Creating a clear plan to manage workplace anger and being aware of the triggers that can cause outbursts.

PPI Network Member James Mcleod shares some suggestions for how you can support your leadership talent based on his extensive experience of coaching high potential leaders.

This will quite often take place in a remedial context and I use similar techniques to those I apply to helping coachees become more effective in their interpersonal skills.

Gaining an understanding of the impact that their anger issues are having on both themselves and others is the first part of this process. We then look at when the anger flares and what scenarios light up the anger. We look at Triggers and work through what we can do to stay resourceful and mindful when triggered. The principle is around creating strategies to allow the coachee to THINK, FEEL, PAUSE, ACT in triggered situations rather than employing an ACT, FEEL, THINK pattern that will lead to harming the Coachee and other people in their ecosystem.
Anger Response
I also spend time understanding my coachees values, principles and beliefs and what they can tolerate or not tolerate. Often, the source of the anger will be when the coachee is in dissonance with their values, principles and beliefs or they are doing something regularly that they cannot tolerate…and it is this clash which is causing unhappiness and frustration…which leads to outward manifestations of obvious anger.

Sometimes, it can be as simple as the environment that they are in and by learning to ‘walk away’ in trigger situations, they can manage anger and unhook themselves from the situation before they get swallowed up by it.

The simple act of creating a clear plan to manage workplace anger and being aware of the triggers that can cause outbursts, can be enough to start rectifying issues that are commonly tripping up the coachee.

Talent Management
Anger Management

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