12. August 2010 by John Schinnerer.

‘Excuse me’, I said kindly, ‘there is a mistake in this report.’ My coworker roared, ‘And I assume you’re perfect?! My reports don’t have mistakes in them. Why don’t you take that report and shove it up your a..!’ She continued with her tirade while I did a quick scan for any sharp objects nearby that she might use on me. After 3 long minutes, she snatched the pages from my hand and stormed off.

While this took place nearly 20 years ago, I remember it vividly as it was an early lesson that the anger of coworkers is not always directed at the right person. More often, the anger of coworkers is misdirected at people who had no involvement in causing the anger in the first place.

So how do you handle it when someone else’s anger begins to escalate in the workplace?

The ability to de-escalate the anger of others is a critical ability for long-term success. As a shrink, father of 4 and award-winning author, I have seen anger take on a life of its own, destroying relationships and derailing careers. While we do our best to act the part of rational, reasonable business people, the truth is that we are also emotional beings…

For the entire article AND my free award-winning eBook, head now to http://www.GuideToSelf.com. You can have instant access to 216 pages of proven tools for advanced management of the mind. This includes the latest tools to turn UP positive emotions (passion, love, contentment, relaxation, etc.) and tools to turn DOWN negative emotions (anger, anxiety, depression).

To love, laughter and life,

John Schinnerer Ph.D.
Founder Guide To Self
Award-winning author (Guide to Self: The Beginner’s Guide to Managing Emotion and Thought)
Award-winning blogger (Shrunken Mind at http://drjohnblog.guidetoself.com)
http://www.GuideToSelf.com

Posted in Gender differences, De-escalating anger, San Francisco Bay Area, Executive coach, San Ramon CA, Violence and abuse, Self-help book, keys to happiness, Emotional terrorists, Free self-help book, Workplace bullies, Managing anger, Anger management therapy, Employee engagement, Emotion & productivity, Staying calm, Victims of bullying, Emotional IQ, Dr. John Schinnerer, Managing stress, Guide To Self Beginners Guide To Managing Emotion, Emotional mind, Assertiveness, Danville CA, Organizational psychology, Men's emotions, Anger Management, Bullies | Print | No Comments »

27. July 2010 by John Schinnerer.

John Schinnerer, Ph.D.
Guide To Self, Inc.

Have you ever been yelled at, screamed at, while at work? Doesn’t it suck? It can put you into an emotional tailspin for the rest of the day.

 So what’s the best way to handle it when the irritation of a coworker begins to escalate into rage?

The ability to de-escalate the anger of others is a critical political and emotional ability necessary for long-term success. As an executive coach and speaker, I have seen and heard about anger taking on a life of its own, damaging relationships and overturning promising careers. While we do our best to act the part of rational, reasonable business people, the truth is that we are also emotional. And we don’t always have control over the emotional mind. The essential trick is to learn skills to manage your emotional mind and the emotions of others around you. This leads to unbelievable, unshakeable power and ultimately, greater success. 

The Emotional vs. Rational Brain

The emotional brain (primarily the limbic system) has been in existence in human beings for 3 to 10 million years. On the other hand, the rational brain (the cortex) has only been around for roughly 50,000 to 1 million years.

The emotional brain has been through countless revisions and is nearly perfect in its ability to keep humans safe and act as a general guidance system (approach vs. avoidance). The emotional brain has the ability to take over the rational brain when someone comes between you and your goal (leading to anger) or when danger is sensed (leading to fear).

The rational brain is still in the earliest stages of revision on an evolutionary scale. It is prone to mistakes in thinking, and can be overpowered by the emotional brain in a matter of .33 seconds.

All of us are simultaneously rational and emotional. So anger is inevitable when you have groups of people who care passionately about their companies, their jobs and a wide assortment of individual, team and corporate goals. As goals come into conflict with others, anger is bound to result.

Anger exists on a spectrum. Think of the intensity of anger along a 1 – 10 scale where 1 is calm and 10 is enraged.

Top Ways to Defuse Anger at Work

1. The first step to take when someone is angry with you is to do a body scan. This is simply a mental scan of your body to monitor your own anger level. If your anger gets above a 5 on the anger scale, tell the person that you are getting upset and ask them to continue the conversation later (after you’ve calmed down). In my work helping executives with anger, I’ve found that anytime you get above a 5 on the anger scale, hurtful words are spoken and destructive acts are committed. It becomes highly difficult to manage yourself when your anger level is above a 5. And it becomes nearly impossible to help another person manage his or her anger if your anger spikes.

