3.   Establish Ground Rules for Conduct and for Keeping Communication Lines Open

Let people know that it’s acceptable to express anger appropriately and effectively—at the right time and place to the right people in a productive, task-oriented manner. Share with people the approach to dealing with anger in yourself (see Chapter 6) and offer coaching to those who need it. Plan a follow-up meeting with the team to gauge improvements. Then get back to work.

Organizational Anger Management: Best Practices

Even if your workplace is not at the crisis stage of anger, you should be aware of the systemic factors that can create widespread anger in organizations and teams. Of course, organizations that treat people in ways that are abusive, neglectful, ...

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