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Workplaces are filled with moments when it’s easy to lose your calm. Uncontrollable, sudden, and intense emotions that overwhelm you, can dramatically and unexpectedly lead to an emotional outburst. Negative emotions like anger, fear, or frustration show up when your expectations aren’t met or people say or do things that conflict with your personal values and aspirations. Ignoring the conflict or whatever’s bothering you for too long creates inner turmoil—it makes you react to other people or the things in your environment. You act without thinking. You become a of your thoughts and circumstances. victim Not being in control of your emotions can make you say or do things that you regret later. You may shout at a coworker. Say impolite things to a junior member of your team. Burst into tears when others disagree with you. These emotional outbursts may not only lead to extreme distress; they’re also damaging to your relationships at work. Others can’t see the inner conflict bubbling up inside—they can’t make sense of why you are calm one moment and agitated the next. No doubt they’ll find your reaction inappropriate and unnecessary. What’s done is done. You can’t go back in time and fix your overreaction, but you can certainly build emotional agility—move on with curiosity, courage, and compassion. Emotional agility is not only about keeping your emotions in check and not lashing out your frustrations at others, it’s also about what you do once you react in unintended ways. Here are the 5 practices to prevent strong emotions from overwhelming you, take control of the situation, and do damage control if you do end up acting out in an unhealthy way: Instead of Emotional Avoidance, Lean Toward Emotional Acceptance Hundreds of thoughts will run through your mind after acting in undesirable ways: Everyone will think I am crazy. No one will speak to me. I will not get more opportunities. All these thoughts can consume so much of your time and energy that you can fail to connect with your emotions. You may avoid negative emotions with the hope that they will go away. But avoidance is like a prison. It prevents you from experiencing critical life lessons. You fail to build the skills necessary to deal with discomfort. Every repeated cycle of negative emotions leading to avoidance makes it powerful and weakens your ability to deal with difficult situations. Noam Shpancer, professor of psychology at Otterbein University and a clinical psychologist specializing in the treatment of anxiety disorders says — “Attempts at avoiding negative emotions are usually futile. Telling yourself that a certain emotion is intolerable or dangerous traps you in constant vigilance regarding the very thing you're trying to avoid. You become hyper-vigilant about any possibility of this feeling arising. The fear of the impending negative experience becomes a negative experience in itself.” This also applies to how you deal with your emotions after losing your calm at work. Instead of confronting your feelings, you may believe that the best way to deal with them is to put them out of your mind. But ignoring or avoiding makes these feelings much harder to overcome while acknowledging them can result in real personal growth. Instead of stifling or pushing them away, what if you learn to accept your emotions? Accepting does not make them true. It just allows your emotions to be what they are without judging them or trying to change them. Seeing the emotion for what it is without attempting to get rid of it shifts you from emotional avoidance towards emotional acceptance. Noam Shpancer calls emotional acceptance a far better strategy than avoidance because accepting, acknowledging, and absorbing them makes you spend less energy in pushing the emotion away, and instead, pursue the behaviors that are aligned with your goals and values. He says “Emotions, when viewed as part of a spectrum of available sources of information, are a bit like the weather report. They are important to know, consider, and understand, but they are not necessarily the overriding factor in your life plans. When the weather is bad (not to your liking), it doesn't mean you have to deny it, focus all your attention on it, or cancel your plans because of it. What you need to do is accept the weather and adjust your plans accordingly.” So, the first step to dealing with an emotional outburst at work is to come in touch with your real emotions—become fully aware of them as they show up. Mindfulness guides us to become more emotionally agile by allowing us to observe the thinker having the thoughts. Simply paying attention brings the self out of the shadows. It creates the space between thought and action that we need to ensure we’re acting with volition, rather than simply out of habit. But mindfulness is more than knowing ‘I’m hearing something’, or being aware ‘I’m seeing something’, or even noticing ‘I’m having a feeling’. It’s about doing all this with balance and equanimity, openness and curiosity, and without judgement. It also allows us to create new, fluid categories. As a result, the mental state of mindfulness lets us see the world through multiple perspectives, and go forward with higher levels of self-acceptance, tolerance and self-kindness. — Susan David Mindfulness will not only help you better manage your emotions after losing your calm; it will enable you to avoid such emotional outbursts in the future—learning to be present in the moment without judgment and observing your feelings without being overwhelmed can create