2. Be aware that anger is one strategy that people use to get their own needs met. I call the use of destructive emotions to get what one wants ‘emotional bullying.’ Keep that phrase in your mind and see if emotional bullying is taking place in your situation. If so, calmly state to the other person that they cannot use emotions to get what they want.  Or you can choose to tell them that you are happy to speak about the situation further when they have calmed down.

3. Take a deep breath. Studies show that focused breathing reduces the intensity of negative emotions such as anger, anxiety and resentment. Negative emotions lock the body into certain patterns of movement and thinking. For instance, anger locks you into shallow breathing, tightened muscles, and thoughts which reinforce the anger. Deep breathing into your belly is the most important step in unlocking anger.

4. Avoid criticizing or blaming the angry person. Criticism, blame and judgment are highly likely to heighten the intensity of the anger.

5. Look for common ground between your experiences and the focus of their anger. There is usually a kernel of truth in angry statements, even if it is a tiny kernel. Your job is to seek out that truth and magnify it. If you can relate to their experience, let them know, ‘If I put myself in your shoes, I’d be angry too. Let me see what I can do to help you make this situation better.’

6. Tune in to the early warning signs. These can tip you off that a coworker is getting progressively angry. It’s powerful to know someone is ready to blow their top before they actually lose their temper.  There are physiological indicators of anger for which you can be on the lookout. These include clenched jaw, furrowed brow, upper lip curled up on one side (disgust), muscle tension, narrowed eyes and shallow breathing. Beyond that, you can look for deviations from typical behavior patterns. For instance, when a coworker who is usually boisterous and outgoing turns silent and withdraws, it may be a red flag for anger. When you notice such changes in people, simply call attention to them gently to diffuse them before they erupt. For instance, ‘Hey Jan, I notice you have become quiet all of a sudden. What’s going on for you?’ or ‘Bob, you seem to have an irritated look on your face. Is there anything we may have missed?’

7. If you cannot prevent the angry party from exploding in rage, there are several approaches of which you will want to be practiced. This includes active listening, apologizing, acknowledging their feelings, and offering to make an attempt to rectify the situation.

8. Active listening is the process of genuinely and sincerely attempting to truly hear what it is the angry party is trying to convey. It involves listening at several different levels simultaneously including

a. the text (interpreting the words they are speaking to you),

b. the subtext (what is not being said yet is still part of the problem),

c. the emotional (which emotions are involved in the anger such as resentment, disappointment, fear, sadness, contempt, disgust and more)

d. the physical (the body language of the angry individual, how agitated are they, how tightly are they holding their hands, how contorted are their facial expressions, etc.)

9. Attempt an apology if you feel one is warranted or appropriate. Apologies consist of five parts. First, you want to sincerely admit to the wrong doing (assuming you or your company made a mistake). ‘I know that I made an error when I filed the report with mistakes in it.’ Second, you want to apologize, ‘I apologize.’ Third, you want to ask what you can do to make things right. Ask them, ‘Do you have any constructive criticism for me?’ Fourth, let the other party know that you will behave differently next time. ‘Next time, I will make sure there are no errors in the report before I file it.’ Finally, ask for their forgiveness. ‘Will you forgive me for filing the report with errors?’

10. Acknowledge their feelings. Help the angry party feel heard. Say something along the lines of ‘I think I understand how you feel. You are very upset. I hear you. Your anger makes complete sense to me. What can I do to help?’

11. Attempts to reason with angry individuals are likely to fall on deaf ears. When anger gets intense, the emotional mind is firmly in control of the angry person and little if any information gets in. The exception to this is information that reinforces their anger. This sort of info will get in, will be focused on and will be magnified.

12. Act with compassion. Compassion is empathy, the ability to put yourself in another’s shoes. The goal is to understand the situation from the perspective of the other person. The better you get at this learnable skill, the easier it is to unlock their anger.

13. In some instances, these de-escalation skills will not be enough to defuse a rage. You always want to be aware when dealing with angry individuals that they may not be thinking completely rationally. As a result, you want to ensure your own safety. This means you must be mindful of an escape route should things take a turn for the worse and become violent or abusive. Make sure the angry party is not blocking your path to the door or a window.  Keep this in mind if the conversation escalates and slowly, calmly work your way towards a better escape route. If the situation escalates to a point where you feel it is out of control, do not hesitate to call the police to ensure your safety.

14. Learning proven methods to stay calm in emotionally charged situations is critical in business.  Meeting anger with anger is usually a recipe for turning irritation into a full blown rage.

