Category Archives: Professional Development

For announcement of professional development opportunities and for discussions of professional development in academic librarianship or higher education.

Are You Thinking About Going Corporate

I had two jobs before I started my first academic library position. Going through library school I was thinking special libraries. I never really thought much about academic librarianship as a career option. The prospects of working on more in depth research projects for others appealed to me. One of the special library jobs was in a nonprofit, but the other was corporate. Both were good jobs where I learned lots of useful skills, and worked with exactly no other librarians – but many other interesting colleagues with diverse professional backgrounds.

As I became more professionally active in local associations I got to know a few academic librarians. I really liked the ideas they were sharing and the work they were doing. It became more clear in my mind that working in a one-person library setting was inhibiting my professional growth – I wasn’t learning from library colleagues nor was there any advancement opportunity. The possibilities of being engaged in the teaching and learning process began to carry greater appeal than performing the research for other professionals, however challenging it was. I started applying for academic library positions, and was frequently rejected. I had absolutely no experience working in an academic library. Eventually, thanks to the business research skills I developed in my corporate special library job, I was able to make the transition to a business library at a research university. I’ve never looked back.

What about going in the opposite direction? I actually cannot recall even a single academic librarian who has left academia to transition to a position in a corporate library. I’m sure it happens more often than we know. An academic librarian could get burnt out on dealing with students and faculty. He or she might decide to get off the tenure track, or tire of dealing with library co-workers. A forced relocation may take someone to a town where the only opportunity is in the corporate sector. And yes, corporate/special library positions often have higher salaries. There are any number of reasons why an academic librarian might want to go corporate.

That was the topic of a thread at the BUSLIB-L discussion list where there are many corporate and academic librarians exchanging information and advice. The conversation was started by an academic librarian who inquired about the possibilities for going corporate. Wondering whether it was time to pursue opportunities outside of higher education, this academic librarian asked others to share the pros and cons of their jobs in academic or corporate libraries. The conversation generated quite a few responses, and here is a summarized list of the pros and cons for each type of library position:

PROS – Corporate Librarianship

* Less of the committee work that often comes with academic librarianship, and less need to juggle multiple opinions and multiple constituencies, so to speak
* More opportunities to be an independent operator; self-starters would find the corporate environment stimulating
* No publishing requirements
* Focused, directed work process aimed at a specific outcome; less of the “fuzzy” goals that sometimes characterize academia
* research and analysis-driven, rather than teaching-oriented

PROS – Academic Librarianship

* Work in a highly collaborative environment
* Persons around to back you up and mentor you if/when needed
* Opportunities to teach and nurture students and library patrons
* You show people how to research, rather than doing all the research yourself
* A more laid-back environment than corporate; can wear jeans to work

CONS: Corporate Librarianship

* A driven, hectic pace; work must be completed speedily and efficiently with little space for lengthy rumination; “pressure cooker” environment
* Corporate librarians are often solo operators; no-one to back you up when you’re sick or need to take time away from work
* Constant need to reaffirm your worth to the corporation (that’s worth in monetary terms); corporate librarians are easily laid off in bad economies
* Must constantly network and liaise with persons within and without the company

CONS: Academic Librarianship

- The requirement to solicit and consider opinions from many persons and many different bailiwicks prior to making decisions; the collaborative environment is not always the most efficient
- “Publish or perish;” tenure/continuing status pressures
- Generally lower salaries

As with most lists of pros and cons, someone’s “pro” is another person’s “con”. I don’t see the need to publish as a drawback in academic librarianship. If you like to research and write, share your ideas, enjoy the rewards of publications, etc., it’s great to be in an environment that supports and potentially expects you to publish (bear in mind that approximately half of all academic libraries have no tenure or publishing requirements, so if you don’t like the publish or perish environment it can be avoided). The work environment also comes up here. Do you like to work with other librarians or would you rather be a one-person librarian? No one mentioned the potential advantages of working with a group of non-librarians. I always learned a great deal from the social workers, fundraisers, planners, marketers, tech wizards and other non-librarians I worked with – and in academic librarianship we get to work with many non-librarian colleagues in student services, residential life or administrative services.

