As human beings, it is probable that we will misapprehend issues and situations and may react without plausible, verifiable reasons. While this human trait is recognized in organizational behaviour, are there any expectations from both the victim and culprit?

 In my professional experience, one thing has permeated my practice as an obligation on my part. To be as thorough as possible and pay attention to detail. As my job has an aspect of adherence and acting with verifiable authority, I sometimes find myself having to devise innovative ways of ensuring that my boxes are “checked”, so to speak. There could be instances where, having checked the boxes, colleagues and leaders alike may misapprehend issues and conclude that the boxes were not checked. Further, those in superior positions may exert the power at their disposal to react unreasonably due to the misapprehension and end up violating others. Upon realizing the inaccuracy of the considerations that informed the unreasonable reactions, what next for the perpetrators and the victims?

 With particular reference to leaders, naturally, there is an inclination to avoid finding themselves in a position of remorse due to the discomfort it comes with as well as the negative perception they may get from their followers. When it becomes clear that apologies are in order, ethical considerations come into play. Without taking away the value of a private apology, I will give an example of the law of defamation where one of the remedies available to a successful litigant is an apology made on the same platform the defamatory material was published. In organizations, ethical behavior demands that actors are empathetic, have integrity and respectful to one another, irrespective of their positions in the governance structures. Therefore, the clarion call to leaders is to be bold and big enough to own their misapprehensions and remedy them effectively.

 For those who are on the other end of the stick and are offended, take your first deep breath after appreciating the sentiments from the aggressor. There is an equal expectation of empathy, integrity and respect on the part of the victim as they seek to provide clarity and proof to support the correctness of their behavior. There is also an obligation on the victim to play their part in avoiding escalation of the misunderstanding in so far as providing the necessary information is concerned.

 At the end of the day, yes, an apology would be in order in the situations I have alluded to and it must be done in an acceptable and ethical environment and with decorum.

 In my view, there is need for awareness and targeted capacity building in this rather sensitive area of organizational culture.

 #letsshare!