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| EXECUTIVE COACHING |
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The ASSESSMENT COMPONENT is used with executive coaching at The Way Education and Counseling Center, LLC (WECC)
Consists of the following scales:
Interpersonal Assertion–this scale indicates how effectively individuals use direct, honest, and appropriate expression of thoughts, feelings, and behaviors when dealing with others. It indicates the degree to which one is able to be direct and honest in communicating with others without violating their rights.
Interpersonal Aggression–this scale assesses the degree to which communication styles violate, overpower, dominate, or discredit another person’s rights, thoughts, feelings, or behaviors. High interpersonal aggression is related to personality characteristics of rebelliousness, resentment, and oversensitive response to real or imagined affronts.
Interpersonal Deference–this scale measures the degree to which communication style is indirect, self-inhibiting, self-denying, and ineffectual for the accurate expression of thoughts, feelings, and behaviors. High interpersonal deference is related to the personality characteristics of apprehensiveness, shyness, and over-sensitivity to threat or conflict.
Empathy–this scale indicates individuals’ abilities to sense, understand, and accept another person’s thoughts, feelings, and behaviors. A strong sense of others’ feelings and emotions is a key element to anger management. Empathy is a primary characteristic of skilled communicators. Persons with strong empathy tend to be sociable and outgoing.
Stress Management–this scale assesses perceived skill in managing stress and anxiety. Anger that results in violence is usually triggered by a stressful event that is not appropriately managed.
Persons with skills in managing stress positively are competent managers of time and are flexible, self-assured, stable, and self-reliant.
Change Orientation–this scale indicates the degree of motivation and readiness for change in the skills measured by The Anger Management Map. A high score indicates dissatisfaction with current skills and a strong conviction of the need to make personal changes.
Individuals with this profile are on a self-destructive course. They have difficulty expressing their needs and demands. They have difficulty standing up to others and cannot deal with conflict (low Interpersonal Assertion). They are sensitive to threat and will tend to withdraw when confronted (high Interpersonal Deference). They have a difficult time understanding the feelings of others (low Empathy). Stress tolerance is low and as a result their ability to handle stressful situations is quite limited (low Stress Management).
The one good thing going for them is the fact that they want to change, however they do not know how to effect change positively in their lives. If positive change does not occur, they could look for ways to act out their frustrations (high Conflict Resolution).
Developing Healthy Relationships and Interpersonal Communication
Successful living requires skills and competencies essential to establishing and maintaining a variety of strong and healthy relationships. Effective communication is the key to positive and healthy relationships. Communication is especially difficult under stressful conditions. Stress is usually the trigger for anger. Empathy, the ability to put oneself in someone else’s shoes, is a key component in controlling one’s anger.
Research demonstrates that individuals who possess empathy are less likely to act out on their anger. Assertion is a powerful emotional skill that helps a person to communicate more effectively, honestly, and appropriately. It is the opposite of aggression or deference.
Aggression and deference are patterns of communication that need to be altered by the emotional skills of anger control/management and fear control/management.
Finally, change orientation is the indication of satisfaction and the magnitude of change perceived as desirable for developing personal and life effectiveness. Change orientation includes the degree to which a person is motivated and ready for change. Change orientation is a reflection of the satisfaction or dissatisfaction with current anger management skills and abilities.
This scale is a reliable predictor of an individual’s potential for success through training.
Skill Enhancement Component
Consists of the following three skill enhancement components:
- Interpersonal Assertion
- Empathy
- Stress Management
Each skill enhancement module consists of approximately 3-4 hours of interactive, learning activities, listening activities, and post assessments.
The Anger Management Program consists of software and/or print. The software has a full audio option for the limited reader.
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Emotional Intelligence, a Critical Factor in Anger Management Intervention
George Anderson, MSW, BCD, CEAP
CEO, Anderson & Anderson
Fellow, American Orthopsychiatric Association Diplomate, American Association of Anger Management Providers
Emotional intelligence is the capacity to create positive incomes in relationship to others and ourselves. It is the practice of being aware, understanding, appropriately expressing and handling emotional states in ourselves and others.
Emotional intelligence is an important skill to acquire because of its usefulness in leadership, sales, marriage and interpersonal relationships at work, school and families. It is a skill which can be developed and/or enhanced at any point in our lives.
The Anderson and Anderson model of anger management intervention is one of the first curriculums to incorporate emotional intelligence as a key component of the skills taught in its anger management classes as well as executive coaching.
The other components of this model include stress management, communication and anger management. All of these four key concepts are woven throughout the curricula as well as the group exercises, videos and CDs used to teach participants not only how to manage anger but also how to manage stress, improve communication and enhance emotional intelligence.
Before being admitted into any of our programs, a computer scored Anger Management Map is administered. This assessment component determines the client’s level of functioning in the following areas, anger management, stress management, emotional intelligence and communications.
Skills in these four areas are the topics taught in the Anderson & Anderson model of intervention programs.
While an individual may initially enroll in an anger management class as a referral from the court, Human Resource Manager, Employee Assistance Program or spouse, once in the class, he or she will quickly recognizes the value of using these skills in all other aspects of his or her daily functioning.
Emotional intelligence is by far the most popular of the four modules mentioned above. It is closely related to empathy, sensitivity to others, compassion and self awareness. It is what distinguishes persons who make you feel comfortable, optimistic, laugh and feel good about yourself from those who you avoid because their negativism is contagious and tends to cause you to feel gloom and discomfort.
Currently, in the United States, Canada, England and Bermuda, the largest number of referrals to anger management programs using the Anderson & Anderson model are from businesses, and governmental agencies, including Hospitals.
These organizations tend to be most concerned about the bottom line, productivity, profit and good morale.
Understanding the powerful role of emotions in the workplace sets the best leaders apart from the rest not just in tangibles such as better results and the retention of talent, but also in the all-important intangibles, such as higher morale, motivation, and commitment.
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