1 CHANNELING ANGER INTO ACTION
These days the world seems to be an angrier place than it used to be. Letâs face it: weâre stretched in a million different directions, yet the world is getting smaller, more interconnected, and our relationships are rapidly changing. We used to compete against the business across the hall or across the country; now we must think about a global economy. Social media has provided a platform for anyone to express anything and everything they want and, democratically speaking, thatâs a good thing. Yet the sheer volume of it, the unfiltered nature of the content, and the anonymity available on these platforms create echo chambers for anger and hurtfulness to be exacerbated. This stress can generate an emotional reaction, and sometimes we choose anger over other emotions so that we donât appear vulnerable. We often use anger as a defense mechanism to get us through lifeâs daily battles. As weâre getting angrier, however, we can become less able to work togetherâto create social change or just to get along in the office. This anger can close us off from one another.
OUR ANGER PROBLEM
Anger, rage, furyâwhatever you want to call itâis an emotion inherent in all people. Like other human emotions, we have the capacity for anger for good reason. Sometimes, itâs okay to be furious. When youâre confronted with a truly frustrating reality, the most useful thing you can do is to figure out how to use that anger: do you suppress it or find a way to use it to your advantage? Anger is something that you sense, that you legitimately and justifiably experience in the face of injustice and in moments when anger is called for. There are moments throughout U.S. history when righteous fury has been the source for creating positive, necessary, and strategic social change: Martin Luther King Jr. and the civil rights movement, Gloria Steinem and the fight for womenâs rights, the Stonewall riots and the struggle for LGBT equality. In all of these instances, constructive anger has been used as the fuel to build, not destroy.
The key is to understand in ourselves and in our communities when anger can be a productive resource or a destructive one. If you want to make change happen, use your anger as a gift, not a curse. Take the 2016 presidential election cycle, one filled with very different characters, from very different backgrounds, on opposite ends of the political spectrum who tapped into Americansâ collective anger. They acknowledged it and fed it back to people in a way that served only to elevate and amplify the anger. The three prevailing voices in the 2016 presidential election cycle (that of Senator Bernie Sanders, real estate mogul Donald Trump, and former Secretary of State Hillary Clinton) addressed what each candidate perceived as voter anger. Throughout their campaigns, their messages reflected back the cause of Americansâ anger, what each candidate believed voters were feeling.
Senator Sanders took the mantle of the Occupy movement and engaged voters with his message that a tiny wealthy minority has all the power, that the economy is rigged, that itâs stacked against most Americans. He created a have-and-have-not dynamic, where his scapegoat was Wall Street, wealth, and high-income earners. Sanders gave validation to the have-nots for their anger at the haves. And while the anger and the sentiment he reflected was certainly warranted, he was never able to channel that rage toward a pragmatic or believable outcome. His own anger left doubts in the minds of too many voters about his ability to work as president in a collaborative way across party lines toward any solutions that had the possibility of becoming reality.
Donald Trump, on the other hand, did throughout his campaign what the United States has seen historically and politically in times of economic uncertainty. He tapped into the well of rage from Americaâs working middle class, particularly white men who feel that life is unfair. Trump introduced something that is foreign to them (the âotherââin Trumpâs case, immigrants), something unknown that gives them someone to blame. He reflected a more dangerous point of view: Youâre angry because life hasnât worked out the way you thought it would. The country doesnât look the way it used to. Itâs being overrun by immigrants who are taking your jobs, bringing the economy to its knees, and threatening your personal safety. Where Trump and Sanders are similar is that they recognized this well of anger throughout America; they mirrored something cathartic, a message that made people feel validated. In Trumpâs case, his message made them scared; in Sandersâs case, it made them hopeful. Yet in both cases, the candidatesâ messages did not really do anything except regurgitate anger for the sake of anger.
The third point of view, which gets to the crux of this book, is that of Hillary Clintonâthe only presidential candidate who channeled Americansâ collective anger toward a realistic outcome. Throughout her campaign, she showed that she understands people are angry about injustice, but instead of reflecting that frustration back to Americans, she channeled the anger and used it to create a platform that provided people with a hopeful future. She gave them a sense of confidence that they can get to a better place. The outcome of the 2016 election will depend on whether voters are able to channel their anger and choose a candidate who works for them or are blinded by their anger and choose a candidate who works against them. The successful candidate is almost always one who is able to see that anger (passion) is a gift that can be channeled toward a greater good (creating positive change).
