Houston, Texas Anger Management Classes

Fast Track Anger Management Classes Every Saturday and Sunday of the month.

If you’ve been court ordered to complete an anger management class by a certain date, and you don’t have the time to attend weekly classes or due to unseen circumstances and procrastination you find yourself out of time to attend weekly classes to meet your court ordered deadline — this series of weekend classes is available for you.

Class Schedule:

It is recommended, but not required, all Self Referral and Employer Referral students complete 16 Hours of Anger Management to receive a Certificate of Completion.

• Employer referrals need written documentation from Employer detailing the required number of hours if enrolling for less than 16 hours.

The 16 Hours came be completed in 2 weekends if you attend 8 hours per weekend (Sat & Sun) or in 1 month if you attend 4 hours per weekend. You can choose when and what days you want to attend as long as you complete 4 hours in Anger Management, 4 hours in Stress Management, 4 hours in Assertive Communication, and 4 hours in Emotional Intelligence within an 8 week time period.

Other Class Options are available:

• 8 Hours classes:The 8 Hours can be completed in 1 weekend if you attend 4 hours Saturday, and 4 hours Sunday or you can attend 2 Saturdays or 2 Sundays. The 8 hours must be completed with a 4 week time period.

• 12 Hours Classes: The 12 Hours can be completed in 2 weekends or a mixture of Saturday and Sunday 4 hours classes. The 12 hours must be completed with an 8 week time period.

Saturdays: 8:00 a.m. – 12:00 noon
Sundays:1:00 p.m. – 5:00 p.m.

Fees: Classes – $20 per hour
Anger Assessment and Workbook available for purhase, but not required – $30 Each.

Please call 281-477-9105 or visit http://www.ami-tx.com for additional information.

Anger Management Institute of Texas is a certified Anderson & Anderson ® provider.

 

Anger Management Classes and Anger Management – Executive Coaching available in Houston, Texas.

 

Gregory A. Kyles, M.A., LPC, CEAP, CAMF
Director, Anger Management Institute of Texas
Diplomate, President of Texas Chapter
American Association of Anger Management Providers
http://www.ami-tx.com

http://www.ami-tx.org
https://gregorykyles.wordpress.com
http://www.linkedin.com/in/gregorykyles
http://www.myspace.com/anger_management_expert  

 

 

Disruptive Physician Behavior and JCAHO Standards

When I speak with hospital administrators, many times the topic of disruptive physician behavior comes up. Now that has some obvious reasons. Disruptive physician behavior can damage the hospitals reputation tremendously and it can cost the organization lots of money. It is actually estimated that unnecessary turnover rates alone costs health care organizations more than $150,000 per disruptive physician. Additionally, a new survey about physician-nurse relationships uncovers a strikingly high prevalence of disruptive physician behavior that is affecting nurse retention. It showed that disruptive behavior by physicians is contributing to fuel the nationwide nursing shortage, heavily impacting job satisfaction and morale for nurses.The survey results also revealed the seriousness of the issue and highlight a lack of physician awareness, appreciation, value and respect for nurses.

As a result, disruptive physician behavior has a negative impact on patient quality care and increases the likelihood of medical errors.Now what is disruptive physician behavior? There are many definitions available; however, the American Medical Association sums it up succinctly by “defining disruptive behavior as a style of interaction with physicians, hospital personnel, patients, family members, or others that interferes with patient care.” Obviously, disruptive behavior cannot be neglected and needs to be addressed at the organizational level. Of course every hospital has a process in place how they address those kind of interferences but unfortunately, the success rates are many times not as high as they envision them. So what else can be done to reduce disruptive behavior? When you look at the incidences closely, you can see that disruptive physician behavior is the result of a lack of self-management, a lack of interpersonal skills or both. No physicians gets up in the morning with the intention of cussing a nurse out, interrupting the success of their surgery by throwing instruments through the OR, or screaming at a hospital administrator. I don’t think that any physician has such bad intentions because then they would definitely not be suited for this profession and should look for a job where human interactions are non existent.

Instead, I look at disruptive physician behavior as a sign that their self-management and interpersonal skills are underdeveloped. At the end disruptive behavior is the symptom of an underlying cause, call it frustration with life, overwhelm with their professional responsibilities, inability to cope with the demands of life, incapability to effectively communicate with people. Handing the physician a warning or having a conversations with the physician about repercussions will not cure the behavior but rather only band aid on it. In order to get to the source of the behavior, the conversations and the revelations have to go deeper and need to address topics such as:- how to effectively control oneself in stressful situations- how to resolve conflict with a win-win outcome- how to communicate effectively in any kind of situation- how to resolve frustrations and strive to create more harmony and balance in one’s life and many more.

As a result, rather than educating and lecturing physicians about the negative consequences of their behaviors, hospitals need to invest time and resources into preventative workshops that address those skills, performing self-assessments, increasing staff awareness of the issue, opening lines of communication and creating great collaboration among peers.If hospitals don’t do this, the problem will continue to grow and patients, nurses, and the financial situation of the organization will continue to needlessly suffer. An ounce of prevention is worth a pound of cure.”- Henry de Bracton, De Legibus in 1240. I look forward to your comments and hearing from you.

