A Day of Executive Coaching

The Anderson & Anderson model of anger management is the most effective and widely-recognized curriculum in the world. This model, which has been featured in Los Angeles Times Magazine, focuses on enhancing emotional intelligence and assertive communication while introducing behavior strategies for identifying and managing anger and stress. Our certification training and approved provider list are the industry standards and dominate the internet.

The Third day of Training is Executive Coaching. This training will include a demonstration of the contents and presentation of a ten hour Executive Coaching class along with assessment and Post Test.

I've had the pleasure of knowing and being mentored by George Anderson for over four years. Today I got to attend his famous executive coaching training. Executive coaching provides business and community leaders; professionals, such as lawyers and doctors; and law enforcement and criminal justice personnel with skills to avoid outrageous outbursts, to communicate more effectively and assertively, to manage their stress, and to increase their emotional intelligence and overall effectiveness.

Often executives are referred for coaching because of an angry outburst that creates a hostile work environment. Human resources departments frequently refer problem employees for anger management, but open classes are rarely appropriate for executives and managers with the same difficulties. Even professional partners in law firms and medical practices have been required to receive anger management.

Executive coaching allows this training to be done at a one to one level. It begins with an in-depth assessment procedure, using validated assessment tools, such as the Connover instrument and the EQ-Map. An individualized strategy is then mapped out with the client based on the results of the assessment. The client is expected to complete various practical assignments to help them strengthen personal deficits. This work is done one-on-one. After 10 to 20 hours of contact, a post-test is used to evaluate progress along with the client's anectdotal reporting.

This model has proven extremely effective for talent agents, corporate executives, physicians, judges, police officers, and even psychotherapists. I was very enriched by George's careful explanation of the material and getting the opportunity to see how the material is broken down for individual clients.

I look forward to beginning this work in my own practice.