Category Archives: Administration/Leadership

Use for postings that discuss the administrative aspects of academic librarianship, including managing and leading in the field.

Learning From The Alumni

I came across an interesting piece of news about how some IHEs are just asking their alumni questions – and listening to the answers. The calls are not about hitting the alums up for contributions. The folks in charge of alumni offices are realizing that they need to learn much more about their instituiton’s graduates. There is particular interest in new, younger alumni because there are concerns that they have no interest in becoming active alumni. And no doubt, there’s always that nagging uncertainty about the potential young alumni have as future donors to the institution:

After hour-long phone conversations, alumni interviewers like Wong hope to be able to tell the college something about what makes graduates tick. They’ll have a pretty good idea of what alumni’s interests are, how they feel about the college and what might potentially motivate them to contribute. What the interviewers won’t ask for is a check.

I like this idea – just contacting the alumni to learn more about what they are doing and how they feel about the institution and their education. Academic libraries clearly have a different mission – and resources for this sort of thing – than the alumni office, but I feel there is much that academic librarians could learn from conversations with alumni. There are plenty of potential questions to ask about their use (or not) of the library. Did anything they heard in an instruction session stay with them, and did they learn it well enough for it to impact their research behavior? It might be helpful just to learn if they do professional research on a regular basis or if they just use search engines for personal, lifestyle research. Would they be interested in continuing to have access to the library databases they used as students (or not)?

As our profession becomes increasingly focused on assessment and documenting our contributions to student learning, it seems inevitable that we would need to engage our alumni in conversations about their library experience. It’s one thing to say the academic library contributes to lifelong learning, but only by connecting with alumni and asking them the right questions can we learn how well we succeed at our goals. If the development officers are taking the institutional lead in connecting with alumni, perhaps that is the starting point. Let’s learn more about what our colleagues in the alumni office are doing when they listen to our ex-students, and whether there is an opportunity for the academic librarian to ask a few questions as well.

Humility Is A Form Of Presence Too

Management and leadership issues, while of interest to a good many academic librarians, are just one of many topics we cover here at ACRLog. We do so mostly when it applies to some issue of the day or a debate within higher education. In the past we’ve talked about being an “involved library administrator“, creating the next generation of leaders, reflections on leadership, decision making, and most recently discussed the value of having presence as a form of expressing leadership qualities. Yet I received some e-mail requests that ACRLog should continue to offer occasional posts about management and leadership topics, since many academic librarians are new to positions requiring these skills or want to learn more about them. To those folks I suggested subscribing the the Lyrasis Library Leadership Network, but we appreciate receiving the suggestion and ACRLog will continue to offer posts about management and leadership topics from time to time.

Where else can aspiring leaders look for advice on how to acquire the skills needed to do the job? I’ve become a regular reader of “Corner Office”, published in every Sunday issue of the New York Times, and authored by Adam Bryant. Corner Office features an interview with a different CEO, business leader or start up specialist each week (you can subscribe to the RSS feed). The quality can be a bit uneven but in general I always find something fascinating in any column. I’ve picked up new ideas about interviewing job candidates, strategies for getting things accomplished when there’s too much to do and being sensible when taking risks. Just recently there was an interview with Andrew Cosslett, CEO of InterContinental Hotels Group. I was quite impressed with the InterContinental I visited in Chicago this past July during ALA. So I wanted to see what Cosslett had to say. He came off sounding quite confident in himself, to the point that I might say he sounds like the type of leader who has presence – and I’m sure he does. But in a good way?

I suppose that was the question op-ed columnist David Brooks had in mind when he wrote the column “The Humble Hound.” Referring back to the interview with Cosslett, Brooks makes a point that extremely self-confidant and charismatic leaders can produce volatile results. I won’t try to repeat what Brooks says here, but he too gives some quite poignant advice for would be leaders:

The humble hound leader thinks less about her mental strengths than about her weaknesses. She knows her performance slips when she has to handle more than one problem at a time, so she turns off her phone and e-mail while making decisions. She knows she has a bias for caution, so she writes a memo advocating the more daring option before writing another advocating the most safe…Because of her limitations, she tries to construct thinking teams…She tries not to fall for the seductions that Collins says mark failing organizations: the belief that one magic move will change everything; the faith in perpetual restructuring; the tendency to replace questions with statements at meetings.

The message: be humble, be persistent and be patient. Brooks paints a rather different picture of a leader, but in my view it’s one in which there is still a great presence – just in a different way.

