Handling Disagreement: 5 Non-Threatening Ways To Navigate Conflict

There is a fine line between apologizing and taking responsibility.

A few years ago, I wrote a book called The Feminine Revolution. The idea was that feminine traits have long been perceived as weaknesses, especially in the workplace. Sensitivity, listening to your intuition, or expressing your emotions are typically not the attributes most celebrated in a fast-moving, highly competitive corporate environment — or in a small, fledgling startup, for that matter. But my co-author, Catherine Connors, and I made a case for how these mischaracterized feminine traits were actually strengths, not weaknesses, and that if we lean into these qualities, both personally and professionally, they are a tremendous source of good.

Now, what does this have to do with handling disagreements?

In a world full of conversations about how women shouldn’t apologize because it’s a sign of weakness, we’re actually encouraging people to apologize. Why? Because often an apology can bridge a gap, move things forward, create a closer connection, and overcome an obstacle. And if you ask us, that’s the opposite of weak — it’s actually putting us in the power seat.

Sometimes apologizing isn’t enough. And sometimes apologies need a specific approach or context.