Women Administrators Discussion Group (LLAMA - Library Leadership & Management Association) Community

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File Agenda-Annual-Chicago-2013-1

by Daryl Morrison on Thu, May 30, 2013 at 05:05 pm

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Discussion Book - Lean In - discussion

by Hillary Theyer on Mon, Mar 11, 2013 at 12:23 pm

Hey everyone,

I came across this great discussion of the new book Lean In.  Now I need to read the book.  Anyone read it yet?  What do you think?

http://www.newyorker.com/online/blogs/books/2013/03/maybe-you-should-rea...

Hillary Theyer

City Librarian, Torrance PL, CA

File WADG-Agenda-Midwinter-Seattle-2013

by Daryl Morrison on Mon, Jan 14, 2013 at 02:58 pm

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Event Women Administrators Discussion Group

by ALAConnect Helpdesk (staff) on Wed, Jan 9, 2013 at 12:16 pm

Women Administrators Discussion Group (LLAMA)

More information about this conference session

Discussion WADG 2012 Annual Conference Meeting Minutes

by Jill Dixon on Tue, Jul 17, 2012 at 02:14 pm

Event Women Administrators Discussion Group

by ALAConnect Helpdesk (staff) on Sat, Jun 9, 2012 at 01:09 am

Discussion MidWinter Agenda

by Elizabeth Dailey on Wed, Dec 15, 2010 at 03:43 pm

LLAMA Women Administrators Discussion Group

Sunday, January 9 - 10:30 am to Noon

Hilton San Diego Bayfront (HIL) - Indigo C

AGENDA

 

Welcome and introductions

 

Business and announcements

                -- Chair & chair-elect for 2011, 2012, 2013

                -- - ALA Connect:  http://connect.ala.org/

LLAMA Women Administrators Discussion Group

Sunday, January 9 - 10:30 am to Noon

Hilton San Diego Bayfront (HIL) - Indigo C

AGENDA

 

Welcome and introductions

 

Business and announcements

                -- Chair & chair-elect for 2011, 2012, 2013

                -- - ALA Connect:  http://connect.ala.org/

                -- Listserv:  lama-womad@ala.org

                                To subscribe, go to  http://lists.ala.org/sympa/info/lama-womad

                -- Lunch following the meeting

 

Discussion topic:  Challenges women administrators face as leaders

 

Suggestions for topics are welcome.

 

Some areas of conversation to follow up on from the June 2010 meeting (see notes below) are:

How are we maintaining quality services in times of continuing staff reductions?

How are we juggling professional development for ourselves as well as the staff?

What skills/knowledge will be needed by future administrators?

 

Next meeting:  ALA Annual Meeting; New Orleans; June 23 – 28, 2011

 

2011 Chair

Elizabeth  J. Dailey

Onondaga County Public Library, Syracuse, NY

edailey@onlib.org 

 

2011 Chair-elect/2012 Chair

Jill Dixon

Binghamton University, Binghamton, NY

jdixon@binghamton.edu

 

 

 NOTES FROM PREVIOUS DISCUSSION

LLAMA women Administrators Discussion Group

Annual Conference – Washington DC

Sunday June 27, 2010 10:30 – noon

 

Welcome and introductions

Nancy Hewison, Purdue University, current Chair

 

Business and announcements

Nancy introduced the 2011 Chair, Elizabeth Dailey, Onondaga County Public Library, Syracuse, NY and Chair- Elect, Jill Dixon, Binghamton University, Binghamton, NY.  She encouraged us to think about a Chair for 2013.  NIne people participated in the discussion.

 

Nancy mentioned the communication tools available through ALA.

ALA Connect: http://connect.ala.org

Listserv: lama-womad@ala.org

                 To subscribe , go to http://lists.ala.org/sympa /info/lama-womad

 

Discussion topic: Challenges women administrators face as leaders.

 

Nancy introduced the topic which had been touched on at the January 2010 meeting.

Some ideas shared that could be further debated included:

  • Do women leaders tend to focus more on quality issues rather than quantitative measurements?
  • Do male leaders get more responses and support in a group setting than females?
  • As a leader, do you need to argue from a neutral point to be considered credible?
  • How do you establish yourself as in charge?

 

DISCUSSION followed:

Academic library perspective:

Do women have to look more professional than men in order to assert their authority with coworkers and faculty and students? What other ways do you establish that you are in charge?

Competent.  

Gracious.

