Emotional Management and Self-Control

Identifying Emotional Triggers (Triggers)

Bullying prevention begins with self-awareness. Every individual has "red buttons" or triggers that, when pressed, provoke disproportionate reactions.

It can be unpunctuality, lying or constant interruption. A leader who does not know his or her own triggers is a ticking time bomb who can fall into abusive behavior (yelling, insults) in times of stress.

Emotional intelligence training seeks to get employees to identify these physiological signs of anger before they act.

Recognizing "I'm about to lose control" allows them to apply the "time-out" technique (briefly withdrawing) to avoid committing an act of workplace violence.

The Cost of Emotional Illiteracy

In many aggressive organizations, emotion is looked down upon as a weakness. However, "emotional illiteracy" is a precursor to bullying.

Those who do not know how to put a name to what they feel (frustration, fear, insecurity) often channel that energy through aggression toward others.

The bully often projects his or her own emotional incompetence onto the victim.

Fostering a rich emotional vocabulary allows conflicts to be verbalized ("I feel concerned about deadlines") rather than acted upon ("you are useless"). Emotional management is therefore an occupational safety skill.

Regulation Techniques in High Pressure Situations

Chronic stress reduces the window of tolerance and facilitates mistreatment. To armor the work climate, practical techniques for regulating the nervous system should be taught.

This includes diaphragmatic breathing in times of stress, active cognitive pauses and positive reframing of adverse situations.

When a team knows how to manage its pressure, it is less likely to look for "scapegoats" to vent its anxiety.

The organization must provide these tools not as a "nice-to-have" wellness benefit, but as indispensable psychological personal protectio