Navigating the Path to Success through Resilience and Learning
Abstract: This academic piece explores the concept of failure as an intrinsic and transformative element on the journey to success. By examining the psychological, social, and educational dimensions of failure, we delve into the ways individuals can harness setbacks as stepping stones toward personal and professional growth. Through resilience, adaptability, and a mindset shift, failure becomes a catalyst for innovation, self-discovery, and long-term success.
Introduction: In the pursuit of personal and professional excellence, the fear of failure often looms large. However, this paper posits that failure, rather than being a stumbling block, can serve as a valuable stepstone toward success. The exploration of failure as an essential component in the learning process is not only a psychological shift but also a socio-educational imperative.
Psychological Dimensions of Failure: Understanding the psychological impact of failure is paramount to embracing it as a constructive force. The fear of failure often stems from societal expectations, self-imposed pressures, and the misconception that success is a linear trajectory. Psychologists argue that reframing failure as a natural part of the learning journey reduces anxiety and fosters resilience. Embracing failure as a psychological pivot point can lead to increased self-awareness and emotional intelligence.
Resilience and Adaptability: Resilience, defined as the ability to bounce back from adversity, plays a crucial role in transforming failure into a stepping stone. Individuals who cultivate resilience view setbacks as opportunities for growth rather than insurmountable obstacles. Adaptability, another key trait, allows individuals to adjust their strategies, learn from failures, and approach challenges with a dynamic mindset. Together, resilience and adaptability create a formidable toolkit for navigating the complexities of personal and professional life.
Learning from Failure: Central to the concept of failure as a stepping stone is the emphasis on learning. Failures, when dissected and analyzed, provide invaluable lessons. Whether in academia, business, or personal endeavors, the process of learning from failure demands reflection, feedback analysis, and a commitment to continuous improvement. Learning from failure not only enhances individual knowledge but also contributes to collective wisdom, fostering innovation and progress.
Educational Dimensions: In educational settings, the fear of failure can hinder creativity and critical thinking. This paper argues for a paradigm shift in educational systems, where failure is not penalized but embraced as a catalyst for innovation. Incorporating failure-tolerant environments, project-based learning, and mentorship programs can nurture resilience and prepare students for the challenges of the real world.
Conclusion: Failure, when viewed through the lens of resilience, adaptability, and a commitment to learning, becomes a transformative force on the path to success. By shifting the narrative around failure from one of shame to one of growth, individuals and societies can unlock the potential for innovation,personal development, and lasting success.
Stay tuned for more!
Determining the true value of Great Content and how it aligns with your interests can be challenging.
Few things are as costly and disruptive as leaders who kill morale. Demotivated employees underperform and then walk out the door at the first opportunity.
The scariest thing is how prevalent this lack of motivation is. Gallup research shows that 70% of employees consider themselves to be disengaged at work.
Organizations know how important it is to have motivated, engaged employees, but most fail to hold leaders accountable for making it happen. When they don’t, the bottom line suffers.
Research from the University of California found that motivated employees were 31% more productive, had 37% higher sales, and were three times more creative than demotivated employees. They were also 87% less likely to quit, according to a Corporate Leadership Council study on over 50,000 people.
Gallup research shows that a mind-boggling 70% of an employee’s motivation is influenced by his or her manager. It’s no wonder employees don’t leave jobs; they leave managers.
First, Quit Making Things Worse
Before leaders can start creating motivated, engaged employees, there are some critical things that they need to stop doing. What follows are some of the worst behaviors that leaders need to eradicate from the workplace.
Making a lot of stupid rules. Companies need to have rules—that’s a given—but they don’t have to be short sighted and lazy attempts at creating order. Whether it’s an overzealous attendance policy or taking employees’ frequent flier miles, even a couple of unnecessary rules can drive people crazy. When good employees feel like big brother is watching, they’ll find someplace else to work.
Letting accomplishments go unrecognized. It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Rewarding individual accomplishments shows that you’re paying attention. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.
Hiring and promoting the wrong people. Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top, it’s a massive insult. No wonder it makes good people leave.
Treating everyone equally. While this tactic works with school children, the workplace ought to function differently. Treating everyone equally shows your top performers that no matter how high they perform (and, typically, top performers are work horses), they will be treated the same as the bozo who does nothing more than punch the clock.
