Therapists in the United States, United Kingdom and Australia

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Support for Workplace Issues, Anger and Frustration

Compare profiles of therapists who list Workplace Issues alongside anger and frustration to find professionals whose focus areas and approaches match what you are looking for. Each profile notes listed location, approaches, credentials, languages and areas of focus so you can weigh differences between clinicians. Browse profiles to learn more and reach out directly from a therapist's page.

When workplace stress shows up as irritability, outbursts or resentment

Workplace pressures - deadlines, conflicts with colleagues, performance expectations or unclear boundaries - can show up as heightened irritability, sudden outbursts, persistent resentment or a sense of being on edge. You may notice changes in how you handle criticism, a shorter fuse during meetings, or trouble separating work stress from home life. These reactions are common responses to ongoing stress, and they affect how you experience daily work and relationships. If interactions at work are contributing to repeated conflict, damaged professional relationships or distress that spills into other parts of life, it can help to explore patterns with a therapist who understands both anger and workplace dynamics.

It is important to be candid about safety. If you or someone else is at immediate risk of harm, contact local emergency services or a domestic-abuse helpline right away. A therapist can help you think through safety planning and communication strategies, but they cannot replace emergency assistance or legal support when danger is present.

Deciding to look for help does not imply anything about fault. You are gathering information and perspectives to manage the impact of anger and frustration on your work and on relationships. A conversation with a clinician can reveal patterns, clarify goals and identify practical steps to reduce daily stressors or repair professional relationships if that is part of your objective.

How Workplace Issues connect with the directory's focus on anger

This directory groups profiles that list both anger and Workplace Issues as areas of interest. That overlap does not establish a causal link between workplace stress and anger for everyone, nor does it indicate that every clinician treats the same set of problems. Instead, the grouping highlights clinicians who list those topics so you can compare focus areas. You will find therapists who describe experience working with workplace conflict, performance anxiety, career transitions, supervisor or team dynamics and the emotional responses that accompany these situations.

When you read a profile, look for language that speaks to the specific workplace concerns you face. Some clinicians emphasize workplace communication and boundary-setting, while others highlight coping with chronic stress or managing strong emotional reactions. Profiles may also indicate whether a therapist lists organizational consulting, coaching-adjacent skills or employee-assistance collaborations among their focus areas. These notes can guide your initial selection, but they are not proof of specific training beyond what the profile states.

Because the directory includes professionals from the United States, the United Kingdom and Australia, you may see different terminology across profiles. That diversity reflects variations in how practitioners describe their work and the regulatory frameworks in their countries rather than differences in the seriousness of care offered.

Questions to ask about approach, qualifications and experience

When you compare profiles, concrete questions help you move beyond general descriptions. You can ask how a clinician typically works with someone whose anger shows up at work - for example, whether they focus on identifying triggers, learning communication strategies, or examining underlying patterns of thought and feeling. Ask which populations they mention working with on their profile and whether they have experience with issues similar to yours, such as team conflict, performance-related stress or the emotional fallout of workplace bullying. Look at the approaches a therapist lists and remember to treat those as options to discuss rather than guarantees that they use any single method.

Distinguishing degrees from permissions to practice matters. Academic degrees such as PhD, PsyD, MD, MA and MSW describe a clinician's educational background. In the United States you will often see professional licenses - for example, licensed clinical social worker, licensed professional counselor, licensed marriage and family therapist or psychologist - which indicate regulatory permission to practice in a given state. In the United Kingdom and Australia you may encounter references to registration with or membership in national regulatory or professional bodies; those terms reflect regional systems for practice oversight and professional affiliation. A degree alone does not confirm current permission to practice in a jurisdiction, so include questions about licensing or registration if that is important to you.

What to discuss before starting online care and safety planning

If you are considering online conversations with a clinician, clarify practical and safety-related matters before you begin. Talk about how you will connect and the technology platforms used, the time zone and listed location the therapist references on their profile, and how communications are handled between sessions. It is appropriate to ask how they manage notes and records and what steps they take to protect your privacy. Ask about how they approach crisis situations and what their typical steps are if immediate help is needed, including whether they will assist in connecting you with local emergency services. Remember that online talk therapy is not a court-ordered anger-management course or a certificate program; it is a therapeutic conversation to explore patterns and coping strategies.

Discussing goals early on helps both of you set expectations. You might raise whether you want to focus on reducing workplace reactivity, repairing professional relationships, managing stress-related health concerns or developing communication skills. Be clear about boundaries you need in sessions and about any legal or workplace constraints that affect what you can discuss openly. If you have concerns about domestic abuse or ongoing threats, seek immediate assistance from emergency services or a domestic-abuse helpline, as a therapist cannot provide emergency intervention.

How to compare profiles by focus areas, languages, credentials and style

Profiles are a starting point for comparison. Read the language practitioners use to describe their focus areas and consider whether they mention workplace-related terms that match your situation. Check which languages are listed if communicating in a language other than English matters to you. Look for indications of populations served - for example, whether someone notes experience with professionals in high-stress roles, people returning to work after a conflict, or those navigating career transitions - and use that to gauge fit rather than assume suitability.

When examining credentials, note both academic degrees and professional permissions to practice in a given country. A profile that lists a doctoral degree indicates academic training, while notes about licensing, registration or professional membership speak to regulatory and professional contexts in the practitioner's jurisdiction. Profiles may also list therapeutic approaches you can discuss further, such as cognitive-behavioral strategies, psychodynamic perspectives, acceptance-based work or mindfulness practices; frame these as topics to explore in conversation, not as proof of specific certification.

Therapeutic style matters as much as focus. Some clinicians describe a practical, skills-based approach aimed at short-term tools for managing reactions, while others emphasize deeper exploration of patterns and interpersonal dynamics. Think about whether you prefer direct coaching-style feedback or a reflective, exploratory tone, and look for wording in profiles that signals a clinician's typical stance. Ultimately, profiles help you create a shortlist for outreach and conversation. Use those conversations to ask concrete questions about approach, experience with workplace issues, language and listed location so you can decide whether a given clinician aligns with your needs and preferences.

Browse therapist profiles by location

Alabama

127 therapists

Alaska

17 therapists

Arizona

100 therapists

Arkansas

68 therapists

Australia

77 therapists

California

542 therapists

Colorado

154 therapists

Connecticut

78 therapists

Delaware

23 therapists

District of Columbia

16 therapists

Florida

854 therapists

Georgia

273 therapists

Hawaii

30 therapists

Idaho

48 therapists

Illinois

259 therapists

Indiana

114 therapists

Iowa

45 therapists

Kansas

55 therapists

Kentucky

109 therapists

Louisiana

166 therapists

Maine

41 therapists

Maryland

134 therapists

Massachusetts

95 therapists

Michigan

264 therapists

Minnesota

102 therapists

Mississippi

98 therapists

Missouri

225 therapists

Montana

51 therapists

Nebraska

34 therapists

Nevada

45 therapists

New Hampshire

19 therapists

New Jersey

175 therapists

New Mexico

41 therapists

New York

358 therapists

North Carolina

343 therapists

North Dakota

5 therapists

Ohio

224 therapists

Oklahoma

141 therapists

Oregon

54 therapists

Pennsylvania

292 therapists

Rhode Island

18 therapists

South Carolina

173 therapists

South Dakota

24 therapists

Tennessee

136 therapists

Texas

791 therapists

United Kingdom

1477 therapists

Utah

56 therapists

Vermont

13 therapists

Virginia

158 therapists

Washington

86 therapists

West Virginia

27 therapists

Wisconsin

123 therapists

Wyoming

18 therapists

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