Anger is an emotion that is reluctant to discuss in companies, and which has a significant, usually negative impact on the functioning of teams and work efficiency.
Psychology says, however, that Anger is a strong, energetic emotion and – in contrast to sadness or anxiety – mobilizes to act. The key question is: can this action be constructive? It is possible if we turn anger into a wise rebellion.
Hidden faces of anger in organizations
In the world of work, anger is often treated as something wrong, uncomfortable and even dangerous. Meanwhile, ignoring of anger or its suppression leads to destruction – burnout, reduce commitment and deterioration of relationships in teams.
– Anger in organizations is expressed in various ways – says Dominik Pieczewski, a psychologist and expert of the Gdańsk Foundation for the Education of Managers. – Sometimes revealed – in the form of mobbing, sabotage, abuse of procedures or procrastination, which becomes passive resistance to pressure and expectations. However, it can take more subtle forms – in rumors, talk or pinching comments in emails and messengers. It is also self -destructive, which leads to perfectionism, chronic stress, and consequently to burn. He also often finds an outlet in sarcasm and cynicism – difficult to grasp, and thus particularly dangerous, because they destroy the atmosphere and trust in the team. Studies confirm that sarcasm increases creativity, but at the same time increases the level of conflictivity – adds the expert.
From destruction to constructive change
The key question is: can anger become the driving force of a positive change? The answer is affirmative, but requires a change of perspective.
– Instead of treating anger only as a threat, it is worth seeing the potential to build new quality in organizations. Anger is a signal that some needs remain unsatisfied, and existing solutions fail. If it is constructively used, it can lead to innovation and better efficiency – says Dominik Pieczewski from GFKM.
An example would be the issue of meetings that in many organizations “increase pressure” to employees. They last for hours, often without a bright agenda, with a low level of participants' involvement. Most employees treat them as inefficient, but few have the courage to say loudly. In short, they are angry.
However, when someone – frustrated with a waste of time – He begins to critically analyze the situation, looks for allies and proposes to change step by step, anger becomes a starting point for real improvement. This is an example of a wise rebellion, i.e. a conscious use of frustration to initiate positive transformations.
Competences of a wise rebel
A wise rebellion is not a destruction or revolution for the revolution itself. This is a thoughtful attitude in which the energy of anger is redirected to constructive action. A wise rebel is a person who can challenge the status quo, not to prove his right, but to improve processes, improve the atmosphere and strengthen the effectiveness of the organization.
– This attitude requires several key competences. The first is critical thinking – the ability to see ineffective patterns that last only because “it has always been like that”. The second – social courage, or readiness to talk about problems openly, even in the face of the risk of misunderstanding. Another – building alliances that allow you to gather arguments, gain emotional support and greater puncture. The so -called Safe shocks, i.e. making changes gradually, instead of destroying everything at once. Finally, the ability to persuade is necessary, which engages others through questions and curiosity, not imposing ready -made solutions – says Dominik Pieczewski from GFKM.
A wise rebel understands that change is a process, not a one -off act of opposition. That is why patience and perseverance are needed – readiness to come back to the topic, repeat arguments and look for further ways of acting, even if the first attempts are met with resistance.
Challenge for leaders and HR departments
From the perspective of leaders and HR departments, the skillful management of anger in the team is one of the key challenges of modern organizations. Attempts to suppress or ignore emotions lead to escalation of problems, while their constructive use can become a source of innovation. The role of managers is to create conditions in which anger does not necessarily mean conflict, but it can be a signal of the need for change and the starting point for dialogue.
– This is particularly important in the case of high potential employees – competent, committed, but not always having real promotion opportunities. Instead of losing their energy in frustration, it is worth equipping them with the tools of wise rebellion. They can then become motorbike motorbikes, which in the long run strengthen the entire organization – notes Dominik Pieczewski from GFKM.
Organizations that will learn to use the energy of anger in a conscious way will gain an advantage. A wise rebellion – combining critical thinking, social courage and the ability to build influence – is the best way to constructively use emotions, from which there is no escape in today's business world.
