mr. Morales will use his position as an Anderson & Anderson Key Person to integrate the above three programs into future Certification Trainings.
Arnold Abrams, CAMF, http://www.andersonservices.com/providersLACounty.html Mr. Abrams has been an Anderson & Anderson anger management provider for almost 15 years. He has 7 locations in Los Angeles County making him the largest single provider in the County. 1AAA Family Harmony—Armonia Familiar, which is Mr. Abrams organization has anger management contracts with Los Angeles County in relation to substance abuse and anger management.
Karina Narduzzi, CAMF, http://www.positivesolutions.org/ Since January of 2005, Positive Solutions Certified Anger Management and Executive Coaching has been offering real-world classes and workshops that enable motivated persons to get control of and manage their anger.
Karina is a regular contributor to the Anderson & Anderson blog and frequently supports the brand on her own blog.
Karen Golob, C.C.D.C., http://www.andersonservices.com/providersLACounty.html C.A.M.F, Anger Management Services of Beverly Hills has an unusual practice. Karen specializes in offering executive coaching to high profile clients. She contracts with upscale Rehab Programs in the Los Angeles area to provide executive coaching to their clients. Email: http://mail.positivesolutions.org/cgi-bin/compose.exe?id=003872d32e4348321e82cae3f663fb2b041&new=&xsl=compose.xsl&to
=info@anger411.com?subject=I%20found%20your%20listing%20on%20the%20Anderson%20&%20Anderson%20US%20Provider%20List ,Website: http://www.anger411.com/
George Anderson, MSW, BCD, CAMF, CEAP
Diplomate, American Association of Anger Management Providers
Fellow, American Orthopsychiatric Association
http://www.andersonservices.com/
http://www.anger-management-resources.org/
http://www.aaamp.org/
George Anderson, MSW, BCD, CAMFDiplomate, American Association of Anger Management Providers
http://www.andersonservices.com/http://www.angertrends.blogspot.com/
www.anger-management-resources.org
Thursday, March 15, 2007
Emotional Intelligence: The Key Ingredient to you Success
With our anger management program here at Positive Solutions has an aspect of our curriculum called Emotional Intelligence. Emotional what? (You may be saying in your head!) Yes indeed, Emotional Intelligence is a new concept, which is related to the ability to understand one’s own feelings and behavior as well as the capacity to sense the feelings and needs of others and to utilize this information in a way that enhances interpersonal relationships.
So how does it work? First it is your emotions, which God gave us as our guidance system. When He created us in the most Awesome way He gave us feelings. Yes! Feelings! Ok Guys this does not mean you need to go put on the pink shirt and it doesn’t mean we all need to get all warm and fuzzy! This guidance system has let human beings know when a natural human need is not being met. For example, when we feel lonely, our need for connection with other people is unmet. When we feel afraid, our need for safety is unmet. So emotions guide us in making decisions in our everyday lives.
The next aspect of Emotional Intelligence is how we see our environment and this determines how we respond emotionally. If we appraise a situation as a threat, put-down, or an insult, we are more likely to respond with anger. However, if we appraise a situation positively, our response will be positive. Two people can appraise the same situation differently. Our feelings are very personal and do not follow rules of logic. We can appraise the same situation differently at different times based on our moods, level of stress, and clarity of thought.
Emotions are one of the keys in uniting us with others. Our emotions are what makes us human and are universal through out cultures. These include 4 basic emotions: Empathy, Compassion, Cooperation, and Forgiveness. So we all are born with these emotions, however, when we are under stress we tend to be more focused on our own problems and are desensitized to people’s feelings.
Look at a Kindergarten class. They know how to share. They hold hands and help each other. They compliment each other. They know when to say sorry. They give hugs. They are full of joy and smile. They do not judge. They also try to communicate their feelings to one another and get the situation worked out immediately without someone holding it in over time like many older children and adults do.
As we grow into adolescents and adults we tend to forget what it is like to cooperate, forgive, walk in someone else’s shoes (empathy), and have compassion for someone. These basic values that give us peace in our lives can get lost with the stresses of life and in turn make a person bitter, angry, and someone others do not want to be around. We do not realize that when we speak that this comes out in our communication with others. We will tend to be not as thankful as we should be and not able to forgive someone. These things build over time. Then our beliefs will control our behavior.