By Iris Grimm

Anger Management Institute of Texas is a certified Anderson & Anderson ® provider.

Anger Management Classes and Anger Management – Executive Coaching available in Houston, Texas.

Gregory A. Kyles, M.A., LPC, CEAP, CAMF
Director, Anger Management Institute of Texas
Diplomate, President of Texas Chapter
American Association of Anger Management Providers
http://www.ami-tx.com
http://www.ami-tx.org
https://gregorykyles.wordpress.com
http://www.linkedin.com/in/gregorykyles
http://www.myspace.com/anger_management_expert

Costs of Coworker Bullying: Anger Management Training Needed in the Workplace

Workplace bullying has been a hot topic since the release of the 2007 Zogby survey, which showed that 49% of American workers report that they’ve been the target of a bully’s bad behavior.  Employers have begun instituting tolerance training and implementing respectful-workplace policies.  Awareness is key in preventing this prevalent workplace disease. One way to make top management place value on eliminating jerks at work is to talk dollars.

Bullying costs companies big money. Here are some of the ways that your bottom line is directly affected if you fail to eradicate bullying at work:

1. Targeted employees have higher absenteeism rates

Wouldn’t you? When the workplace becomes increasingly intolerable and unpleasant, people stop coming to work.

2. Decreased productivity

Those who do manage to get themselves into work are less productive.  They’re nursing emotional wounds, meaning they’re more likely to hide in their office than dare engage with others at the risk of being put on the firing range. Stress-related illness is not conducive to high productivity, either.  If you don’t feel well, you’re not putting your best efforts into your work.

3. High turnover

Replacing an employee can cost a business up to 3 times that employee’s yearly salary. And dedicated, enthusiastic employees are not easy to find. Yet, employees who are bullied at work will almost certainly leave. Some leave because of their health. Others leave because the bully has succeeded in sabotaging their reputation.

4. Unhealthy Employees Are Expensive

Employers have campaigned to rid the workplace of smokers, who are more costly to insure. Obese employees may be next on the list. But what about bullied employees? Targets are affected with depression, anxiety, post-traumatic stress disorder, which is especially common with male targets, and other stress-related illnesses. Physiological illnesses, such as headaches and backaches.

5. Infected-Workplace Syndrome

As devastating as these effects can be, they can, and likely will, get worse. Bullies are infectious and contagious. Other employees who witness bullying behavior feel sympathy for their coworkers and guilt for doing nothing about it. They shrivel up, just like the target, in the fear that the bully will turn his or her anger towards them next.

Posted by Molly DiBianca On August 18, 2008 In: Jerks & Bullies at Work

Anger Management Institute of Texas is a certified Anderson & Anderson ® provider.

Anger Management Classes and Anger Management – Executive Coaching available in Houston, Texas.

Gregory A. Kyles, M.A., LPC, CEAP, CAMF
Director, Anger Management Institute of Texas
Diplomate, President of Texas Chapter
American Association of Anger Management Providers
http://www.ami-tx.com
http://www.ami-tx.org
https://gregorykyles.wordpress.com
http://www.linkedin.com/in/gregorykyles
http://www.myspace.com/anger_management_expert

Effective Stress Management Skills

The only thing constant in life is change. And change is often coupled with stress. Stress occurs as we try to adjust and cope with the constant changes in our lives. It affects us physically and emotionally, positively and negatively. It can trigger feelings of depression, anger and fury. But it can also give us a sense of excitement and accomplishment as we try to cope with everyday challenges and pressures. When stress takes over our lives we often find ourselves victims of health issues like ulcers, high blood pressure and strokes. 

 

A certain amount of stress is both welcome and necessary to curb our feelings of boredom and to add meaning to our lives. However, we have to check ourselves from going over-the-top and distressing about things that we have no control over. Stress can distract us from our goals since our vision often gets hazy and we fail to look at the bigger picture. If this happens you have to try to minimize stress in your life or at least attempt to take it in your stride.

 

Stress is experienced across all walks of life no matter how old you are. A student stresses about examinations and education, a teenager stresses about superficial things like clothes, cars and cell-phones, a field employee worries about incurring the wrath of his supervisor, a supervisor is anxious about reporting to the management. The management on the other hand stresses about responsibility towards the clients. Married couples have financial and child-related anxieties. So, no matter who we are, how old we are and how rich we are, there is no escaping this thing called stress. We have to learn to live with it just like we live with an annoying neighbor or a physical imperfection we’re not too happy about.

