You have angry people on your team and they need to be set free.
Let me explain with an example. If you see a child drowning in a pool what emotion do you think will drive you to jump into that water to save her? Will joy, sadness, or fear, make you do it? You may be thinking fear, but when does fear drive us toward something? It’s anger that drives us to take action, to take on the challenge and to overcome our fear.
For many teams, harnessing this type of anger or aggression can be very beneficial to the team. In DISC terms, this would be utilizing the strengths of the D-Style person on your team. But many times the actions of D-Style people are misunderstood.
Anger Gets A Bad Wrap Too Often
When you visualize angry people what are some images that come to mind? Many people will visualize war, violence, hate, bullying, etc. While these images can be true of anger, there are positive images that come with anger too.
Protecting a loved one. Rescuing a child from danger. Overcoming a problem. Being assertive or aggressive in a situation.
Anger is defined as a strong feeling of annoyance, displeasure, or hostility. This all sounds so negative. But wait… What if you are annoyed at a persistent problem at work? Or you experience displeasure because of a poor project outcome? Maybe you find yourself hostile toward a bad idea being floated around?
These aren’t negatives necessarily, but by definition, they are all tied to anger. These situations will drive some people to take action to eliminate the annoyance, displeasure, or hostile feeling.
Angry People Take Action
In Steve Sisler’s book, The Four People Types And What Drives Them, he speaks of the Dominance Style (D-Style) people by saying, “This person operates from an anger base, which produces a more aggressive behavioral pattern, making them quick, pioneering, and decisive.”
In the DISC model, the D-Style represents people that are decisive, direct, dominant, and daring. They think quick on their feet and have a strong desire to solve problems. Employees like this are constantly seeking to make decisions, fix a problem (sometimes when they aren’t supposed to), or lead the charge on something.
Bottom-line, the D-Style operates out of the emotion of anger and they want to take action. They are doers. Every problem they see and desire to solve is a way for them to constructively release their anger. This is why they are always driven to action.
People That Operate Out Of The Anger Emotion Are Doers
These “doers” have a strong desire to solve problems. Obviously, leveraging this desire can be beneficial to both the team and them. When you set free a Dominance Style on a problem, they will be tenacious to take on the challenge and solve the problem.
Many times we see this style in positions of leadership. By default, these people will be able to use their natural tendencies and behaviors to the benefit of the team and organization. But there are D-Style people that aren’t in positions of leadership and they are dying to solve problems.You have angry people on your team and they need to be set free. Their anger drives them to solve problems and take action.Click To Tweet
These are the employees that many managers aren’t leveraging to the benefit of the organization or the employee. They are the employees that always have a response to a problem, they are quick to make decisions, determined, aggressive, challenging, and may even try to take over in meetings and projects. This is good for you. Here’s why.
If You’ve Got A Problem Put The Angry People On It
Imagine what it would feel like to be decisive, determined, aggressive but not be able to utilize these tendencies. As a mid-level D-Style myself, not being able to operate out of these tendencies ultimately led to me quitting a job.
I was an Assistant Executive Director at a senior living facility. My role was to oversee maintenance, kitchen, work the phone for sales, and provide great service to the residents. The whole thing was a complete dumpster fire when I came in so I was excited about the challenge. In fact, within just a few weeks we fixed several problems and I had plans to resolve several more.
Then they dumped all the resident contracts on me, then they made me do all the hiring paperwork, and they continued to add more and more detail work.
For a D-Style, this is the opposite of what we need. We don’t need details. We need problems that we can attack, not to be buried in paperwork and the minutiae.
With an inability to utilize my strengths as a problem solver and doer, I eventually quit. It was unfortunate.
What About Your Team?
So as you think about your team (or maybe yourself), who are the angry people that you can leverage? Who are the people that are determined, decisive, that challenge you, and are doers on your team?
When you leverage their strengths, you will find problems will be solved quicker, they will pioneer new ideas, and things will just get done.
So the next time you have a problem, put the angry people on it. Everyone wins.