Anger and resentment across your team can make an already stressful leadership job feel worse. But how you respond to your employees’ frustrations is critical to ensuring negative emotions don’t limit your effectiveness. The author offers four recommendations to try: 1) Balance your emotions first before reacting to your team’s frustration. 2) Lean into their anger with an intent to learn. 3) Redesign team goals together. 4) Build deeper trust by owning your part.
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