Anger Solutions

Anger Solutions Founded by Julie A. Christiansen (Author of The Rise of Rage), Anger Solutions is the best evidence-based alternative to traditional anger management.

01/07/2026

What Happens When You Work on the People, Not Just the Pipeline?

“My sales team just finished the 90-Day Challenge—and the results were amazing.”
That’s what the client told me after we wrapped.

But here’s the part that matters most:
“Not only did the attitudes of our sales team improve… productivity levels soared through the roof.”

Why? Because performance is personal.

When you invest in how people feel—at work, about their work, and with each other— you don’t just see happier humans. You see better outcomes. Higher sales. Deeper engagement. Less attrition.

The 90-Day Culture Reset Challenge isn’t about rah-rah motivation. It’s about building emotional mastery inside your team— So they can show up grounded, focused, and connected… no matter what the quarter throws at them.

If your team and the people who lead them are capable—but burned out, reactive, or disconnected—this is the reset they need.

Why Your Sales Script Might Be Costing You the Relationship…A while back, I was invited to speak at a financial services...
01/06/2026

Why Your Sales Script Might Be Costing You the Relationship…

A while back, I was invited to speak at a financial services company—not about closing more deals, but about building stronger client relationships.
They were already doing well. The numbers looked fine. But something was missing: connection.

Because when customers don’t feel seen or valued, they don’t stick around—no matter how polished your pitch is.

What we explored together was simple, but powerful:
💡 How to make a client feel heard—even before money changes hands
💡 How to handle uncomfortable conversations without eroding trust
💡 How to centre the relationship over the transaction

One sales leader said afterward, “I didn’t realize how much I default to selling instead of simply seeing my client first.”
That’s the shift. And when it happens? Loyalty deepens. Referrals increase. And sales? They take care of themselves.

If your client relationships feel transactional—or like they fall apart after the pitch—this is the conversation we need to have. Reach out to me and let's have a conversation.
Photo by krakenimages on Unsplash

They’d Already Seen the Signs—But They Still Called in TimeA few years ago, I worked with a group of frontline social se...
01/05/2026

They’d Already Seen the Signs—But They Still Called in Time
A few years ago, I worked with a group of frontline social service agencies facing a perfect storm:
⚠️ Clients were more complex and more demanding
⚠️ The level of intervention needed had skyrocketed
⚠️ Staff burnout was no longer a risk—it was happening in real time

They didn’t need motivational posters. They didn’t need another “wellness week.” They needed a strategy to support their clients and each other.

That’s where I came in.

Together, we created a roadmap for internal communication, emotional resilience, and team-based problem solving.

Because when community needs shift, the old ways break down fast. Support has to start from the inside out.

They saw what was coming—and they acted before it fractured their teams.

If you’re seeing the signs, it’s not too early. It’s exactly the right time. Reach out to me today and let's intervene before it's too late.
Photo by GR Stocks on Unsplash

PRE-ORDER ANNOUNCEMENT!!✨ It’s official — I’m a published author (again!) and The Mastery Code Volume II: Mental Health ...
12/29/2025

PRE-ORDER ANNOUNCEMENT!!
✨ It’s official — I’m a published author (again!) and The Mastery Code Volume II: Mental Health Matters is now available for PRE-ORDER on Amazon! Official release date: March 1, 2026.

This project is a collaboration of mental health advocates passionate about providing readers with the cheat codes for surviving and thriving even when mental health is not perfect.

I’m so proud to be part of this powerful collection of voices sharing tools, stories, and hope around mental health. This book is FIRE. 👉 Reserve your copy here: https://www.amazon.ca/Mastery-Code-Two-Mental-Matters-ebook/dp/B0GCV3FJ5V

Today, we pause to remember the courage, sacrifice, and unwavering commitment of the men and women who have served, and ...
11/11/2025

Today, we pause to remember the courage, sacrifice, and unwavering commitment of the men and women who have served, and continue to serve our country.

Their bravery has safeguarded our freedom. Their resilience has inspired generations. And their sacrifices, both seen and unseen, remind us of the cost of peace and the power of unity.

To every veteran, every active service member, and every family who has borne the weight of their loved one’s service — we thank you. Your dedication, strength, and love of country are woven into the very fabric of who we are as Canadians.

May we never take your sacrifices for granted. May we continue to honour your legacy not just today, but every day, through our actions, compassion, and service to others. May we buck the trend and be the ones who finally learn from history
Lest we forget. ❤️🌺

Hold People AccountableAccountability is more than a buzzword, especially when addressing toxic team behaviour; it’s the...
11/07/2025

Hold People Accountable
Accountability is more than a buzzword, especially when addressing toxic team behaviour; it’s the backbone of fairness and trust in teams. For example, "social loafing" is the act of allowing others to carry the load of a task or assignment, but happily accepting the credit for the work done by others in the team. This is the reason we all hated group assignments in high school and college. When some people seem to skate by (the “always busy” but never delivering) while others carry the load, resentment builds and toxicity takes root.

Strategy: Be crystal clear about what you expect of each person, what success looks like, and the role they play. Check in. Offer support. Recognise contribution. Then address slippage—not as a punishment but as part of your performance rhythm.

When accountability is visible and applied evenly, your team knows: we all succeed together or we all fix together. Need help designing accountability frameworks or refreshers for your team? I’m ready when you are.