To sign up for regular emails from John Schinnerer, Ph.D., go now to http://www.guidetoself.com and sign up for the email newsletter chock full of the latest proven tips, tricks and tools to manage your mind!
About the Author

Dr. John Schinnerer is in private practice helping people learn anger management, stress management and the latest ways to deal with destructive negative emotions. He also helps clients discover optimal human functioning via positive psychology. His offices are in Danville, California. He graduated from U.C. Berkeley with a Ph.D. in psychology. Dr. Schinnerer has been an executive, speaker and psychologist for over 10 years. Dr. John Schinnerer is President and Founder of Guide To Self, a company that coaches executives to happiness and success using the latest in positive psychology. Dr. John Schinnerer hosted over 200 episodes of Guide To Self Radio, a daily prime time radio show, in the SF Bay Area.  Dr. Schinnerer’s areas of expertise range from positive psychology, to emotional awareness, to anger management, to executive coaching. Dr. Schinnerer wrote the award-winning, “Guide To Self: The Beginner’s Guide To Managing Emotion and Thought,” which is available at Amazon.com. His blog, Shrunken Mind, was recently recognized as one of the top 3 in positive psychology on the web (http://drjohnblog.guidetoself.com).

Posted in Emotion & productivity, Corporate Culture, Danville CA, National speakers, Organizational psychology, Violence and abuse, Executive coach, Anger management therapy, Real Men Real Emotion, De-escalating anger, San Francisco Bay Area, Men's emotions, Alexithymia, Emotional IQ, Anxiety, Dr. John Schinnerer, Managing stress, Business & psych, Staying calm, Victims of bullying, Anger Management, Managing Anxiety, Emotional management, Depression, Bullies | Print | No Comments »

11. July 2010 by John Schinnerer.

My heartfelt congratulations and appreciation to the Oakland Tribune, the Bay Area News Group, Sean Maher and Kristin Bender for the following fantastic report on the riot in Oakland following the Mehserle verdict. This is an impressive and much-needed positive approach to the outrage that followed the reading of the verdict in the Oscar Grant murder trial.

I completely understand the wide range of emotional reactions by individuals who have a stake in this trial.  I support the right to public assembly, protest and free speech.

I do not condone the vandalism and looting that some individuals chose to engage in as a result of the verdict.

Mr. Maher and Ms. Bender showed great courage in reporting this story and finding some positive meaning in an otherwise series of tragic events. 

In chaos, many worked to keep the peace in Oakland
By Sean Maher and Kristin Bender
Oakland Tribune
Posted: 07/09/2010 03:54:44 PM PDT

OAKLAND — Broadway was littered with empty shoe boxes and hangers as a puzzled Tarrell Gamble left his downtown investment banking office Thursday evening.

“I didn’t really understand what was going on,” Gamble said Friday. “When I got closer, I realized people were starting to loot. I didn’t know how long it had been going on, but I started to go over there and kick people out, telling them, ‘Get out, get out, get out.’”

The Foot Locker shoe store at 14th Street and Broadway had its windows smashed and had been looted of high-end sports shoes and T-shirts. Men, including one wearing a handmade Oscar Grant mask, balanced two, three and four boxes of shoes in their arms as they squeezed through a throng of people and out the door of the vandalized store.

More than an hour after the organized — and relatively peaceful — demonstration ended on Broadway, things began heating up and police herded the crowd north on Broadway, away from the City Center. There were plenty of people out to trash the city. [snip]

 But there were peacekeepers out there, too, including a team of 50 civilians in orange vests dispatched by the city to help patrol the streets.

As dozens rushed the Foot Locker, Gamble, 34, stood guard.

He tried to prevent people from entering.

He yelled.

People continued to loot.

[snip]

Gamble kept his calm.

“It’s the difference between right and wrong,” he said Friday. “At what point do you stand up for what’s right?”

Police arrested 78 people Thursday night and early Friday. More than 1,000 people came to downtown Thursday evening and early Friday.

Most were peaceful, but a small group smashed windows, vandalized or looted 60 to 100 businesses, said Oakland police spokeswoman Holly Joshi.

Of those, at least six stores, including a coin shop, jewelry store, grocery store, and beauty salon, had items stolen, police said.

Gamble was joined at the storefront by Alicia English, a 26-year-old Oakland resident and activist who had attended the demonstration.

“I stood out there,” she said, “trying to stop people, and I said, ‘I refuse to represent my people like this. I’m not here to make my people look ugly. I’m here for Oscar Grant, and if you’re not here for Oscar Grant, you got to go. This is not something he’d want you to do.’”

