Aggression is an inherent attribute within each of us. Whether we like it or not, it’s a natural human response to certain stimuli. As a civil society, we’ve developed sets of rules, social structures, and institutions whose purpose it is to harness our aggression. As such, expressions of aggression are constrained by ethical conduct and hemmed in by normative standards and social systems that can potentially punish excessive forms of aggression—think of sanctions, codes of conduct, and disciplinary action.
At the same time, we all enjoy cultural manifestations of aggression, such as a hero or heroine fighting to rectify the wrongs their people have endured, an Agatha Christie-style murder case in which a detective roots out a killer, or the prowess with which our favorite sports teams conquer their opponents. These are all forms of aggression serving as veritable sources of entertainment and excitement.
On the other hand, obvious manifestations of aggression in our work environments, such as spreading rumors, bullying, admonishing an employee, dismissing the opinions of others, showing an unwillingness to compromise, and demeaning another person, all can be traced back to the ways in which our power structures promote aggression. In fact, many of our institutions venerate the quality excessively. Aggression is held up as a trait that allows us to compete, navigate challenges, facilitate tough negotiations, and win more customers.
Because of our aggressive tendencies, humans and nations have never succeeded to co-exist peacefully. It is a quality that keeps us from interacting harmoniously. In our workplaces, aggressive business leaders often drive workers to resign in the face of intimidation, harshness, and cruelty. But is such aggression from leaders necessary to compete successfully? We think not, and advocate for a new generation of leaders who transcend a focus on competition driven from aggression. Instead, today’s leaders can positively impact their company’s long-term sustainability by creating an environment that fosters the well-being of employees, customers, and the communities they serve.
Every leader must also be able to deal with the unsavory, the challenging, and the dark side of emotions. However, aggression can be channeled into more principled and respectful behavior.
Aggression has a source. It might be from carving out one’s turf, feeling disrespected or underappreciated, being overlooked for a promotion, or other personal perceptions. Yet a leader that prioritizes ethical conduct will cultivate these behaviors.
Explore from Where Aggression Stems
Many behaviors are essentially fueled by aggression—competition, expansion and growth, pursuit of career goals, dynamic dialogue, market penetration, sales pitches, and more. In business, they often carry the connotation of positive drivers of ambition and may be leveraged. Provide guidance that tempers such aggressiveness with respect and sensitivity for others.
Establish a Culture Where Aggression May Be Addressed and Resolved
As well as overt aggressive acts, leaders must be cognizant of less obvious forms of aggression, including microaggressions, unconscious biases, dismissing another’s viewpoint, or generalizing someone’s character. Leaders must pierce through the mist of these behaviors and ensure aggressiveness isn’t turned on team members—and if it is, that they are supported in speaking out to address and resolve any forms of aggression.
Strive to Transform Organizational Culture
Humans embody more than just positive emotions. Rigid rules or codes of conduct must not suffocate necessary expression of emotions. Without rendering aggression taboo, look for ways of turning it into more principled and productive behavior. Establish a climate that emphasizes moral values and principles that will lead to a culture of mutual respect and support across structural systems.
By identifying aggressive behaviors within their organizations and working to infuse a more ethics-based approach, leaders are able to create environments in which employee satisfaction and engagement improve and productivity and performance increase.
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