Coach Instead of ChallengeWhen you confront someone head‐on—especially someone who’s strong, louder, or “used to winning...
11/06/2025

Coach Instead of Challenge
When you confront someone head‐on—especially someone who’s strong, louder, or “used to winning”—you can unintentionally raise the stakes and provoke a backlash.

Strategy: Rather than a showdown, shift to coaching. Ask questions. Encourage them to explore the ‘why’ behind their idea or behaviour. “If we followed this plan, what might happen…?” “What resources do we need for that to succeed?”

When you do this, you’re not undermining them—you’re guiding them. That subtle shift often defuses tension, invites reflection, and improves results.

If you lead someone with strong, dominant behaviour and could use a coaching toolkit rather than a confrontation strategy—I’d be happy to help you explore it. Reach out to me via DM and let the shift begin!


(AI generated image)

Cultivate a Culture of CommunityIf you're a leader struggling to rectify toxic or maladaptive team behaviours, this post...
11/05/2025

Cultivate a Culture of Community
If you're a leader struggling to rectify toxic or maladaptive team behaviours, this post about culture cultivation is for you. Culture isn’t just about perks or branded hoodies—it’s about connection, belonging, and behaviour. When your team doesn’t feel seen or valued, when communication is stale, when “we” feels like a forced word—it becomes fertile ground for toxicity.

Strategy: Go beyond modules and checkboxes. Invest in real human connection. Equip people with communication tools. Coach them in what respectful, productive dialogue looks like. And when you see someone doing it right—call it out.

A culture of community means people want to come in, not just have to. And toxic behaviours don’t flourish in that zone.

If you’re ready to build stronger team culture—one that pushes out toxicity and brings in collaboration—reach out. I’m here; let's talk!


Photo by Jonny Gios on Unsplash.

Investigate Promptly & ThoroughlyWhen someone says: “I don’t feel safe at work,” or “I’m being undermined,” what do you ...
11/04/2025

Investigate Promptly & Thoroughly

When someone says: “I don’t feel safe at work,” or “I’m being undermined,” what do you do? Many leaders freeze. Or worse: they listen but don’t act. That sends a message of silence and neglect.

The result? Trust erodes, good people walk out, and the culture takes a hit.

Strategy: Treat early concerns like the warning signs they are. Ask open questions, get multiple perspectives, consider what’s really going on (not just what’s visible). Create a process that's fair and clear. The moment you show you will investigate—and you will protect your people—you begin to build a workplace where toxic behaviour finds less shelter.

If you’re looking for help building a strong investigation process, or guidance on how to ask the right questions, I can help.


Photo by Markus Winkler on Unsplash

🍁 Happy Thanksgiving Weekend 🇨🇦As we celebrate Canadian Thanksgiving, I’m reminded of how powerful gratitude can be. It’...
10/11/2025

🍁 Happy Thanksgiving Weekend 🇨🇦
As we celebrate Canadian Thanksgiving, I’m reminded of how powerful gratitude can be. It’s more than a moment of thanks—it’s a practice that strengthens our mental and emotional well-being.

Yesterday was World Mental Health Day, making this the perfect time to slow down, reflect, and appreciate the people and moments that make life meaningful.
Wishing you a weekend filled with warmth, connection, and a grateful heart. 🧡

Workplace aggression is widespread globally and in Canada. About 70% of Canadian workers report experiencing harassment ...
09/15/2025

Workplace aggression is widespread globally and in Canada. About 70% of Canadian workers report experiencing harassment or violence, and over 20% of workers worldwide face the same. Women, gender-diverse people, Indigenous workers, and those with disabilities are disproportionately affected. Harassment—especially sexual harassment—is most common, with perpetrators often being clients, customers, or co-workers. The consequences are severe: 70% of affected workers miss work, and 88% lose shifts, transfers, or even jobs as a result.

3 Strategies to Cope with Workplace Aggression (from The Rise of Rage):

1. Map Your Anger – Identify the triggers, your emotional responses, and the belief systems fueling them. Awareness is the first step to regaining control.
2. Assert Without Aggression – Practice clear, calm communication to set boundaries and deliver feedback without escalating conflict.
3. Release Residual Anger – Use practical tools (journaling, physical release, reframing) to process lingering emotions so they don’t carry over into your work or relationships.

You don’t have to navigate workplace aggression alone. Join my Leverage U Skool community today and get access to my free course, Taming Your Dragon, where I’ll guide you through proven tools to master your emotions and take back your power.
https://www.skool.com/leverage-u-7544

As seen on the Mindvalley stage — The Rise of Rage is shifting the conversation about emotions in leadership, therapy, a...
09/04/2025

As seen on the Mindvalley stage — The Rise of Rage is shifting the conversation about emotions in leadership, therapy, and beyond.

One happy surprise that occurred at the MVU Book Club interview for The Rise of Rage was the age range represented. Some of my youngest audience members asked the most emotionally intelligent questions.

A young lady about 10 years old asked, "Is it better to hold anger in or let it out?"

Here's how I responded: It is always better to let anger out. What is important is HOW you do it. Anger held inside will increase your stress, maybe make you depressed, or worse, it will make you physically sick. There is lots of evidence for physical illnesses or dis-ease being correlated with repressed emotions. I call them the diseases of "holding on". It's important to let anger out. Journal. Colour. Talk with a trusted friend or grown-up. Explain what the problem is and try to get it solved. It's always better to let anger out.

I'm here to help you, your families, or your teams navigate and resolve strong emotions. Follow me for more content like this.

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