What would I add? For me a pro of academic librarianship is tuition remission and access to further education. I would never have earned my doctorate had I stayed in the corporate world. Not only did I have access to a program right on my own campus, but the bulk of the tuition was covered. Corporate librarians could counter that by suggesting one doesn’t necessarily need advanced degrees in their world (although a business librarian in the corporate sector can certainly appreciate having an MBA). And let’s not forget tuition benefits for children and other family members. With the cost of college today, tuition support for family members is a fantastic benefit, and almost worth putting up with any “con” of academic librarianship. I am aware that many corporations do offer tuition reimbursement to their employees, but I suspect the number that help pay for dependents’ education is quite small.

Although this conversation focused primarily on going from academia to the corporate world, I’d suggest that academic librarians seeking to transition out of higher education think of it as academic versus special. Most of the “pros” for corporate librarianship apply to nonprofit sector special library positions. This is a good option for those who might want a one-person library position that doesn’t require going corporate – or the need for business librarianship skills. Of course, I hope academic librarians will always seek to stay committed to a career in higher education, but personal goals change and sometimes life’s circumstances require us to shift career paths when we least expect it.

So what pro or con would you add to these lists? And just for the record – I have never worn jeans to work.

You Can Tell Everyone About This PHITE Club

Editor’s Note: Here at ACRLog we are always open to guest posts from academic librarians who want to share a story about an interesting or innovative project at their library. I was attending the Texas Library Association conference when I came upon just such a project at the poster sessions. I had to know what PHITE Club was all about. Once I did, I thought ACRLog readers might want to know about it too. So I asked Ian Barba, Library Technology and Management Services Librarian, and Shelley Barba, Metadata Librarian, both at Texas Tech University, to tell us more about PHITE Club. In their contributed post below, for which we greatly thank them, Ian and Shelley describe what PHITE Club is, what the rules are (of course), and how it has made a difference at their library. If you are looking for a unique professional development program for your library, this may be something worth trying. Just think about it. Challenging your fellow academic librarians to a PHITE! Here’s how it works…

There is more to this idea than just a cheeky title. PHITE (Present Hypothesis in Team Environment) Club was created out of a necessity to engage in scholarship. It is such a large part of our job, and yet there is little that senior academic librarians do to support neophyte librarians in navigating the at times scary world of presenting research in front of a professional audience. And thus, much more out of necessity than creativity, PHITE Club was formed at Texas Tech University Libraries.

We meet once a month on a strictly volunteer basis. At the meeting, a member or group of members will give a presentation which is then followed by appropriate questions and constructive criticism. Near the end of the meeting, that day’s presenter draws the next presenter’s name out of a box containing name slips of those present. That person then has one month to research and prepare a presentation. All library faculty and staff are invited to participate, as long as they are willing to follow the club’s rules.

These rules are:
1) Talk incessantly about PHITE Club
2) Participants should only offer constructive criticism
3) Participants have to PHITE, eventually

The first rule is a twist on Chuck Palahniuk’s first rule. There are no hidden agendas or conspiracies with this club. We just want to practice public speaking and become better at it. If people wish to discuss the club with their colleagues, we encourage them doing so.

The second rule is to support the club as a safe place of growth, not a way to develop new neuroses about presenting. Comments can cover anything about the presentation from the substance of the material presented, to the presenters’ body language, and are always intended to help.

This third rule is important as the goal of the club is professional improvement. Thus the lottery system for choosing the next presenter ensures some amount of buy-in and risk among club members, not to mention just the right amount of fear to keep things interesting. Indeed, the risk of presenting in front of fellow employees is in many ways scarier than presenting at a professional conference.

And, much like its titular godfather, our club is helping junior librarians and library staff overcome the fears that are holding them back. Since the inaugural meeting in October 2009, at least three members have either taken their PHITE Club presentations on the road or made commitments to do so. The feedback we have received since the club was formed has been overwhelmingly positive—particularly regarding the questions and comments portion of the meetings.

We expect to see more presentations premiered in club meetings before given at professional conferences. In fact, at more recent meetings, the club has forgone drawing a presenter at random because there have been willing volunteers—eager for a chance to present in the PHITE Club environment. And while we are proud that we are sharing research across departments and building stronger presentations, it is the environment we are building of which we are most proud. In our small way, we are helping faculty and staff make their library jobs into their library career.

Your To-Do List: Print, Digital, Hybrid

The start of a new year is a time for resolutions, and getting more organized and getting things done (GTD) is right there at the top of many resolution lists. For many of us, the common “to-do” list is our go-to indispensable tool for accomplishing both tasks. There are lots of different approaches to compiling and maintaining a basic to-do list. You can simply write things done on a piece of paper and tape it to your computer monitor or pin it on your bulletin board, or you can try to be more systematic – and there are more sophisticated (and sometimes fee-based) programs and software out there to aid in the process.