space for better understanding and acceptance of your emotions, making it easier to manage them effectively. Name the Emotion to Tame the Emotion After an emotional outburst, you’re bound to feel some very strong emotions. It’s not enough to acknowledge them. You also need to give words to your feelings. In other words, say to yourself, out loud, what negative emotion you’re experiencing, as you’re experiencing it. For example: I am feeling embarrassed. I am feeling ashamed. I am feeling angry at myself. Simply naming it is going to calm you down. This technique introduced by psychologist Dan Siegel creates a bit of space between you and that emotion. Naming your emotions tends to diffuse their charge and lessen the burden they create. There’s another advantage of naming emotions this way. Matthew Lieberman is a Professor of Psychology at the University of California Los Angeles (UCLA). His research has shown that labeling of negative emotions, also called can help people recover control. His fMRI brain scan research shows that labeling of emotions decreases activity in the brain’s emotional centers, including the amygdala. “affect labeling” And once your amygdala is calm—that part of your brain involved in mode—it gives you the chance to take a step back and come up with a more thoughtful response. “fight-flight-freeze” In the brain, naming an emotion can help calm it. Here is where finding words to label an internal experience becomes really helpful. We can call this “Name it to tame it.” And sometimes these low-road states can go beyond being unpleasant and confusing—they can even make life feel terrifying. If that is going on, talk about it. Your inner sea and your interpersonal relationships will all benefit from naming what is going on and bringing more integration into your life. — Daniel J. Siegel Instead of letting your unconscious brain exaggerate the negative effects of a temporary emotional setback making you feel powerless and helpless, recognizing and naming the emotion can give you a sense of control enabling you to choose a more appropriate response. Don’t Settle for Superficial Reasoning, Dig Deeper Connecting with the emotions and naming them gives you the mental clarity needed to think clearly. When your thinking is not clouded by emotions, you can face the facts of what really happened—what caused you to behave this way. By understanding what caused you to lose your calm, you can do better damage control and can also prevent it from happening again. Engaging in deep self-reflection can help you uncover the real reason behind your outburst as opposed to what initially appeared to have triggered it: What situation were you in when you had an emotional outburst? What about the situation you did not like—was it something someone said or did, was it the way you were treated, were you denied something that was important to you, were your beliefs and values challenged in some way? Was it the first time you felt this way or has it happened before? What did you say to yourself at that moment? What caused you to finally lose your calm—dig deeper into the real reason and not what appears to be the issue at first. For example: You may snap at a coworker after your manager tells you that you have been passed up for a promotion. You may yell at an intern after a recent conflict with a coworker who blamed you for delaying the project. In these situations, what you’re experiencing is unhandled frustration which leads to psychological displacement, a term coined by Sigmund Freud which is an unconscious defense mechanism in which your mind substitutes a new aim or a new object for goals felt in their original form to be dangerous or unacceptable. It operates in the mind unconsciously with transference of emotions, ideas, and wishes in the face of aggressive impulses. By ignoring whatever annoys you about work, you let the inner conflict bubble up inside. The stress and anxiety that comes from unhandled frustrations can cause you to overreact. Amy Arnsten, an American neuroscientist explains how stress can impair judgment “The release of high levels of catecholamines during uncontrollable stress rapidly switches the brain from a thoughtful, reflective state to a more unconscious, reflexive state. This may save our lives when we are in danger, but it is often unhelpful when we need top-down control to properly guide our actions and decisions.” Knowing how the environment is pulling your strings and playing you is critical to making responsive rather than reactive moves. — Ronald Heifetz By understanding your triggers, you can prevent your autopilot mode from kicking off destructive behaviors and instead deliberately engage in constructive actions. Instead of Berating Yourself, Engage in Self-Kindness An emotional reaction that you’re not proud of can turn you into a self-critic. You may think that being harsh and mean to yourself will set you right, but engaging in self-criticism at such moments is the worst thing you can do to yourself. Self-criticism involves a harsh and judgmental internal dialogue in response to perceived failures, mistakes, or shortcomings. It often includes negative self-talk, self-blame, and self-condemnation. Having a rigid and unforgiving attitude towards yourself can make you feel shameful, guilty, and inadequate. It can lead to increased stress, anxiety, diminished sense of self-worth, and a cycle of negativity that undermines self-confidence and well-being. Instead of engaging in self-criticism after an emotional outburst, try being self-compassionate. Self-compassion involves responding to