In leadership, emotions play a critical role in shaping workplace dynamics, team performance, and overall organisational health. Among these emotions, anger is often perceived as a double-edged sword. In a recent session of Goodmorning BSN! we tackled the intriguing topic of anger management in leadership, with insights shared by Hans van Buijten, a senior lecturer and action learning coach at Business School Netherlands (BSN), and Bern Gafar, Deputy General Manager of Events Therapeutics Limited.
The discussion revealed valuable perspectives on how anger impacts leadership, whether it can ever be considered useful, and strategies for managing it effectively. Let’s take a closer look at the highlights from the session and explore why mastering anger management is essential for responsible leadership.
The Case Against Anger in Leadership
According to Hans, anger in leadership is “more than useless.” He explained that anger not only diminishes creativity, rationality, and clarity but also erodes trust and psychological safety within teams. Leaders who frequently express anger risk creating toxic work environments, where employees feel unsafe to share ideas or voice concerns.
“Anger is the wind that blows out the lamp of the mind,” Hans quoted, illustrating how this emotion undermines thoughtful decision-making and collaboration. He emphasised that trust, a cornerstone of effective leadership, can take years to build but mere seconds to destroy when anger enters the equation. The ripple effects of an angry outburst can include diminished morale, reduced productivity, and even higher employee turnover.
Hans also addressed a common misconception: that anger is a conscious choice. Instead, he explained that anger is often triggered by the unconscious mind, which interprets certain stimuli as threats. While this survival mechanism may have served humans well in the distant past, it is less relevant—and often counterproductive—in modern leadership settings.
Can Anger Ever Be Useful?
Bern offered a nuanced perspective, acknowledging that anger can occasionally have a positive impact when managed carefully. In rare cases, anger can serve as a wake-up call for a team, signalling a leader’s passion and commitment. For example, a well-timed display of controlled anger might motivate employees to refocus their efforts or meet critical deadlines.
However, Bern cautioned that the negative consequences of anger typically outweigh its benefits. Mismanaged anger can damage relationships, undermine collaboration, and create an atmosphere of fear and resentment. To harness anger constructively, leaders must pair it with emotional intelligence and effective communication.
Strategies for Managing Anger in Leadership
Both speakers emphasised the importance of self-awareness and emotional regulation for leaders who want to manage anger effectively. Here are some key strategies they shared:
- Develop Emotional Intelligence: Emotional intelligence allows leaders to recognise their triggers and regulate their responses. By cultivating empathy and practising active listening, leaders can respond to challenging situations with composure and understanding.
- Pause Before Reacting: When anger arises, Hans advised taking a brief timeout to regain composure. Even a 15-second pause can prevent impulsive reactions and create space for more thoughtful responses.
- Lead with Questions: Instead of expressing disappointment through anger, leaders can ask open-ended questions to understand the root cause of an issue. For example, “What challenges are you facing in meeting this deadline?” encourages dialogue and problem-solving without assigning blame.
- Address the Unconscious Mind: Hans highlighted the importance of addressing unconscious biases and unresolved past experiences that may fuel anger. Leaders can seek professional coaching or engage in reflective practices to process these triggers.
- Build a Culture of Psychological Safety: A safe and supportive work environment allows employees to share feedback and ideas without fear of retribution. Leaders who model calm and constructive behaviour set the tone for their teams to do the same.
The Long-Term Impact of Anger Management
Leaders who effectively manage their anger foster stronger connections with their teams and inspire greater trust and loyalty. By prioritising open communication and emotional intelligence, they create workplaces where collaboration and creativity can thrive. Additionally, managing anger positively impacts the leader’s own well-being, reducing stress and improving overall health.
As Hans summarised,
When anger gets triggered, connection disappears. Trust is gone, and psychological safety is transferred to unsafety.
For leaders committed to responsible leadership, mastering anger management is not just a skill—it is an essential aspect of building resilient and high-performing teams.
Final Thoughts
The session underscored the significance of anger management in leadership, reminding us that while anger is a natural emotion, it must be carefully controlled and channelled. Whether through self-reflection, coaching, or adopting action learning principles, leaders have the tools to turn anger from a destructive force into an opportunity for growth and connection.
For more actionable insights on leadership and professional development, join us for the next session of Goodmorning BSN! on Tuesday. Together, let’s continue to explore the pillars of leadership and create meaningful change in our organisations.