Anger Management Games

Ready to Play?

Imagine the following: Your manager insults you in front of your team during a meeting. Let’s say she picked on you and accused you of something you never did.

Instead of defending yourself immediately in front of your peers, you wait – 45 minutes – until the meeting is over and confront the manager privately.

Choose a partner, decide who’s the boss and who’s the embarrassed employee, and practice what each of you might say to each other.

Let the Games Begin

What are the advantages to playing anger management games like this at a training workshop?

You can teach people how to deal rationally with explosive emotions by having them role-play safely with their peers.

Do we lose our cool sometimes? Yes.

Does it waste time and cause stress and frustration? Absolutely.

So in a couple of hours, participants can discover options. They learn inappropriate and appropriate language. They see what body language and tone gets them in trouble and what methods they can use to increase engagement as well as productivity.

Anger Management Games- Rules of the Game

This particular anger management game, for example, hits home with most employees and employers because who hasn’t been the brunt of someone’s tirade? It’s so common. Whether it’s live at a meeting or written in an email/tweet or Facebook entry – we are very likely to have to respond to someone’s brutal remarks. Rather than shut down and become defensive, what can we do to deal with it?

The problem particularly with anger management games is that sometimes they get out of control, so here are some rules that may help you run the training day more effectively:

1. Create a fun, light-hearted setting using fictional role-plays. However, zero in on one very specific issue that is important and vital to the health of your organization: i.e. bullying. Do not cover too much. Stick to one issue.
2. Discuss it as if it were a case study. Analyze the answers and come to some agreement. I.e. here’s a good way to handle that situation in the future.
3. Hire an expert (either internal or external) to run the training. A trainer, for example, should find out ahead of time what outcome the Company wants so that the games are orchestrated to create very specific results. I’m not a big fan of surprises.
4. Prepare ahead of time through research, 360s, or interviews. Unearth the problem first and then figure out who should attend, what you want to cover, and what you want to accomplish.
5. De-brief at different times during the session (not just as the end) to make sure you’re on target, meeting the needs of the entire group.

Anger Management Games- How To Register

For more help on anger management games – specifically controlling that inner jerk when running a meeting, writing emails, or delivering conversations – hire Gary Seigel for an amazingly helpful, interactive, and inspiring day of training. gary@garyseigel.com

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Helping You Deal With Anger Constructively