 

Stress management is of supreme importance if we don’t want stress to sneak in and take hold of our lives. There are some techniques we can use to control stress. Exercise is an    ideal stress-buster. It helps you shape-up and prevents you from dwelling on disturbing thoughts. Yoga and meditation also relieve stress to an extent. Laughter is the best medicine. When we laugh we feel wonderful and momentarily forget our worries. Laughter therapy is used to reduce tension and anxiety attacks. Watching television and comedy shows provides a temporary escape. If you’re pious, you can also try praying or visiting your place of worship. It can help you experience a sensation of peace and harmony. Listening to soothing music and having a relaxing massage also alleviates stress. If stress is managed properly it can stimulate us to reach heights of success we wouldn’t normally have reached if those stressful situations weren’t around to fling us into action.

 

Stress and Anger Management: Stress and anger are closely related emotions. Stress that cannot be handled constructively spills into bouts of rage and fury. While stress is something that’s always within us, anger is a fleeting emotion that comes in moments of great stress and vanishes thereafter. Anger is much more destructive than stress. Therefore controlling and managing it is the need of the hour. Anger management techniques are similar to those of stress management. Counting to ten or even twenty can help when you feel like you’re bursting out of control. Avoid discussing sensitive and provocative issues when you’re experiencing a fit of temper. Expressing feelings and focusing on getting a positive attitude goes a long way in keeping stress and anger at bay.

 

The most important thing is to recognize and accept is that stress exists and if kept in check can actually become a good friend to have.  

 

 Anger Management Institute of Texas is a certified Anderson & Anderson ® provider.

 

Anger Management Classes and Anger Management – Executive Coaching available in Houston, Texas.

 

Gregory A. Kyles, M.A., LPC, CEAP, CAMF
Director, Anger Management Institute of Texas
Diplomate, President of Texas Chapter
American Association of Anger Management Providers
http://www.ami-tx.com

http://www.ami-tx.org
https://gregorykyles.wordpress.com
http://www.linkedin.com/in/gregorykyles
http://www.myspace.com/anger_management_expert

 

Anger Management Makes Unprecedented Inroads in Health Care, Criminal Justice and Business

Health Care

The Joint Commission on the Accreditation of Health Care Organizations is requiring new standards for “disruptive behavior” among professional healthcare staff. Disruptive physician behavior has been determined to increase medical errors and risk patient safety. These new requirements have created a Cottage Industry for specialized anger management facilitators nationwide. Resources designed to address this issue are now available on-site as well as locations in a number of major cities.

The dramatic rise in the incidence in “traumatic stress disorder” among returning Iraq veterans has increased the need for Clinical Social Workers, Psychologists and Psychiatrists to seek certification training in anger management since person directed aggression is a chronic problem for veterans with this diagnosis. As experts in the treatment of post- traumatic stress disorder, VA Hospitals and Veterans Resource Centers are aware of the need for specialized intervention for PTSD.

Criminal Justice

The state of New York joins California and Texas in offering anger management in jails and prisons for inmates whose original offense included person or property directed violence. Research conducted by the Bureau of Prisons in Canada and Australia have demonstrated the value of anger management in the reduction of recidivism in violent prison inmates. California now requires anger management for inmates as well as parolees prior to completion of their parole status.

Business And Industry

The average cost of litigation in alleged cases of a “hostile work environment” is $720.000 per case. Businesses small and large have quickly discovered that offering anger management for interpersonal conflicts at work is a saving rather than a cost.

Organizational anger management can be offered by Certified Anger Management Facilitators to small groups of 10 to twenty participants. These courses are between two and four hours. The are proactive and are designed for prevention. Prevention is far less costly than crises intervention following a violent incident at work.

For many years, “going postal” was used to describe employees whose workplace violence led to injury or death. Eight years ago, the U.S. Postal Service began offering anger management on the clock, without cost to any postal employee. In addition, employees who appeared to be experiencing stress or anger at work were mandated to take anger management classes. This approach was so successful, one rarely hears of violence in the Postal Service.

Pre-employment anger assessments are excellent in weeding out potentially aggressive employees. Pre and Post Tests are routinely used for employees mandated by their HR Managers for aggressive/inappropriate behavior at work.

In Summary

Anger management is one of the most rapidly growing interventions in human services. Anger management is a course offered in an individual coaching format for physicians and executives or in small groups for referrals from a wide range of organizations including Health Care, Criminal Justice and Business. All anger management courses must begin with a non-psychiatric evaluation that is designed to determine the clients level of function in recognizing anger, stress, assertive communication and emotional intelligence.

For anger management resources, visit the website of The American Association of Anger Management Providers at www.aaamp.org

By George Anderson, MSW, BCD, CAMF, CEAP http://www.andersonservices.com/

Anger Management Institute of Texas is a certified Anderson & Anderson ® provider.

Anger Management Classes and Anger Management – Executive Coaching available in Houston, Texas.

Gregory A. Kyles, M.A., LPC, CEAP, CAMF
Director, Anger Management Institute of Texas
Diplomate, President of Texas Chapter
American Association of Anger Management Providers
http://www.ami-tx.com
http://www.ami-tx.org
https://gregorykyles.wordpress.com
http://www.linkedin.com/in/gregorykyles
http://www.myspace.com/anger_management_expert