The Bar On EQ-i 2.0 Emotional Intelligence Assessments are available through Atlanta Anger Management.
As Anderson and Anderson™ Model Of Anger Management evolves so we in turn at Atlanta Anger Management do also as one of the premier Certified Anderson and Anderson™ Providers Nationally and in the US Southeast.
Over the last four years, Anderson & Anderson™ has moved closer to linking its’ anger management curricula to the Bar On EQ-i2.0 Emotional Intelligence Assessment and the concepts of EQ as articulated in The EQ Edge relative to the 15 scales that form the core of this instrument.
Anderson & Anderson™ will continue to influence and lead how Anger Management is practiced throughout the United States. Anger Management has moved from the management of anger to a broader understanding of the relationship between anger, stress, communication, self-awareness, social awareness, impulse control, optimism, decision making, self-perception, flexibility or relationship management.
Anderson & Anderson™ was one of the first major Anger Management Providers to push for a clear acknowledgement from the American Psychiatric Association that while anger may be a symptom of a range of health and mental health disorders, anger is not in itself a pathological condition and is not a listed illness in The Diagnostic and Statistical Manual of Mental Disorders (DSM) DSM-IV-TR. According to the American Psychiatric Association, anger is a normal human emotion that is experienced by everyone at some time.
This is important since it means that counseling, psychotherapy or psychotropic medication is not the intervention of choice for anger management. It allows anger to be defined as a problem when it is too intense, occurs too frequently, impacts health, lasts too long, destroys interpersonal relationships or leads to person-directed aggression.
All of the commonly recognized emotional intelligence concepts offer the best over all strategies for skill enhancement in impulse control. Coaching has increased the usefulness of Emotional Intelligence and made anger management far more acceptable to those seeking help.
Below is The Bar On EQ-i 2.0 Model For Emotional Intelligence Assessments that will be immediately available through Anderson and Anderson™ World headquarters and us here at Atlanta Anger Management to Coach you on it’s meaning for better skill development in areas of weakness and strengthening even more those areas you excel at.
Coaching For Skill Enhancement Extra and Quoted Once We Know Parameters.
You simply call Richard Taylor at 678-576-1913 with:
- Your Full Legal Name
- City, State, Zip Code
- E-mail Address
- Visa/MC/AMEX information
- You will be e-mailed and invited to enter the Bar on EQ-i 2.0 website 24/7 and complete the 133 question exam which will take 13-25 minutes.
- Once the Assessment is scored, you will receive your assessment results via e-mail.
- If wanted we provide a debriefing with you on the results and what it means. Inquire for cost.
- Coaching involves a custom designed action goals for you to enhance those areas of the assessment that need attention for improved performance.
- You will be impressed and excited learning new valuable insights and information provided by this assessment.
- Clients feedback has been extremely positive and they say it is worth the money.
This Bar On EQ-i2.0 Assessment of individuals (and small groups) can be completed on-line, twenty-four hours a day, seven days a week. This is an excellent tool for use by HR Managers from any type of organization, EAP Managers, Organizational Development Professionals, Attorney At Law that have clients needing an Assessment before proceeding in court.
This Bar On EQ-i2.0 is one of the latest, most effective instrument for assessing Emotional Intelligence competencies.
This section of the EI Consortium web site is intended to keep you updated with the latest research findings. We will be summarizing the latest research in the area of emotional intelligence in the workplace by providing you with abstracts of the latest articles from the literature. Each month we will be highlighting a different area from the scholarly literature on emotional intelligence. If you want research updates sent to you automatically, just sign up for our monthly newsletter.
Cherniss, C., Grimm, L.G., & Liautaud, J.P. (2010). Process-designed training: A new approach for helping leaders develop emotional and social competence. Journal of Management Development, 29(5), 413-431.
The purpose of this study was to evaluate the effectiveness of an EI leadership development program. The study was unique in utilizing a random assignment control group design. Participants were 162 managers from nine different companies. There were nine different groups with nine managers in each group. Each group was required to follow the identical process. Trained moderators led the groups during year 1, but during year 2 a group member served as moderator. The outcome measure was the Emotional Competence Inventory (ECI)(Bar On EQ Inventory 2.0), a multi-rater measure of social and emotional competencies. Outcome data were collected before the program started, one year later, and two years later. Results indicated that after two years the intervention group had improved more than the controls on all ECI variables. The study offers recommendations for future research on the mechanisms underlying the process-designed group strategy and contextual factors that optimize results. The main implication of the study is that leadership development based on a process-designed group strategy appears to be more economical and consistent in its delivery than more traditional approaches such as workshops or executive coaching.
Director Richard Taylor BS, CAMF
Certified Anger Management Facilitator
Atlanta Anger Management
5555 Glenridge Connector
Suite 200 (2nd Floor)
Atlanta, Georgia 30342 USA
Linked in: http://www.linkedin.com/in/richardtayloraam