Tolerating poor performance. It’s said that in jazz bands, the band is only as good as the worst player; no matter how great some members may be, everyone hears the worst player. The same goes for a company. When you permit weak links to exist without consequence, they drag everyone else down, especially your top performers.
Going back on their commitments. Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor his or her commitments, why should everyone else?
Being apathetic. More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your productivity.
Then, Make Things Better
Once leaders have eradicated the seven negative behaviors that demotivate their best people, it’s time to replace them with the following seven behaviors that make people love their jobs.
Follow the platinum rule. The Golden Rule (treat others as you want to be treated) has a fatal flaw: it assumes that all people want to be treated the same way. It ignores the fact that people are motivated by vastly different things. One person loves public recognition, while another loathes being the center of attention. The Platinum Rule (treat others as they want to be treated) corrects that flaw. Good managers are great at reading other people, and they adjust their behavior and style accordingly.
Be strong without being harsh. Strength is an important quality in a leader. People will wait to see if a leader is strong before they decide to follow his or her lead or not. People need courage in their leaders. They need someone who can make difficult decisions and watch over the good of the group. They need a leader who will stay the course when things get tough. People are far more likely to show strength themselves when their leader does the same. A lot of leaders mistake domineering, controlling, and otherwise harsh behavior for strength. They think that taking control and pushing people around will somehow inspire a loyal following. Strength isn’t something you can force on people; it’s something you earn by demonstrating it time and again in the face of adversity. Only then will people trust that they should follow you.
Remember that communication is a two-way street. Many managers think that they’re great communicators, not realizing that they’re only communicating in one direction. Some pride themselves on being approachable and easily accessible, yet they don’t really hear the ideas that people share with them. Some managers don’t set goals or provide context for the things they ask people to do, and others never offer feedback, leaving people wondering if they’re more likely to get promoted or fired.
Be a role model, not a preacher. Great leaders inspire trust and admiration through their actions, not just their words. Many leaders say that integrity is important to them, but great leaders walk their talk by demonstrating integrity every day. Harping on people all day long about the behavior you want to see has a tiny fraction of the impact you achieve by demonstrating that behavior yourself.
Be transparent. Good managers are transparent and forthcoming about company goals, expectations, and plans. When managers try to sugarcoat, mask, or euphemize in order to make things seem better than they are, employees see right through it.
Be humble. Few things kill motivation as quickly as a boss’s arrogance. Great bosses don’t act as though they’re better than you, because they don’t think that they’re better than you. Rather than being a source of prestige, they see their leadership position as bringing them additional accountability for serving those who follow them.
Take a genuine interest in employees’ work-life balance. Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing to them; it makes them feel as if they’re being punished for their great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of the extra time spent.
Bringing It All Together
If you cultivate the characteristics above and avoid the demotivators, you’ll become the kind of boss that people remember for the rest of their careers.
Have you seen these motivators and demotivators in action? Please share your thoughts in the comments section below, as I learn just as much from you as you do from me.
If you aren’t jumping out of bed Monday morning, there is a problem.
“Living for the weekend” is not a long-term strategy
You cannot go through life accepting that 5 out of every 7 days are going to be spent doing some undesirable to you.
If you are reading this right now in an environment that is not stimulating you, why are you even there to begin with? Because it’s easy? Because it’s comfortable? Because it pays well? If your answer is Yes, then you aren’t just doing a disservice to the company you’re working for (simply along for the ride), but you are doing a disservice to yourself.
And there is no clearer answer to that than how you feel first thing Monday morning.
If you feel any of the following, you need to question whether you’re in the right place or not.
1. You got a full night’s sleep and yet you still feel tired
This is a very clear indicator that sleep is not the problem.
The problem is you’re not emotionally invested in what you’re doing. Have you ever gone on a vacation or a trip where you’re doing stuff all day, going to bed late, and still waking up early with tons of energy because you’re excited to do more exploring?
That’s how you should feel every day, in some way, shape, or form.
2. You did not prepare yesterday for today
People despise feeling overwhelmed, and yet so many fail to realize they do it to themselves.
Failing to prepare means you are preparing to fail.
Mondays are only overwhelming if you did not take Sunday to get all your ducks in a row. And the reason why most people choose not to do this is because whatever it is they’re doing isn’t enjoyable to them.
