‘Only in my deep meditation do I come to know who I truly am.’
– Sri Chinmoy
As one of the most popular up-and-coming sports in the world, here are 10 good reasons to try Dragon Boat Racing today!
Dragon Boat Racing is a water-sport spanning thousands of years, originating from the Pearl River Delta region of China’s Guangdong Province. It is one of the most up-and-coming sports in the world, with over 50 million participants worldwide.
Modern Dragon Boat Racing began as an international sport in Hong Kong in 1976 (for more information, click here).
Dragon Boat Racing consists of crews of 10 or 20 paddlers in a boat (+ Sweep/ Steerer and Drummer). The boats are typically made of carbon-fibre, fibreglass and other lightweight materials.
Dragon Boat Racing involves each crew member paddling in synchronization/ as part of a team, against other Dragon Boat teams (or against time) from a start line to a finish line.
Race lengths vary, with the most popular being 200m, 500m and 2km.
According to the International Dragon Boat Federation (IDBF), there are currently 72 countries/ territories with memberships to the IDBF – and many more with a known interest.
Although you may have seen some teams sporting wooden paddles, Dragon Boat paddles are generally made of Carbon Fibre and their dimensions are carefully considered and controlled to comply with IDBF standards.
A paddler’s technique, height and power will determine the exact length and weight of the paddle.
You will notice the stamp/ decal on the top of the blade in the image – noting that the paddle complies with IDBF standards.
Paddles that are not compliant are not able to be used in official Dragon Boat Racing.
Modern Dragon Boat Racing is organised at the international level by the IDBF, which is the governing body for the sport.
Dragon Boat Racing at the State, National and International level is very competitive and many paddlers train all year round and go through rigorous training programs, camps and try-outs to be capable of competing at a high level.
The Australian Dragon Boat Team is the Auroras – and their fitness benchmarks are outlined here.
Above is a diagram of the typical set-up of a Dragon Boat Crew. Below is a quick description of each of these positions and what their purpose is:
The sweep is arguably the most important person on the boat.
They are responsible for the safety of the entire crew, and need to be in command 100% of the time.
The sweep needs to be able to understand wind and race conditions, as well as the capabilities of their crew, in order to keep the boat moving forward correctly.
The back two/ four paddlers should be strong and able to keep up with the front ‘strokes’.
MIDDLE/ ENGINE ROOM:
The middle section of the boat is usually reserved for the strong, heavier paddlers to help balance the boat but still keep it above water with powerful strokes.
The front paddlers, also know as ‘strokes’ set the pace for the rest of the crew to follow.
These paddlers should have long, strong techniques, setting the visual example for the entire crew.
The drummer position is usually reserved for someone lightweight (so the boat isn’t front heavy).
Drummers beat the drum in time to the strokes’ paddling, and calls out encouragement to the team – it might seem underrated, but it is extremely important in race conditions.
There are many great reasons to try and love Dragon Boating – but here are my personal TOP 10 reasons to give it a go:
STRENGTH AND FITNESS
Yes, this is an obvious benefit to any sport. However to be good at Dragon Boating, it requires a certain level of endurance, aerobic fitness, as well as strength.
It’s a whole body workout – your legs are the anchor while the muscles in your arms, shoulders and back are used to cut through the water.
You have to really lean forward to get the correct technique, which means you are also working your core at the same time, too!
Most clubs train several times a week, which means you can really choose what you get out of the sport. Whether you’re looking for a more social activity, or you have a competitive streak, this sport is excellent for either end of the spectrum.
Dragon Boat Racing is a sport that originated thousands of years ago. It is believed to have origins tracing back 2,500 years. In Chinese tradition, the Dragon symbolizes:
On race days, the boats are fitted with the proper Dragon Head and Tail. A traditional ceremony called ‘Awaking the Dragon’ is carried out, where a Taoist Priest dots the eyes of the dragon, thus ending its ‘slumber’.
The Chinese celebrate each year with a ‘Dragon Boat Festival’ which is one of their oldest and most grandiose festivals. It’s also known as the Duanwu Festival and occurs near the summer solstice (late May, early June). You can find more information here. Adelaide Dragon Boat Clubs also race at the OzAsia/ Moon Lantern Festival.
