Learning to forgive is an important lesson. For some reason, it seems to be harder to forgive those we work with than it is, say, our family, friends, and even strangers. As I writer, I don't normally work with others; writing is a solitary occupation. But many of my friends work in large office buildings in downtown City of Swamp. And they tell me that apologies from supervisors and bosses often don't ring true and are difficult to accept. Why? Because power is a tricky thing.
Forgiveness, for those in power positions, is hard to come by. Most of us are cynical of our bosses; we like to believe that they have a hidden agenda. Not accepting apologies from those "higher up" can cause long-term issues for both the boss and the subordinate. For businesses and corporations, this can be very bad news.
Studies show that employees who harbor grudges are less productive, less collabrative, and less engaged. Instead, these workers will be more stressed and more aggressive...when apologies for transgressions from superiors are not readily accepted. Interestingly enough, subordinates were more likely to be forgiven by their bosses when they apologized, but those in power were not. They were less likely to be forgiven, in general, and apologies seemed to only muddy the waters.
So what is a well-intentioned leader supposed to do after offending, or harming, a subordinate? Recent studies have shown that the simple, "I'm sorry for what happened" isn't effective, or believable, when managers offered it to their subordinates. It must go deeper. The most important elements for any apology to be effective, should always include: empathy, remorse, taking responsibility, and offers of reparation. And this can be said of every apology, no matter who's apologizing or what's being apologized for.
Forgiving allows us to overcome our feelings of resentment, anger, and revenge. The steemed medical institution, The Mayo Clinic, tells us that the act of "not forgiving" can be more detrimental to us than to the transgressor. Holding on to a grudge and resentment can: bring anger and resentment into relationships, weakening them and causing them, in many instances, to disintergrate; cause us to live in the past and not enjoy the future; make us more depressed and anxious; leave us feeling uneasy and lacking purpose; and we lose valuable connectedness with others by being cynical and wary of other's motives.
Consider the value of forgiveness in your life. Actively choose to forgive the other person, when you're ready, and move away from your role as victim; thereby releasing the power and conrol the offending person/situation has on you and your ability to enjoy your life.
Forgiving others can difficult, especially when the apology comes from someone in a position of power. But it's always in our best interest to try. We often make our lives more difficult than they have to be. Learning to forgive, and then putting it into practice, is one of the best ways we can "lessen our burdens" and move forward with grace and dignity.
Forgiveness, for those in power positions, is hard to come by. Most of us are cynical of our bosses; we like to believe that they have a hidden agenda. Not accepting apologies from those "higher up" can cause long-term issues for both the boss and the subordinate. For businesses and corporations, this can be very bad news.
Studies show that employees who harbor grudges are less productive, less collabrative, and less engaged. Instead, these workers will be more stressed and more aggressive...when apologies for transgressions from superiors are not readily accepted. Interestingly enough, subordinates were more likely to be forgiven by their bosses when they apologized, but those in power were not. They were less likely to be forgiven, in general, and apologies seemed to only muddy the waters.
So what is a well-intentioned leader supposed to do after offending, or harming, a subordinate? Recent studies have shown that the simple, "I'm sorry for what happened" isn't effective, or believable, when managers offered it to their subordinates. It must go deeper. The most important elements for any apology to be effective, should always include: empathy, remorse, taking responsibility, and offers of reparation. And this can be said of every apology, no matter who's apologizing or what's being apologized for.
Forgiving allows us to overcome our feelings of resentment, anger, and revenge. The steemed medical institution, The Mayo Clinic, tells us that the act of "not forgiving" can be more detrimental to us than to the transgressor. Holding on to a grudge and resentment can: bring anger and resentment into relationships, weakening them and causing them, in many instances, to disintergrate; cause us to live in the past and not enjoy the future; make us more depressed and anxious; leave us feeling uneasy and lacking purpose; and we lose valuable connectedness with others by being cynical and wary of other's motives.
Consider the value of forgiveness in your life. Actively choose to forgive the other person, when you're ready, and move away from your role as victim; thereby releasing the power and conrol the offending person/situation has on you and your ability to enjoy your life.
Forgiving others can difficult, especially when the apology comes from someone in a position of power. But it's always in our best interest to try. We often make our lives more difficult than they have to be. Learning to forgive, and then putting it into practice, is one of the best ways we can "lessen our burdens" and move forward with grace and dignity.
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