Posted: March 9th, 2025

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

Forgiveness

Chosen Book

This section focuses on exploring forgiveness through the lens of a selected text. Forgiveness is a complex and deeply personal process that often requires reflection and understanding.

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(Respond to the PowerPoint) (PowerPoint is attached below)

Angel Mithelavage

Question-Is there a time frame on giving an apology?

This question prompts an examination of whether forgiveness and apologies are bound by temporal constraints. Such inquiries encourage a deeper dive into the emotional and ethical dimensions of forgiveness.

Forgiveness
Chosen Book

This section continues the exploration of forgiveness using insights from a chosen book. The chosen text provides a foundation for understanding forgiveness in various contexts.

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(Respond to the PowerPoint) (PowerPoint is attached below)

Ashley Murphy

Question: Can you really forgive the unforgiven?

This question challenges the boundaries of forgiveness and its application to those who may not seek it. It invites a nuanced discussion on the limits and possibilities of human compassion.

Forgiveness
Cura Personalis

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Ashley Murphy posted Mar 5, 2025 8:15 PM

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After reading on what “cure personals” is and then reflecting on what it means to me. As I was reading what it mean on how “cure personals” 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 cure personals 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 cure personals 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.

This post reflects on the Jesuit value of Cura Personalis and its connection to forgiveness. It highlights how caring for the whole person can facilitate the forgiveness process.

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 perpetrators’ 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…

This post ties Cura Personalis to forgiveness by emphasizing self and mutual understanding. The question posed encourages a critical evaluation of forgiveness’s conditional nature.

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!

This post reflects on personal growth in leadership through self-assessment and collaboration. It underscores the value of continuous learning and relational leadership.

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.

This presentation highlights the practical application of leadership lessons beyond formal roles. It bridges academic insights with everyday life challenges.

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 ready 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.

These takeaways emphasize the complexity and ongoing nature of leadership development. They also reflect a shift in personal perspective toward flexibility and collaboration.

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 see. 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 stand 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 nee 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 advantages 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…

This reply outlines HR’s role in strategic workforce planning using SWOT analysis. It connects theoretical tools to practical organizational outcomes.

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, less 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.

This reply emphasizes workforce planning’s role in healthcare efficiency and employee well-being. It ties strategic planning to institutional success and patient care.

Suggested Title:
“Exploring Forgiveness, Leadership, and Strategic Planning: Insights from Jesuit Values and Organizational Dynamics”

Three Extra References:
Enright, R. D., & Fitzgibbons, R. P. (2015). Forgiveness Therapy: An Empirical Guide for Resolving Anger and Restoring Hope. American Psychological Association.
This book provides a psychological perspective on forgiveness, complementing the spiritual and relational aspects discussed in the paper.
Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). SAGE Publications.
A comprehensive resource on leadership theories that could enhance the leadership discussions in the paper.
Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic Management and Business Policy: Globalization, Innovation, and Sustainability (15th ed.). Pearson.
This text offers a detailed framework for strategic planning, aligning with the HR and workforce planning sections.

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