You cannot be angry, as the reason you were hired here is to solve business problems.

This approach is fundamentally correct, but there are nuances to address based on the 11 guiding principles of The ‘Chill’ Mindset:

1. Correct Behaviour (Principle #1: Thoughtful and Correct in Behaviour): The statement aligns with the expectation that one should approach business with thoughtfulness and professionalism. Emotions like anger should not interfere with the problem-solving process. (For example, staying calm in stressful situations allows for clearer decision-making.)
2. Avoiding Negative Judgement (Principle #5: Maintaining Composure and Dignity): The statement rightly points out that reacting with anger could compromise one’s ability to maintain composure. It is vital to handle challenges with poise and professionalism. (For example, calmly addressing an issue in a meeting demonstrates control.)
3. Focus on Processes (Principle #6: Prioritising Processes and Techniques): Solving business problems requires focusing on the processes and methods in place. Allowing emotions to cloud judgment would detract from achieving results in a structured manner. (For example, addressing an operational inefficiency through systematic analysis instead of reacting emotionally to the problem.)
4. Precision in Action (Principle #8: Being Accurate and Correct): Your point encourages staying focused on the business problem, which aligns with the principle of acting correctly and precisely. Emotions can sometimes lead to rash decisions, which may compromise accuracy. (For example, ensuring data is accurate before making a strategic decision.)

However, there is an element that challenges the principles:

1. Managing Emotions (Principle #9: Specialised and Methodical Work): Although solving business problems is indeed the key reason for being hired, employees are human, and emotions are a natural response to stress. While not desirable, anger itself is not necessarily the problem—it’s how it’s managed. It is essential to create processes to handle frustration without letting it interfere with problem-solving. (For example, having a designated time for employees to discuss frustrations in a controlled environment.)

Below are potential scenarios and how you could tackle each with the 11 guiding principles of The ‘Chill’ Mindset if this statement were coming from your boss:

Scenario 1: Direct Feedback in a One-on-One Meeting

1. Correct Behaviour (Principle #1: Thoughtful and Correct in Behaviour): In a one-on-one setting, it’s crucial to stay calm, absorb the feedback, and respond thoughtfully. You should clarify the business problem being referenced and focus on solutions without letting any emotional reaction surface. (For example, responding with: “I understand your point. Let me ensure that I focus on addressing the root of the business issue efficiently.”)
2. Avoiding Negative Judgement (Principle #5: Maintaining Composure and Dignity): A direct critique from your boss might trigger a defensive response, but maintaining composure is essential. Instead of reacting emotionally, acknowledge the feedback and ask for specific areas of improvement. (For example, saying: “I appreciate the feedback. Could you provide examples where my actions might not have aligned with solving the business problem?”)
3. Focus on Processes (Principle #6: Prioritising Processes and Techniques): In this scenario, you should pivot the conversation towards how the process could be improved. This shows that you are solution-focused and methodical. (For example, offering: “Perhaps we could review the current processes to identify where things went wrong. That would help us avoid similar issues in the future.”)

Scenario 2: Public Critique in a Meeting

1. Correct Behaviour (Principle #1: Thoughtful and Correct in Behaviour): If this statement were made in a group setting, maintaining professionalism and responding calmly would be critical. Instead of showing frustration, acknowledge your boss’s feedback while keeping the discussion constructive. (For example, responding with: “Thank you for the feedback. Let’s discuss how we can collectively address this issue.”)
2. Avoiding Negative Judgement (Principle #5: Maintaining Composure and Dignity): In a public scenario, responding with anger or defensiveness could damage your credibility. It is crucial to demonstrate composure and avoid being seen as emotionally reactive. (For example, calmly replying: “I hear your concerns. I’ll focus on improving and make sure we stay on track with solving the business problems.”)
3. Managing Emotions (Principle #9: Specialised and Methodical Work): A public critique might stir feelings of frustration, but it is important to compartmentalise emotions and refocus on the methodical aspects of the work. After the meeting, you could arrange a private follow-up to clarify any misunderstandings and align on next steps. (For example, privately following up: “I’d like to better understand the specifics of your feedback so I can refine my approach.”)

Scenario 3: During a Critical Project Milestone

1. Precision in Action (Principle #8: Being Accurate and Correct): If the comment is made during a critical project milestone, the focus should be on remaining accurate and detail-oriented. Instead of being distracted by the feedback, redirect your attention to ensuring that the work is completed to the highest standard. (For example, responding: “I’ll make sure we resolve the business issue promptly and correctly, focusing on the details we’ve discussed.”)
2. Focus on Processes (Principle #6: Prioritising Processes and Techniques): In the middle of a project, this feedback could be a reminder to reassess the processes being followed. You should ensure that the team is adhering to the right methods and techniques to deliver results. (For example, initiating a quick process review: “Let’s take a moment to ensure our current process is aligned with solving the problem efficiently.”)

Scenario 4: After a Setback or Failure

1. Managing Emotions (Principle #9: Specialised and Methodical Work): If the statement comes after a project failure or setback, it is essential to avoid letting frustration take over. Take a step back, review what went wrong, and methodically devise a plan for improvement. (For example, suggesting: “I’ll assess what led to this issue and create a detailed plan to resolve it and prevent similar problems in the future.”)
2. Correct Behaviour (Principle #1: Thoughtful and Correct in Behaviour): In this context, it’s important to maintain professionalism and focus on rectifying the situation without dwelling on the emotions associated with failure. You should assure your boss that you’re committed to resolving the problem. (For example, stating: “I take full responsibility and will ensure we learn from this mistake to avoid it in the future.”)

In summary, regardless of the scenario, tackling feedback from a boss should involve maintaining professionalism, avoiding emotional responses, and focusing on solutions. The key is to show that you are a methodical, calm, and solutions-driven.

Good luck!