yourself with kindness, understanding, and acceptance when faced with difficulties or when you fall short of your own expectations. Self-compassionate people take a more balanced and realistic view of their imperfections which fosters a sense of worthiness and self-acceptance. They understand that everyone makes mistakes; it is a natural part of being human. The biggest misconception about self-compassion is that it can undermine your motivation to push yourself to do better; being warm and kinder to yourself will make you lazy. Quite the opposite. Self-compassion is strongly associated with emotional resilience. Self-compassion does not mean avoiding responsibility for your actions or ignoring areas in which you need to improve. Instead, self-compassion involves approaching yourself with kindness and understanding, even when you make mistakes or face difficulties thereby fostering a healthier and more positive relationship with yourself. shows that being compassionate to oneself builds emotional resilience and psychological well-being. People who are self-compassionate: Research Have lower levels of depression and anxiety. Less likely to ruminate on negative thoughts and emotions or suppress them. Show increased optimism. Are able to take personal initiative. Involved with more positive emotions like kindness, happiness, and connectedness. For example, after an emotional outburst: Instead of: I can't believe I messed up. I'm so stupid. Say: It's okay to make mistakes; everyone does. I can be kind to myself and learn from this experience. The truth is this: sometimes we display good qualities and sometimes bad. Sometimes we act in helpful, productive ways and sometimes in harmful, maladaptive ways. But we are not defined by these qualities or behaviors. We are a verb not a noun, a process rather than a fixed “thing.” Our actions change—mercurial beings that we are—according to time, circumstance, mood, setting. — Kristin Neff Don’t Just Apologize; Own Your Reaction Finally, you have to face the people who experienced your emotional outburst. You can’t ignore them or pretend as if nothing happened. You may try to put the reaction behind you and just go on with your day with the assumption that everyone will forget about it, and things will get better on their own. But, not owning how you behaved makes things awkward for others. They may feel uncomfortable around you and hesitate to approach you or avoid communicating with you altogether. Not communicating what led to an emotional outburst has another problem—when others don’t know what made you lose your calm, they’re free to create their own version and treat it as a source of truth. She’s moody. She’s completely unpredictable. She is rude and mean. To avoid being labeled after an emotional outburst, own your reaction. To do this: Don’t just apologize, talk about what led to overreaction. When it’s something that you can’t talk about openly, share a general description e.g., personal issue, conflict at work, lack of understanding, etc. Doing this will help others see that you’re just another human with flaws and imperfections. Reassure them that you’ll do your best to avoid emotional drama and have productive conversations. Reassurance goes a long way in rebuilding broken trust. If it happened due to a problem that can be discussed with them, seek out their advice on what must change to prevent it from happening to you or others again. Bringing others into the equation shows them that no one is immune to such outbursts. For example: Instead of: I am sorry that I lost my temper yesterday and yelled in front of the team. Say: I am sorry for how I reacted yesterday. I reflected on my behavior later during the day and realized that even though I was angry due to a recent conflict at work, I shouldn’t have lashed out my frustration at you. My behavior was completely unjustified and I promise not to engage in such unproductive expressions. I hope we can move on and can continue collaborating together. Strength is about how you show up. It requires you to choose what energy and action you want to bring to a given situation. At its heart, Strength is about self-management. It’s not about controlling your emotions—it’s about honoring them and choosing what you do next. — Darcy Luoma Summary Negative emotions at work can sometimes be so intense that they take away your ability to think clearly. Emotional fog can make you lose your calm and respond to others in unproductive ways. Hiding away or trying to avoid facing the reality of what happened will not fix the problem; it will only make it worse. Instead of avoiding the emotions after an emotional outburst, come in touch with your real feelings. Acknowledge them without judging them or trying to change them. Next, describe exactly how you’re feeling by naming the emotion. This practice will calm you down and give you an opportunity to take a step back and think clearly. With a clear head, you’ll be better positioned to reflect on your behavior and identify the root cause of your emotional outburst and what really triggered it. Criticizing yourself for your overreaction is a bad strategy. Instead of fixing the situation, it will keep you locked in a cycle of negative thinking. Practice self-compassion in such moments by giving yourself warmth, kindness, and empathy. Finally, own your mistake. Showing you aren’t perfect and vulnerable much like other human beings will bring you closer to others and strengthen your relationships at work. This story was previously published . Follow me on or here for more stories. here LinkedIn

