Forgiving Enough to Move Forward - The Quiet Power of Feeling Heard
- Kate Russell
- Mar 21
- 2 min read
The other day, a colleague asked me a question that stopped me in my tracks:
“When does the forgiveness process begin?”
It’s a powerful question.
He asked it within the context of my work in conflict resolution and team dynamics, but the truth is, it’s relevant to all of us—whether at work, at home, or anywhere humans share space and make mistakes.
When Does Forgiveness Begin?
My answer?
Forgiveness begins when a person feels truly heard.
Not just nodded at. Not placated. Heard.
When their pain is acknowledged, when their experience is held with care—not debated or dismissed—that’s when stress levels begin to lower. And when that happens, a shift becomes possible. The world becomes a little less about me versus them, and space opens up for something new: perspective.
Why Listening is the First Step in Conflict Resolution
In conflict—especially in the workplace—people often assume resolution starts with fixing the problem or finding a compromise. But in our work at The Huddle, we’ve seen time and time again that the first true step is always being heard.
Because when someone is hurting or overwhelmed, they naturally turn inward. It’s a protective response. The focus becomes:
“They hurt me.”
“This isn’t fair.”
“Why should I be the one to change?”
And until that emotional weight is lifted, there’s no bandwidth left for empathy, curiosity, or collaboration.
That’s why, in effective workplace conflict resolution, we don’t rush to fix. We start by listening—deeply, and without judgment.
What Happens When People Aren’t Heard?
Some people stay stuck in their pain. And honestly? That makes sense.
When people have been dismissed, disbelieved, or repeatedly unheard, anger becomes the only safe outlet. Retribution becomes the goal. Not resolution.
It’s not healthy. But it’s human.
And it’s why so much of our work is focused on creating psychological safety—a space where people feel safe enough to tell their truth, to be vulnerable, and to process what’s happened.
The Role of Forgiveness in the Workplace
Forgiveness doesn’t have to be grand or sweeping. In fact, in most team environments, it’s not.
We don’t need people to reconcile or become best friends. We just need enough forgiveness to allow two people to work together again:
To sit in the same meeting without tension
To collaborate without fear or resentment
To see each other as humans again, not threats
That’s what we call functional forgiveness. It’s not about forgetting. It’s not about excusing bad behaviour. It’s about letting go just enough of the pain so we can move forward.
And more often than not, that starts the moment someone feels seen, heard, and believed.
Want to Build a Team That Can Heal After Conflict?
At The Huddle, we help leaders and teams navigate the messy, human side of conflict. We don’t offer band-aid solutions. We create space for real conversations—the kind that move teams from reactivity to resilience.
Whether you’re managing tension between two employees or trying to rebuild trust across a whole team, we help you find the kind of resolution that sticks—rooted in empathy, communication, and just enough forgiveness to move forward.
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