As these things build we lose our sense of Emotional Intelligence. As this happens people will see problems with their health, problems in their marriages, low grades at school, low performance at work, etc.
Taking the time to connect with ourselves everyday and looking at how we treat people on a daily basis is something that we should constantly be doing. But we get caught up in life and forget the simple ways of living. This means taking responsibility for our actions and admitting when we are wrong. Being able to ask for forgiveness as well as accept someone’s apology is another aspect.
Finally, emotional intelligence is the main ingredient in the curriculum we present in our anger management classes. It incorporates all skills learned in our curriculum and can help you achieve success in your relationships, work performance, and better health. Most of us already know how to achieve emotional intelligence. After all, most of us were in Kindergarten at one time in our lives and learned how to get along in life.
Until next time………………………….God bless you.
So how does it work? First it is your emotions, which God gave us as our guidance system. When He created us in the most Awesome way He gave us feelings. Yes! Feelings! Ok Guys this does not mean you need to go put on the pink shirt and it doesn’t mean we all need to get all warm and fuzzy! This guidance system has let human beings know when a natural human need is not being met. For example, when we feel lonely, our need for connection with other people is unmet. When we feel afraid, our need for safety is unmet. So emotions guide us in making decisions in our everyday lives.
The next aspect of Emotional Intelligence is how we see our environment and this determines how we respond emotionally. If we appraise a situation as a threat, put-down, or an insult, we are more likely to respond with anger. However, if we appraise a situation positively, our response will be positive. Two people can appraise the same situation differently. Our feelings are very personal and do not follow rules of logic. We can appraise the same situation differently at different times based on our moods, level of stress, and clarity of thought.
Emotions are one of the keys in uniting us with others. Our emotions are what makes us human and are universal through out cultures. These include 4 basic emotions: Empathy, Compassion, Cooperation, and Forgiveness. So we all are born with these emotions, however, when we are under stress we tend to be more focused on our own problems and are desensitized to people’s feelings.
Look at a Kindergarten class. They know how to share. They hold hands and help each other. They compliment each other. They know when to say sorry. They give hugs. They are full of joy and smile. They do not judge. They also try to communicate their feelings to one another and get the situation worked out immediately without someone holding it in over time like many older children and adults do.
As we grow into adolescents and adults we tend to forget what it is like to cooperate, forgive, walk in someone else’s shoes (empathy), and have compassion for someone. These basic values that give us peace in our lives can get lost with the stresses of life and in turn make a person bitter, angry, and someone others do not want to be around. We do not realize that when we speak that this comes out in our communication with others. We will tend to be not as thankful as we should be and not able to forgive someone. These things build over time. Then our beliefs will control our behavior.
As these things build we lose our sense of Emotional Intelligence. As this happens people will see problems with their health, problems in their marriages, low grades at school, low performance at work, etc.
Taking the time to connect with ourselves everyday and looking at how we treat people on a daily basis is something that we should constantly be doing. But we get caught up in life and forget the simple ways of living. This means taking responsibility for our actions and admitting when we are wrong. Being able to ask for forgiveness as well as accept someone’s apology is another aspect.
Finally, emotional intelligence is the main ingredient in the curriculum we present in our anger management classes. It incorporates all skills learned in our curriculum and can help you achieve success in your relationships, work performance, and better health. Most of us already know how to achieve emotional intelligence. After all, most of us were in Kindergarten at one time in our lives and learned how to get along in life.
Until next time………………………….God bless you.
Tuesday, March 13, 2007
Job Stress and Health
Stress sets off an alarm in the brain, which responds by preparing the body for defensive action. The nervous system is aroused and hormones are released to sharpen the senses, quicken the pulse, deepen respiration, and tense the muscles. This response (sometimes called the fight or flight response) is important because it helps us defend against threatening situations. The response is preprogrammed biologically. Everyone responds in much the same way, regardless of whether the stressful situation is at work or home.
Short-lived or infrequent episodes of stress pose little risk. But when stressful situations go unresolved, the body is kept in a constant state of activation, which increases the rate of wear and tear to biological systems. Ultimately, fatigue or damage results, and the ability of the body to repair and defend itself can become seriously compromised. As a result, the risk of injury or disease escalates.