3. Everyone else hates Mondays too
It’s easy to hate things other people hate too.
“Misery loves company.”
It’s impossible (or very, very difficult) to stay positive when your company culture is, “Hey Bob, how was your weekend?” / “Too short. Can’t believe it’s Monday. I hate Mondays.”
4. You aren’t doing something you love
Obviously.
You are not going to wake up feeling excited to go to a job you don’t genuinely enjoy.
It’s astounding how many people choose things out of comfort, or fear of the unknown, and bite the bullet on years upon years of dissatisfaction.
5. Social media either hates Mondays or crushes Mondays
Browse through Instagram on a Monday morning and you’ll see half a dozen coffee cup quote graphics either sharing the pains of waking up on a Monday, or the relentless ambition one must possess in order to crush Mondays goals.
What’s more important is, what do YOU want?
How do YOU want to be spending your Monday?
And then what can you do in order to bring that to fruition?
6. You don’t enjoy the people you work with
Most of the time, it’s the people around you that define how long you stay in any given situation.
Regardless of how you feel about the work, it can be very difficult to take satisfaction in doing something with people who don’t bring you positive energy — and vice versa.
7. Mondays mark the end of one life and the beginning of the next
When you “live for the weekend,” a Monday is the door shutting on your 48 hours of freedom — and that’s a pretty strong indicator you are living double lives.
One life is how you “pay the bills,” and the other life is what you do for personal enjoyment. In some capacity, you want to find a way to merge the two.
Otherwise, you will never find your work all that fulfilling.
8. Because Monday means doing it “all over again”
This speaks directly to our culture of chasing rewards as “means to an end.”
If you see every week as a sprint, and you endure it with the hopes that one day you’ll be “done” and you can finally “enjoy it and relax,” you’re doing it wrong. You’re missing the entire journey. You are aiming for something that doesn’t actually exist.
Fulfillment is found along the way, not in a treasure chest at the end of the rainbow.
“Awareness is the greatest agent for change.” ~Eckhart Tolle
There are two ways to live life.
One is a more reactive approach, where you fight back when you encounter challenges in your personal or professional life. The other is a more proactive one where you are mindful of the trends within you and around you and ready with your surfboard whenever a big wave hits!
The only difference between the two is awareness.
Awareness empowers you to make conscious choices based on an understanding of yourself and the situation, to notice what your choice created, and to then choose again. This is why awareness is powerful. By becoming aware, you are snatching control back.
Merely observing your thoughts and behavior can spur positive action.
Big words. How am I so sure?
Just by tracking my sleep, I was able to gain insights into what aids my sleep and what disrupts it.
When I started tracking my food, I realized calories don’t matter but macros do. I then changed how I consumed food.
Journaling allowed me to observe my mental chatter and learn from it. It made me aware that most of my anger and frustration stems from lack of sleep, food, or water.
Tracking my finances made it easier to make tough calls with my spending.
I didn’t make these changes overnight. They took days and months of being aware before the changes actually happened.
Awareness is knowledge. Knowledge gives you power. Power makes it easier to change.
In the absence of awareness, you react mindlessly to your surroundings because all you have is the movement of thought. Your reaction will then depend on your past experiences and conditioning.
If in the past, you dealt with stress by eating, you are going to reach for your favorite snack. If your past experience taught you to raise your voice to get heard, you will easily shout when you are being ignored.
You start to believe what you are experiencing is reality when actually you are experiencing the narrative your mind created as a reaction to what is going on around you. Without awareness, you confuse what is happening in your mind with reality. You are at the mercy of the conditioned mind.
“Awareness is all about restoring your freedom to choose what you want instead of what your past imposes on you.” ~Deepak Chopra
Most of us are clueless about why we do what we do, how we present ourselves, and how others perceive us. And we get stuck in negative patterns as a result.
Here are some ways you can improve your awareness so you can improve your life.
Practice self-reflection.
This allows you to take a step back and ask probing questions of yourself. As Ferris Bueller said, “Life moves pretty fast. If you don’t stop and look around once in a while, you could miss it.”
Ask yourself: Why did I react this way? Why is this making me sad? Why am I so against this viewpoint? Where did this belief come from?
Doing this will allow you to make stronger connections. It will make your convictions stronger and give you the fuel to argue your viewpoint in a civil manner. It will also make you aware of your bad habits and thought patterns.
