• Be specific about what you did wrong. Not “mistakes were made” or “things could have gone better.” But “I interrupted you three times in that meeting and dismissed your concerns. That was wrong.”
• Don’t make it about you. This isn’t the time for a long explanation of your stress levels or why you acted that way. Save that for your therapist or your own manager. The repair is about acknowledging the impact on the other person.
• Actually change the behavior. An apology without changed behavior is just empty words. If you keep making the same “mistake,” it’s not a mistake anymore; it’s a choice.
• Give it time. One conversation doesn’t instantly repair broken trust. It’s a starting point, not a finish line. You have to consistently show up differently.
#management
PS
1.Командир всегда прав.
2.Если командир неправ см. п.1 🫡
