Apology and Repair Conversation
Rebuild trust after a mistake.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Prepare an apology at work. What happened and the harm caused: [WHAT_HAPPENED_AND_HARM]. Who was affected: [AFFECTED_PEOPLE]. What I can do to put it right: [REPAIR_ACTIONS]. Organizational context: [CONTEXT].
Write an apology of 100 to 150 words with these elements: acknowledge what happened plainly; accept responsibility without excuses; recognize the impact on the person; state what I will do to repair and prevent it; offer to listen. Provide two versions (spoken and written). Then explain what to avoid ("I'm sorry if you were offended", justifying, asking for forgiveness in the apology).
Add a checklist for timing and setting, a follow-up plan (check in after a week, keep commitments), and a caution that if the incident may involve legal or compliance consequences, I should speak to HR or legal before sending anything in writing [VERIFY]. Include a short version for a team-wide apology if the mistake affected many.
Add a short checklist for the follow-up, including what to do if the person does not accept the apology (respect that, keep the commitments, give space), and a note to avoid any apology that admits legal liability until advice has been taken.
Regard everything produced as a draft, not as legal or HR advice. Do not publish or act on legal, contractual or policy points until an employment lawyer or HR specialist in [JURISDICTION] has checked them.
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Spoken version (about 110 words): "I want to apologize for what happened in Tuesday's meeting. I told the client the delay was caused by your team, which was not accurate. It made you look unprepared in front of someone important. I take responsibility; I should have checked the facts. I have emailed the client to correct it, and I will send you a copy. In future I will confirm facts with you before meetings. If there is anything else I can do to put it right, I would like to hear it." Avoid: "I'm sorry if you were offended." Follow-up: check in after one week; keep every commitment. Legal caution: if there may be consequences, speak to HR or legal before writing [VERIFY].
Illustrative only, made-up data. Your results will differ and must be reviewed.