How to Recover From an Emotional Outburst At Work

কর্মক্ষেত্রে একটি মানসিক বিস্ফোরণ থেকে কীভাবে পুনরুদ্ধার করবেন

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Explaining the Infinite Potential of Quantum Computing in Marvel-lous English (No Math)

মার্ভেল-লাউস ইংলিশে কোয়ান্টাম কম্পিউটিং এর অসীম সম্ভাবনা ব্যাখ্যা করা (কোন গণিত নয়)

Erklären Sie das unendliche Potenzial des Quantencomputings in wunderbarem Englisch (keine Mathematik)

Explicando el potencial infinito de la computación cuántica en un inglés bastante divertido (sin matemáticas)

Expliquer le potentiel infini de l'informatique quantique dans un anglais plutôt drôle (pas de mathématiques)

क्वांटम कंप्यूटिंग की अनंत संभावनाओं को मज़ेदार अंग्रेजी में समझाना (कोई गणित नहीं)

量子コンピューティングの無限の可能性を面白い英語で説明する (数学なし)

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Kuantum Hesaplamanın Sonsuz Potansiyelini Harika İngilizceyle Açıklamak (Matematiksiz)

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用相当有趣的英语解释量子计算的无限潜力（无数学）

The Idea of a University Defined and Illustrated: Discourse IV

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That sudden rush of anger when a coworker blames you, a feeling of disappointment when your idea is rejected, resentment towards an egocentric boss, and the stress of meeting other people’s expectations can be a . Just like a rubber band, you feel stretched to your limits, ready to break at any moment. One tiny push in the wrong direction can wreak havoc in your mind, break your world apart and distract you from being productive in your work. constant source of frustration at work Every single day there’s so much to dislike about work. Bosses who don't care, coworkers who are mean, clients who nitpick, support team that doesn’t care to respond, meetings that suck away into your time and energy and emails and messages that live in a world of their own with no sense of time. Your frustrations are completely rational. Getting irritated by the things around you comes from your desire to be in control, and from your personal bias around how the world and people in it should be organized. It’s natural to crave a perfect work experience and feeling frustrated when one doesn’t exist. But, are you focusing on the right thing? What do you do to deal with the frustration that comes from not liking something? Instead of wasting time overthinking through situations that cause you frustration at work, know that you cannot get rid of them, but you can learn to respond to them in a healthy manner. "I can choose to say yes, and I can choose to say no. I can hold back and keep quiet, or I can ask a tough question that challenges someone. If someone close to me is doing something that annoys me, I can bring it up and talk about it. When I really want something and the first response I get is a no, I ask questions and see if the other person is open to changing their mind. I’m completely free to choose exactly how I want to be in this moment, based on what feels right to me. I am the decider. I am the creator of my life" - Aziz Gazipura Unhandled frustrations lead to unconscious defense and can impair judgment Unhandled frustration at work leads to psychological , a term coined by Sigmund Freud which is an in which our mind substitutes a new aim or a new object for goals felt in their original form to be dangerous or unacceptable. It operates in the mind unconsciously with the transference of emotions, ideas, and wishes in the face of aggressive impulses. displacement unconscious defense mechanism Snapping at your child or your spouse after a bad day at work is an example of this defense mechanism. Instead of managing your emotions from work productively, you deal with them by lashing out at your family since it’s much easier to react to them than acknowledging and handling whatever caused you frustration at work. You may feel guilty afterward, but you unconsciously transfer your bitter experience from work to your family during the moment. After a long battle of negotiating timelines with key stakeholders, you may easily lose your cool when a team member makes a small mistake. Without realizing it, your frustration from trying to convince your stakeholders to be realistic in their demands may show up with your team member who’s an easy target to vent it out. By ignoring whatever annoys you about work, you let the inner conflict bubble up inside. It can lead to - why did the person behave this way, what have I done to deserve this, why does this happen to me, and so on. Stress and anxiety can cloud your critical thinking skills, causing you to reject ideas, become inflexible to change, or even overreact. a cycle of rumination Amy Arnsten, an American