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“But I didn’t do anything wrong!” you say, “It wasn’t my fault.”
I understand. And I didn’t say it was. But who’s at fault is not the point. The point is that the relationship has gone bad, and that’s no good for either of you.
Besides, I’m not saying you should apologize for whatever it is you’re disagreeing about. In fact, doing so might do more harm than good. The most important thing here is that whatever you say has to be authentic and heartfelt. Apologizing for something that you didn’t actually do is likely to be neither. And it could even be seen as being manipulative, which is even worse.
What you can—and should—do, however, is express sorrow over the state of the relationship and apologize for whatever you’ve contributed to it.
Example: “I’m really sorry for the way things have been lately between us. I know I’ve done some things that have offended or hurt you in some way, but I sure didn’t mean to. I’ve always [enjoyed/liked/respected] you, and don’t know why things should have to be this way. I’d sure like them to be better. Anyway, I just wanted to let you know.”
The beauty of this approach is that by focusing you on the relationship rather than the conflict, it puts you in a more open, humble, and generous place, which tends to bring out similar feelings in the other person. Will it fix every problem? No. Sometimes people are too attached to a conflict to open up and let go of it. But a lot of times it will. And either way, it will always make you feel better—a lot better, in fact—and that by itself is reason enough in my book.
Tags: Be Heard!, Communication, communication coach, communication training, customer service, customer service training, david levin, Don't Just Talk, leadership, leadership development, leadership training
This entry was posted on Friday, October 30th, 2009 at 8:19 am and is filed under Communication. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.