Anger Management

Power Point Slides

Corporate Training Materials
 Module One: Holding on to
anger is like

Getting Started
grasping a hot coal
with the intent of
throwing it at
someone else; you
are the one who
Welcome to the Anger Management gets burned.
Buddha
Workshop.
This workshop will help teach
participants how to identify their
anger triggers and what to do when
their angry.
 Workshop Objectives
• Understand anger dynamics in terms of the anger cycle and the fight and flight theory.
• Know common anger myths and their factual refutations.
• Know the helpful and unhelpful ways of dealing with anger.
• Know techniques in controlling anger, particular reading anger warning signs, using
coping thoughts, exercising relaxation techniques and blowing off steam.
• Understand the difference between objective and subjective language.
• Express a feeling or position using I-messages.
• Know skills and techniques in making a disagreement constructive, including effective
negotiation and solution-building.
• Reflect on one’s hot buttons and personal anger dynamics.
• Know alter, avoid and accept ways of responding to an anger-provoking situation.
• Understand the energy curve and how it can help in responding to someone else’s anger.
• Learn and practice de-escalation techniques.
• Gain an integrated view of anger management and how it can be best practiced.
 Module Two: Anger always
comes from
Understanding Anger frustrated
expectations.
Elliot Larson

In this module, we will discuss the

cycle of anger, the fight-and-flight
response, and common myths
about anger
The Cycle of Anger

The Cycle of Anger

Trigger
Understanding Fight or Flight

The Fight or Flight theory, formulated by

Walter Cannon, describes how people react to
perceived threat. Basically, when faced with
something that can harm us, we either
aggress (fight) or withdraw (flight).
 Common Myths about Anger
Here are five common myths about anger:
• Anger is a bad emotion.
• Anger needs to be ‘unleashed’ for it to go
away.
• Ignoring anger will make it go away.
• You can’t control your anger.
• If I don’t get angry, people will think I am a
pushover.
 Module Three: How much more
grievous are the

Do’s and Don’ts consequences of

anger than the
causes of it.
Marcus Aurelius

Now that we’ve established that

anger is a natural, unavoidable and
instinctual reaction, let’s look at
how we can respond to anger
appropriately. In this module, we
will discuss the dos and don’ts in
responding to anger.
 Unhelpful Ways of
Dealing with Anger
• DON’T ignore the anger.
• DON’T keep the anger inside.
• DON’T get aggressive.
• DON’T get passive-aggressive.
• DON’T use non-constructive communication
styles.
 Helpful Ways of
Dealing with Anger
• DO acknowledge that you are angry.
• DO calm yourself before you say anything.
• DO speak up, when something is important to
you.
• DO explain how you’re feeling in a manner
that shows ownership and responsibility for
your anger.
 Module Four: Anyone who
angers you,
Gaining Control conquers you.
Anonymous

Anger is instinctual, yes. It is an

emotion that comes unbidden and
we often don’t have a choice
whether we would be angry or not.
What we can do however, is take
control of our anger when it comes.
In this module, we will discuss ways
to gain control over our anger
 A Word of Warning
• The first step in gaining control of anger is to
recognize its warning signs.

• Signs of anger can be physical, mental,

emotional and behavioral.
 Using Coping Thoughts
• Once you realize that you are angry, or that
you’re about to get angry, you can start
calming yourself mentally.
Stop & Think:
• Calm down first, and think this through.
• I am capable of managing this situation.
• (other options on page 22 of the student manual)
 Using Relaxation Techniques
• Breathing Exercises
• Meditation
• Progressive Muscle Relaxation (PMR)
• Visualization
• Music
• Art and Crafts
 Blowing Off Some Steam
• Screaming
• Physical Activity
• Pillow Punching
• Writing
• Singing
Module Five: Separate the It is wise to direct
your anger

People from the Problem towards

problems--- not
people; to focus
your energies on
answers--- not
excuses.
In this module, we will discuss ways William Arthur
to separate people from the Ward

problem. Specifically, we will

discuss the difference between
objective and subjective language,
ways to identify the problem, and
how to use I-messages.
Objective vs. Subjective Language
• Objective language involves stating your
position using reference points that are
observable, factual and free from personal
prejudices.
• You use subjective language when you are
stating an opinion, assumption, belief,
judgment or rumor.
 Identifying the Problem
• STEP ONE: Get as much information as you
can why the other party is upset.
• STEP TWO: Surface the other person’s
position.
• STEP THREE: Review your own position.
• STEP FOUR: Having heard both positions,
define the problem in a mutually acceptable
way.
 Using “I” Messages
• An I-message is a message that is focused on
the speaker.
 Module Six: Anyone can
become angry---

Working on the Problem that is easy, but to

be angry with the
right person, at
the right time, and
for the right
purpose and in the
In this module, we would discuss right way--- that is
not within
how to work effectively on the everyone’s power
and that is not
problem. Specifically, we will tackle easy.

constructive disagreement, Aristotle

negotiation tips, building

consensus and identifying
solutions.
 Using Constructive
Disagreement
• SOLUTION-FOCUS
• MUTUAL RESPECT
• WIN-WIN SOLUTION
• REASONABLE CONCESSIONS
• LEARNING-FOCUS
 Negotiation Tips
The following are some tips on negotiation
during a conflict:
• Note situational factors that can influence the
negotiation process.
• Prepare!
• Communicate clearly and effectively.
• Focus on the process as well as the content.
• Keep an open-mind.
 Building Consensus
• Focus on interests rather than positions.
• Explore options together.
• Increase sameness/ reduce differentiation.
 Identifying Solutions
• BRAINSTORM
• HYPOTHESIZE
• ADOPT A MODEL
• INVENT OPTIONS
• SURVEY
 Module Seven: Anger is not bad.
Anger can be a

Solving the Problem

very positive thing,
the thing that
moves us beyond
the acceptance of
evil.