MEETING NEW PEOPLE:
Dragon Boat Racing is a sport that incorporates a wide variety of people of all ages, races and genders, from all walks of life. This makes it an amazingly social sport to be a part of.
Whether you plan to try Dragon Boat Racing competitively or socially, one thing is assured: you will make some amazing friends.
The atmosphere both on and off the water is perfect for getting to know the people in your club, and everyone helps everyone else.
MASTERING A NEW SKILL-SET
Learning to paddle is always interesting – and each club has their own slightly different paddling technique – but for most, it is a very new kind of skill to learn.
Not only do you need to learn how to paddle – you need to learn the commands as well. It’s a sport that is incredibly demanding, both physically and mentally, but once you start to master it, very satisfying!
THE SCENERY & BEING ON THE WATER
Where there are boats, there are (hopefully) bodies of water. And generally speaking, the places you paddle are quite beautiful!
Whether you’re paddling at a marina, on a river, a lake or the ocean, there is usually a lot to look at. So, while you may be paddling your butt off, you can still appreciate the scenery around you.
Early mornings are fresh and a perfect way to start your day, and afternoon training is rewarded with some incredibly beautiful sunsets. And the occasional pelican, fish, seagull or duck as well!
CAMARADERIE/ BEING PART OF A TEAM
Dragon Boat Racing is team sport, and to have any hope of making the boat go forward, you must work together.
The loyalty and team spirit you find while Dragon Boat Racing is something you won’t find anywhere else.
You’ll find out very quickly that ‘team’ takes on a very important meaning, especially while you’re on the water.
Rain, hail or shine (quite literally), training is a lot easier when you know you can trust the people around you. And rest assured, there’s nothing quite like paddling on a lake, hail and rain bucketing down, and laughing with the people next to you.
You will spend a lot of time on and off the water with the people around you, so having a mutual trust and friendship is imperative. Over time, you’ll notice that the people you paddle with will begin to become family.
Dragon Boat Racing can take you to some interesting places! Not only can you compete nationally, but if you make the national team, you could find yourself on the other side of the world.
The Dragon Boat World Championships take place all over the globe, from Hong Kong and Thailand, to Hungary and France. With a bit of competitive spirit and determination, this sport can take you to anywhere imaginable, all while making international friends along the way!
FREEING YOUR MIND
One of my favourite things about Dragon Boat Racing is that while you are on the water, there’s absolutely no time to think about anything other than paddling.
You are completely focused on your technique, what the commands being called out are, and keeping in time with the strokes (front two paddlers).
This sport is truly amazing for your all round well-being – body, mind, soul and spirit.
For someone like me, where day-to-day life can sometimes feel out of control, Dragon Boat Racing is the perfect opportunity to let all the worry and stress drift (quite literally) away.
Discipline. There’s nothing quite like it.
You don’t know what this means until your sweep is screaming at an ear-splitting decibel for a ‘Power 20’ and all you can do is push your hardest and hope you aren’t going to have a heart attack.
Linking in with camaraderie, you and your team-mates rely on being disciplined to execute everything you’re told, in perfect synchronization, in order to bring the boat up and forward. And when it works, it works.
Dragon Boat Racing = Races.
Lots and lots of races! Whether you see yourself as a competitive person or not, racing against other clubs is a lot of fun. It really brings everything together – camaraderie, discipline, team work, tradition, strength and fitness and everything you’ve learned along the way.
Giving one hundred percent, as a team unit, is truly a sight to see, and something to experience.
Race days are also a great way to mingle with people with other teams, watch other age-groups, enjoy some good old-fashioned team spirit and perhaps a beer or three after it’s all said and done.
Summer is rapidly approaching (for my Australian friends, at least), and what better way to get fit and enjoy the water and sun? So what are you waiting for? Head down to your local club and give it a go!
For my South Australian Friends: click here
For my Interstate Friends: click here
For my Overseas Friends: click here
A review of: The Woman In The Window – By A. J. Finn.
