Exploring Forgiveness, Leadership, and Strategic Planning: Insights and Reflections

Forgiveness
Chosen Book
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Forgiveness is a complex and deeply personal process that often requires time and reflection. Understanding the context of the offense and the emotions involved can help in navigating the path to forgiveness.

(Respond to the PowerPoint) (PowerPoint is attached below)
Angel Mithelavage
Question: Is there a time frame on giving an apology?

Forgiveness
Chosen Book
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Forgiveness is not always immediate and can vary depending on the situation and individuals involved. It is essential to consider the emotional and psychological impact of the offense before offering or accepting an apology.

(Respond to the PowerPoint) (PowerPoint is attached below)
Ashley Murphy
Question: Can you really forgive the unforgiven?

Forgiveness
Cura Personalis
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Ashley Murphy posted Mar 5, 2025 8:15 PM
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After reading on what “cura personalis” is and then reflecting on what it means to me. As I was reading what it means on how “cura personalis” is striving to take care of the whole person, having a concern or care for a person. As I was reading (Regis University) article on cura personalis, I interpreted it on how if we are to strive to have concern and/or take care for a person, we should be doing that like Jesus did for us. I say that because when we mess up and or do wrong, when we ask for forgiveness from Jesus, he forgives us. I feel like with the meaning of cura personalis, it should be forgiving others, forgiving yourselves if you do something wrong, or even if you and someone get into an argument, disagreement, whatever it might be. If we take care of one another, it is easier to forgive.

References:
Regis University. “Jesuit Education Values, Key Jesuit Values | Regis University.” Www.regis.edu, 2023, www.regis.edu/about/jesuit-education/key-jesuit-values.

Forgiveness
Cura Personalis
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Brian Schilz posted Mar 6, 2025 6:56 PM
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Cura Personalis is a Jesuit Value that means “care for the whole person”. I believe this means caring about the personal well-being and development of yourself and others. Cura Personalis is also a way to challenge ourselves to understand each other’s strengths, weaknesses, and needs. It is important to understand that we all have different upbringings and different struggles. Cura Personalis challenges us to have an investment in our wellbeing and development by understanding our past and pushing for a better future.

Cura Personalis can help with the process of forgiving in many ways. It can challenge the forgiver to recognize his duty in seeing the perpetrator’s past and upbringing. Knowing about your perpetrator’s past can help you better understand why, which will help you forgive. It is also important in Cura Personalis to worry about your own development. This puts importance on forgiving the person for your own health.

Question: Forgiveness seems to be a religious value. Do you think that the Jesuits intended for the ideology of forgiveness as something that we could say “I forgive you but I am not ok with what you did or you personally.”

https://www.creighton.edu/sites/default/files/Core…

Leadership
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Becky Goetsch posted Mar 1, 2025 9:04 AM
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Here is the link to my VoiceThread, but I’ve also posted it under our course on VoiceThread!

Question 1:
From my presentation, the key ideas I’ve identified are the room for improvement I have in conflict-management, independent-thinking, and meeting organization, evaluation, and efficiency. I’ve discovered throughout this semester that I am a very authentic and compassionate leader. The self-assessments I’ve taken have given me deeper insight into where I am especially strong as a leader, but it’s also shown me where I can grow. It is important to be able to connect and communicate with followers, but the technical aspects of leadership are just as important. Overall, I’ve learned that leadership is a lifelong journey with constant room for improvement. There is never one area where we are perfect, and being open-minded and willing to learn is essential to be an effective, transformative, and authentic leader.

Question 2:
The three elements that I’ve found to be most meaningful in this class are self-assessments, discussion-based prompts, and the leader as relationship builder assignment. I found the self-assessment assignments to be empowering and revealing to areas in which I can grow as a leader and follower. Some assessments revealed information that I was already aware of, like my willingness to communicate discovered in the first week of class. Other assessments exposed areas that I hadn’t put much thought into, like meeting leader skills in week 4. I hadn’t had much experience in organizing and carrying out meetings, but in the experiences that I had, I discovered I could improve in the technical areas of hosting meetings. The discussion-based prompts were very meaningful given that it provided me an opportunity to discuss with and learn from others in the class. It’s crucial to hear various perspectives to learn how to be a better leader or follower. If all we ever think about is our own perspective, then we don’t see areas that we could grow or ideas we could reflect on. Lastly, the leader as relationship builder written assignment was meaningful to me because it allowed me to understand leadership more deeply from the perspective of a leader I look up to. Seeing her immense success throughout the years, I was inspired by her ability to lead a variety of women to success in all aspects of life. Being able to dig into her philosophy on leadership, reflect on it, then implement it into my own life was extremely beneficial for me.

Question 3:
Thank you to everyone for working so diligently and sharing your perspectives and learnings on leadership. I would not have been able to gain as much insight from this course if it weren’t for you all. Best of luck to everyone in the rest of their journey!

