Dealing With Anger in Your Organization or Team

IF YOU ARE IN A POSITION of organizational or team leadership, you should continually assess the workplace to identify its strengths and weaknesses. This should include the tracking of anger. We’ve discussed the high costs that an organization or a team can incur if anger is poorly managed. And we know that anger is unavoidable because the workplace involves complex relationships, high stakes, significant pressure, and many forces beyond our immediate control. While it can be difficult to manage anger in ourselves and others, dealing with anger in organizations and teams can pose our greatest challenge, especially if the anger is pervasive and derived from systemic causes.

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