For instance, self-reflection has taught me that I have a tendency to eat unhealthy food when I haven’t gotten enough sleep. I also have a tendency to shut myself off from people when I am angry instead of talking to them calmly. Knowing this about myself, I am able to catch these unhealthy habits and choose healthier responses.
Journal.
Journaling is a great tool for self-reflection, since it helps you understand and challenge your thoughts and beliefs, and it’s also an stress reliever. It acts as a brain dump. Think of this as a parking lot for your thoughts. Just like your back feels lighter when you take off your heavy backpack, your mind will feel lighter and less stressful once you dump your thoughts on a piece of paper.
You can do this once a week, once a day, or even once every fortnight. All you need is a diary and a pen to get going. Trust me, nobody is so busy that they cannot take five minutes in a day to journal.
Take personality and psychometric tests.
Whereas a personality test can give you insight into why you do the things you do, a psychometric test can help you asses your skills, knowledge, abilities, and characteristics. I am not a big fan of these, but there are scores of free tests available online. You might find yourself agreeing or disagreeing with the results, but they will give you some food for thought.
Since they’re all based on some sort of questionnaire that you answer, I would recommend taking more than one to get a broader understanding of your strengths, weaknesses, and behavior patterns.
Ask for feedback.
There is a catch to this one. You need to be willing to take the feedback someone gives you without being offended or getting into an argument. If you can ask probing questions from them to dig deeper, even better!
If you are uncomfortable with people pointing out your mistakes and shortcomings to your face, you can ask through email. This way you have time to digest what people write before responding and will be less likely to react defensively.
Step out of your comfort zone.
Once you become aware of your limitations, the next step is to push them and face your fears.
I used to hate talking to large crowds or presenting in front of people. Nothing made me sweat faster!
Since I was aware, I decided to tackle this by joining a student organization in college where my role was to go to different classes and present about the organization in efforts to recruit more students. It wasn’t easy, but within a year, I wasn’t sweating anymore!
For you, this might mean setting a boundary with someone after recognizing your habit of letting people take advantage of you or applying for a job you’ve been interested in after recognizing that you usually hold yourself back with fears of not being good enough.
This is how awareness changes your life: when you not only recognize what you’re doing and why but consciously choose to do something different.
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Awareness makes you stronger. With awareness, you are able to bounce back faster after adversity. You are conscious of your insecurities and shortcomings. You have gone through the cycle enough times to understand what triggers them and how you can recover from them.
For example, in my case, when I am feeling sad and depressed, I know I can recover if I take a nap or go workout. It helps me shake off the bad mojo.
Awareness allows you to empathize with people. You can relate to the other person because you know the signs, having experienced them yourself. It becomes very easy to step into the other person’s shoes instead of judging them. In fact, it will come naturally after a while.
Your agility increases because of your awareness. You can pluck yourself in and out of any situation when you want and are able to adapt and pivot as needed on much shorter notice. In other words, you are able to move, think, or act quickly.
The pursuit of self-awareness also leads you to your blind spots. It uncovers the unknown and makes it known, so at least you are aware of it, even if you are not able to act on it right away.
When I look back, I have been blessed to have experienced many moments of awareness discovering things either by myself or because someone in my trusted circle caught it. I am pretty sure when you look back, you will also be able to spot those moments where your transformation first began because of the awareness bringing it to light.
The wheels of change begin to move with the first sign of awareness.
When you muster up the courage to apologize to someone that you harmed, it says a lot of great things about your character. When you tell your apology the right way, it makes a much more impactful difference. An essential quality in any apology is the sincerity and delivery of the message. What you have to say is necessary, but the manner and method in which you say it carries more weight.
In this article, we examine the 15 most important aspects to take into consideration when apologizing to a friend, loved one, or anybody who you owe the conversation. There are certain mindsets that you have when approaching the conversation, as well as appropriate types of locations and times for it to mean more. It is also vital to have an action plan to follow up with the person after giving the apology.
Understand the Reasons to Apologize
Before you apologize, you must understand why you will have the conversation in the first place. There are usually five reasons why someone may need to give an apology. The first is to open the line of communication between you and the other person of value. Having a common understanding that an apology is needed is the first step toward a healthy dialogue when giving an apology.
