As a leader, how self-aware are you? Let me ask you this: How often do you observe and explore your feelings and actions? How do you feel and express anger?
Despite our understanding of its impact on organizational culture, productivity and profits, anger remains a pressing problem. I wrote about this in my last post. Fortunately, leaders can rectify anger issues and turn their culture around. The first step is recognition.
As Antonio Nerves describes in Inc., leaders prone to anger need to realize that this is their tendency. The counsel of a trusted colleague or qualified executive coach may be needed to bring this issue to light. If an employee is brave enough to approach this subject with you, it will benefit you to listen to them.
You Hold the Power
Your response to the description of an anger issue is key. Leaders who deny their anger cannot be helped. They will continue their descent in an ever-worsening toxic culture. Since one of the key responsibilities of leadership is to enhance and compel the efforts of people, a leader who denies their anger tendencies is not fit to lead. Similarly, distrust of the pointed counsel from helpful resources impairs leadership ability.S
A leader who recognizes that they have an anger problem can travel down a variety of paths. And while recognition is important, the response and follow-up make the difference between resolution and perpetuation.
You see, agreeing to the issue, but conceding that it’s acceptable, is not a solution. This old-school mentality is flawed and drives the toxicity of the culture. A leader who believes anger is a legitimate way to get what they want is certain to fail.
Agreeing to the problem, but dismissing its seriousness, is also not a solution. Executive coaches can help reveal what is happening to the culture and the people because of the leader’s anger. Quantitative evidence of inefficiencies, turnover, lack of productivity, conflicts or costly mistakes are powerful testimonies to the seriousness of a leader’s anger.
Socially Intelligent Leaders Commit to Solutions
A solution is possible only when a leader acknowledges the anger problem with a commitment to resolve it. Accepting the reality as described takes courage. The best leaders acknowledge weaknesses. They don’t hide from them or repress them in an attempt to protect their ego or reputation. They accept them, learn from them, and set up a system of accountability to work through them. Great leaders enhance their reputation by being dedicated and transparent in their decision to resolve their issues.
When this topic comes up with my coaching clients, we discuss the importance of making an earnest attempt to understand where their anger originates. Could it be a result of an insecurity, intolerance, perfectionism, control issue, pride or fear? Without delving into deep psychology, allow an executive coach to assess your personality to reveal a logical source. Self-awareness will allow you to identify tendencies, patterns and most importantly, your progress. Troubles have significantly less impact if they are identified, understood and prevented.
What do you think? How do you monitor your anger? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
