Week 3 - Case Study

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National University College *

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Philosophy

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Apr 3, 2024

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docx

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Uploaded by GrandOpossum4070

Week 3 – Case Study: Personal Analysis Inspired by Colin Powell's quotes Colin Powell, a highly respected military and political leader, has significantly influenced the world with his profound thoughts on leadership and social change. Powell's perspectives, honed from a lifetime of diverse experiences, provide invaluable insights on managing and adapting to change. This essay will relate Powell's ideas to the technical, social, cultural, and political changes I have personally experienced in my life. As a leader, Powell believed in a leadership style grounded in trust, responsibility, and taking care of the team. One of his famous quotes, "The day soldiers stop bringing you their problems is the day you have stopped leading them", encapsulates his leadership philosophy. He also embraced change, recognizing it as an inherent part of life, and saw it as an opportunity for growth and learning. When I consider my personal life it fosters a sense of responsibility in what I believe I have been called to do which is to lead and invest in people. The understanding it provides for me is that if I am going to lead people I will constantly be faced with problems, my own and the problem of others. However, Powell's mentality charges me to embrace the problems of others because it is the trust of being presented with those problems that capture the essence of my responsibility to lead. When I consider my own professional career, the shift from traditional office work to remote working due to the COVID-19 pandemic was a significant technical change. This transition necessitated learning new strategies on the fly and adapting to virtual communication. Powell's leadership philosophy resonates here, specifically his rule:

"Perpetual optimism is a force multiplier. (Powell, ShareAmerica)" Reality was this was a season where my team and I were able to thrive and not just lead our team but provide leadership for the entire organization. Although, the impacts were tragic and not preferred my team and I felt prepared and embraced to changes. So many were discouraged and attempted to make excuses to simply stop specific services our organization provides. However, it would have been really easy for our team to be frustrated as well but we looked at it with a positive outlook and embraced the opportunity to lead. Despite the initial challenges, I remained optimistic and embraced the change, and my team and I were eventually able to lead others in our organization to do the same. On a social level, transitioning from a close-knit community in a small town to the diverse and bustling environment of a large city was a considerable change. Powell's words, "Get mad, then get over it (Powell, ShareAmerica)" ", were instrumental during this period. This makes me consider another personal situation where my organization responded to some racial situations extremely poorly and created significant discouragement within specific people groups in our church. It was a situation where I was extremely angered and disappointed by our lack of empathy and awareness. However, if I was going to ever make any changes in my organization, I had to get mad and then get over it. Now for me, it wasn’t a get over it and move on but to utilize that passion to foster change within my organization. Getting over it meant to let go of the unforgiveness and giving grace to the obliviousness in the hope of creating opportunities for learning and impact from the relationships in place. Ultimately, even

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