In the past 20 years, many studies have looked at the relationship between job stress and a variety of ailments. Mood and sleep disturbances, upset stomach and headache, and disturbed relationships with family and friends are examples of stress-related problems that are quick to develop and are commonly seen in these studies. These early signs of job stress are usually easy to recognize. But the effects of job stress on chronic diseases are more difficult to see because chronic diseases take a long time to develop and can be influenced by many factors other than stress. Nonetheless, evidence is rapidly accumulating to suggest that stress plays an important role in several types of chronic health problems-especially cardiovascular disease, musculoskeletal disorders, and psychological disorders.
Health care expenditures are nearly 50% greater for workers who report high levels of stress.
-Journal of Occupational and Environmental Medicine
For more information on Job Related Stress and to download this full brochure please visit:
http://www.cdc.gov/niosh/stresswk.html
For ways that you can help your company's Employee's deal with stress please contact Positive Solutions Anger Management and Executive Coaching for Executive Coaching and Workshops that are available for businesses and organizations. Weekly classes available for those seeking self-help in areas of Stress Management, Communication, Emotional Intelligence, and Anger Management. Call us today, 661-303-5669 or visit our website at www.positivesolutions.org
Short-lived or infrequent episodes of stress pose little risk. But when stressful situations go unresolved, the body is kept in a constant state of activation, which increases the rate of wear and tear to biological systems. Ultimately, fatigue or damage results, and the ability of the body to repair and defend itself can become seriously compromised. As a result, the risk of injury or disease escalates.
In the past 20 years, many studies have looked at the relationship between job stress and a variety of ailments. Mood and sleep disturbances, upset stomach and headache, and disturbed relationships with family and friends are examples of stress-related problems that are quick to develop and are commonly seen in these studies. These early signs of job stress are usually easy to recognize. But the effects of job stress on chronic diseases are more difficult to see because chronic diseases take a long time to develop and can be influenced by many factors other than stress. Nonetheless, evidence is rapidly accumulating to suggest that stress plays an important role in several types of chronic health problems-especially cardiovascular disease, musculoskeletal disorders, and psychological disorders.
Health care expenditures are nearly 50% greater for workers who report high levels of stress.
-Journal of Occupational and Environmental Medicine
For more information on Job Related Stress and to download this full brochure please visit:
http://www.cdc.gov/niosh/stresswk.html
For ways that you can help your company's Employee's deal with stress please contact Positive Solutions Anger Management and Executive Coaching for Executive Coaching and Workshops that are available for businesses and organizations. Weekly classes available for those seeking self-help in areas of Stress Management, Communication, Emotional Intelligence, and Anger Management. Call us today, 661-303-5669 or visit our website at www.positivesolutions.org
Monday, March 12, 2007
More Men Report Sexual Harassment at Work
Robert DiGiacomo, for Yahoo! HotJobs
Defying assumptions about sexual harassment in the workplace, a record percentage of men reported being harassed by male colleagues last year, according to the Equal Employment Opportunity Commission.
Cases filed by men made up 15.4 percent of the 12,025 sexual harassment charges in fiscal year 2006, compared to 14.3 percent in 2005 and 11.6 percent a decade ago, according to the EEOC
New Realities in the Workplace
"There's no question this is not only a growing category of claims, but also a large societal problem of which we are just starting to see the tip of the iceberg," says Riki Wilchins, executive director of the Gender Public Advocacy Coalition, a nonprofit group based in Washington, D.C.
Although the statistics don't reveal whether the alleged harassers of men also are male, they typically are -- it's rare for a man to file charges against a female coworker or supervisor, says EEOC spokesman David Grinberg.
It's also unlikely that interactions in the workplace between men have become more hostile over the past 15 years.
What's changed, though, is recognition by the legal system of male-on-male harassment, via a landmark 1998 Supreme Court ruling. The high court found in Oncale v. Sundowner Offshore Services that same-sex sexual harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964.
An Unwritten Code Changes
"This kind of harassment has always taken place in the workplace," Wilchins says. "But the kind of abrasive, sexualized horseplay that might have been acceptable 10 years ago is actionable today.
