Professional Documents
Culture Documents
7. Manage organizational stress and transition management Learn how to manage your organizations transitions and help your executives and employees survive the stress at work. This will prevent problems and create an environment where positive performance can thrive. 8. Create an anger management program for individuals with clear goals When someone has an identified anger management challenge, it may be a great management decision to assist your personnel with a anger management program rather than replacing these people or expecting and outside agency to fix your "problem." Programs can be tailored for your specific requirements. Some have a 2 day seminar and individual coaching if individuals require additional support. Other organizations may have on-going, and mandatory, groups for people identified with anger challenges. External coaches or therapists are often hired for these programs so confidentiality does not become an issue in the work environment. 9. Take immediate action: Zero tolerance of anger and violence Tolerating anger displays or violence is dangerous. It can send the wrong message and opening your organization up to harassment law suits. Leaders must be strong with this Zero Tolerance. 10. Offer ways to speak out safely about issues to prevent anger and violence (be open to creative solutions) Create venues that allow people to be heard. Respect diversity of opinion. Create a safe way to express appropriate levels of stress and frustration. Always look to build a better environment and culture. To implement these principles can require resolve and leadership. Many organizations require coaching and consulting to make these deep changes to their culture. The pay-off can be found in increased productivity, loyalty, and more creativity to problem solving.