The Woman In The Window
A. J. Finn
GET IT HERE:
‘The Woman In The Window’, by A. J. Finn tells the story of Anna Fox, a reclusive ex-psychologist who is afraid to leave her up-town, New York home. Diagnosed with Agoraphobia, Anna spends her days drinking wine and spying on her neighbours.
Anna’s only glimpse of the outside world is through her windows, where she keeps track of her neighbours movements. When the Russells family move in across the street, Anna becomes excited – but as she spirals into her depression and medicated delusions, she begins to question the strange things she sees from her upstairs-window.
With no-one to turn to, let alone believe her, Anna begins to investigate further.
‘The Woman In The Window’ is fast-paced and dripping with mystery from the get-go. The novel gives the reader a glimpse into the sufferings of someone so afraid of the outside world, they cannot leave their own home.
Anna is grasping at reality most of the time, struggling with loneliness, medicated sleep and a drinking habit she relies on to pass the time. The reader must decide if Anna is reliable and her account of the happenings in her street truly happened. Was she hallucinating? Dreaming? Drunk? Panic-stricken?
There are moments where the story takes dramatic turns, and the reader falls easily into the whirlwind of Anna’s confusion, fear and frustration, making the novel a true page-turner.
It is definitely worth the read, if you’re into fast-paced and page-turning, with a small dose of cliche to go along with it.
‘Don’t be afraid of your fears. They’re not there to scare you. They’re there to let you know that something is worth it.’
– C. JoyBell C.
Welcome to week three of ‘Top Talks’ – a segment where I do a show-and-tell of my favourite speeches, talks or lectures.
Welcome to week three of ‘Top Talks’ – a segment where I do a show-and-tell of my favourite speeches, talks or lectures.
I am a strong believer in continuous improvement – which to me, means finding and listening to people who have an array of different values, beliefs and ideas, and sharing them with others!
WHO IS DAVID BROOKS?
David Brooks is a political and cultural commentator who writes for The New York Times.
Brooks is a published author, columnist and a teacher at Yale University.
Brooks is a strong admirer of President Barack Obama, and a critic of President Donald Trump (not saying that means anything… but it might).
Brooks is also actively involved in Weave, which is a social reform project – which we’ll look at more in a moment
This ‘Top Talk’ was all about looking at life and social change from a better perspective. He talks about the lies our culture tell us about what matters, and how we can combat that in a way that is helpful and connective.
YOU CAN BE BROKEN, OR YOU CAN BE BROKEN OPEN
David Brooks’ talk had so many amazing parts to it, but something that resonated with me was the statement: ‘You can be broken, or you can be broken open’.
This is such a soul-crushing truth. When we are broken, we are hurt, grieving, angry and prone to lashing out.
When we are broken open, however, we discover a deeper part of ourselves. It’s about discovering heart over ego. Being able to go to a place where ego is not wanted or needed, and into a place where love and care flourish, is an incredible realization.
It’s about helping people, and people helping us. It’s about care and consideration. It’s about community.
WEAVE: THE SOCIAL FABRIC
The second (and very powerful) idea I learned from Brooks’ talk was the notion of weavers. David Brooks started something with the Aspen Institute called ‘Weave: The Social Fabric’. He describes weavers as people who are community and social-change orientated – giving the example of Asiaha Butler, who lived in a rough neighbourhood. She was on the verge of moving away with her husband because it was so dangerous there. But instead, after seeing two girls playing in an empty lot, surrounded by rubbish, she decided she wasn’t going to move.
Asiaha wasn’t going to part of another family to leave. Instead, she began volunteering in the same neighbourhood, and now runs a large community organisation there.
Another example Brooks gave was a lady who came home from a trip, only to find her abusive husband has killed himself and her two children. She was so angry, she began volunteering and helping women cope with violence.
Brooks argues that it is these people, who have seen or experienced adversity, that become the fabric of society. They are not driven by ego, but by heart and by change.
He says they are all around us – people who are not driven by an individualistic life – and they are rooted in empathy and can’t stand to watch atrocities happen without attempting to put up a fight. He says that when we are around these weavers, they see people at twice their size. They see deeper. They believe in change, and they believe in being a part of that change.
Some of these weavers switch jobs, take up volunteering, start a movement. But one thing is always the same about them: they have intensity. They have hope. They have found a language of a recovered society and want to share it.