TURNING ANGER AROUND
Instead of shutting things down, however, anger can be used in another way. It can be the energy source that propels us to overcome systemic social injustice or the fuel that helps us to get what we want in a personal or professional situation. Processing anger and channeling it toward a positive outcome is a multistep process. The first step involves determining whether anger is even an appropriate response to something. If it is not valid, then you will learn what the appropriate sentiment, and course of action, should be. For example, if we demand that our legislative leaders take immediate action on an issue that is really important to us, but we hear that Congress wonât be back in session for several weeks, that responseâand that delayâis hardly a reason to burn down the buildings.
But if your anger is justified, the next step is to determine whether to express that anger and, ultimately, to what extent and how. When pressing for social change, you regularly meet resistance, which almost always results in justifiable anger. Your path forward depends on channeling that frustration and figuring out how to use it to get the outcome you want. In interpersonal relationships as well as in professional settings, there are many examples where anger is not a valid response. In these situations, it is best to consciously restrain your emotional reaction. Once youâve stepped back a bit and taken anger out of the equation, and had an honest conversation with yourself and perhaps with your allies, you will realize that the decision you make about what to do with your passion will be the right one.
The key to navigating through anger and your initial emotional response to resistance or adversity is to be honest with yourself. If you canât do that, find people around you who can help. For instance, if you asked your boss for a raise, and she responded that sheâd been meaning to talk with you about your poor performance, you might react to her criticism with defensive anger. You may feel that you and your boss are far apart in terms of evaluating your work. But who is right? If she is, then your anger toward her is misplaced. If you canât be honest with yourself and get past that anger, youâre not going to chart a productive course forward. Sometimes trusted friends and coworkers can help you understand how youâre viewed at work, so you can figure out how to move in a positive direction. However, if you find yourself in a situation where youâve done the work and determined that your anger is justified, you still have to learn how to channel that frustration toward a positive outcome. Whether itâs finding common ground, overcoming differences, or being able to listen strategically without the haze of anger filtering what you hear, we all have the potential to change any situation into a win. Thatâs what this book is all about.
On April 29, 2009, the U.S. House of Representatives passed the Matthew Shepard and James Byrd Jr. Hate Crimes Prevention Act (HCPA). The passing of the HCPA meant that thereafter the category of âhate crimeâ would cover not only crimes in which a victimâs race, color, religion, or national origin were a factor but also those relating to a victimâs actual or perceived gender, sexual orientation, gender identity, or disability. For the first time, gay and transgender individuals would have the same legal protections as everyone else.
In this case, protection for all came at someone elseâs tragic expense. Eleven years earlier, in 1998, two horrific hate crimes had been committed. Matthew Shepard, a young man living in Laramie, Wyoming, was tortured and killed simply because he was gay. James Byrd, an African American man, was singled out, tied to the back of a truck, and dragged to his death. I had the privilege of sitting in the congressional gallery alongside Judy Shepard, Matthewâs mother, as the House of Representatives passed this landmark piece of legislation. She, along with her husband, Dennis Shepard, had spent the past ten years advocating, lobbying, and speaking out on behalf of this legislation that would give local law enforcement agencies throughout the country the tools they needed to more effectively investigate and prosecute hate-based crimes.
No one had been more courageous or committed to seeing this bill become law than Dennis and Judy. With their justifiable rage, through their grief, they saw that the perpetrators who had murdered their son went to jail for life. Then they took the next step and channeled their anger into action to create lasting social and legislative change. Judy wanted to ensure that no other American family would ever experience the pain and suffering hers had. They started the Matthew Shepard Foundation to replace hate with understanding, compassion, and acceptance. Working directly with the Human Rights Campaign, they toiled to get a federal hate crimes bill passed into law. The Shepards walked the halls of Congress for ten years trying to garner support and change the hearts and minds of legislators. Beginning in 2005, I stood with them. We worked together closely, and it was a true honor to be with Judy on the day we realized we had the votes to pass the bill through both the House and the Senate. President Obama, who had worked alongside us for the billâs passage, was committed to sign it into law.