So what’s a future leader to do, especially if going out on interviews for leadership positions? On one hand it’s important to demonstrate self confidence; who wants a wishy-washy leader? Be clear about your vision and values. Show what you believe in and how your behavior supports your beliefs. Do so with an assurance that demonstrates inner strength and faith in yourself. All of that needs to be balanced with humility, an appreciation for the support of colleagues and co-workers, and the good that inspired teams can achieve. There are different ways to demonstrate presence. An accomplished leader is able to express the right type of presence when and where it’s needed.

Taking Risks: Punt Or Go For It

Be a risk taker. Create change. Take chances. Be bold. We come across these inspirational messages again and again when we go out to conferences, read librarian blogs or the latest library manifestos. We are urged to grasp the reins of innovation and seize the spirit of entrepreneurialism. A good deal of what I read in this vein, in and beyond the library literature, is worthwhile. So why isn’t risk-taking happening more often in our academic libraries. The problem is that taking risks is easier said than done, and when it comes down to it most of us will avoid doing so at all costs. A recent sports incident provides an answer, and that answer, put simply, is that if you take risks and fail it can be a painful experience.

The good news is that when most of us do take risks and fail the exposure is limited. We may suffer some embarrassment or anguish, but we can also survive it. With some luck we have a supervisor or colleagues that are supportive, and they’ll see the failure as a learning experience. Risk taking and subsequent failure, when taken on a public stage, can lead to devastating humiliation and far ranging second guessing and hindsight. We recently had a good example of this from the world of sports. On November 18, 2009 the New England Patriots played the rival Indianapolis Colts. With a slim lead and just over two minutes to play, the Patriot’s Coach Belichick took a huge risk on fourth down with two yards to go for a new set of downs – on his own 29 yard line.

If the call succeeded the Patriots could run out the clock and cruise to victory. If the call failed the Colts would get the ball with great scoring position and more than enough time to score. What happened? The Patriots failed to get the first down, and the Colts got the ball and scored the winning touchdown. Belichick was widely criticized for his call and the Monday morning coaches said he should have played it safe and punted. But did he really make the wrong call?

While some analysts argued that given Belichick’s past risk-taking record in similar situations (mostly successful) and the odds of punting and still losing, perhaps he was right to take the risk of “going for it”. Isn’t that what we seem to hear more often. We should be willing to take a risk and go for it. I suspect that most of us are punters. Rather than go for it we opt for the safe move. Part of the problem is knowing when to take a risk. Part of our decision-making process is based on how a risk is framed. If we frame it as a gain or win we are more likely to take the risk whereas if we frame it as a loss we are more risk adverse (this is greatly simplifying the studies of Kahneman and Tversky’s Prospect Theory). Another way to think about risk is the waterline perspective.

The origin of the waterline approach is credited to Peter Drucker, but I learned of it from Jim Collins as I watched a video interview (watch the first 2-3 minutes) about his latest book, How the Mighty Fall. It’s a simple idea. Picture your library as a ship on the water. Ask if your risk is above or below the waterline. If it is above and you fail, chances are you can make a decent repair and save the ship. If it’s below and you fail, that blows a whole in the ship and a repair might be possible but it’s far less likely to happen. What about Belichick’s risk? Was it above or below? I guess it depends on how you frame it. For the game, it was below the waterline. For the season, maybe not. Some analysts have said taking risks like that is part of that team’s culture and character. To not take the risk may have altered the very fabric of the team. A big picture perspective would suggest that it was above the waterline in the scope of the entire season, and that would suggest it was worth taking the risk.

What we can learn from this episode is that taking risks is important and necessary, but that the perspective can make a difference in how we judge the outcome. It is wise to frame the risk situation correctly, and consult with colleagues on whether it appears to be above or below the waterline. The next time you and your colleagues have a punt or go for it decision to make, be cautious but don’t necessarily opt immediately for the punt. It’s possible to go for it and fail, and yet survive to see another day – quite possibly having learned something important from the experience.

It Helps To Have Presence

There are many different ways to be a leader in your library or on your campus, and you can lead from any position in the library. Being willing to step up and take responsibility as the idea champion for a project is one way to establish yourself as a library leader. Spotting new trends, connecting the dots and putting it all together to develop an innovative service is another way to express leadership. Seeing things on your campus that need to be accomplished and taking the first step toward getting things done will help establish the library as a campus leader. But no matter what you do or how you do it, it helps to establish presence. But what does it mean to have presence, and how would you go about developing it? Do some people have a natural presence or is it a quality you can learn and acquire?