And to me, that’s incredibly powerful.
The central fallacy in modern life is that accomplishments can produce deep satisfaction. That’s false.DAVID BROOKS
I know it’s only been a month since the last time I wrote an Editor’s Note to you all, but so much has happened!!
You may notice I’ve decided to decorate this page with balloons, rather than the lovely leaves I usually use for my monthly Editor’s Note. The reason?
Why? Well… where to start?!
I quit my office job, I’m finally seeing a psychologist who isn’t ridiculously uninterested, my baby brother was born in May and is the cutest little thing I’ve ever met and I start my new job next Monday!
SO… WHAT ELSE IS NEW?
This month, I decided to start a new segment on the blog, named ‘Top Talks’. I really love watching talks, speeches and lectures from people who are creative, intelligent and inspiring… so I wanted to share my favourites with you. You can find the first one here.
I’ve also written a couple of really fun, empowering articles, including:
NEW JOB, WHO DIS?
A lot of people have been asking about my new job. I’ll be working for Baptist Care SA, which is a nonprofit organization which helps a wide range of people in the community, including young people, the homeless/ displaced, people with disabilities, the elderly and indigenous people (to name a few).
I’m looking forward to this new chapter, which has meant quitting my permanent, full-time gig and taking on casual employment.
I am nervous, but excited for what the future holds.
WHERE TO FROM HERE?
This month is all about new beginnings.
For me. it’s also about embracing failure, taking risks and being my most authentic self. I’m hoping you can follow and join me on this exciting new path, learning and empowering each other to reach your full potential!
For my Australian friends, this is the start of the final month of winter – so here’s hoping for some sunshine by the end of the month. For my American friends, the leaves will fall and the weather will drop, and for all my friends in countries all around the world (I see you!) we are all coming into a season of generosity and friendship.
Let’s make it a good one!
I hope you all have an AMAZING August, and remember to reach out if you’re struggling, be a good neighbour and always check in on your friends! x
What is dehumanization and how do we combat the growing number of disenchanted employees?
You’re not alone.
We live in a time where there is a huge focus on figures, our budgets are being slashed and employees are constantly asked to work more, for less.
Although there are some companies who have recognized and adapted to this (LinkedIn, Google & Salesforce are some great examples), there are plenty of industries where stress, hours and restraints are increasing, and job satisfaction is decreasing.
When I go out with friends, I avoid talking about work at any cost.
‘Let’s not talk about work tonight’ is a phrase I find myself saying more and more. Sound familiar?
In an article by Rachel Druckenmiller, she identifies that 88% of Americans feel like they work for a company that doesn’t care about them as human beings.
For most, work is a necessary evil, rather than a pleasure. Workplaces are so caught up with numbers and figures, they forget that the people driving their companies are, in fact, human.
And salaries are no longer enough to keep employees motivated. In fact, the top two motivators for employees are recognition and a sense of achievement. Throwing money at employees will not fix the deep-rooted problems organisations can face – one of which is the dehumanization of the workplace.
Dehumanization is a social phenomenon, where in certain environments, people are perceived by others as not human, but rather an instrument, object or a number in a large organization.
In extreme cases, dehumanization can go as far as seeing people as not human at all – instead, indistinguishable from other animals. A perfect example of this social phenomenon is the persecution Jews and other minorities faced in the Holocaust. Another example would be extreme racism, or taking away someone’s basic human rights. This type of dehumanization is called ‘animalistic’ dehumanization.
However, in the workplace, people are more commonly victims of ‘mechanistic’ dehumanization – where they are likened to instruments used for another’s benefit. This is an incredibly diverse social issue, where workers are often denied basic things, such as empathy, emotion or the opportunity for expression of self.
Many workplaces and leaders within them prioritize efficiency over empathy, competition over connection and power over purpose.
Dehumanization takes many forms, but in the workplace, it can be anything from subtle to severe – manifesting itself in ways that may not always be obvious as ‘dehumanizing’:
Empathy is the ability to understand, relate and share feelings with someone. It is something vital to building strong relationships with others. Yet many workplaces lack empathy.