Leadership
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Carrie Click posted Mar 4, 2025 11:45 PM
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Question 1
Here is my VoiceThread presentation:

My presentation follows the guidance we received from Professor Register about what this presentation should contain regarding continuous learning, developmental areas, the readings and self-assessments in this class, areas that particularly resonate with me regarding leadership, current and future leadership plans, and action items. Although at this point, I’m not interested in taking on a classic leadership role in my career (someone’s got to be a follower, yes?), I have found that what I’ve learned in these eight weeks has been useful in maneuvering life, both professionally and personally.

Question 2
Three key take-aways:

Being a good leader is hard. There are so many factors to consider. Some people may be brilliant but do not have the ability to rally people toward a common goal; others may have enthusiasm and people may be drawn to them, though they do not have the insight or inner strength to do all that is needed to be effective. I could read a little piece of Hackman and Johnson (2018) every day and there still would be more to remember and perfect to be a good leader.

Through the readings and self-assessments, I have looked at my ability to collaborate in a new light. I have a tendency to want to be “right,” and I’m seeing the benefit of not being so rigid. Sometimes it is a good idea to let someone else do what they feel is best. It’s not always the world according to you.

I’ve had about a half-dozen leadership jobs in my life, though I am still learning. Reading Hackman and Johnson (2018) and writing discussion posts and papers about improving leadership makes me realize there can always be better ways to lead and follow.

Question 3
I’ve enjoyed getting to know the people in this class. Your insights I’ve read have been introspective and thoughtful, and you’ve inspired me. Thanks to Mike Register too. Much success to everybody in your educational journey and remember – it’s cool to be a lifelong learner.

Strategic Planning
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Katie Dostaler
Reply from tc
Explain how HR might approach external and internal factors that can influence the workforce planning and staffing process and overcome these challenges.

Internal and external factors are very important for HR professionals to understand because they can vastly affect the success that a company sees. Examples of internal factors may be workplace culture, leadership style, communication style, resolution skills, programs within the workplace, etc. Examples of external factors include things like economic changes, political climate, current events, competition, technology, etc. Because there are so many different factors, and they are so important, HR needs to make sure to approach these factors and do it in effective ways.

One way to do this is to complete frequent environmental scans such as a SWOT analysis. This type of analysis helps a company or department look deeper into the company and the goals and also plan ahead for the future. SWOT stands for strengths, weaknesses, opportunities, and threats. These different areas are outlined and allow employees and employers to see where they are doing well, but also the areas that need to be worked on. There is an area that goes over opportunities and one that goes over threats which can be very helpful for companies to take a deeper look at. The importance of this analysis can be further explained as, “a SWOT analysis is crucial for aligning a company’s strategies with its mission and vision. It ensures that all strategic initiatives are rooted in a clear understanding of what the company does well and where it can improve” (Pepperdine Business Blog, 2024). If HR professionals take advantage of this, they can access both internal and external factors that may be helpful to the company, and the ones that will prove to be unhelpful or a threat.

References:
Pepperdine Business Blog. (2024, July 10). SWOT Analysis Best Practices: Tips for Success. Pepperdine Graziadio Business School – Pepperdine University. https://bschool.pepperdine.edu/blog/posts/best-pra…

Strategic Planning
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Gloria Sarfo
Reply from cl
A workforce planning strategy begins with an operational plan such as skills assessments, expertise requirements, and evaluating the institution’s objectives. Skills assessments are the springboard for recruiting requirements and employee enhancements. Understanding the institution’s strategy and growth drive helps decide or resolve the skills your workforce needs to meet institutional accomplishment. To build or increase retention, an institution must promote an environment that encourages internal mobility and career development (Staffing Success: Effective Strategies For Long-Term Workforce Planning, 2023).

The purpose of workforce planning is to guarantee the right number of people with the right skills, in the right place at the right time. The United States healthcare system is always going through transformative change. Improving care delivery guarantees that the institution has the right number of skillful employees to deliver care at the highest possible levels to patients at a lower cost. Improve employee engagement to reduce burnout, lower satisfaction, and decrease medical mistakes. Institutions with high levels of employee satisfaction have less absenteeism, fewer hospital incidents, and increased productivity. Achieving efficiency for employers and health systems is crucial, and long-range healthcare workforce planning that is connected to the institution or company’s mission leads to an excellent operational and financial outcome because of better implementation of human resources (Sampson & Fried, 2021, p. 329-430).

References
Sampson, C. J. & Fried, B. J. (2021) Human Resources in Healthcare: Managing Success. (5th edition)
Staffing Success: Effective Strategies For Long-Term Workforce Planning. (2023). Forbes.

Suggested Extra References:

Enright, R. D. (2001). Forgiveness is a Choice: A Step-by-Step Process for Resolving Anger and Restoring Hope. American Psychological Association.

Northouse, P. G. (2021). Leadership: Theory and Practice. SAGE Publications.

Bryson, J. M. (2018). Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement. Jossey-Bass.

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