Another key reason you would need to apologize is to express your feelings of remorse and regret what you did. By admitting this to the other person, you also acknowledge that you were wrong in this situation. When you become aware of your actions and are upfront about your wrongdoings, you show a sense of humility that will increase the chance of the other person accepting your apology.
When apologizing to someone early in your time knowing them, it may lead to a crucial discussion about what is allowed and not allowed within the scope of the relationship. This type of talk will set boundaries and expectations for future decisions. By knowing what gets expected of each other, you are less likely to experience issues down the road.
Apologizing is also a great way to learn from your mistakes. By breaching a discussion about your wrongdoing intimately with someone, it allows you to articulate how you will be better next time verbally.
Apologize in Person Rather than via Phone or Text
If you want to convey the full value and emotion behind your apology, it is best to have the conversation in person. It is easy for bullies to hide behind a screen when they are saying things online, and you could do the same with an apology. Anybody who apologizes through a text message or email is taking the easy way out. By not apologizing in person, you are shying away from any raw emotions that come with it.
When you meet with someone in person for an apology, it sends a message to them that you want to dedicate enough time to making amend with them. When you schedule the window to meet with them, you should arrange so that you have no commitments right after it. This planning ensures that you will have all the time you need to formally apologize and then discuss more topics and game plan afterward.
When you set up the time to apologize, make it known to the person that you will not be able to communicate effectively unless you can speak with them face-to-face. When you meet up with them, give them your undivided attention and make excellent eye contact while you are making your points. Making the apology in person also allows you to read his or her body language as you communicate your points.
Find a Location and Time for the Apology
Once you have established that you can make the apology in person, the kind of location where you apologize is equally essential. You must make sure the site is private, quiet, and free of distractions. If you go to a noisy place, the other person may not be able to hear from you. If possible, do it in the privacy of your home or theirs, but you should give them the authority to pick the location of the apology.
You also want this to be a unique conversation shared between only you and the person. If you go to a shared space, someone might overhear what you are saying. You may also withhold information or communicate differently with your body language, knowing that there are people around. When you surround yourself with privacy, you can give undivided attention to the other person.
The time of the apology is also an important component. Work hard to fit your schedule around the time that the other person wants. A good idea would be to make the apology over lunch or dinner when the person is not in the middle of the work or stress. An apology during the nighttime would allow you to have a full conversation without having to worry about getting back to your daily obligations.
Imagine Everything from the Other Person’s Perspective
As you should in any conversation, you should seek to understand the other person before getting them to follow you. Before you formally apologize, put yourself in his or her shoes. Ask yourself how you would feel if you were them. Even though you cannot truly feel what they feel, showing empathy will allow you to deliver your apology better if you can get on the same wavelength as the other person.
You should consider all potential impacts of your wrongdoing or mistake. Was the person that you apologize to the only person who was indeed affected? By contemplating all the indirect implications of your error, you can address these components in your discussion so that you can apologize to the best of your ability. If the situation calls for it, you can bring all the impacted parties together for the conversation.
By seeing the events from the other person’s perspective, you can ask more educated questions. Significant inquiries result in a more extended, more meaningful dialogue between you and your friend or loved one. Take time to think hard about what he or she dealt with in the past. Their history, relationships, and other past traumas give you insight into how you can approach your apology effectively.
Manage Your Expectations
Managing your expectations is vital when making an apology. Saying “I’m sorry” does not automatically mean that the other person will accept it right away. It is a good idea to taper your expectations if the apology does not go as planned. Everybody handles trauma and negative situations in different ways. One of the most important things to remember is that the apology is about the other person, not you.
You may have negatively affected someone, and time could be the best healer in your situation. So, the apology will not be the means to the end, but it will be a crucial step in the grand scheme of the whole process. Part of full forgiveness will be letting your follow up actions communicate more than your words do. Outlining an action plan not to make the mistake again will get discussed later.
There is a minimal chance that the accepting of forgiveness might be impossible. Depending on the severity of your actions, the other person may express that they could never forgive you. The best thing to do here is to communicate your sincere apology and continue to show that you mean what you say. Opening this possibility before you make your apology will help you remain mentally stable.
Express Remorse about Your Mistake in Your Apology
Expressing genuine remorse for your mistake will get shown not only through your words but through your body language and facial expressions. Your choice of words and phrases need to be authentic, deliberate, and right to the point. Everybody makes mistakes, say things they do not mean, and acts irrationally. But it is all about how you reflect and show you are genuinely sorry about your error.