Employees aren’t expecting a kiss and a cuddle every time something goes wrong. But they are expecting to be treated as human beings.
Many employees have reported being asked to work in the midst of family tragedies, work longer hours to make up for missed deadliness and many also report feeling as though their emotions are not valid in the workplace.
Showing empathy can sometimes be seen as weakness or emotional vulnerability, which often creates a culture of ‘not my problem’. This is at odds with studies that prove that empathy actually promotes pro-social behaviour and builds trust and respect.
Condescension, or condescending behaviour, involves patronizing attitudes and creates an air of superiority. It’s generally associated with snobbishness or disdain.
We’ve all had a boss like that at some point, haven’t we?
In the workplace, condescension usually comes in the form of snide remarks, offhand comments or in extreme cases, gas-lighting.
This behaviour is incredibly harmful, and can be emotionally draining, distracting and demeaning for a worker to have to deal with.
Sometimes emotions are hard, and it’s easier to dismiss them. We put an emphasis on efficiency, and things like emotions, connection and compassion can hinder this. But we can’t sacrifice our basic human needs for work performance.
This is a particularly frustrating form of dehumanization within the workplace – and often the downfall of many organizations.
These types of workplaces can often seem more like high-school than a place where grown adults work. There is usually an obvious hierarchy, where ‘some’ people seem to progress far faster in the company than others.
This dehumanization manifests itself in behaviors such as forming clear ‘groups’ or ‘cliques’, rumor-mongering, giggling behind hands or a range of other obvious gestures, such as eye-brow raising.
These are all signs of poor company culture, where people are not seen as equal or valid. Although this is not the only indication of poor company culture, it is a direct contributor.
Workplaces often dehumanize their workers in this type of way – socially ostracizing them, creating ‘minorities’ within the company, maintaining outdated ‘Boy’s Club’ cultures or otherwise finding ways to subtly discriminate based on sex, race, gender or even just by perceived ‘popularity’.
We’re all guilty of not paying attention every now and then. But dismissive attitudes go further than a simple slip of focus.
Have you ever been in a situation where you’ve come up with an idea, only to have it dismissed on the spot, ignored entirely or even worse, laughed at? This is the type of attitude many company leaders possess – dehumanizing and invalidating their workers in the process.
Body language also speaks volumes when it comes to being dismissive. Looking away, obvious disinterestedness, checking your watch or phone are all signs of a dismissive behaviour and attitude.
Although sometimes we are genuinely busy or our focus is elsewhere, the dismissive attitude that is often displayed by bosses or company leaders is invalidating and rude, and creates a feeling of not being respected or valued not only as an employee, but as a human.
The first thing workplaces need to do is to recognize the behaviors and attitudes that might be dehumanizing their workers. Often, these attitudes come from senior levels and work their way down to middle and lower-management.
Having the right people leading our workplaces is incredibly important – people who are willing to recognize issues and realign them with the needs of their employers.
Dehumanization in the workplace is an extremely complex issue, which can affect individuals, the organisation and even society as a whole.
The main goal of re-humanizing the workplace is to help all workers be open, honest and feel confident to be an individual, while also thriving in the organisational environment. Re-humanization is integral to positive social interaction.
So what can we do to work towards making our workplaces more human?
The first step to re-humanizing your workplace is to remind the people around you that you aren’t perfect, and that’s perfectly okay.
Accepting and admitting (out-loud) your shortcomings creates an environment where others can too. In an article for Forbes, Dina Gerdeman outlines the importance of being a humble leader. She takes note from Professor Alison Wood Brooks, who says:
‘People find you more humble and likable when you not only reveal your successes and accomplishments, but your struggles and shortcomings, too… If we want to see positive workplace outcomes, we shouldn’t underestimate how important it is to be seen as humble, grounded and well-liked.’
This is also the same approach Brene Brown shares in her book ‘Daring Greatly‘, where she speaks on shame, and the importance of understanding ourselves in order to grow. She quotes Peter Sheahan, CEO of ChangeLabs, who says:
‘If you want a culture of creativity and innovation, where sensible risks are embraced on both a market and individual level, start by developing the ability of managers to cultivate an openness to vulnerability in their teams. And this, paradoxically perhaps, requires first that they are vulnerable themselves.’
