Our deepest calling is to grow into 

our own authentic self-hood, whether or 

not it conforms to some image of who we ought to be. As we do so, we will not only 

find the joy that every being seeks - we will also find our path of authentic 

service in the world. 

- Parker Palmer

"Leadership destroys climbers on windswept slopes at 26,000 feet, and executives in comfortable conference rooms" (Warner & Schmincke, 2009). This link shows the rich experiences of teams attempting to summit Mt. Adams. In summer 2015 I was student on the course during which a storm hit and we were not able to summit. This past summer I was able to return as a mentor and help the new class reach the summit. What contrasting experiences, yet rich and important moments for me to learn from. For that, I am truly grateful.

Since this course serves as the capstone of the servant-leader concentration, our final paper is our servant-leadership philosophy. After completing this course and then returning as a TA, it is a humbling realization the distance from our head to our heart. This paper reflects the challenges of foresight and strategy and highlights personal areas of growth regarding servant-leadership.

As my final paper for Organizational Ethics, I addressed racial tensions on campus. This often polarizing conversation moves us as a community away from a productive dialogue and keeps our conversations in a frustrating loop of defensiveness and misunderstanding. Responding to this need, the Division of Student Development is working with the Chief Diversity Officer to start Intergroup Dialogue (IGD) groups to campus. The purpose of this formal guide to dialogue is to create a cultural shift at Gonzaga to create a community in which all members (students, staff, and faculty) are treated with equality and respect, and share this knowledge and action with their own communities beyond Gonzaga. 

For my final project in leadership and imagination, I chose to continue the concept of “see and see again” through painting. My intent with these two paintings is that they are thought-provoking symbols of “seeing and seeing again” for viewers. Ask yourselves, how is this painted and why are watercolors used? Why is it in abstract form? What differences do you see between the two scenes? What is unique about this scene?

During this multiple week group project in Organizational Theory we analyzed the local non-profit, Project Hope. There were a few clear areas that heavily influenced our working as a team. Expectations, group process and communication/work style all influenced our work as a team. While we accomplished the goal of presenting a well-polished project I was a little disappointed by our group process, especially my own role in the process. This project serves a reminder to think in multiple was about organizations and my personal role in a group.

This presentation serves an example of how to training colleagues and students in servant-leadership in a quick power-point model. Upon reflection of the course, it is clear that this material can be best learned through numerous conversations and long-term learning (not just one training session). Follow-up with this information, or a series of conversations, would be necessary and is briefly touched upon in the power point.

The goal of this group document is to “translate” the Benedictine 12 steps to humility to an organizational setting. Humility is at the core of the Benedictine community and a major facet of servant-leadership. This exercise served as a bridge for application of course concepts to our work settings.

This proposed presentation is for leader training for students in the Experiential Leadership Institute in late August to prepare them for a year of facilitating discussion around leadership with sophomore students. A strong value of this program is to create a strong sense of belonging and inclusivity. This presentation will aid to prepare them for numerous conversations regarding difference and how to facilitate those dialogues in a mature and safe manner.