Geoffrey Pete is an Oakland resident and downtown commercial building owner who said he spent about eight hours in downtown attending the demonstration and talking to more than a dozen young men about staying out of trouble. Some listened. Some nodded and said, “OK, we got you, old-timer, we got you,” said Pete, 59.

“As a business owner in town, I have a responsibility to come down and do everything in my power to (keep) the peace. You can only do what you can do.”

August Mears, an artist who works as an executive assistant at Kaiser, started her peacekeeping days before the Thursday night violence.

Mears used about $500 of her own money and donations from two Oakland businesses to print about 1,100 posters reading “LOVE not Blood for the Streets of Oakland.”

She had done an original oil painting a few years ago for a show and turned it into a poster last week when she heard about the threat of unrest, she said.

The big red heart with yellow wings is simple but the message is powerful, she said. And she hopes some people heard it. “No one thing is a solution to everything,” she said. “But every little bit helps, and those little bits add up. I am trying to do my part.”

For full article, click here.

Have a peaceful weekend!

John Schinnerer, Ph.D.

Guide to Self

“Like GPS for your life“

Posted in San Francisco Bay Area, Men's emotions, De-escalating anger, Men's feelings, Real Men Real Emotion, Managing Sadness, Dealing with loss, Dr. John Schinnerer, Staying calm, Emotional mind, Anger Management, Bullies | Print | No Comments »

24. June 2010 by John Schinnerer.

From ScienceDaily…

‘ScienceDaily (June 22, 2010) — A new study published in the journal Addiction reveals that drunkenness increases the risk for violent behaviour, but only for individuals with a strong inclination to suppress anger.

The two authors, Thor Norström and Hilde Pape, applied an approach that reduces the risk of drawing erroneous conclusions about cause and effect. They conclude that their study adds to the body of evidence suggesting that drinking may in fact inflict physical aggression.

The authors elaborate this conclusion: “Only a tiny fraction of all drinking events involve violence and whether intoxicated aggression is likely to occur seems to depend on the drinkers’ propensity to withhold angry feelings when sober.”

The study is based on self-reported data from a general population survey of young people in Norway. Nearly 3000 individuals were assessed twice, first at 16-17 years of age and again at ages 21-22. The participants were divided into 3 equally large groups with respect to anger suppression.

Among individuals who reported a high inclination to suppress feelings of anger, a 10% increase in drinking to the point of intoxication was associated with a 5% increase in violence. Researchers observed no such association among those who did not habitually suppress their angry feelings.Journal Reference:

1.      Norström T. and Pape H. Alcohol, suppressed anger and violence. Addiction, 105 DOI: 10.1111/j.1360-0443.2010.02997.x‘

This is a fascinating finding to me. Dating back to my early undergraduate years, I have always purposefully stayed away from people who get angry and violent when drunk. It seemed a clear red flag to me. However, many of my acquaintances and fraternity brothers would kick in a window, stick their head into an open floor fan, or get into fights when inebriated. I’m not a big fan of seeing geysers of blood when I’m sober, let alone after I had had a few beers.

So I resolved early on that I would hang out with people other than angry violent drunks. Interestingly, some of my friends did not make the same choice. These guys thought it was fine to hang out with violent drunks, and rationalized the behaviors away. ‘Oh that’s just Bob. That’s how he is. He just needs to blow off some steam.’ Really?! Okay, I’ll be elsewhere while he’s blowing his lid.

In any case, men, we need to find better ways to deal with anger than simply squashing it down and pretending it doesn’t exist. It will come out eventually. And inevitably, the anger comes out at the wrong person, with the wrong intensity, at the wrong time and in the worst possible place.

Start learning the latest tools to manage anger. It will save your life (and maybe someone else’s!).

Have a great week!

John Schinnerer Ph.D.

Award-winning author and founder of Guide to Self

New video blog just started on happiness and men: http://drjohnsblog.wordpress.com. Check it out!

Posted in Emotion & productivity, Executive coach, Danville CA, Assertiveness, Relationships, Resiliency, San Francisco Bay Area, Well-being, Men's feelings, Real Men Real Emotion, Executive leadership, De-escalating anger, Gender differences, Men's emotions, Alexithymia, Emotional IQ, Staying calm, Dr. John Schinnerer, Managing stress, Business & psych, Happiness, Guide To Self Beginners Guide To Managing Emotion, Emotional management, Anger Management, Emotional mind, Parenting, Depression, Bullies | Print | No Comments »

20. May 2010 by John Schinnerer.

John Schinnerer, Ph.D.