Before there can be a vote on any piece of legislation in either the House or the Senate, all sides (proponents and opponents) are given time to debate their various points of view. On that April day we sat through an entire morning of floor debate in the House. Although we had heard some misguided resistance to this bill over the years, most of the speeches that day were supportive. In their remarks many members of Congress paid tribute to Judy and her tireless work. I distinctly remember civil rights icon Congressman John Lewis commenting on Judyâs steadfast dedication. Eventually Congresswoman Virginia Foxx of North Carolina chose to speak, in opposition of the bill. The fact that Matthew Shepard was murdered because he was gay, Foxx said, was simply a hoax. Everyone knew, she went on, that Matthew was the unfortunate victim of a robbery. Those of us seeking to pass hate crimes legislation, she explained, continued to perpetrate this hoax simply to gain support for the bill. She rambled on about how nothing that had been reported about the incident was actually true.
As I processed Foxxâs hateful words, I was in complete shock. All of her claims were categorically false. I donât know if it was the adrenaline from the emotional roller coaster we all had been on leading up to this moment, but Foxxâs comments enraged me like nothing had ever upset me before. Shaking, I turned to Judy. I thought we should put out a statement refuting Foxxâs comments and get other members of Congress to immediately take to the floor and do the same thing. I was rising out of my seat with anger when Judy put her hand on mine. Quietly but firmly, she spoke: âThis discussion isnât even happening. Whatâs happening right now is that we are on our way, after eleven years, to winning. Thatâs what is happening. Letâs not let our anger or our emotions get in the way of our true goal. Our job is to see this bill through to victory.â
Judy was right, of course. We had the votes we needed. Once the clock on the floor debates ran out, the bill would pass no matter what lies Virginia Foxx spewed. Our message in response would be to shine a light on the supporters of the bill. We would not give one more minute of airtime to the bigoted and misguided rhetoric of Virginia Foxx. She took her seat and was followed by Sheila Jackson Lee, a congress-woman from Houston and a civil rights pioneer. I expected that Congresswoman Lee would counter Foxxâs argument, but she didnât even acknowledge it. Instead, she placed both Matthew and James Byrd as great civil rights pioneers in the tradition of Dr. Martin Luther King and Bayard Rustin. Like Judy, she channeled her anger over Foxxâs vitriol into something positive. Her uplifting speech made all the people in the gallery forget about Foxx entirely. As we predicted, the bill passed in the House with a final vote of 249-175. The Senate went on to pass the bill in the fall, and on October 28, President Obama signed the HCPA into law. I was there. He commented to all of those attending that he had promised Judy and Dennis Shepard this day would come.
I recently spoke to Judy about our experience of getting HCPA passed. I thanked her for the lessons she taught me and told her how much I admired her grace during some very challenging moments. She reminded me that her grace and inner will didnât always come to her so easily. In the early days, just after Matthewâs death, when she began visiting members of Congress and lobbying them, she was often overwhelmed and felt defeated by the intolerance and ignorance that some displayed when discussing hate crimes legislation. She wondered aloud to members of HRCâs legislative staff whether she was cut out for the daunting task of garnering support for the bill. She often heard offensive and maddening comments. These conversations frequently brought out some of the worst vestiges of antigay sentiment. However, with the help of such brave allies in Congress as Senators Ted Kennedy of Massachusetts and Gordon Smith of Oregon, Judy was able to channel her anger into action. She never lost sight of her goal.
When we won and the bill was passed, Virginia Foxxâs chief of staff called me. âLook, Joe,â he said. âMy boss wants to find a way to apologize to Judy Shepard. How can she reach her?â I called Judy and her response was clear. âTo me, she doesnât exist,â Judy explained. âThose statements donât exist. None of that exists. I will not be talking to Virginia Foxx. What will remain in peopleâs memory is Sheila Jackson Leeâs speech and President Obamaâs remarks as he signed the act into law. Those events are all that exist.â I realized that Judy Shepard and Sheila Jackson Lee were wiser than me; they knew how to channel their anger and keep their eye on the bigger prize, the signing of the HCPA. While both women were smart and strategic, it didnât mean that they werenât filled with anger, even in that circumstance.
