7 Deadly Fears I Have Faced - Part 3 - A Data Analyst Journal

Hello everyone!

I hope you all had an enjoyable Lunar New Year holiday. I hope this year brings you joy, prosperity, and good fortune. It has been too long since I have written here but I finally found some time to post a new blog update.

I am glad to have you for the second part of my career journal.

• #1: 7 Deadly Fears I Have Faced - Part 1
• #2: 7 Deadly Fears I Have Faced - Part 2
• #3: 7 Deadly Fears I Have Faced - Part 3 <– You are here

Hold My hand Tightly Or I Might Cut Them Into Slices - The Wraith

The Fear Of Bursting With Anger

It is merely the beginning of the year and I ought not to disseminate negative thoughts. Nonetheless, wisdom requests we glimpse into the Abyss to truly cherish righteousness. Anger, often accompanied by irreversible repercussions, stands as the cardinal sin I strive to evade at all cost. How blessed are those with warm hearts and cool heads, able to tame their temper and avoid all conflicts through life’s journey. Sure we are all ordinary corporate slaves (ha ha), how could we hope to wholly escape those trying moments that test our self-control? I myself have narrowly skirted losing control on a few occasions, thank the Lord I did not; the memory seared into my being, a testament to hard-won lessons.

“Your data is wrong” proved a recurrent complaint in the novice days of my career, likely attributable to one of the following factors: an inadequate grasp of the dataset, a flawed problem-solving approach, deficient data preparation, or the misguided use of functions and methods. I had screwed up those core responsibilities of a data analyst - extracting data and furnishing meaningful insight. To compound my folly, I then packaged the erroneously retrieved data into a polished presentation intended for senior executives. Predictably, this led to a breach of trust, prompting me to labor through nights reworking the ill-fated presentations. Thankfully, a few months later, these rookie mistakes waned noticeably. With trust restored, was entrusted with overseeing mid-level managers. Offering scarcely any suspicious information, I joyfully advised functional teams with insightful recommendations, and together we delivered that year’s departmental KPIs efficiently, achieving significant cost reductions. A year of redemption, indeed.

“Your data is wrong” - oh, how the tables had turned! Now it was I challenging stakeholders confidently, “What makes you think so?”. More often than not, they had misread the charts, committing mistakes of near comic absurdity: comparing conflicting time frames, filters applied erroneously, visuals unspeakably misinterpreted, or worse, intentional misuse of information. I saw now the innocence I myself had once displayed. While I could understand their novice errors, empathy eluded me. Why? Because this complaint was not made in good faith, but with calculating intent - either weaponising it to win an argument or deflecting blame for inflated reports and risky gambits onto my team. I must not let them breach my defenses without first scrutinizing the data thoroughly. Yet resolving these challenges was not merely frustrating; it demanded meticulous number-crunching, only to be met with fruitless, time-consuming debates. As nonsensical arguments swirled and accusations unfairly cast, hatred simmered within me. With unwavering effort, I caged the beast within, ensuring to navigate this tempest with composure.

Fortunately, the chorus of “Your data is wrong” was not an omnipresent dirge. Only on rare occasions did such accusations ring true. In all honesty, the most irritating issue was not malicious complaints, but rather, a pervasive data illiteracy. After all, could I truly condemn colleagues from disparate disciplines for their struggles with leveraging our insights? However, witnessing demonstrably false pronouncements, like “the new pricing model fares better,” uttered in the absence of A/B testing, or claims of “campaign ineffectiveness” based solely on flat visitor numbers while user engagement soared, proved vastly frustrating. Under certain circumstances, I realised that flawed procedures and demonstrably incapable colleagues, not feature deficiencies or unexplored user needs, became the restraints hindering progress. This disconnect, the inability to translate clear recommendations into tangible actions, often ignited an exasperated rage, leaving us stranded in a state of limbo.

See With Compassion, Judge With Clarity

“Step into their sandals”, my manager had sagely advised. Indeed, each shoulders responsibility, the burden of fulfilling required responsibilities and driving progress toward established metrics. We navigate the labyrinth of tasks, guided by our own constellations of knowledge and honed problem-solving instincts. Inevitably, these diverse paths converge, and friction arises where perspectives clash. After reflective sessions aided by project management books and blogs, I formulated an experimental code of conduct, to engage wrath in the workplace environment with mental and professional acumen. The guideline comprises four conceptual pillars, each meticulously detailed within.