Owning our shortcomings provides a positive environment where personal and professional growth is encouraged and can flourish without fear or shame.
This might seem simple, but it’s something that so many people in leadership positions fail to do.
They’re the bosses that walk past the same people every day, with their coffee in one hand and their phone in the other, and miss multiple opportunities to connect with the people they work right next to.
Some managers couldn’t tell you who their receptionists’ name is, what their co-worker’s kids names are, or who the person in the waiting room is. They often put this in the ‘trivial information’ basket and move on.
But the thing is, this information is what makes people the way that they are – and without knowing anything about the people you work with day in and day out, you are setting yourself up for failure.
If you take the time to ask questions and build rapport, you instantly become more approachable. You are seen as someone who doesn’t just see their workers or colleagues as replaceable, disposable or ‘just another number’. Being interested and involved is all part of being ‘human’.
If you want to re-humanize your workplace, the culture change needs to come from the top.
If workers can see leader that shows compassion and interest in the community, the employees and other managers, they are more likely to do the same. Not only that, but part of making a change is being the change.
You can’t expect others to care if you aren’t giving them an example to work with.
‘Practice what you preach’ comes to mind here.
Creating a workplace culture that cares about its employees is hard. There are many considerations and obstacles to take on board, including ingrained company culture, the attitudes of board members, the business’ current financial position and much, much more.
Sometimes, re-humanization starts from a place of transparency and honesty.
But at the end of the day, re-humanization is a process of accepting that every person is unique, and that we all play a part – and every person is entitled to feel that they are valued.
Making sure employees feel validated and valued is not the same as making them feel useful. That difference comes from a place of genuine care for the people, not the company, profit or the numbers the computer spits out. CEO Barry Wehmiller said this about involving and honouring the people around us:
‘Everyone wants to do better. Trust them. Leaders are everywhere. Find them. People achieve good things, big and small, every day. Celebrate them. Some people wish things were different. Listen to them. Everybody matters. Show them.‘
Discover a new ‘Top Talk’ weekly with The Art of Overthinking!
I’ve been listening to (and watching) a lot of Ted Talks, Podcasts and Lectures recently… And the one thing I realized was that I really wanted to share some of the key points some of these incredible people have to say!
So I decided to start a weekly section on my blog titled ‘Top Talks’, where I can share with you some of the great things I’ve heard and learned from an array of fascinating, intelligent and diverse people.
It is truly mind-boggling to me how incredibly talented our world is, so I thought doing a ‘show-and-tell’ of the speeches I come across would be a fun way to get more people thinking about issues they may not have thought about before, or see things from another’s perspective.
WHO IS BRENE BROWN?
Brené Brown is a research professor at the University of Houston, with a PhD in Social Work.
Brené has spent her career studying courage, vulnerability, shame and empathy, as well as being an author of five #1 New York Times bestsellers and giving multiple talks on her research.
Today, I’m writing about Brené’s talk on ‘The Anatomy of Trust’.
This ‘Top Talk’ was all about trust. How it is gained, how it is lost, and what it is. The main ideas I got from listening to this talk were the ‘B.R.A.V.I.N.G’ acronym and her analogy that likened trust to a marble jar. I loved this talk and how true the concepts were to me!
THE MARBLE JAR:
Brené explained trust by comparing it to a marble jar from her daughter’s school. When the class is good, marbles go in the jar. When the class is bad, marbles come out.
In the same way, when people do little things to affirm their trustworthiness, marbles go into our ‘jar’. When they betray our trust, marbles come out.
Our ‘Marble Jar Friends’ are those that have filled our jar over time: people we know we can trust.
So how does Brené define trust?
THE B.R.A.V.I.N.G ACRONYM:
Below are the seven ‘elements’ of trust that Brené goes through (these are on her website, too!):
You respect my boundaries, and when you’re not clear about what’s okay and not okay, you ask. You’re willing to say no.
You do what you say you’ll do.
At work, this means staying aware of your competencies and limitations so you don’t over promise and are able to deliver on commitments and balance competing priorities.
You own your mistakes, apologize, and make amends.
