Personal Mission Statement

Personal Mission Statement

My purpose for being on this Earth is to live life honestly, compassionately and positively with love, community and relationships.

My mission is to solve problems between people as many as possible and to devote a half of my life time showing full performance of leadership at the community and work with people I love.

In order to achieve the mission, for the short term goal, I would need to study inside and outside the classroom to widen my potential capacity, and for the long term goal, I should determine particular area where I can make concrete decision as a leader of the team.

The desire for the other half of my life is to stay simple with lifelong partner, two or more children and close friends. For my parents, I want to give them something back like they did to me because I thank them really much.

LE "Lighten Up!"

I thought my organization is always filled with laughter and celebration.

It's not that we always have to be as optimistic as possible, but it is surely important not to be too serious all the time too. In order to enhance the best of teamwork performance, being severe and serious is sometimes important but the leader should not give a wrong prescription of that serious atmosphere.

It is true that jokes and fooling are not always beneficial. It sometimes makes people angry and frustrated which might lead the teamwork to fall apart and that, we want to avoid definitely. So we should use jokes in constructive way and this is often difficult that requires some thinking before joking.

I think the last point of this chapter's expedition log: "Can you laugh at yourself?"is the essential part of this chapter. Even if one leader is really capable of any work, smart and perfect person, if he/she can not laugh at themselves, it means that the members of the group can not laugh at the situation. If you want to lighten up the atmosphere of the team, first thing you need to do as a leader is may be to laugh at the situation even if it is so serious or dark.

LE "Team Message"

Firstly, I really enjoyed reading this chapter because things I wanted to know right now were on the text right there.

I have been suffering what should I do as one of the executives in LAMBS as I mentioned on this blog. At page 80, the author talks about the importance of sharing essential information in the organization.
The executives were having meetings and discussions 4 days in a row five hours a day, but we haven't come up with the best solution. Having this result, I said to the other executive members the need of sharing and making the information explicit. But of course there were refusals because it might perplex the team even more. However, what I insisted was the executive's inclination of listening to other people's directly said opinions. Perkins says that the core people do not need to share information that are still in progress every time, and I understand that, but we, the executives, should think more closely which information to hide and which not to hide.
The demerit of core people not sharing vital information with the others is that it's going to separate and set apart the distance of the two. Others would definitely feel isolated from executives if they hide information too much.

So,what we did to make the distance between executives and others is that we did small group discussion including one or two executives in each group. The idea was said by me and other executive again refused my idea, but I argued strongly and made them convinced. The result was apparently beneficial as I thought, because there were many people who didn't understand what the executives were actually doing and talking these days. But at least, I think we could narrow the gap between executives and others.

Team messages are also equally important with sharing information too.

LE "Stamina"

By reading ch.4, it made me think that maintaining physical strength is really important not only for leaders but for followers too because teams won’t be able to do anything even when the leaders were only able to work and powerful. So maybe it is “Stamina” is important for leaders for themselves, and they always need to care about others’ too.

There are several outlets for my frustrated or stressed feeling.
First of all, as it says in the page 64, I’ll talk to my friends.
When I have something that I dont understand well or can’t find any solutions that are problem of the samba club, I would have some time to go for restaurant to have some talk with my close friends who are also in the same club. I think this is the best possible way to refresh my anxiety because friends are the one who really understand me how I feel and so they are the ones who I can greatly trust on.

In addition to this, I really agreed with the saying in the book that said “Write letters home. Communicate with others you care about even if they may not fully understand the conditions you face”.
About the one talking with my friends, the advices I can get from those friends are important, but in this latter case, it doesn’t matter whether the other person im writing understands what Im talking about, and the content of the letter is not necessarily important, but rather, the process of expressing my feeling openly and freely has significant meaning.

I was thinking about the reason why this topic was in this chapter which stressed on physical strength. I thought it was because the author wanted to insist that the leader must not feel too responsible for one’s mistakes and leaders sometimes must need to explicit the frustrated feelings.

LE "Symbolism and Personal Example"

I'm sorry for my late post....
For this post, I'm going to respond to the expedition log in Ch.2.

Well first of all, for me the most important priority of the team is that "whether everyone, every single person, have the equal opportunity to say their opinions". I think this is the most critical and fundamental rule of any team. For instance on the one hand, there are who are good at expressing their opinions clearly and explicitly, but on the other, there are some people who are not good at doing such thing in front of many people. This is the fact which the leader of that team must understand in order to achieve the priority I mentioned. I think the good leader should be good at letting the other people talk at a some kind of conference situation.

For the second point I already mentioned that the leader can show that everyone needs to talk equally by letting others talk and not making the same person talking too much. So for the third point, I don't think I'm giving the right speech to the team to mobilize and encourage. Right now I'm having meetings many times with sophomore students in LAMBS to decide the next executives which is gonna start working practically from September. I'm the one who kind of managing and organizing the meeting consisted of 20 students, but I couldn't do enough to make all the people talk because I was too nervous and hasty wanting to decide many things at once. So I really regret that I failed in organizing the conference.

for the forth point, actually I'm not a leader or anything yet so I can't say anything really...but I feel it would be nice to have a lot of opportunities to talk privately with people who are not willing to express their opinions freely at the executive meeting.