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Some years ago Liverpool sculptor, Stephen Broadbent, had a serious fall out with a colleague.
While he was wrestling with this in his studio, he sensed that he needed to do something to help put it right.
He started to fashion a small clay sculpture of a figure walking away from someone.
The figure is seen beginning to turn around to walk back the other way.
A second sculpture shows two figures embracing.
He went on to take the first step to rebuild the soured relationship, apologising for his part before the two made up.
Much of the offence that happens in the workplace simmers just beneath the surface.
Genial behaviour can sometimes mask a hidden resentment which, unchecked, engenders mutual suspicion, unhealthy rivalry and lack of co-operation.
Consider the following five approaches to preventing or resolving offence:
1 Encourage honest two-way feedback - both positive and critical - as a matter of style and make it clear it's not about undermining the other person.
2 Make a concession or positive overture to a colleague or another division without expecting an immediate return.
3 Do a stock take of people that have offended you and decide to forgive them from the heart.
Remember that forgiveness isn't 'soft' and that unforgiveness is probably punishing you more than the other party.
4 Check your reaction to difficult people.
Try to resist the temptation to react in kind, keep your cool and respond in a level-headed way.
5 Resolve a conflict with someone that's offended you or whom you've offended by going to them in a spirit of reconciliation.
By going direct to the source rather than offloading on someone else, you will stand a better chance of resolution.
It's been said that 'a wise man overlooks an offence.'
Thinking about a recent fall-out or tension, what steps can you take to address the situation to get back on track this week? | 