A colleague recently shared wanting to get back to a more rigorous GTD regimen, and I provided some supportive words on the value of making that commitment. It’s easy to get overloaded with things to do, and it helps to have a systematic approach to staying organized and on top of projects. So I shared this photo:
A look at StevenB's approach to the to-do list

You can see that I employ a hybrid approach, using both paper and digital. But there is a system at work. Paper is for more immediate things I have to do – today or in the next few days. My iGoogle to-do widget is where I keep upcoming projects that are broader in scope, such a paper or presentation. That helps me to keep those bigger projects on my radar screen. I can modify them by low, medium or high priority, but it would be nice to have something a bit more sophisticated for tracking the progress of each project. Do I need to get started or have I already done that? Which projects are near completion? I will add deadline dates when appropriate.

I sent this photo to my colleague to show him how I’m approaching my to-do list. He replied to let me know he’s no longer using paper at all, and is totally digital. Indicating that since his iPhone is a constant companion, it made sense to keep the GTD to-do list there using an app made just for this purpose. It looks (at least one screen) like this:

An all-digital approach to a to-do list
An all-digital approach to a to-do list

I think this looks like an interesting system, and I imagine it has some of the sophistication I’d like to have. But as I shared with my colleague, for my to-do list to work for me – it really has to be in front of my face all day. My Droid is also a constant companion, but I don’t have it sitting on my desk all day, and I find it much faster to use a pencil to modify a listed item or cross out a completed project. I’d get bogged down having to constantly get into the software to edit or add to my list.

The bottom line is that it’s a good thing to have some sort of systematic approach to your to-do list for GTD. Whether you prefer paper or digital or some combination is up to you – as long as it’s a system that works for you and keeps you on top of your projects so that you control them and not the other way around.

How Much Is Enough?

I’ve been hearing more and more, recently, about people dropping out of service and professional development opportunities because they cannot secure funding from their institutions to attend. A member of a statewide committee I am on said this fall her continued membership would be contingent on her institution’s ability to pay for her travel to the meetings (since this is Ohio, that only ever involves driving, and her institution is only 25 miles away from where meetings are held). My ALA committee recently accepted a proposal for a panelist at a Midwinter discussion forum, but the panelist just e mailed me to say her institution would not provide her with funding to go, and were there any funding opportunities for her? I asked a coworker just this morning if she was going to Midwinter or not and she said no, and that the reason she wasn’t was because of funding. “Our travel stipend only pays for most of a trip to Chicago,” she said.

Well, she’s right about that: my official faculty stipend is $500 a year (though after you add in the extras it can be as much as $1500). And professional travel is not cheap. Someone planning to go to Midwinter next month can expect to spend well over $1,000: $165 for registration, $129/night (plus 12.5% tax) for the cheapest hotel on the official list, $71 per diem for meals (according to the U.S. General Services Administration). My flight from Ohio cost $405, airport transportation via the Super Shuttle in San Diego is $16 round trip, and airport parking back home is $10/day.

I find conferences energizing. At them I get great ideas, stay on top of what’s going on in the field and always meet interesting people. I learn lots, sleep little, and talk talk talk. But what are our institutions’ obligations to pay for this kind of professional development? What’s the payoff to them when we attend? A tight-fisted fiscal officer would point out that service can be done locally and research can be presented through publications rather than presentations. To learn new things, people can take webinars from the comfort of their own offices. And, while librarians who do national service and presentation may see it come back to them in the form of slight pay increases, it’s not enough to offset the cost of the travel itself. I don’t attend national conferences merely for my own benefit (do I?). Are we really supposed to do this just for the love of it? While no administrator has ever come out and asked me to quantify the institutional benefits of my professional development, is it really only a matter of time?

I asked if ALA had any funds to tap into for my committee’s speaker, and the answer was that “there is a long-standing ALA policy against providing stipends to librarians.” I’m sure the reasoning is that librarians should support the work of the organization and the development of our professional colleagues, but, facing financial pressures and funding shortfalls, it seems like many librarians are opting out.

