Core Dialogue with Directors Interest Group

January 28, 2013

12 attendees

Topic brainstorming:

• demographics of profession


• workforce development (21st century)


• maker spaces


• staff wants top change after 20 years of same roles, how?


• literacy/assessment, impact on student learning


• organizational change and succession planning


• planning for variability of libraries into the future


• e-books (vendors versus librarian views)


• mobile, wireless projectors and furniture


• assessment for open access

Discussion:

• We had open social sciences librarian position and experienced "poor candidates". Other's experiences? 2nd library had the same.




• using more residencies to bring in novice candidates into organization because of poor searches and candidates (1 person at a time for 2-years)


• Circulation and part-time candidates applications are extremely overqualified for positions advertised; staff positions being swamped with MLS holders as applicants


• search committees must be more clear in expectations and plans


• librarians do not promote their experiences and qualifications well enough


• libraries have failed searches because salary expectations coming in too high for early career positions (ask them up front)




• Gimlet = software for statistics and knowledgebase


• value" anecdotes/narratives versus data


• people/human dynamics


• succession planning: made hard as we become less hierarchical so leaders must create copportunities




• rotate experiences and leadership roles


• must be done in combination with experiences and training




• experience a predictor of leadership? - maybe not




• do well versus enjoy versus tired of




• library schools are not preparing managers or leaders


• consider external consultants or experts




• Rebecca Jones, strategic planning & training


• Maureen Sullivan, process & planning


• Sandra Nelson & June Garcia, structure/organization




• furniture: Herman Miller


• silo, fiefdom, "cylinders of excellence"


• people burned out in long-time roles




• start job rotations (same role in new building, new role in new building, role in different organizations such as neighboring library)


• take opportunities to talk in-person with those changing roles


• "crazy" at first but it did settle down and move to excitement among staff


• advantage to cross training = easier scheduling




• service models




• Apple store


• stopping the passing of person to the next service person


• skills gaps, some people to "task" oriented




• "23 things" trainings customize to things other then Web 2.0