When you express regret, be very clear and communicate on why you are having the conversation in the first place. You could be attempting to strengthen communication or be upfront that you regret your actions so much, that you need to schedule this discussion about it so that you can formally apologize. You should be apologizing for the right reasons and not for ulterior motives.
The timing of your apology makes a critical case for your genuine remorse for your actions. The longer you wait after the mistake gets made, the less the message means to the other person. Depending on the nature of the transgression, try your best to make sure the other person learns about the mistake from you rather than someone else. If they find out before you tell them, follow up immediately.
Empathy is an essential aspect of expressing regret in your actions, so make it known to them that you are sincerely sorry for both the direct and indirect impacts of the situation.
Admit Responsibility
Admitting responsibility for your part in the mistake is one of the most critical aspects of a sufficient apology and being upfront and honest about your specific behaviors, actions, and the violations of trust that occurred. Make sure to empathize with the person and understand who your mistake impacted all. Address the potential future impacts in your apology to make it more authentic and real.
Another important aspect is to understand the details as to why your specific action caused their emotions. The other person might be going through a variety of different emotions for different reasons. It is essential to understand all of these, address them, and talk about what you could have done differently. Addressing these facts will make communication more direct and productive.
Throughout the whole conversation, do not assume anything about the other person’s feelings, or how you think your words are coming across. Before you end the discussion, it should get fully understand how each person feels that the meaning behind everything got communicated.
Lastly, avoid shifting the blame onto anything and anyone else. This deflection of blame will take away fro the sincerity of your apology. Take full responsibility for everything you did and own everything.
Make Amends with the Other Person
You can say everything that needs to get told during the apology, but the follow up actions are what matter the most. It is essential to let the other person know that you will make it up to them in some way or another. You should outline a plan or schedule a future event to let them know that you are committed. This next event could be a dinner, a group event in which you include them, or some other value.
Another simple way to make amends is to tell them you will not make a mistake again, and then let your actions do the talking. Once you make your initial apology, revisit the conversation weeks or months down the road to circle back on your promise. It takes a big person to learn from his or her mistakes, and you can make amends by putting this into practice. It takes much longer to earn trust than it does to lose it.
By promising to make amends in the future, you put your reputation on the line. If you do not follow through with your future commitment, many people will question your character and trust. You create a high risk, high reward situation by promising to make amends. One thing you could do to keep yourself accountable is to write this conversation down in your journal so that you stay serious about it.
Express Gratitude
A refreshing, unique strategy for an apology is to express gratitude in different ways throughout the conversation. It is vital to let the other person know that you appreciate their time and that you are grateful that they gave you a chance to offer an apology. Showing that you are thankful for this opportunity shows that you genuinely care to make amends and try to correct your wrongdoing.
You can also show appreciation for everything that gives you in the relationship. You can thank the other person for sharing good times with you. If you have known the person for a long time, shed light on the memorable times shared. You can then let them know that making it up to them is essential to you because of how much trust you already built. A loyal person should get valued as such.
When showing that you are thankful for your person, make sure your words count. It is not what you say, but how you say it. Eye contact is something that often gets overlooked in regular conversation, so give them undivided attention throughout the entire conversation. People want to feel important and appreciated, and you are sure to give your apology more weight by taking this sincere, grateful approach.
Listen Attentively
While you might be doing a majority of the talking at first, listening is just as critical during the conversation that follows an apology. No matter what happens, the other person wants to feel understood and valued. You cannot connect with a person and show empathy without actively listen while he or she is talking to you. Do not just listen with your ears but listen with all your body language.
When the other person is talking, look them in the eye and show affirmation that you hear what they are saying — nodding your head a few times when they make an extra important point will show that you get locked in on what they are saying. When it is your turn to talk, reiterate what they just said and expand upon how you will continually work to remedy the situation. Do not interject and respond respectfully.
Another way to show that you are effectively listening is to ask fantastic questions. Focus on posing inquiries that revolve around how the other person feels. The facts are one thing, but it is essential to focus on the emotions of the person and where they stand mentally. When you bring great questions to the table, you prolong the conversation and make it healthier and more meaningful.