"More males realize they don't have to take it -- they can file suit."
While harassment based on sexual orientation is not protected by federal law, it's important to note that in gender-based harassment, the aggressors -- and their victims -- are likely straight.
"We assume that the vast majority of the cases are not individuals who are necessarily gay or transgender, but they're in situations where there are these abrasive codes of masculinity to which men are expected to live up to," Wilchins says.
Know the Signs
What constitutes sexual harassment? According to the EEOC, it happens when submitting to or rejecting "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" affects your job, disrupts your work performance or leads to an "intimidating, hostile or offensive" workplace.
In the case of men harassing other men, these unwelcome behaviors could range from the use of feminine pronouns and sexual taunts, to simulated sex acts and threats of a sexually aggressive nature, according to GenderPAC.
What You Can Do
What to do if you believe you're a victim? The EEOC recommends you first follow internal company complaint procedures.
If your employer cannot -- or will not -- resolve the situation to your satisfaction, you can file a complaint at one of the EEOC's 53 offices.
The agency will investigate, and if it finds evidence to support your claim, will attempt to mediate the case. If necessary, the EEOC will file a lawsuit on your behalf.
You can also find more resources on this topic from these agencies:
Equal Employment Opportunity Commission
Gender Public Advocacy Coalition
Sexual Harassment Support
A Note from Positive Solutions:
(Also remember that good training including Anger and Stress Managment are a key in helping your business avoid some of these issues at work )
Defying assumptions about sexual harassment in the workplace, a record percentage of men reported being harassed by male colleagues last year, according to the Equal Employment Opportunity Commission.
Cases filed by men made up 15.4 percent of the 12,025 sexual harassment charges in fiscal year 2006, compared to 14.3 percent in 2005 and 11.6 percent a decade ago, according to the EEOC
New Realities in the Workplace
"There's no question this is not only a growing category of claims, but also a large societal problem of which we are just starting to see the tip of the iceberg," says Riki Wilchins, executive director of the Gender Public Advocacy Coalition, a nonprofit group based in Washington, D.C.
Although the statistics don't reveal whether the alleged harassers of men also are male, they typically are -- it's rare for a man to file charges against a female coworker or supervisor, says EEOC spokesman David Grinberg.
It's also unlikely that interactions in the workplace between men have become more hostile over the past 15 years.
What's changed, though, is recognition by the legal system of male-on-male harassment, via a landmark 1998 Supreme Court ruling. The high court found in Oncale v. Sundowner Offshore Services that same-sex sexual harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964.
An Unwritten Code Changes
"This kind of harassment has always taken place in the workplace," Wilchins says. "But the kind of abrasive, sexualized horseplay that might have been acceptable 10 years ago is actionable today.
"More males realize they don't have to take it -- they can file suit."
While harassment based on sexual orientation is not protected by federal law, it's important to note that in gender-based harassment, the aggressors -- and their victims -- are likely straight.
"We assume that the vast majority of the cases are not individuals who are necessarily gay or transgender, but they're in situations where there are these abrasive codes of masculinity to which men are expected to live up to," Wilchins says.
Know the Signs
What constitutes sexual harassment? According to the EEOC, it happens when submitting to or rejecting "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" affects your job, disrupts your work performance or leads to an "intimidating, hostile or offensive" workplace.
In the case of men harassing other men, these unwelcome behaviors could range from the use of feminine pronouns and sexual taunts, to simulated sex acts and threats of a sexually aggressive nature, according to GenderPAC.
What You Can Do
What to do if you believe you're a victim? The EEOC recommends you first follow internal company complaint procedures.
If your employer cannot -- or will not -- resolve the situation to your satisfaction, you can file a complaint at one of the EEOC's 53 offices.
The agency will investigate, and if it finds evidence to support your claim, will attempt to mediate the case. If necessary, the EEOC will file a lawsuit on your behalf.
You can also find more resources on this topic from these agencies:
Equal Employment Opportunity Commission
Gender Public Advocacy Coalition
Sexual Harassment Support
A Note from Positive Solutions:
(Also remember that good training including Anger and Stress Managment are a key in helping your business avoid some of these issues at work )
Subscribe to:
Posts (Atom)
