Oh that was in purpose! It shouldn’t matter that I personally am angry. My employees should never NEVER try to prevent me from being angry but focus on doing the best job they can.
That’s what I admire about Linus: he realized the negative impact his anger had on the performance of others - and fixed it!
To be clear: I can be angry - but my anger isn’t the reason I want things to change. Being angry is MY FAILURE as manager!
Think about it in another way: do you want your colleagues do things they thin prevent you from being disappointed, frustrated or angry - xor do you want then to move your collective goal forward no matter what you’d think.
Another example: if I’d be the one to have caused this communication mess I’d want my employees to call me out - even though I will get angry the moment I realize I’ve fucked up big time!
Ignorning emotions is very unhealthy. I understand that it is seen as desirable in a business context, but it is very unhealthy and detrimental in the long run.
I apologize - it wasn’t my intention to imply that at all!
Emotional self management is a critical skill for managers - and that shouldn’t mean “go away, emotions!”.
A trainer and coach I highly respect phrased it simply: “emotions are. They exist if we like them or not.”.
What I intended to convey was “do not use a public platform to channel your emotions.”
If this would’ve been a private conversation I would integrate an explanation of my current situation, feelings and context for my reaction. And also this sounds abstract it can totally be a “dude I’m absolutely pissed. I need you to work with me through this.” (this works btw in both meanings of “pissed” ;)).
Oh that was in purpose! It shouldn’t matter that I personally am angry. My employees should never NEVER try to prevent me from being angry but focus on doing the best job they can.
That’s what I admire about Linus: he realized the negative impact his anger had on the performance of others - and fixed it!
To be clear: I can be angry - but my anger isn’t the reason I want things to change. Being angry is MY FAILURE as manager!
Think about it in another way: do you want your colleagues do things they thin prevent you from being disappointed, frustrated or angry - xor do you want then to move your collective goal forward no matter what you’d think.
Another example: if I’d be the one to have caused this communication mess I’d want my employees to call me out - even though I will get angry the moment I realize I’ve fucked up big time!
Ignorning emotions is very unhealthy. I understand that it is seen as desirable in a business context, but it is very unhealthy and detrimental in the long run.
I apologize - it wasn’t my intention to imply that at all! Emotional self management is a critical skill for managers - and that shouldn’t mean “go away, emotions!”. A trainer and coach I highly respect phrased it simply: “emotions are. They exist if we like them or not.”.
What I intended to convey was “do not use a public platform to channel your emotions.”
If this would’ve been a private conversation I would integrate an explanation of my current situation, feelings and context for my reaction. And also this sounds abstract it can totally be a “dude I’m absolutely pissed. I need you to work with me through this.” (this works btw in both meanings of “pissed” ;)).