So how do you know when you’ve achieved this intangible thing we call presence? Chances are you may not know the answer to this question until you encounter your crucible. In the book Crucibles of Leadership, Robert J. Thomas profiles many leaders who were tested by way of experiencing a personal crucible. A crucible is the vessel in which alchemists attempted to turn base metals into gold. Thomas writes:

We can think of a crucible as a transformative experience from which a person extracts his or her gold: a new or altered sense of identity…Crucibles are not life stages…like moving from adolescence to adulthood…Crucibles are more like trials or tests that corner individuals and force them to answer questions about who they are and what is really important to them.

There are dozens of state, regional and national library leadership programs, and they cover many issues that emerging and experienced leaders must know. But I suspect that few offer authentic practice for developing a presence. In Thomas’ book most leaders describe a crisis or catastrophic experience that defined their crucible. Such events cannot easily be manufactured in a seminar setting. Often it is a test of fire that one must prepare for and emerge from successfully. Then you will know you have experienced your crucible.

But a simple test of presence for any leader, is being called upon to speak spontaneously about your library or a library-related issue, such as scholarly communications. For example, at a campus meeting the college president calls upon you, as the representative of the library, to share your vision for a 21st century library, to share your perspective on a recent news item about the changing academic library, or to explain how the library best serves as the heart of campus. Great leaders can speak extemporaneously with great presence so that they inspire others – or at least reassure their colleagues that someone has a command of the situation. How do you prepare for that? Developing presence is a challenge.

According to John Baldoni, presence is not the same as having charisma. In a recent post at his blog he writes:

I define leadership presence as earned authority. You may have a title, but you need to earn the respect and trust of your coworkers. Presence is rooted in fundamental competence, and for anyone who aspires to lead, presence is essential. Developing this is a long process that goes far beyond speaking in public. Some people confuse presence with charisma, but the two are not the same. The former is developed over time; the latter is what you are born with and is a matter of looks, charm, personality, and appeal.

But what guidance does Baldoni provide for those who want to develop and build their leadership presence, particularly when put on the spot to speak publicly – a formidable crucible for many:

Remain calm. Why? Because you are in control! Your stomach may be churning and your palms may be sweaty, but you must realize the microphone is in your hands. This is a little secret that I share with people I coach: people have to listen to you. Whether you croon or wax eloquent, the audience is at your mercy. You are the master of your destiny, or at least the next five minutes. When you keep that thought in mind, you will realize that yes, you can do this. You can speak in front of an audience and you will be okay.

Simple – right? If you seek to establish your presence, a good place to start may be improving your ability to speak like a leader. There are plenty of resources to help with that, such as blogs or organizations like Toastmasters. But even taking time for authentic practice is beneficial; try delivering a short talk on a topic well known to you but do it in front of a mirror. Of course it helps to be well versed on the issues of the day, and to spend time thinking about and crafting your personal vision so that you can quickly articulate it when called upon to do so. Two ideas that may help: (1) be prepared to deliver sound bites and (2) stay on your message.

I learned the first at a prior position when we were required to undergo media training. What is media training? That’s learning how to show grace under pressure when a reporter sticks a microphone in your face and asks for a response to a challenging question (think 60 Minutes confrontations). That rarely happens to a library leader during a crisis, but you never know when a journalist may call you and ask for an on-the-spot opinion about an issue. You need to be ready and long, drawn out explanations won’t cut it. You need to deliver the goods in a concise and coherent way. Sound bite has an unpleasant and superficial tone, but if you want to be quoted correctly and come off sounding like you know your business, it does work. So think in advance and prepare sound bites that you can deliver under pressure and on demand.

The second comes from a workshop I attended at which the main speaker was the author of a book about developing communication skills for leaders. This technique comes straight out of politics, and it’s used to answer difficult questions for which you are not quite prepared. How well this works for you depends, again, on advance preparation. Staying on message means having a consistent message you want to communicate no matter what the question is. If your goal is to consistently communicate the contribution the library makes to student success or faculty research, then put together a short and easy to remember message that you can recite on demand – and ad lib to as needed. If an administrator or faculty member asks you a tough question about why we still need libraries or what you thought about the Chronicle article on lousy online catalogs, you can bob and weave your way past the first 10 or 15 seconds of response, have your transitional phrasing ready and then get on message. Here’s an example:

I did read that article and I have to agree that academic libraries can do a better job of [INSERT ISSUE/TOPIC] and in our professional association conversations we debate this issue frequently [UP TO THIS POINT YOU’VE REALLY SAID NOTHING OF GREAT SUBSTANCE – NOW GET TO YOUR MESSAGE] but what’s really important is that our library stays focused on doing everything it can to help our students achieve academic success [AT THIS POINT YOU ARE OVER ANY INITIAL NERVOUSNESS ABOUT HOW TO ANSWER THE QUESTION – NOW YOU CRUISE TO THE FINISH LINE] and that’s why we are seriously examining a number of new technology solutions that address the problem discussed in that article. Thanks for sharing your thoughts with me about this challenge our library faces.