In this module, we will discuss Joan Chittister

elements of solving the problem.

Particularly, we would discuss
choosing a solution, making a plan,
and getting it done.
 Choosing a Solution
• COSTS AND BENEFITS
• DISAGREEING PARTIES’ INTERESTS
• FORESIGHT
• OBSTACLES
• VALUES
 Making a Plan
• Keep your goal(s) central to you plan.
• Break down your action plan into concrete
steps.
• Note all the resources you would need.
• Plan how the solution would be evaluated.
 Getting it Done
• Stick to your plan.
• Monitor progress and results.
• Reward and revise accordingly.
 Module Eight: A Everyone has a hot
button. Who is

Personal Plan
pushing yours?
While you
probably cannot
control that
person, you CAN
control the way
In this module we will discuss what you react to them.

hot buttons are, how to identify Unknown

your personal hot buttons, and

how you can be benefitted by
keeping a personal anger log.
 Understanding Hot Buttons
• Hot buttons are triggers that make us react
with anger. They are not necessarily the real
cause of our anger, but they can be the one
that ‘lights the fuse’.
• Hot buttons can be things that fall short of
your expectations, block your goals, attack
your self-esteem, violate your values, and/ or
give you a feeling of loss or helplessness.
 Identifying Your Hot Buttons
• A key to seeing if a hot button is the real cause
of the anger, or just a trigger, is to see if your
anger reaction is proportionate to what the
situation calls for.
• Awareness of your hot buttons is already
winning half the battle against anger.
• If you know what can evoke your anger, you
can watch out for them.
 A Personal Anger Log

A personal anger log is a diary of anger

reactions including symptoms, triggers and
coping styles. It is a way of increasing
awareness of anger patterns unique to the
individual.
 Module Nine: In the long run, we
shape our lives,

The Triple A Approach

and we shape
ourselves. The
process never ends
until we die. And
  the choices we
make are
Anger is exacerbated by a feeling of ultimately our own
responsibility.
victimization and helplessness. It Eleanor Roosevelt

helps to know then that we always

have at least three options when
dealing with an anger-provoking
situation: you can alter, avoid or
accept.
 Alter
Alter means that you initiate change.
• Change non-productive habits.
• Respectfully ask others to change their
behavior and be willing to do the same.
• Change the way you view a situation.
• Change the way you react to a situation.
 Avoid
Avoid means steering clear of situations that can
make you angry.
• Steer clear of people who make you upset.
• Steer clear of your ‘hot buttons.’
• Remove yourself from a stressful situation
immediately.
 Accept
Unfortunately, there are some things that we
cannot change nor avoid. In this case, we have
to accept them.
• Find learning.
• Seek higher purpose.
• Vent to a friend.
Module Ten: Dealing He who angers
you, conquers
with Angry People you.
Elizabeth
Kenny

In this module we will discuss how

we can effective deal with angry
people. Specifically we will talk
about the Energy Curve, de-
escalation techniques, and
guidelines on when to back away
and what to do.
 De-escalation Techniques
De-escalation techniques are skilled
interventions designed to facilitate a person’s
cooling down process, reduce the possibility of
getting verbally or physically hurt, and gain
control of the situation.
 When to Back Away
and What to Do Next
• When you are too affected by an issue to view
it objectively.
• When there are warning signs for verbal and/
or physical violence.
• When there is influence of mood-altering
substances.
• When there are signs of serious mental health
conditions.
Module Eleven: Pulling If you do not
wish to be prone

It All Together to anger, do not

feed the habit.
Give it nothing
which may tend
to its increase.
In this module, we will show how Epictetus
these different techniques come
together. We will also give
additional tips to help you in
practicing these anger
management techniques more
effectively.
 Process Overview
Four main steps:
• Be informed
• Be self-aware
• Take control
• Take action
 Putting It into Action
The following are tips in putting anger
management techniques into action:
• Find your motivation
• Choose only one change at a time.
• Reward yourself for your successes.
• Choose an accountability partner.
• Seek a mental health professional.
 Module Twelve: This feeling,
finally, that we

Wrapping Up may change

things - this is at
the centre of
everything we
Words from the Wise are. Lose that...
lose everything.
• YOGI BERRA: In theory there is no Sir David Hare
difference between theory and practice.
In practice there is.
• DWIGHT EISENHOWER: Plans are
nothing; planning is everything.
• JONAS SALK: The reward for work well
done is the opportunity to do more.