Adonis Diaries

Can’t walk Slowly when angry? Fast walkers, unconsciously venting angry hysterics…

Posted on: September 7, 2012

Can’t walk Slowly when angry? Fast walkers,Venting angry hysterics...

Nothing seems to work perfectly? Even Success always has failure in it?  Do you feel “Isn’t it ever good enough?” 

Do you feel powerless or trapped? Are you feeling undervalued? Are you in a “No progress” situation? Are you getting feedback that you lack of integrity?

Who is you preferred “victim anger”?

Is anger destructive when it seethes and simmer? And for how long?

Have you observed that angry people fail to:

  1. Go for a slow walk: Can’t stay mad and walk slow.
  2. Rise up to observe themselves in the mirror.

Venting anger is a useful preventative method, but useful expression is better.

Venting anger is meant to clear the mind. Like:

Find a friend you can blow up with. Never mind, the first mindless person who tries to shake off your unstable condition will do, preferably your boss…

Chop down a tree, if available and not punishable for a heavy fine, like your own indoor wretched pigmy tree

Go for a sprinting exercise, and break Bolt’s Olympic records …

Channeled anger fuels passion and points the way.  To what way for example?

  1. Anger clarifies values:  it tells you what’s important to you.
  2. Anger is useful when it emboldens action
  3. Anger says, “I don’t like this.”

Can you listen to your anger in the heat of the passion? What could be the rules to channel anger?


  1. Anger begins with what you don’t want. Control anger by asking, “What do I want?”
  2. Anger often blames others. Taking responsibility and ask yourself  “What could I do?”
  3. Talk through your anger with a friend: “What’s important?”

Can you ever be successful without failure?

Every initiative, program, event, or project has glitches, inefficiencies, and dropped balls.

Jeremy Kubicek, CEO of GiANT Impact, uses “curbsides.”

After client appointments, teams huddle curbside to evaluate the meeting. They discuss what worked, didn’t work, and how to improve, before they go their separate ways. Systematic evaluation prevents performance feedback from becoming personal.

Dan Rockwell recalls:

Chris LoCurto, told me about after-event meetings when he was VP of Live Events for Dave Ramsey. He remembers the first meeting where he asked what wasn’t working. “No one said much. So, I shared what I could improve. Treat people with dignity.Don’t let people be blamed. Focus on issues. Everyone makes mistakes.”

The second after-event meeting was a little better until someone said, “So and so did…” Chris told the team we’re not playing the blame game. We’re focusing on issues. 

Chris said, “I wanted team members to talk about their failures in front of their peers. When you allow people to make mistakes they’re free to take on more responsibility.”

Chris believes after-event meetings were pivotal to creating strong team connections. He saw team mates bring their strengths to the weaknesses of others, for example. Authentic communication freed team members to rise up and lead.

What do you do with your anger?

How do you create the proper non-oppressive environments?

Note 1: I tried to mix and make a unified theme from two of Dan Rockwell’s posts, with vast alterations…

Note 2: I erase words related to “leaders, leadership…” with utmost prejudice, and turn the meaning around to include all able and reflective mind to consider the theme concerning them directly.

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September 2012

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