Now that wasn’t so hard, was it? Of course it’s easy to write this stuff out when you have plenty of time to think about it – which is where you should probably start. Then when you get asked these questions in committee meetings and at the faculty senate where you’ll have little time to think about it – you’ll be ready to step up and show you’ve got presence.

LACUNY Institute Explores The Next Generation Of Library Leadership

Editor’s Note: Here we share a report from the 2009 LACUNY Institute authored by guest poster Sarah Laleman Ward, Outreach Librarian at Hunter College Libraries. We greatly appreciate Sarah’s contribution to ACRLog in which she shares with our readers the highlights from the Institute.

The 2009 LACUNY Institute was held October 23, 2009 in New York. The Institute theme was “Library Leadership: The Next Generation”, and the program included a keynote speaker, two panel discussions, and a poster session. The overarching themes I took away from the institute were those of collaboration, communication, mentoring, and flexibility.

Stanley Wilder delivered the keynote address, entitled: “Demographic change in a turbulent era: technologists and the humble subject liaison.” Wilder is no stranger to the topic of demographic change in libraries, having recently posted on this blog about the prophesied but as yet unfulfilled librarian shortage. Wilder’s most salient points were those related to collaboration, flexibility and willingness to adapt. He referenced Jim Neal’s 2006 Library Journal article, saying that with the increasingly technological needs of libraries, so-called “feral professionals,” who may have different backgrounds and training than traditional or “domesticated” librarians and are less likely to hold an MLS degree, are entering the profession at a higher rate. These new professionals are not necessarily young, but they bring a different set of values and skills to librarianship, and will continue to grow in numbers and influence. Wilder encouraged librarians to view this as an opportunity to stop apologizing and start leveraging ourselves. What he calls the “Holy Grail” for academic libraries is the fact that we are already closely aligned with the core academic mission of our institutions. Wilder suggested we collaborate more with other campus units, such as instructional technologists and computing staff, inviting them to work with us to form a broader network engaged with the institutions core academic mission. His final point was that ultimately, we should not have to choose between librarians and technologists, because both are necessary for the future of libraries.

These themes carried throughout the panel discussions, which were both moderated by Marie Radford. The first panel, “The Graying of the Profession: Intergenerational Collaboration and Succession Planning” was ostensibly composed of two “Gen-X” librarians (Jenna Freedman and Erik Sean Estep) and one “Boomer” (Shelly Warwick). The second panel “Issues in Next Generation Librarianship” included panelists Erin Dorney (a “Millennial”), Emily Drabinski, and Jason Kucsma (both “Gen-X”). I reluctantly use these designations because everyone seemed understandably uncomfortable with generational labels. However, since the panelists were clearly chosen to represent differing generational viewpoints I thought it was appropriate to mention. Several of the panelists agreed that generational labels are artificial and that the real issue is communicating with people as individuals: genuine interpersonal communication can trump the generational divide. Both panels discussed the necessity of mentoring; not just “mentoring down” (veterans to newbies), but “mentoring up” as well. Radford mentioned that often, the trouble comes not from the aging of the older generation but from the marginalization of the younger. The first panel agreed that what they would like to see in newer professionals is a focus on service. The second panel focused on collaboration and flexibility as well as the “next gen” influence on 21st century libraries resulting in organizations with flatter, more team-based structures and cross-institutional collaboration. The newer generation’s willingness to move around and change jobs may be perceived as disloyalty by managers and this way of thinking needs to change, since turnover is vital to keeping organizations alive. Staying in one place for one’s entire career was mentioned as an older (or, “Boomer”) ideal, and that newer professionals will stay in places that respect them and their work. All the panelists emphasized the importance of remaining flexible, adapting, changing and trying new things while respecting professional core values.

My complete notes from the Institute are posted online here, and there is more information about all of the speakers on the 2009 LACUNY Institute website.