Power suit – scarves as tie substitute – shouldn’t make a difference but it does – women tend to look at their calendars before getting dressed in the morning.

Offices – workspace – no family pictures, professional pictures.

Where you sit in the room if there is an obvious head of the table or a spot generally regarded as such

 

                “The End of Men,” the Atlantic Monthly  article was  mentioned. http://www.theatlantic.com/magazine/archive/2010/07/the-end-of-men/8135/1/ – premise of the article is that there is a gender shift in society and workplace – economy has shifted to areas where women have the skills needed for the jobs available. In the professional arena women’s skills are as successful as traditional men’s skills.   

               

In the current generation of administrators there is still a difference between men and women. Exp. It is more common for women to apologize for something. This may be perceived as a weakness. Another trait of women is to be ‘helpful” to the extent that they end up with an unfair burden. Possible way to deal with this is to frame it as “If someone will do x, I can do y…”

 

Question is the focus on qualitative or quantitative related to skill sets of men and women? This may be more a function of the “business” we are in. We need quantitative data for justifications. Maybe this focus on one or the other is situational. Another way to look at this is: are there differences between men and women in people oriented or task oriented work responsibilities?

 

Positive Organizational Scholarship has studied successful organizations and necessary leadership skills. The University of Michigan has taken a lead in the research which addresses how healthy organizations have engaged employees’ emotions in positive ways. See http://www.bus.umich.edu/positive/ for more information. A short definition from the Web site says that POS focuses on the dynamics in organizations that lead to the development of human strength, foster vitality and flourishing in employees, make possible resilience and restoration, and cultivate extraordinary individual and organizational performance.

 

Also helpful are Manager Tools pod casts – Mike and Mark http://www.manager-tools.com/podcasts/manager-tools  “when you did this…this is what happened”

E.g., say to an employee, “When you’re late, this is what happens…What could you do differently next time?” (Rather than supplying the remedy yourself.)

 

The importance of human resources professionals who help us with personnel issues was mentioned.

Attrition and layoffs in our workplaces is creating a lot of stress in our organizations. People are less likely to leave their jobs even if not a good fit because there are not jobs out there. Some staff are however more ready to take on a new role instead of risking losing their jobs.  Some staff members are grateful for their jobs and are much less resistant to taking on more and different work.

 

Discuss: as a leader, you need to argue from a neutral vantage point to be considered credible (do not bring in your own bias or agenda on a topic or issue). Perhaps what is critical is if you as an administrator open a topic for discussion, you must be prepared to listen and incorporate others’ ideas.

Question – how do you encourage and support collaboration but also not disappoint people?  Make it clear from the beginning which decisions will be made by consensus and which need to be made by you as administrator. 

Role of apology: shouldn’t automatically say I’m sorry for things – use phrases such as

I wish the circumstances were different; I understand the situation; These things happen…

This is what happened…I thank you for your understanding.

When giving negative feedback – say

I understand, however the impact on the library is xyz …What will you do to fix this problem?

  

 

Submitted, Elizabeth Dailey

 

More...

Discussion Meeting notes... June 27, 2010, Washington DC

by Elizabeth Dailey on Fri, Sep 3, 2010 at 10:03 am
LLAMA women Administrators Discussion Group
Annual Conference – Washington DC
Sunday June 27, 2010 10:30 – noon

 Welcome and introductions

LLAMA women Administrators Discussion Group
Annual Conference – Washington DC
Sunday June 27, 2010 10:30 – noon

 Welcome and introductions

Nancy Hewison, Purdue University, current Chair
 Business and announcements

Nancy introduced the 2011 Chair, Elizabeth Dailey, Onondaga County Public Library, Syracuse, NY and Chair- Elect, Jill Dixon, Binghamton University, Binghamton, NY.  She encouraged us to think about a Chair for 2013.  NIne people participated in the discussion.

 Nancy mentioned the communication tools available through ALA.

ALA Connect: http://connect.ala.org

Listserv: lama-womad@ala.org

                 To subscribe , go to http://lists.ala.org/sympa /info/lama-womad

 

Discussion topic: Challenges women administrators face as leaders.

 Nancy introduced the topic which had been touched on at the January 2010 meeting.

Some ideas shared that could be further debated included:

  • Do women leaders tend to focus more on quality issues rather than quantitative measurements?
  • Do male leaders get more responses and support in a group setting than females?
  • As a leader, do you need to argue from a neutral point to be considered credible?
  • How do you establish yourself as in charge?