Write Down Your Apology
If you want to keep yourself fully accountable throughout the entire apology process, it would be helpful for you to write your thoughts, actions, and plans out. This strategy can get done in a journal, if you already do that, or on a sticky note that you can place in plain sight for yourself. When you put your thoughts on paper, it makes them more real because you think them, then you see them, then you repeat them.
Another reason why you might write down your apology is that you could be concerned about how your words will come off when you apologize. It is entirely reasonable to get nervous going into a conversation such as this one, so you could outline what you will say on paper. This strategy could help you organize your thoughts and help you feel more prepared when you sit down with the other person.
One thing you need to keep in mind here is not to make your apology seem too rehearsed and scripted. While it is good to plan and write words down, you want to make sure that you come off as a sincere friend when you have the conversation. When you are done with the conversation and have followed up steps to take, it is vital to put these down on paper as well to keep yourself committed to the promise.
Do Not Offer Excuses
The act of offering excuses is an easy trap to fall into when giving your apologies. The simple way out would be to try and explain your actions and provide justification as to why you did something. It is normal to try and defend yourself. But again, this conversation is not about you, and it is about the other person. Your priority should be to fully understand how you emotionally affected them, not to defend yourself.
Excuses are dangerous to use because it might make you feel better about yourself to use them, but they will severely weaken your apology. Offering reasoning as to why you did something will discount the meaning of your words in the other person’s eyes. Instead, be upfront that you are taking full ownership of your actions. Do not shift the blame on to other things to reduce responsibility.
A great way to prevent yourself from making excuses is first to explain what you did, then immediately follow it up by expressing that it was the wrong decision. You should be upfront by saying there is no reason for you to make the other person feel the way you did. And while it was not your intention, be cognizant of what you did and incorporate that into the apology.
Be Fair to Yourself When You Make an Apology
Throughout the entire apology process, you need to establish the difference between taking full responsibility and accepting blame for too much. You want to communicate that what you did was wrong and work to make amends, but do not be too hard on yourself while doing so. It is good to focus on earning forgiveness from the other person, but do not forget to forgive yourself as well.
It is also essential to realize that humans are not perfect and make mistakes. While you cannot control what the other person will say after you apologize, you can control how you respond and learn from failure. You will improve yourself and develop, and the repairment of the relationship with the other person will eventually come with it. Give yourself a chance to rebound from your misstep.
When you apologize, let the other person know that you are working to become a better person from the entire experience, not only for them but for your own sake. Be humble throughout the apology, but make sure to stay healthy mentally so you can take care of yourself too.
Do Not Expect Instant Forgiveness
The entire apology does not happen in a single conversation, so you cannot expect the person to accept your statement 100% right away. Depending on the nature of the mistake you made, it could get fixed with one conversation. But everybody’s healing process and timeline is different, and it is essential for you to recognize this fact.
Be forward about this in your apology and let them know that you wanted to have this conversation right away because it is essential to you. Do not put pressure on the other person to accept your apology because that could make everything worse. Be prepared for them to ask for space from you. Spending time apart from the other person could end up being a blessing to let the apology clear the air and sit.
In the days and weeks after the apology, be sure to follow up and see how the person is doing. Do not bombard them with messages or calls but let them know you are there to talk if they still want to. But through the entire experience, respect their space if they ask for it.
Promise That You Won’t Make the Same Mistake Again
When you commit not to make the same mistake again, your loyalty and trust will get put in the spotlight. This step is an important one for you and your relationship with the person because it puts pressure on you to follow up on your promises. It is critical to reassure the other person that you have an action plan to alter your behavior. Be specific when talking about how you will do that going forward.
After you outlined your plan, schedule a time with the other person to have a touchpoint on how well your changed behavior affects the relationship. By putting in the extra effort to follow up on your apology, you will increase your chances of repairing the relationship.
Conclusion: Be Sincere, and Actions Speak Louder Than Words
As you can see, there are many essential things to take into consideration when giving your apology. The most important thing for you to do is be real with them. Do not provide excuses or an explanation for what you did but own it. Take full responsibility, then be forthright about your action plan to make amends and not make the same mistake in the future.
The other person wants to feel important and valued by the time the conversation ends. By actively listening to them and being sincere with your words and body language, you will show them that you are grateful for their time. One of the more important things to remember is that the formal apology is half the battle, and the other half is following through with your actions. You are capable of remedy.