The four conceptual pillars include:

1. Emotional Intelligence: Developing emotional intelligence is crucial in managing anger effectively. It involves self-awareness, self-regulation, motivation, empathy, and social skills.
2. Cognitive Restructuring: Re-framing negative thoughts and challenging irrational beliefs that fuel anger is essential. This involves recognizing cognitive distortions and replacing them with more balanced and rational perspectives. Instead of “They’re deliberately making my life difficult,” consider “Their communication style might be clashing with mine.”
3. Stress Management: Implementing stress-reduction techniques, such as deep breathing exercises, mindfulness meditation, and regular exercise, can help regulate emotions and prevent anger outbursts. If emotions escalate, excuse yourself and take a brief break to cool down before returning to the conversation.
4. Conflict Resolution: Adopting effective communication strategies, active listening, and problem-solving techniques can help resolve conflicts constructively and prevent anger from escalating. Express your needs and concerns clearly and calmly, focusing on the issue, not personalities. Use “I” statements, and actively listen to the other person’s perspective.

To help you embody these pillars in your daily work, consider these practical tools and tips.

Develop Emotional Intelligence

• Recognize and Acknowledge Anger: The first step is to become aware of your anger and recognize the physical, emotional, and cognitive signs. Acknowledge the emotion without judgement, and try to identify the underlying cause¹. As you can see, the root cause of my anger stemmed from the disjunction between clear recommendations and tangible actions. Thus, I may face frustration anon with patience and calmness.
• Practice Active Listening: When someone else is expressing their perspective, make a conscious effort to listen attentively without interrupting or becoming defensive². Reflect back what you have heard to ensure mutual understanding. One of the most profound lessons imparted into my being: “Are you listening or waiting to speak?”. Please be patient and fully focus on what they say.
• Mindfulness: Implement practices like meditation or journaling to identify your emotional triggers and understand how anger manifests in your body and behaviour. I myself would recommend you to read the book “The Design Thinking Life Playbook”³, which provides practical toolkits for practicing emotional journal. I also listen to mindfulness podcasts and Youtube channels like Thich Nhat Hanh the Vietnamese Buddhist monk - you can try Plum Village App Channel.
• Reflection: Regularly assess your reactions to stressful situations and analyze their effectiveness. Did they help or escalate the situation? I usually mull over work headaches on my commute. It helps clear my head! Maybe you should give it a go?

Triggers and Responses

• Identify your personal anger triggers: deadlines, communication styles, workloads. Recognize your automatic response patterns¹ – passive-aggression, sarcasm, withdrawal. Choose conscious responses instead, fostering effective communication and conflict resolution.
• Re-frame Your Thoughts: Anger often stems from irrational beliefs or cognitive distortions. Challenge these thoughts by asking yourself if they are truly accurate or if you are making unfair assumptions. Re-frame the situation in a more balanced and objective way. When the embers of anger begin to blaze, I reach for the tool of Socratic questioning⁴, patiently unraveling the knots of frustration through introspective inquiries. Or you may try the book “The Thinker’s Guide to Socratic Questioning”⁵ for a detailed explanation of the mechanics of Socratic dialogue and the conceptual tools that critical thinking brings to Socratic dialogue.

Take a Break

• Take a Break: When you feel angry, it is essential to step away from the situation. This can involve taking deep breaths, going for a short walk, or engaging in a relaxation exercise. This break allows you to gain perspective and calm down before responding. When emotions threaten to overflow, a fifteen-minute escape around the building helps me regain peace.
• Engage in Self-Care: Prioritize stress management techniques, such as regular exercise, mindfulness practices, and engaging in hobbies or activities that bring you joy and relaxation. A well-balanced lifestyle can help you regulate your emotions more effectively⁶. Regular doses of rock climbing’s adrenaline rush and hiking’s grounding presence are my go-to prescriptions for emotional regulation.
• Seek Mental Support: If you struggle with managing anger persistently, consider seeking support from a therapist or an employee assistance program. They can provide guidance, coping strategies, and help you develop emotional intelligence.

Focus on Solutions, not Blame

• Communicate Assertively: Once you have regained your composure, express your concerns or frustrations assertively¹, without aggression or passive-aggressiveness. Use “I” statements to convey your feelings and focus on specific behaviors or issues, rather than making personal attacks. Focusing on expressing yourself objectively and respectfully promotes assertive communication. This guideline⁶ serves as a roadmap to navigate the intricacies of assertive communication, facilitating clear and effective expression.
• Seek Compromise: Approach conflicts with a collaborative mindset, focusing on finding mutually acceptable solutions. Be willing to compromise and consider the needs and interests of all parties involved.
• Seek Escalation Channels: If the situation intensifies, offer to involve neutral third parties like HR or conflict resolution specialists.

Nurturing Empathy and Growth: The Path Forward

As I conclude this blog on dealing with anger in the workplace, I want to leave you with a heartfelt message of solidarity and hope. Remember, we all face challenges that can trigger frustration and fury. But by nurturing emotional intelligence, practicing mindfulness, engaging in open communication, and approaching conflicts with a spirit of collaboration, we can conquer these storms together. Do not simply endure workplace strife - overcome it. Emerge stronger, wiser, and more resilient on the other side. Managing anger is a journey, not a destination. I am with you on this journey. We have got this!