This was the moment when I understood that the emotion of anger is a reality in all of our lives, and it has the potential to be a great gift. Anger was the primary emotion Judy had been carrying for over a decade, yet it had become a source of energy that kept her moving forward. For Congresswoman Lee, anger was like an adrenaline force, compelling her to be nimble and fast on her feet as she spoke so eloquently off the cuff. She never addressed Virginia Foxx; rather, she spoke above and around Foxx to get her point across. She channeled her fury toward attaining a positive outcome.
ANGER IS PART OF THE JOB
The ability to resolve conflicts and get what you want without causing ill feelings, disparaging others, or creating drama is the single most important trait for success in any workplace. Itâs an indicator of successful relationships, both professionally and personally. Itâs not enough to get your job done; itâs how well you play with others that really counts. When we engage with others, there is the possibility that something they do or say will anger us. There are the small insults, the large transgressions, the feelings of being left out, or various emotional states of frustration, disappointment, and rage. In the heat of the moment, we tend to respond with hostility, blame, victimhood, or whining. These counterproductive reactions are unacceptable in the workplace because they are âconversation endersââthat is, they will not advance your argument or move the needle toward getting you what you really want.
A hostile reaction assumes that youâre going to bring the offending person around to your way of thinking by hammering home your point. In other words, you are meeting anger with anger. This strategy is without merit in most situations. For example, if I were engaged in a formal debate, it is not out of the realm of possibility that I could win over my opponent to my way of thinking by providing well-researched facts. Yet heated discourse and argumentative conversation with a colleague or supervisor typically does not have that effect. In fact, there arenât many instances where an intense argument, whether itâs about politics or cleaning up the break room after lunch, ends with somebody thoughtfully saying, âWow, he directed so much anger at me that I completely concede the point. Joe is right.â
In a formal debate some might strategically provoke their opponent, intentionally trying to anger them because an angry response is an unproductive response. When youâre coming at someone with hostility, youâre inadvertently putting them on the defensive, no matter how right you are. This strategy invariably entrenches an opposing faction into their position. In the best-case scenario the person you are attacking is calm enough to respond and explain their position. In the worst case, however, you have ratcheted up their anger. If this happens at work, you may possibly be fired. Either way, this strategy of provoking an opponent rarely works to your advantage.
Being wrongly accused of something is another situation where you may react with anger. You may try to resolve the accusation by placing the blame on someone else. Yet no one wants to hear anyone say, âThat wasnât my fault.â The truth is, when we think whatever bad thing happened wasnât our fault, thereâs a chance that it might have been. While there are real victims in the workplace of abuse or harassment, there is a possibility that you might have been at fault, or you might be viewing the situation in a completely wrong-headed way. If your natural reaction is to blame someone elseââI did my job; Joe didnât file the paperwork correctlyâ or âHe hates me and I donât know whyââtry to leave just the tiniest room for doubt. If your boss says, âI donât think youâre committed to this job in the way you need to be,â be open to the possibility that you may have in fact given that impression. It may not be true: perhaps you are committed to the job, and you may be very passionate about your work, but for one reason or another that passion isnât coming across in a way others see.
There may be instances where none of this is the case, where you actually have a sexist, bigoted boss, and youâre the most brilliant person to walk through the door, yet she is going to bring you down. Iâm not suggesting that every boss is always right. However, before you cry âvictim,â at least consider her point of view before you play the blame game. You need the maturity and the self-awareness to pause and ask yourself the question, Does the possibility exist that I am contributing to the problem in some way? Most often, the reality of the situation is typically somewhere in the middle.
Whining is a manifestation of blame. My friend Tomâs wife is a classic un-self-aware whiner. Since Iâve known them, she has had three jobs and she is always working for âthe worst boss.â Nobody ever utilizes her talent, she complains. But she never pauses to stand in another personâs shoes and ask, âDo I own any of my problems?â A typical office whine is: âManagement never thinks about including me in the conversation. They have a meeting and they bring lots of other people together, but my boss forgot to include me again.â I can assure you, it is rarely the case that the boss achieved his or her higher level by not recognizing the extraordinary talent in the office. There are certainly times when some managers donât give young people the deference that they should. And it is important to bring young, diverse voices...