According to my calculations, I spent over $1800 of my own money attending conferences and meetings this calendar year after all my reimbursements (which were well over $1500 due to a generous conference scholarship and part of the pot of travel money not used by my tenured colleagues). For me, it’s money well spent, but it’s also a lot of money, and I know it’s a lot more than many can afford. I don’t think our institutions are trying to send the message that professional development is not important, but I wonder if more and more of the rising cost of conference attendance has been shifting to the individual over the last decade and, with the economy being what it is, we’ve reached a kind of breaking point. Is conference attendance going down? I looked at the attendance for several conferences over the past few years, and it’s inconclusive: NASIG attendance has gone down, but ALA attendance has fluctuated and ER&L conference attendance is up. But I know ALA sections are worried about declining participation in committees and have been promoting virtual participation. Is this the answer?

It seems like the strategy of self-funding conference attendance, on top of membership and section fees, is not viable for the long term, though I’m not sure what the answer is – giving more breaks to presenters and other participants, upping virtual opportunities, or consolidating our opportunities so we get the most bang for our conference dollars.

Like many, my take-home pay is going down on January 1. But my rent isn’t going down, and neither is my student loan payment or the price of gas or any number of other essentials, so I am going to have to find other places in my personal budget to cut back. I’m not sitting out San Diego, but I wonder how many of my ALA committee members will make it.

Interview Questions Are A Two Way Street

If there’s one thing current and prospective academic librarians are always looking for it’s advice about job interviews. One of the most important parts of the interview process are the questions. You know you’ll be getting them, and you already know to anticipate them and be as prepared as possible. For example, you know someone is going to ask (probably more than once) “Why do you want to work here?”. You should have a good message prepared that communicates your passion for the position in a sticky way – so what you have to say is remembered.

When you are the one conducting the interview you need good questions to help get at the candidate’s potential for success at the position. As the job candidate, you should demonstrate the ability to ask thoughtful questions that reveal your intellectual curiosity. So interview questions are a two-way street, and no matter which of the two roles you are playing, coming up with good questions can be a challenge.

One of the non-library columns I like to follow that is a good read for anyone interested in leadership and management issues is the NYT’s Corner Office. Each week a different business executive is interviewed, and the questions typically seek to reveal that executive’s advice for aspiring and experienced leaders and managers. At least one question is usually related to hiring matters, such as “what do you look for in job candidates”, and occasionally the column editor will ask what question(s) the executive likes to ask in job interviews. I’ve found some interesting examples there.

Here are a few from recent columns:

Tell me where you are right now and why you are looking to change?

Can you do the job, and would I enjoy spending time with you?

What do you think you’re really good at?

Tell me about a challenge you’ve overcome, and don’t tell me a work challenge — in life, what’s a challenge you’ve overcome, either as a child or as an adult?

There are five animals — a lion, a cow, a horse, a monkey and a rabbit. If you were asked to leave one behind, which one would you leave behind? I admit the prospects of being asked this one are slim, but if this has gotten you curious take a look to find out what your answer would suggest to an interviewer.

And I saw this one mentioned elsewhere that I’ll paraphrase here because it’s a good one – certainly a challenge: What are you doing now – or something you have done – that will be looked back on five years or more from now and still be considered of importance or value (and interviewees could turn that around as a question for their potential employers – what are they doing now that will still be considered of value to the institution five years or more in the future).

If you’ve struggled in the past with interview questions, either as the employerl posing the questions or the candidate who’ll be answering them, be aware that there are many sources of help found on the Internet (e.g., search “good interview questions”). As an interviewer you want to be asking questions that will ascertain the candidate’s capacity for success. The recommended way to do that is to determine what, in the candidate’s job history, provides a good example of those qualities needed for success. You’ll no doubt also want to ask a few questions to help you get to know the candidate better as a person – to get a sense of how well he or she will fit into the organization.

As a candidate, you absolutely want to avoid having no questions at all, as in “No, I can’t think of anything in particular to ask you.” Don’t think this doesn’t happen – I’ve experienced it more than a few times. As you are doing your advance preparation and research, jot down some questions as they occur to you. Keep them handy during the interview process. Here’s an example: “How do you think your website will evolve to encourage use of your new discovery engine?” Not too difficult to come up with those sort of questions, right. One way to develop good questions is to review the website, the strategic planning document (if a recent one is available) or other content that will help you compose a few questions in advance.

If all else fails, try the one about the lion, horse, monkey, rabbit and cow. That should start an interesting conversation. Of course, just hope the other person is not a reader of ACRLog.