 

DISCUSSION followed:

Academic library perspective:

Do women have to look more professional than men in order to assert their authority with coworkers and faculty and students? What other ways do you establish that you are in charge?

  • Competent.  
  • Gracious.
  • Power suit – scarves as tie substitute – shouldn’t make a difference but it does – women tend to look at their calendars before getting dressed in the morning.
  • Offices – workspace – no family pictures, professional pictures.
  • Where you sit in the room if there is an obvious head of the table or a spot generally regarded as such

                 “The End of Men,” the Atlantic Monthly  article was  mentioned. http://www.theatlantic.com/magazine/archive/2010/07/the-end-of-men/8135/1/ – premise of the article is that there is a gender shift in society and workplace – economy has shifted to areas where women have the skills needed for the jobs available. In the professional arena women’s skills are as successful as traditional men’s skills.           

In the current generation of administrators there is still a difference between men and women. Exp. It is more common for women to apologize for something. This may be perceived as a weakness. Another trait of women is to be ‘helpful” to the extent that they end up with an unfair burden. Possible way to deal with this is to frame it as “If someone will do x, I can do y…”

 Question is the focus on qualitative or quantitative related to skill sets of men and women? This may be more a function of the “business” we are in. We need quantitative data for justifications. Maybe this focus on one or the other is situational. Another way to look at this is: are there differences between men and women in people oriented or task oriented work responsibilities?

 Positive Organizational Scholarship has studied successful organizations and necessary leadership skills. The University of Michigan has taken a lead in the research which addresses how healthy organizations have engaged employees’ emotions in positive ways. See http://www.bus.umich.edu/positive/ for more information. A short definition from the Web site says that POS focuses on the dynamics in organizations that lead to the development of human strength, foster vitality and flourishing in employees, make possible resilience and restoration, and cultivate extraordinary individual and organizational performance.

 Also helpful are Manager Tools pod casts – Mike and Mark http://www.manager-tools.com/podcasts/manager-tools  “when you did this…this is what happened”

E.g., say to an employee, “When you’re late, this is what happens…What could you do differently next time?” (Rather than supplying the remedy yourself.)

 The importance of human resources professionals who help us with personnel issues was mentioned.

Attrition and layoffs in our workplaces is creating a lot of stress in our organizations. People are less likely to leave their jobs even if not a good fit because there are not jobs out there. Some staff are however more ready to take on a new role instead of risking losing their jobs.  Some staff members are grateful for their jobs and are much less resistant to taking on more and different work.

 Discuss: as a leader, you need to argue from a neutral vantage point to be considered credible (do not bring in your own bias or agenda on a topic or issue). Perhaps what is critical is if you as an administrator open a topic for discussion, you must be prepared to listen and incorporate others’ ideas.

Question – how do you encourage and support collaboration but also not disappoint people?  Make it clear from the beginning which decisions will be made by consensus and which need to be made by you as administrator. 

Role of apology: shouldn’t automatically say I’m sorry for things – use phrases such as

I wish the circumstances were different; I understand the situation; These things happen…

This is what happened…I thank you for your understanding.

When giving negative feedback – say

I understand, however the impact on the library is xyz …What will you do to fix this problem?

 Submitted, Elizabeth Dailey

More...

Discussion Seeking your input on discussion topic for June 27, 2010, meeting in Washington, DC

by Nancy Hewison on Wed, Jun 2, 2010 at 09:29 am

Our next meeting will be Sunday, June 27, 2010, 10:30-Noon, in the Northwest Room of the Washington Hilton (one of the headquarters hotels).

We need your input regarding discussion topics!

Please feel free to share any ideas, questions or problems you have in mind that will help us develop a discussion topic for our June 27 meeting in DC.  You can post your suggestions here or on our listserv at  lama-womad@ala.org

Our next meeting will be Sunday, June 27, 2010, 10:30-Noon, in the Northwest Room of the Washington Hilton (one of the headquarters hotels).

We need your input regarding discussion topics!

Please feel free to share any ideas, questions or problems you have in mind that will help us develop a discussion topic for our June 27 meeting in DC.  You can post your suggestions here or on our listserv at  lama-womad@ala.org

To subscribe to the listserv, go to  http://lists.ala.org/sympa/info/lama-womad

See you in DC!

Nancy Hewison, 2010 Chair

nhewison@purdue.edu

 

More...

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