Anger Management

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    Notes on slide 1

    Learn to identify behaviors that can signal an anger challenged manager, co-worker, etc. Utilize a positve system to report these behaviors to Human Resources or higher level of management for further investigation. Do not wait,

    Interview reporting staff to determine whether indications warrant further review. Interview the individual who is displaying anger to determine why they may be angry at work. Offer positive solutions for stress and anger control or refer the individual to the company EAP if approproiate and available.

    Tackle the possible organizational issues that may be creating the stress and anger within your organization and work to solve these challenages.

    If anger is inbred in an organization’s leaders this becomes a difficult but important concern. The costs of anger are too high, in the long run, for an organiztion to be most productive and long standing. Retention of key personnel becomes an issue, if the leadership creates a culture that tolerates, or encourages, anger in the work placle. Legal issues will also become an issue that cuts profits and porductivity.

    Managers require training, support and good leadership. Coaching or meotring managers, especially new managers on acceptable behaviors within the work place and behaviors that are explicitly NOT acceptable for contrast. By contrasting unacceptable behaviors are specifically identified and will not be tolerated.

    Do not assume that they will learn civility and self-management outside of work. Though this requires time, resources and management attention, it will pay off in increased organizational productivity and employee loyalty.

    Assist where possible executives and employees to survive the stress at work. This will prevent problems and create an environment where positive performance can thrive.

    When an individual with anger management issues is identified, assist by conducting an anger management program rather than replacing the individual or expect an outside agency to fix your “problem”. Programs can be tailored for your specific requirements. Some have a 2 day seminar and individual coaching if individuals require additional support.

    It can send the wrong message and opening your organization up to harassment law suits. Leaders must be strong with this Zero Tolerance.

    Respect diversity of opinion, Create a safe way to express appropriate levels of stress and frustration. Always look to build a better environment and culture.

    Don’t say, “You need to calm down,” or “it’s not that big of a deal!” It is better to acknowledge the fact they are angry with words like, “Well, I can see that this really upsets you,” or “I can see that you are angry about this!” Staying focused helps them to get past their anger. See if you can get permission from them to find out what makes them angry. Or better yet, see if they would be willing to get feedback from you about how their outbursts impact you and your work performance.

    A leader must learn to express all of their emotions appropriately. Specifically, they must learn to manage their anger and use it sparingly and with the intent of solving a problem for the sake of the organization. Refrain from demeaning, exaggerated or untrue comments.

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    Anger Management - Presentation Transcript

    1. Anger Management
      Victoria Wors, Facilitator
    2. Class Facilitator
      Victoria Wors, SPHR
      BBA and MS in Human Resources Management
      Certified Birkman Method® Consultant
      • Human Resources Professional with numerous years in various industries and working with different levels and cultures.
      • Currently consultant to small and mid-sized businesses to improved communications within teams and between specific individuals using the Birkman Assessment tool
      • Retained Human Resources Consultant to Premiere Employee Services, a St. Louis PEO
    3. Anger’s Impact on Business
      Employees don’t like to be yelled at
      Frequent angry outbursts damage the relationship between boss and employee
      The employee will take necessary steps in the future so as not to incur the wrath of their boss
      Breakdown in workplace communication not only for the boss and the employee, but for the organization
    4. Ten Steps in Controlling Anger
      Identify who is angry
      Identify why they are angry
      Find solutions to organizations' culture as it pertains to anger
      Train leaders to create a culture of civility
      Train managers to identify anger and manage teams/individuals with issues
    5. Ten Steps in Controlling Anger
      Learn to control stress and anger appropriately
      Manage organizational stress and transition management
      Create an anger management program with clear goals
      Take immediate action: Zero tolerance of anger and violence
      Offer ways to speak out safely about issues to prevent anger and violence (be open to creative solutions)
    6. Step #1
      Learn to identify behaviors that can signal an anger challenged manager or co-worker, etc.
      (head down, quiet, not making eye contact, etc.).
    7. Step #2
      Conduct an investigation
    8. Step #3
      Do not “look the other way”
    9. Step #4
      Leadership comes from the top down and must address the issues with resolve
    10. Step #5
      All Managers require training, support, and good leadership.
      Train to speak less and listen more when an individual becomes angry
    11. Step #6
      Train all employees on the tools needed to manage their own individual stresses and anger
    12. Step #7
      Learn how to manage your organization’s transitions
    13. Step #8
      When an individual is identified as having an anger management challenge, assist your personnel with a anger management program rather than replacing these people or expecting and outside agency to fix your "problem.”
    14. Step #9
      Tolerating anger displays or violence is dangerous
    15. Step #10
      Create venues that allow people to be heard
    16. Handling an Anger Prone Boss
      Don’t downplay their anger
      Stay focused on the facts and be the voice of reason
    17. Moving Beyond Anger
      • A leader must learn to express all of their emotions appropriately.
      • If anger is expressed it should be done so maintaining respect for individuals.
    18. In Summary to Control Anger
      Be proactive instead of reactive
      Be slow to anger-especially over petty issues
      Instead of telling people they are wrong, point out mistakes indirectly
      Look for some type of common ground as soon as possible.
      If you find that you are in the wrong, admit it.
    19. In Summary to Control Anger
      Admit one of your own poor decisions before pointing out a similar error by others
      Mend fences whenever possible
    20. Thank-You
      For more information please contact:
      Victoria Wors
      victoriawors@worsconsulting.com
      www.worsconsulting.com

    + Victoria WorsVictoria Wors, 4 months ago

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