Behavior In The Workplace

 A client was recently referred to me by a company who really recognized the value of this employee.  The employee is highly productive however his workplace behavior was continually disruptive.  This employee's behavior affected the team members which in turn often affected other units within the company.  Behavior in the workplace IS part of the job.  

 Behavior should not be considered separate from the performance of task in the work environment.

  Clients such as the person sent to me respond well to civility training in a relatively short time.  Change can be realized in as little as 5 weeks.  The Anger Management Institute provides training for individuals as well as small groups.

If you have employee's whose behavior is affecting the workplace environment please call the Anger Management Institute.  The Anger Management Institute is an evidence based program with both a pre and post assessment.

Anger Management Institute, LLC 510.393.0250

Testimonial For Ms. Yacine Bell, Trainer for Anderson Services

Posted on May 1, 2012 by George Anderson

My name is Aaron Ferguson and I am a recent graduate of the Anderson & Anderson training program, it was inspirational. The depth of information for use in client situations was impressive. The training itself was a relaxed experience, our group was encouraging and supportive. Yacine Bell was our instructor and she is a truly amazing woman. Her ability to teach us the course curriculum was outstanding. Yacine also provided us with expert business advice on setting up our practice. George Anderson’s work books are everything I needed to confidently start my business. I have already booked my first speaking engagement for “The Investors Group” in Toronto, Canada. My confidence in the success of my business is unstoppable.
–

Aaron Ferguson CAMF;AAAMP

Director/Owner: Aaron and Associates Anger Management & Conflict Resolution

Member American Association of Anger Management Providers

web: www.aaronandassociates.ca

email: info@aaronandassociates.ca

Tel: 416.993.6077

To be trained as a facilitator in the Anderson Model of Anger Management or for anger management services please call the Anger Management Institute, LLC @ 510.393.0250

A Satisfied Client

Dear George Anderson,

You recently recommended Yacine Bell to provide anger/stress
management services for me when I called your office seeking
assistance. I wanted to extend my gratitude to you for the referral
and exclaim accolades regarding her performance.

As a teacher and guide Yacine has a delightful blend of professional
and personable attributes. Her direct yet nurturing demeanor provided
a safe environment through which to embrace awareness of issues I
struggle with and inspired a desire for immediate and sustained
change. After inspiring the hope and motivation for new living, she
collaborated with me to find individually appropriate tools through
which to begin living anew. She is a remarkable individual with
discernment and grace with whom it was easy to enter into a
therapeutic alliance. She has a clear commitment to seeing her
clients succeed and used her abundance of creativity and flexibility
to assist me in my progress. Through her affirmation she created a
sacred space for me to maintain and even increase my dignity while
working through areas in need of growth.

Through our work together Yacine helped me understand that I have been
unwittingly allowing stress to disrupt my professionalism and impede
my ease of living. Her partnership with me in understanding and
managing my stress has since redeemed my professionalism and returned
to me a peace that I hadn’t realized I’d been missing. I am ever
appreciative of the beauty of artistry in her talent.

Please accept my sincerest gratitude for your referral.

Sincerely,

E. W, M.A.
Doctor of Psychology Candidate
Fuller Theological Seminary
Graduate School of Psychology

If you or someone you know needs anger management please call: Yacine Bell at the Anger Management Institute, LLC
510.393.0250

Eat Your Peas First

When I was a kid I wasn't fond of vegetables. Especially peas. They were my nemesis and I hated them. I would spend huge amounts of time agonizing on having to eat them. While sitting at the table I spent time thinking about the best way to eat them and more time on how to secretly get rid of them. I would have mood swings and be difficult and say "But why do I have ta"?? On pea night I was often the lone diner well after everyone left the table On "pea night" I was always the last to leave the table.

Somewhere along the way I learned from "pea night" to just go ahead and eat them first. By eating my peas first I could enjoy my dinner and be more pleasant which in turn made things more pleasant for everyone else at the table. I could get "seconds" on the things that I did like ( benefit), and best of all I could have dessert and sometimes a little extra (huge benefit if you're 7) because I ate my peas like a "good girl" (which really meant without a bad attitude)!! I learned that I, not the peas created pressure for myself which in turn I created a bad mood and sometimes pressure on everyone else.

In the language of my field, I made the "peas" a stressor. A stressor can be positive or a negative event. The type of response we have to the stressor depends upon the reaction to the stressor. In my case I would self-talk myself into a tizzy because I really hated peas.

Eating your peas first has ended up being one of my tools and a philosophy I live by. Do the hardest first. The rest is probably a piece of cake. In fact what may be "the hardest" may be your self talk telling you that. Stress is not all in your head, but that is where it begins. Different individuals perceive stressors differently. For one person, an event may be viewed as a challenge; for another, it may be viewed as a severe threat or problem. Therefore, events do not cause stress, the ways we interpret and react to them do.

So, eat your peas first.

If you or someone you know needs anger or stress management please call the Director Yacine Bell at the Anger Mangement Institute, LLC. We are certified and an evidence based program with both a pre and post assessment. 510.393.0250

Acknowledgement Goes A long Way

Employers, managers and supervisors often forget to acknowledge the good work of employees. It's important to acknowledge the person or group of people who have done the task well. Some supervisors may feel that because an employee is getting paid to do a job that there is no need for sincere acknowledgement and recognition for a job well done. This couldn’t be further from the truth. People like to feel appreciated even when they are getting paid to do a job in the workplace.

An employee or team that gets acknowledgement and positive feedback continually produces at a high level and feels good about the work they do. In today’s fast-paced, high demand work environment, it’s easy for the “boss” to forget to acknowledge a job well done. High producing and happy employees is a win-win combination for any business.

Two easy and effective ways to give an employee or team positive acknowledgement are:

1. BE SPECIFIC

When acknowledging an employee or the team that has produced good work it's important to be specific. For example:

• Saying the person's name can mean a lot more to the individual or the individual team members than just saying "good work.”

• Mention what you thought was a good idea or some aspect of the work specifically.

2. SHOW INTEREST

•While it doesn't have to go into a lengthy conversation, ask a question that shows interest in their work such as: how did you come to that conclusion, strategy, method, fact, etc.?

In today’s competitive global marketplace where downsizing is the norm, the employee is pressured to keep productivity high with double the work. For many employees this translates into a stressful and unpleasant work environment where they feel their worth is being exploited. Employees fear they may lose their jobs and hold emotions in. Anger and Discontent can brew and may one day explode. The workplace culture suffers and so does the bottom line.

To get the most out of challenging dynamics in the workplace, making employees feel valued and appreciated goes far in creating productivity and good will. Show an interest in your employees work, give positive feedback and acknowledgement, be specific about your comments and know your employees names. These motivating strategies can make the difference between mediocre, good and excellent productivity. In turn the employee will want to continue to do good work because they know they are appreciated. Try it the next time you get a good product from your employees and feel the energetic difference that follows.

Yacine Bell CAMF;CPCC; Certified Mediator, VPS
Director of the Anger Management Institute, LLC
An Anderson & Anderson Anger Management Provider
510.393.0250