Anger Management
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Victoria Wors is a certified human resources consultant who facilitates anger management training. She identifies 10 steps to control anger in the workplace: 1) identify who is angry and why, 2) find solutions to organizational culture regarding anger, and 3) train leaders and managers to identify and manage anger issues appropriately. Some key strategies include creating an anger management program, having zero tolerance for anger and violence, and allowing safe ways for employees to voice issues to prevent anger. Wors emphasizes the importance of being proactive rather than reactive, slow to anger, admitting mistakes, and mending fences.
![Class Facilitator Victoria Wors, SPHR BBA and MS in Human Resources Management Certified Birkman Method® Consultant ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Anger Management
- 1. Anger Management Victoria Wors, Facilitator
- 3. Currently consultant to small and mid-sized businesses to improved communications within teams and between specific individuals using the Birkman Assessment tool
- 5. 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
- 6. 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)
- 7. 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.).
- 8. Step #2 Conduct an investigation
- 9. Step #3 Do not “look the other way”
- 10. Step #4 Leadership comes from the top down and must address the issues with resolve
- 11. Step #5 All Managers require training, support, and good leadership. Train to speak less and listen more when an individual becomes angry
- 12. Step #6 Train all employees on the tools needed to manage their own individual stresses and anger
- 13. Step #7 Learn how to manage your organization’s transitions
- 14. 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.”
- 15. Step #9 Tolerating anger displays or violence is dangerous
- 16. Step #10 Create venues that allow people to be heard
- 17. Handling an Anger Prone Boss Don’t downplay their anger Stay focused on the facts and be the voice of reason
- 20. In Summary to Control Anger Admit one of your own poor decisions before pointing out a similar error by others Mend fences whenever possible
- 21. Thank-You For more information please contact: Victoria Wors victoriawors@worsconsulting.com www.worsconsulting.com
Editor's Notes
- 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.