Guide To Self, Inc.

‘Excuse me’, I said in my kindest voice, ‘there is a mistake in this report.’ My coworker, a woman twenty years my elder, reacted with fury, ‘And I assume you’re perfect?! My reports don’t have mistakes in them. Why don’t you take that report and shove it up your a..!’ She continued with her tirade while I did a quick visual scan for any nearby sharp objects she might use on me. After what seemed like ten minutes, she snatched the pages from my hand and stormed away.

 While this took place nearly twenty years ago, I remember it vividly as it was an early lesson that the anger of coworkers is not always directed at the right person, to the proper degree and in the best manner. More often, the anger of coworkers, customers and supervisors is misdirected at people who had no involvement in creating the anger in the first place.   

So how do you handle it when someone else’s anger begins to escalate in the workplace?

The ability to de-escalate the anger of others is a critical political and emotional ability necessary for long-term success. As an executive coach and speaker, I have seen and heard about anger taking on a life of its own, destroying relationships and derailing careers. While we do our best to act the part of rational, reasonable business people, the truth is that we are also emotional beings.

The emotional brain (primarily the limbic system) has been in existence in human beings for 3 to 10 million years. On the other hand, the rational brain (the cortex) has only been around for roughly 50,000 to 1 million years.

The emotional brain has been through countless revisions and is nearly perfect in its ability to keep humans safe and act as a general guidance system (approach vs. avoidance). The emotional brain has the ability to take over the rational brain when someone comes between you and your goal (leading to anger) or when danger is sensed (leading to fear).

The rational brain is still in the earliest stages of revision on an evolutionary scale. It is prone to mistakes in thinking, and can be overpowered by the emotional brain in a matter of .33 seconds.

All of us are simultaneously rational and emotional. So anger is inevitable when you have groups of people who care passionately about their companies, their jobs and a wide assortment of individual, team and corporate goals. As goals come into conflict with others, anger is bound to result.

Anger exists on a spectrum. Think of the intensity of anger along a 1 – 10 scale where 1 is calm and 10 is enraged.

1.      The first step to take when someone is angry with you is to do a body scan. This is simply a mental scan of your body to monitor your own anger level. If your anger gets above a 5 on the anger scale, tell the person that you are getting upset and ask them to continue the conversation later (after you’ve calmed down). In my work helping executives with anger, I’ve found that anytime you get above a 5 on the anger scale, hurtful words are spoken and destructive acts are committed. It becomes highly difficult to manage yourself when your anger level is above a 5. And it becomes nearly impossible to help another person manage his or her anger if your anger spikes.

2.      Be aware that anger is one strategy that people use to get their own needs met. I call the use of destructive emotions to get what one wants ‘emotional bullying.’ Keep that phrase in your mind and see if emotional bullying is taking place in your situation. If so, calmly state to the other person that they cannot use emotions to get what they want.  Or you can choose to tell them that you are happy to speak about the situation further when they have calmed down.

3.      Take a deep breath. Studies show that focused breathing reduces the intensity of negative emotions such as anger, anxiety and resentment. Negative emotions lock the body into certain patterns of movement and thinking. For instance, anger locks you into shallow breathing, tightened muscles, and thoughts which reinforce the anger. Deep breathing into your belly is the most important step in unlocking anger.

4.      Avoid criticizing or blaming the angry person. Criticism, blame and judgment are highly likely to heighten the intensity of the anger.

5.      Look for common ground between your experiences and the focus of their anger. There is usually a kernel of truth in angry statements, even if it is a tiny kernel. Your job is to seek out that truth and magnify it. If you can relate to their experience, let them know, ‘If I put myself in your shoes, I’d be angry too. Let me see what I can do to help you make this situation better.’

6.      Tune in to the early warning signs. These can tip you off that a coworker is getting progressively angry. It’s powerful to know someone is ready to blow their top before they actually lose their temper.  There are physiological indicators of anger for which you can be on the lookout. These include clenched jaw, furrowed brow, upper lip curled up on one side (disgust), muscle tension, narrowed eyes and shallow breathing. Beyond that, you can look for deviations from typical behavior patterns. For instance, when a coworker who is usually boisterous and outgoing turns silent and withdraws, it may be a red flag for anger. When you notice such changes in people, simply call attention to them gently to diffuse them before they erupt. For instance, ‘Hey Jan, I notice you have become quiet all of a sudden. What’s going on for you?’ or ‘Bob, you seem to have an irritated look on your face. Is there anything we may have missed?’

