Presentation

Becoming a peace leader is becoming a servant leader.

Leading the community with holistic listening and integrity: holistic listening is hearing
others with an open mind and a desire to see the big picture. It is the ability of a leader of
peace. Because it involves generative, sympathetic, and respectful listening.
A peace leader is a mediator.
Mediator: A mediator is a good listener and needs to listen to both sides. Our goal is towards
peace and reconciliation. Mediators can emphasize the common good between parties and
help the parties determine facts. Mediators show empathy and impartiality with the parties.
The role of a mediator is to facilitate communication between the parties or people and to
engage in conflict situations.

A servant leader is a peace leader

Focus on promoting a culture of peace: respect the culture.
Serve first: they want to serve and when they serve others, they serve with humility and
gratitude. Inspired by compassion, and generosity. They promote human flourishing. The
goal is to serve.
Pathfinding foresight: it is a servant leader's (peace leader's) capacity for creative learning
and aware healing. It is not just about foreseeing the future; it is also about bringing about
changes within the system and ourselves.
Emotional Intelligence: it is how we handle ourselves and relationships. Self-awareness
(knowing what we are feeling and why we are feeling), self-management (handling
distressing emotions in an effective way or positive), empathy (knowing what someone else
is feeling), and social skills. This is a crucial skill for a peace leader because it can help to
lead teamwork.

Competencies
Leading by example: Communicate with others every day, followers are looking at the
actions and words. Thus, as a leader, words and actions have to match.
Encourage teamwork: Leaders may improve their team dynamic and foster cooperation using
practical measures. Leaders encourage all members to be open and honest in the team. Thus,
this is building trust, and respect, and working together to reach a common goal.
Asking for feedback: A Servant leader is continually looking to better understand how they
come across to others and is willing to learn new things about themselves. allowing others to
provide the leadership with input. Learning from followers is beneficial to us.

Values
Humility: it is the ability to see ourselves as we are. we recognize our strengths and
successes. But we also understand our weaknesses and limitations. Humble leader. A desire
to learn. The ability to reveal what they don’t know. A focus on collaboration. More
authenticity. Humble leaders have a clear understanding of who they are, what they bring to
the table, and the areas that present growth opportunities.
Humility leads to better listening, increased collaboration, and a more compassionate
leadership style. It creates more authenticity and a constant drive to learn. These qualities
lead to better outcomes, both for the leaders and their teams.
Sincerity: involves genuine care for others, ethical behavior, and a commitment to fostering
trust and positive organizational outcomes.
Empathy: a crucial quality for Servant Leaders. to understand and share the feelings of others,
fostering deeper connections with their team members. By understanding their team’s
emotions, concerns, and perspectives, leaders can build trust and rapport. Empathy helps
them address individual needs and create a supportive environment.
Summary
She struggled with herself when she was a junior sister. It is a temptation for her as a
religious person. It results from being overly dependent on other people and overly attached.
When she was a junior sister, a man used to come up to me and offer materials and support.
Several members chastised me at the time. However, at the time, I was conscious of who I
was, and I was unable to handle it. So she went to see her spiritual guide and her superior
After consulting her spiritual mentor and superior, she lived a moral life as a nun. As a result,
there were fewer misunderstandings in her community, which improved her ability to rule
myself.
Her parts in the conflict include deciding to end it, resolving it, and changing who she is by
accepting the incorrect things. There was an end to the conflict. These encounters gave me
renewed perspectives and taught me a lot. She thinks she should try to attain inner peace on
my own and not rely on other people.

System approach
Collaborating or Cooperating approach
 She did not avoid her conflict
 She accepted others’ views and differences
Conversation and dialogue
 She tried to do dialogue between herself and others.
 Took suggestions and found to see the reality and the problem through a conversation
with others
 Listened respectfully
The main root causes of the conflict
Weak of formation: The formation prepares individuals (such as nuns, monks, or priests) for
their roles within the community and their mission in the world. This is very important to
become a religious. this process will be hindered once the attitudes, aptitudes, desires, and
dreams of the formee are not healthy and genuine. In formation what we are trying is to make
ourselves a better person with proper guidance and direction. Therefore, weak formation
affects a religious person, because it can raise unhealthy physically and mentally.
Lack of support from the community: if the community support fully her, she might not
accept the support from outside. She did not ask the community, and the community also did
not support her completely. She accepted from outside and it created over attachment to
people and things.
Misunderstanding in the community: when conflict happens in the community, a
misunderstanding occurs. Appears different attitudes, points of view, and believes.
Lack of skills in dealing with inner: She cannot handle her inner conflict. Although she
knows the conflict, she does not know how to handle it, or how to manage her emotions.
Relevant information
Misunderstandings resulted from that conflict. However, it created an atmosphere of
openness and trust between her community members and her boss.
She is an important individual to cease conflict.
The conflict can be resolved by her decision and choice. Her spiritual director also helps her
discern what is good and wrong, as well as what God's will and needs are.
The decision-making of superiors in her community is also important because she can change
the posting and give time to solve the conflict.

3P’s tool
3 P’s tool: People, process, and problem
One of the tools of conflict analysis is to understand the various dynamics of a conflict,
asking questions about people, the process, and the problem to analyze the conflict.
to understand the parties and their perspectives, cultures, and values.

People: Include people’s feelings, emotions, individual and group perceptions of the problem
Process: The process of decision-making in the conflict.
Problem: Specific issues in the conflict
Different values, and perspectives in making decision
Asking question to know the root causes of the conflict
Learning points from doing exercises, and practicum
A leader
 Must be able to establish fairness in the community, without favoring certain ages or
social classes
 Establish what is good and wrong
 Comparisons and partiality within the group must be avoided
 Must actively hear both viewpoints out.
 Work sharing, appreciation, and exchange abilities are critical since they inspire
respect, trust, and inspiration.
 Responsibility to conquer all obstacles and problems
 Must be aware of who we are and what our values are
 Imperative for leaders to reflect on themselves and get past it. A
Learning Points From doing exercise, reflection and practicum
 Improvement requires awareness and change
 Requires us to embrace who we are and support others
 Demonstrates empathy, tolerance, and acceptance of differences of followers
 Be both leaders and followers
 Need to understand what a leader role are