neuroscientist explains how stress can impair judgment “The release of high levels of catecholamines during uncontrollable stress rapidly switches the brain from a thoughtful, reflective state to a more . This may save our lives when we are in danger, but it is often unhelpful when we need top-down control to properly guide our actions and decisions” unconscious, reflexive state By handling frustrations well, you can remove unhealthy distractions, focus on work that adds value, and build better relationships in life. 5 emotionally intelligent habits to deal with frustration at work 1. Know your triggers to act with intention instead of reacting to your circumstances “Know yourself and you will win all battles”, says Sun Tzu, an ancient Chinese philosopher. Feeling strong emotions of any kind should be a cue to step back, hold your thoughts for a moment, think through the situation, and then acknowledge how you feel in the moment. Regulating emotions in this way makes you resilient and in charge of your situation instead of letting your emotions become a vehicle of self-destruction. By identifying specific triggers that cause you frustration at work, you can shift from reacting emotionally to acting with intent. Applying David Rock’s is a powerful way to connect to your emotion. He states “It’s a way of developing language for experiences that may be otherwise unconscious so that you can catch these experiences occurring in real-time” When feeling frustrated, identify which of these is a trigger for your emotion - SCARF model Do you view the situation as a status threat? S - Status: Are you unclear about expectations and your future? C - Certainty: Do you feel powerless to make your own decisions? A - Autonomy: Do you find it hard to connect to others since they seem unreal and inauthentic? R - Relatedness: Is it a matter of not being treated fairly compared to others? F - Fairness: These five domains of social experience can be a powerful tool to give language to your experience instead of letting your subconscious reaction to the situation. 2. Separate fact from fiction by telling yourself the right story We create stories in our minds and assume a central position in a lot of drama at work even when we hardly have a role to play. "Intentions are invisible. We assume them from other people’s behaviour. In other words, we make them up, we invent them. But our invented stories about other people’s intentions are accurate much less often than we think. Why? Because people’s intentions, like so much else in difficult conversations, are complex. Sometimes people act with mixed intentions. Sometimes they act with no intention, or at least none related to us. And sometimes they act on good intentions that nonetheless hurt us" - Douglas Stone It’s our tendency to every situation that makes us fall for the common thinking traps that clouds our judgment - we assume everyone is out to get us, find it hard to separate fact from fiction, and create a narrative that validates our beliefs and assumptions while . exaggerate disregarding everything that contradicts our point of view Confirmation bias and availability heuristic make us highlight the negativity of our feelings while pushing the positive emotions aside. Adam Grant, an organizational psychologist says “The most useful advice doesn’t specify to do; it see blind spots in their thinking and clarify their priorities.” what helps people When dealing with frustration at work, learn to separate fact from fiction by asking yourself these questions: What’s the story I am telling myself? How do I know if this story is true? What are the other possible alternative explanations? What’s my contribution to this situation? How might others view it? By incorporating a sense of inquiry into your frustration, you can base your emotion on the reality of your situation as opposed to living with a fictitious story. 3. Manage what’s under your control by managing your own expectations Expectation feeds frustration. While a healthy dose of frustration can be useful for you to push ahead in your goals, it’s the unmet expectations from things beyond your control and your obsession to seek external validation that can be a source of a large amount of frustration at work. "We put constant pressure on ourselves to always be our best and then feel exhausted when we fail to live up to this unrealistic standard. And when we depend on our bosses for validation, the smallest bit of critical feedback starts to feel like a rejection of our entire selves" - Liz Fosslien You can control how you do certain things, but cannot dictate how others will respond. Putting in unnecessary effort to please others, considering approval