Leadership And Anger Management - What Is The Relationship?

Many people in leadership position are quick to conclude that an act of omission or commission is an act of sabotage. However, it may not always be so.

There may actually be a lack of knowledge on the part of the subordinate. For instance, did he actually understand what was at stake in the first place? Did he deliberately commit the act?

It is good to ask those questions because if you don't, you and your team may miss the important lesson from the experience. And it could happen again with another of your team members if the root cause of the problem is not addressed.

That is the whole essence of good anger management.

Good anger management involves registering your displeasure when things have not been done properly but doing so without drama or generating chaos.

The subordinate involved needs to understand that he has performed below expectation. And where necessary, needs to be told what the sanctions will be.

Nevertheless, do not be overly dramatic about any such incidence. Otherwise, your team members may become risk-averse . . . waiting for you to take all tough decisions thereby slowing down the pace of the team.

Folks should be allowed to make mistakes. It is part of the learning process. But more important, ensure that the lessons are taken to heart - drive the message home. This will ensure that the same mistakes are not repeated again and again within your team.

Effective management of anger is a key leadership trait. Check out the tips section for strategies to effectively manage your anger in the workplace.

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