MC81 Manager Emotions: Anger

<p><!-- wp:paragraph --></p> <p><em>This marks the first of our series on manager emotions, where we discuss some of feelings we experience at work.</em></p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>Anger is one of the more complex emotions for a manager to navigate. Anger is about a perceived wrong and our desire to find a resolution. On the one hand, anger can be energising and act as a powerful catalyst for change. It shows us, and others, what is important to us.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>But when expressed inappropriately anger can be a destructive force. Many people are uncomfortable being exposed to anger and when we show we're angry at work we can run the risk of reduced connection and collaboration. And so much of this is tied to our own experiences and history and interpretations... one person's "slightly frustrated" might be another person's "rage and fury". Being able to express our difficult emotions in productive ways is one of the hallmarks of psychological safety and a high trust work environment.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>To quote Aristotle: "<em>Anybody can become angry; that is easy. But to be angry with the right person and to the right degree and at the right time and for the right purpose, and in the right way—that is not within everybody's power and is not easy</em>."</p> <p><!-- /wp:paragraph --><br /> <!-- wp:paragraph --></p> <p>01:30 mins Definitions of anger and how different authors talk about it. We share definitions of anger from the <a href= "https://www.amazon.com.au/Emotion-Thesaurus-Writers-Character-Expression/dp/0999296345"> "Emotion Thesaurus" by Becca Puiglisi & Angela Ackerman</a>, the American Psychological Association and Claude AI. All of which highlight that anger comes from experiencing a perceived wrong or injustice.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>3:00 Anger is sometimes a masking emotion disguising someone's true emotional state, for example protecting them from more vulnerable feelings like fear, sadness or shame. Anger can even be a defensive stance - in their book <a href= "https://www.lizandmollie.com/big-feelings">Big Feelings, Liz Fosslien & Mollie West Duffy</a> share a quote from David Kessler that "Anger is pain's bodyguard".</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>4:50 Anger tells us that there is something we have to pay attention to. It's important to <em>listen to</em> as opposed to <em>being controlled by</em> your anger.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>5:30 Many people feel the need to suppress their anger. There can be a lot of judgement about feeling angry or expressing anger. Tim knows people who never express anger, even when he knows that they have experienced injustice. But there are also so many examples of harmful expressions of anger.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>6:30 What does anger look and feel like? Some of the ways we can see anger show up in a work context include: irritability, poor listening skills, jumping to conclusions, irrational reactions to inconsequential things, demanding immediate action, impetuosity, taking inappropriate action or risks. And these don't just show we are angry - in many ways they are also affecting how we interact with others.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>7:30 Within ourselves we can feel hot, tense, fuzzy, shallow or fast breathing. It can really take hold of us.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>8:00 Tim shares an example of when a friend demonstrated anger as a mask for embarrassment or shame.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>9:15 Anger exists on a spectrum. It isn't always expressed so strongly that it takes over.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>9:50 Anger can be helpful because it helps us understand what is important and it motivates us to take action. It can give us a way to express negative emotions.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>11:50 Pilar has had to learn to moderate how she expresses anger, or behaving in ways that might be interpreted as anger, because it makes people uncomfortable. But we also can't bottle it up and then have it all come out. And sometimes to demonstrate that we are upset is more effective than telling people we're upset.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>15:15 Tim's experience has been a bit different. He felt better about expressing his anger, but realised it was making other people feel worse. So he has to be careful. He might think he's giving a mild expression of anger but it can be interpreted very differently by someone else.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>16:50 Tim talks about a time when just <em>saying that he was feeling angry</em> helped him feel less angry. This served him better in this situation than his customary angry response.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>18:50 For Pilar, she needs to find a balance between tailoring her response without controlling everything about her feelings and how they are expressed.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>20:15 Tim has another anecdote from a board meeting where one of the participants had experienced an injustice but wasn't allowed to properly express it in the meeting. It lead to a huge frustration and sense of disconnection for them, as Tim discovered when he spoke to the board member afterwards.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>22:00 Just to be given the space to be angry and express their feelings can be valuable. This was a takeaway for Pilar in the example she shared at 11:50.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>23:30 Managers can take a timeout if their own anger is getting in the way or someone else is expressing their anger in a way that is unproductive. It's important to return to the conversation at a later point. This is kind of what Tim tried to do in his board meeting.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>24:30 It can also be helpful to paraphrase what an angry person is saying. This shows their anger is recognised and the injustice is understood.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>25:00 It's very easy to skip past anger or frustration in written communication. It can easily escalate in an asynchronous environment.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>26:40 We should repair and reconnect if we've expressed our anger in a way that was unproductive. We don't need to apologise for how we felt but rather we apologise for how we interacted. This can show someone that we value them and our connection whilst also staying true to our sense of justice.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>28:30 Pilar remembers when a colleague's empathetic reaction helped her identify her emotional state. By choosing to turn towards her in a challenging moment, their connection was deepened.</p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p>What about you, dear listener? We are finding it therapeutic to talk about our emotions as managers, does it help you too? We'd love to hear from you!<br /> Get in touch through our Contact Form <a href= "https://managementcafepodcast.com/contact/">https://managementcafepodcast.com/contact/</a> </p> <p><!-- /wp:paragraph --> <!-- wp:paragraph --></p> <p> </p> <p><!-- /wp:paragraph --></p>