as a sense of your worth, and expecting people to behave in certain ways can be at work. a source of constant disappointment and frustration By that are under your control as opposed to chasing things outside your circle of influence, you can put your energy into doing the right thing and save yourself from the path that ultimately leads to frustration. setting realistic goals 4. Learn to have crucial conversations, even if they are uncomfortable at first When another person is a source of your frustration - a micromanaging boss who’s constantly telling you what to do, a senior person who exerts their authority, a product team member who can’t seem to make up her mind on a feature, or a client pushing you to commit to unrealistic timelines - Whine about their behaviour and comfortably avoid the only thing that can solve your problem? No. what do you do? Difficult conversations are uncomfortable, no doubt. We are trained as a species to avoid conflicts as it requires going against our very basic instinct of fight-or-flight. “Every time we find ourselves arguing, debating, running away, or otherwise acting in an ineffective way, it’s because we don’t know how to share meaning. Instead of engaging in healthy dialogue, we play silly and costly games”, says Kerry Patterson in Crucial Conversations. By having , we can manage frustration at work that seeps in due to differences of opinions, conflicting priorities, and varying expectations. Kerry advises to ask yourself these questions: a calm and productive discussion What do I really want for myself? What do I really want for others? What do I really want for the relationship? How would I behave if I really wanted these results? Instead of expressing your frustration, behave in a manner that will move you closer to the outcomes you desire. 5. Spin a positive narrative by considering every frustration as an opportunity to learn Adam Grant, an organizational psychologist says in this - NYT article “Disgruntled people often go into “Office Space” mode, choosing to fight by sabotaging the workplace, or flight by doing the bare minimum not to get fired. But there’s a third reaction to frustration that we’ve overlooked: When we are dissatisfied, instead of fight or flight, sometimes we invent” He then goes on to say - “Frustration is the feeling of being blocked from a goal. Although it sounds like a destructive emotion, it can actually be a source of creative fuel. When we’re frustrated, we reject the status quo, question the way things have always been done, and search for new and improved methods” Reframing your frustration can be a powerful technique to learn from your frustrations. Learning about your own shortcomings can be frustrating or an opportunity to improve and grow. A bad manager can be a constant source of frustration or a perfect example of what not to become. Repeating the same task day-in-day-out can be super frustrating or an opportunity to automate. A rejected proposal could be a sign to cave in or a means to think big and try harder. Spin a positive narrative, don’t let the negatives suck your energy by viewing every situation through a different lens instead of relying on your default setting. What to say when someone is frustrated with work Sometimes you may be the wise one put in a position to give advice to others. What if a friend or a colleague expresses their frustration at work. Instead of certifying their feelings by adding your own stories to the mix, try to be of help by asking these questions: What’s most frustrating about this situation? How do you think your actions contributed to this frustration? How do others view this situation, what’s their story? Are you worried about something that’s within your control or outside it? What do you expect as the outcome of this conflict? What have you done to resolve it? What does this teach you about yourself and others? By engaging with them using a growth mindset, you can help them move from complaining about their frustration to finding a solution. You can help them realize their power to choose, to be the creator of their own life. You can either let frustrations suck away into your time, prevent you from achieving your goals, and impact your well being by adding stress and anxiety to your life you can make small changes around you and dim down the effect of these frustrations by acting intentionally, avoiding thinking traps, setting right expectations, engaging in healthy dialogues and turning every frustration into an opportunity to learn and grow. or Previously published here .

5 Emotionally Intelligent Habits For Handling Frustrating Situations In The Workplace

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