You don’t share information or experiences that are not yours to share.
I need to know that my confidences are kept, and that you’re not sharing with me any information about other people that should be confidential.
You choose courage over comfort.
You choose what is right over what is fun, fast, or easy. And you choose to practice your values rather than simply professing them.
I can ask for what I need, and you can ask for what you need. We can talk about how we feel without judgment.
You extend the most generous interpretation possible to the intentions, words, and actions of others.
Dr. Brown shares these ideas not only for trusting others, but for cultivating self-trust. Below are some questions she came up with to assess our level of self-trust:
Did I respect my own boundaries?
Was I clear about what’s okay and what’s not okay?
Was I reliable?
Did I do what I said I was going to do?
Did I hold myself accountable?
Did I respect the vault and share accordingly?
Did I act from my integrity?
Did I ask for what I needed?
Was I non-judgmental about needing help?
Was I generous towards myself?
We’ve all had moments that make us see red. It’s about what we do next.
Just last week, something happened to me at work that made me so angry I was blind with rage. I only just managed to make it to the HR Manager’s office before I burst into tears.
Someone had questioned my work, and by extension, my work ethic, and that made me angry.
Sometimes it only takes one misguided conversation, one person or one incident to send us reeling into a complete rage.
And that’s absolutely fine, and absolutely normal. In fact, over 65% of office workers admit to having experienced anger and rage at work, and 45% of staff regularly lose their temper in their workplace.
However, the trouble comes when we use this rage in unproductive ways – such as withdrawing, deciding not to do as much work, ignoring the person or issue or just storming around the office without venting.
Anger, when harnessed correctly, is a powerful emotional tool. When used productively, anger can help us move forward, forge new paths and better relationships and empower us to achieve our goals in new ways.
Have you ever noticed that when someone does you wrong, the first thing that comes to mind is often revenge?
When we’re angry, we’re determined. We want to get back at the person or situation which has hurt us, and we want to prove ourselves.
When used in the right way, we can use our anger and determination to find ways to be better. We want vengeance, and we want it to be swift.
So what better way to become better, than channeling our will for vengeance into a positive force. Use that determination to get something done you’ve been pushing aside. Finish that project you’ve been working on. Apply for that new job you were thinking about. Get that pile of washing folded. Whatever it is, smash it!
Turn your anger into determination and use it to power through.
When we are angry, we are often angry that someone has insulted or harmed us in some way. When someone does this, it is only natural that we want to prove them wrong.
Not only do we have thoughts of seeking revenge, and also of proving to ourselves and others, but we feel like we need to be redeemed. We need to prove to the world that we a worthy of better. Better treatment, better people and better situations.
When we are personally insulted in any way, it can spark anger in us – and that is completely valid and completely normal.
So what better way to use that angry energy, than to use it to show the world we are worthy? Just because one person tells us we aren’t good enough, doesn’t mean that we have to believe it. With the right attitude, we can empower ourselves and seek out our feelings of worthiness.
We can use our anger to show people who we truly are, what we stand for and what we won‘t put up with.
When something bad happens to us, our mindset tends to change. Perhaps not straight away, but eventually, whatever happens to us shapes us.
If we’ve been through something before, we’re more likely to feel like we can get through it again. We can stare at our aggressor and say: ‘Hit me with your best shot.’
Because we know we can deal with it. Humans are designed to adapt and overcome the issues we are faced with. It’s in our genetic make-up.
We are constantly changing and evolving as we experience new things – and sometimes that means bad things too. The best part of going through something that makes us mad, is that we can laugh in its face the next time around.
Next time you’re angry, remember to breathe, and try not to do anything rash. While anger can be an obstacle to success, it doesn’t have to be. There are plenty of ways to harness anger and turn it into something usable – it’s about what works for you. Channeling your anger and planning for your future are incredibly powerful tools when it comes to dealing with an issue that’s come to a head.
You are worthy, you are strong and you grow through what you go through. Don’t let anyone get in the way of your success, no matter how they make you feel!
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‘No matter how bleak or menacing a situation may appear, it does not entirely own us. It can’t take away our freedom to respond, our power to take action.’
– Ryder Carroll