Strategy Development


Ekechukwu Sabina Ego

Department of Strategic Management and Leadership Development

Anger is an emotional reaction which can range in intensity from mild irritation to intense range. Anger is a strong emotion and it’s reaction affects an individual’s physical, mental and psychological well-being and can create many physical and psychological defeat to an individual’s health. Learning how one can recognize and manage this strong emotion can positively promote healthy living, growth and transformation in a person. In this study, we look into the meaning and types of anger, consequences of anger, the importance and strategies of anger management.

The feeling of anger is a common human emotion. Most times, people who get angry have a valid reason for such outburst. It is often considered as a common experience in everyday life (Averill, 1982). Anger is most time aroused in a person due to provocations or an altercation. However, when it becomes out of control, it becomes destructive and can cause severe issues in a variety of contexts including; issues at work, in one’s personal relationship, and in the general quality of one’s life. Everyone experiences anger at some point in their lives. Displaying the emotion can yield some good results depending on the situation of need.
There are different emotions that an individual experience, such as happiness, sorrow, anxiety, and contempt but anger remains one of the basic human emotions. These emotions have changed over the course of human history and are crucial to human history and to survival. It is typical to see ‘anger’ as a bad and damaging emotion which can occasionally result In more harmful actions, despite this fact, anger has some advantages to it such as, it serves as a warning sign that something unfair has occurred and that something needs to be done to make it right (Lambert et al., 2019).
Having anger problems and consistent anger outbursts causes a lot of problem for an individual personal, as well as professional life. One’s inability to control his anger makes everyone around him uncomfortable, angry, resentful and wary of him. Anger problem not only affects an individual’s personal life but also adversely affects his health, peace of mind and concentration on work.
Hence, it is important that everyone should learn to manage their anger so that anger does not control a person’s life.

At the end of this study, the readers should be able to
1. Understand the meaning and types of anger
2. Identify the Consequences of anger
3. Know the importance and strategies of anger management

Anger is ‘an emotional state that varies in intensity from mild irritation to intense fury and rage. According to R.W. Novaco (2016), Anger is a negatively toned emotion, subjectively experienced as an aroused state of antagonism toward someone or something perceived to be the source of an aversive event. It can also be a product of goal-blocking or frustrations, particularly when recurrent, or b e a reactive response to pain, physical or psychological (R.W. Novaco, 2016).
Anger can be classified as a secondary emotion. Emotions such as fear, frustration, anxiety, sorrow, or feeling diminished, inevitably precedes the experience of anger. Generally, anger replaces these primary emotions so quickly that we never notice them. Like other emotions, anger always never act alone. Beneath the primary emotions lie unmet needs.
It is crucial that you know the difference between anger and aggression. Anger is an emotion, and its ok to be angry. While, aggression is acting and letting out the anger inappropriately and aggression is not ok. Learn to check your aggression and express your anger appropriately. People who do not know constructive ways to express anger and frustration frequently become aggressive to express their feelings. Anger is the main component of aggressive behavior and acts of violence. Aggression is usually the result of excited emotional states of anger and frustration Anger, the emotion, is not a problem; what one does with anger can be.
4. When it comes to anger, everyone has a distinct trigger and experience. It is important that you understand that anger is harmful to others and to oneself.

Received 4th October, 2022; Revised: 4th November, 2022; Accepted 8th November 2022 © The author(s)

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How to Implement Successful Learning Initiatives in your Organization

Author: Yewande Okemati

 One of the most pressing issues for Learning Professionals is securing executive commitment to investing in learning and development initiatives. These six strategies will help you get buy-in from senior leadership to execute your learning initiatives.

People are every organisation’s most important asset and investing in them significantly increases the likelihood of business success, giving the organisation a competitive edge in its industry. You would think this should be an easy sell, but it never is the case. This is because business executives want to see a strong business case to secure their buy-in before committing resources to critical learning initiatives.

During challenging times, the budgets and resources of the L&D departments are usually the first to be axed. This action is primarily motivated by the fact that some business leaders cannot see a direct link between the investment in learning initiatives and business results and often do not immediately view Learning Professionals as business partners.

Getting executive buy-in not only facilitates approval and execution but also reinforces the importance of employee development as a direct correlation to business success. So, how do you go about obtaining executive buy-in?

Below are six strategies to help get buy-in from senior leadership to execute your learning initiatives.

  1. Understand your Business Strategy::

Before designing a learning intervention, it is crucial to have a good understanding of your organisation’s business strategy. Some questions to take into consideration include the following.

  • What is the medium to long-term goals of the organisation?
  • What are the gaps that have been observed which are impeding the company’s performance?
  • How can my learning initiative address these gaps and facilitate the achievement of organisational goals?
  • How do I communicate my message to executives in the business language they understand?

2. Align Initiatives to Corporate Objectives and Goals and Required Investment:

Aligning your learning initiatives to the business objectives and goals is crucial towards gaining buy-in from top management. It is critical to demonstrate how the interventions contribute to the bottom line. Hence, it is essential to be aware of the business direction and demonstrate an understanding of the strategy. Ensure to clearly show the link between the initiatives and how it supports the firm’s strategy. It is also essential to show the needed investment to bring the initiatives to life. This way, business leaders become receptive.

3. Define Success Metrics to Monitor Effectiveness:

Once a good understanding of the business need has been established, the next step is to define the critical success factors. C-level executives are concerned with outcomes; they want to understand what success entails and how it will be measured. Hence, it is critical to directly connect learning interventions to a measurable return on investment (ROI). You can achieve this by ensuring that your learning interventions are couched using SMART principles (Specific, Measurable, Achievable, Realistic, and Time-Bound). Also, demonstrate a direct impact on the firm’s goals and strategy with a clear plan that shows the duration of the monitoring phase and how to track results. Providing senior leaders with this information paints a clearer picture of your proposition and shows how well-thought-out your initiatives are.

4. Get the Right Time to Communicate:

Now that your idea is aligned with the business strategy and expressed in metrics that will engage your executive audience, the next step is to get the right time to communicate it to the decision-makers. Getting the right time to share your ideas is vital to ensure you are heard. Observe business trends and internal activities, then request a meeting with executives when they will be in the best frame of mind to listen to you. Ensure your message is concise, easy to understand and well-expressed using charts, graphs, references etc. Present your intervention, what it addresses and what’s in it for the business. Business leaders tend to pay more attention to ideas centred around business growth and success; a high chance of success depends on how well you structure the conversation.

5. Be Confident:

You must exude confidence and competence when presenting your initiative. Spend more time explaining the value of the intervention to the business than the business challenge that gave rise to it. This action will draw the decision maker’s attention, increasing the likelihood of obtaining their buy-in and the necessary funding.

6. Accept Feedback:

Feedback is essential as it helps gauge the listener’s level of understanding. Therefore, it is crucial to accept positive and negative feedback politely. There is no easy way to obtain top-level support for learning initiatives. However, Learning Professionals must demonstrate a direct link between their learning initiatives and corporate success. With the proper support from top-level management, an effective learning initiative can be executed to drive business performance.

Please speak to one of our Consultants via to get valuable insights and expert advice. Find out where your business is and learn steps to move forward, gaining top management buy-in to your learning initiative.

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