7.      If you cannot prevent the angry party from exploding in rage, there are several approaches of which you will want to be practiced. This includes active listening, apologizing, acknowledging their feelings, and offering to make an attempt to rectify the situation.

8.      Active listening is the process of genuinely and sincerely attempting to truly hear what it is the angry party is trying to convey. It involves listening at several different levels simultaneously including

 a.     the text (interpreting the words they are speaking to you),

b.     the subtext (what is not being said yet is still part of the problem),

c.      the emotional (which emotions are involved in the anger such as resentment, disappointment, fear, sadness, contempt, disgust and more)

d.     the physical (the body language of the angry individual, how agitated are they, how tightly are they holding their hands, how contorted are their facial expressions, etc.).

9.      Attempt an apology if you feel one is warranted or appropriate. Apologies consist of five parts. First, you want to sincerely admit to the wrong doing (assuming you or your company made a mistake). ‘I know that I made an error when I filed the report with mistakes in it.’ Second, you want to apologize, ‘I apologize.’ Third, you want to ask what you can do to make things right. Ask them, ‘Do you have any constructive criticism for me?’ Fourth, let the other party know that you will behave differently next time. ‘Next time, I will make sure there are no errors in the report before I file it.’ Finally, ask for their forgiveness. ‘Will you forgive me for filing the report with errors?’

10.  Acknowledge their feelings. Help the angry party feel heard. Say something along the lines of ‘I think I understand how you feel. You are very upset. I hear you. Your anger makes complete sense to me. What can I do to help?’

11.  Attempts to reason with angry individuals are likely to fall on deaf ears. When anger gets intense, the emotional mind is firmly in control of the angry person and little if any information gets in. The exception to this is information that reinforces their anger. This sort of info will get in, will be focused on and will be magnified.

12.  Act with compassion. Compassion is empathy, the ability to put yourself in another’s shoes. The goal is to understand the situation from the perspective of the other person. The better you get at this learnable skill, the easier it is to unlock their anger.

13.  In some instances, these de-escalation skills will not be enough to defuse a rage. You always want to be aware when dealing with angry individuals that they may not be thinking completely rationally. As a result, you want to ensure your own safety. This means you must be mindful of an escape route should things take a turn for the worse and become violent or abusive. Make sure the angry party is not blocking your path to the door or a window.  Keep this in mind if the conversation escalates and slowly, calmly work your way towards a better escape route. If the situation escalates to a point where you feel it is out of control, do not hesitate to call the police to ensure your safety.

 14.  Learning proven methods to stay calm in emotionally charged situations is critical in business.  Meeting anger with anger is usually a recipe for turning irritation into a full blown rage.

If you are interested in coaching around anger issues or de-escalation skills for yourself or your staff, feel free to call Dr. John Schinnerer at 925-944-3440 or email him at Info@GuideToSelf.com or check out the website at http://www.GuideToSelf.com.

 About the AuthorDr. John Schinnerer is in private practice helping people learn anger management, stress management and the latest ways to deal with destructive negative emotions. He also helps clients discover optimal human functioning via positive psychology. His offices are in Danville, California. He graduated from U.C. Berkeley with a Ph.D. in psychology. Dr. Schinnerer has been an executive, speaker and psychologist for over 10 years. Dr. John Schinnerer is President and Founder of Guide To Self, a company that coaches executives to happiness and success using the latest in positive psychology. Dr. John Schinnerer hosted over 200 episodes of Guide To Self Radio, a daily prime time radio show, in the SF Bay Area.  Dr. Schinnerer’s areas of expertise range from positive psychology, to emotional awareness, to anger management, to executive coaching. Dr. Schinnerer wrote the award-winning, “Guide To Self: The Beginner’s Guide To Managing Emotion and Thought,” which is available at Amazon.com. His blog, Shrunken Mind, was recently recognized as one of the top 3 in positive psychology on the web (http://drjohnblog.guidetoself.com).

Posted in Emotion & productivity, Corporate Culture, National speakers, Assertiveness, Negotiation and emotion, San Ramon CA, Violence and abuse, San Francisco Bay Area, De-escalating anger, Alamo CA, Optimal Human Functioning, Executive coach, Organizational psychology, Men's emotions, Emotional IQ, Staying calm, Guide to Self, Dr. John Schinnerer, Managing stress, Customer Engagement, Victims of bullying, Anger Management, Emotional management, Emotional mind, Rational mind, Bullies | Print | No Comments »