Good morning. This is communication regarding our altercation during and after the Friday weekly meeting. I admit that I was wrong, and I over stepped the line. It was not my duty to present the work we had done together. I should have involved you in the presentation (Friedman, & Friedman, 2016). I should also have taken time out to publicly acknowledge your contribution and point out your effort when the managers were giving their feedback.
This was an over sight on my part. I was eager to get the attention of the top leadership at work. This made me more aggressive towards the public presentation. It was also an act of selfishness that was driven by a determination to get ahead faster (Zheng et al., 2016). I acknowledge the harm I caused by taking all the glory and locking you out of a project that we had both invested in.
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I am sorry for my actions and I wish to do what I can to make things right. I have asked the project manager to assign you the lead in this case. I have explained that you are a better leader and that this project would benefit from your expertise (Cowden, 2018). I have also stepped down from the project in order to allow you to show your prowess in full.
I know my actions have hurt you and I regret the damage it has caused to our relationship. I will not repeat such an action again because I respect your work ethic and team spirit. I wish to continue working together cordially (Lipani, 2018). If there is anything else, I can do to improve the situation then I would appreciate your feedback (Murch, 2016). I am willing to put in the work to rebuild our relationship and move towards a better future. Please accept my apology.
References
Cowden, R. G., Worthington Jr, E. L., Joynt, S., & Jakins, C. (2018). Do congruent apologies facilitate forgiveness?. South African Journal of Psychology, 0081246318807800.
Friedman, H., & Friedman, L. (2016). Apologies, their use and meaning: A course module.
Murch, G. (2016). Fixing Feedback. John Wiley & Sons.
Lipani, L. (2018). Status, Power, and Apologies: How Status and Power Shape the Willingness to Apologize and the Perception of Victims.
Zheng, X., Van Dijke, M., Leunissen, J. M., Giurge, L. M., & De Cremer, D. (2016). When saying sorry may not help: Transgressor power moderates the effect of an apology on forgiveness in the workplace. human relations, 69(6), 1387-1418.
