Leadership in the 21 st Century Libraries. What is leadership? “Leadership is influence” (John C. Maxwell)

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<ul><li> Slide 1 </li> <li> Leadership in the 21 st Century Libraries </li> <li> Slide 2 </li> <li> What is leadership? Leadership is influence (John C. Maxwell) </li> <li> Slide 3 </li> <li> What is Leadership? Leadership is the capacity to translate vision to reality (Warren C. Bennis) </li> <li> Slide 4 </li> <li> What is Leadership? Leadership is not wielding authorityits empowering people. (Becky Brodin) </li> <li> Slide 5 </li> <li> What is Leadership? Leadership is one component of the functions of management[;it] is the process of facilitating and influencing (interacting with) others to attain group, organizational and societal goals. The central attribute is social influence. (A.J. Anderson, 2002) </li> <li> Slide 6 </li> <li> Why is Leadership Important? The single most important factor in determining the climate of an organization is the top executive. (Charles Galloway) </li> <li> Slide 7 </li> <li> Characteristics of Good Leaders You Manage things, You lead people. We went overboard on management and forgot about leadership (Grace Murray Hopper, Admiral, US Navy (Retired) </li> <li> Slide 8 </li> <li> To Enhance Leadership Skills in Your Library Remember Leaders do not manage. They lead with vision, commitment and passion Discern who are potential leaders in you staff and commit to developing them For new hires, recruit those with the right attitude, character and potential </li> <li> Slide 9 </li> <li> Good Leaders Have Integrity/proper ethical behavior Have Good communication skills Be able to work well with a team Have customer service focus Be innovative/creative Be able to adapt to change Observe work life balance Strive for excellence Have a good sense of humour Have excellent physical and emotional health (Webster, Keith, 2006) </li> <li> Slide 10 </li> <li> Good Leaders Believe that potential leaders help carry the load and provide a sounding board for decisions. Followers do not carry the load. Believe that an organizations growth potential is directly related to its personnel potential </li> <li> Slide 11 </li> <li> Good Leaders Acquire good people who are potential leaders. They recruit the best underdeveloped people who can be coached and developed. Believe that the important factors in recruitment are good character and attitude Believe that there is no success without successors </li> <li> Slide 12 </li> <li> Good Leaders Create a good climate for potential leaders. They generate activity that is productive They encourage, create, command changes in the organization. </li> <li> Slide 13 </li> <li> Good Leaders Do big things. Big things attract big men. Little things attract little men. Little men usually cause trouble. Maximize the value of opportunity and momentum by immediately recognizing them and pouring resources into them. </li> <li> Slide 14 </li> <li> Good Leaders Depend on the maximum utilization of the abilities of those under him. They appreciate people for who they are They believe that these people will do their very best They praise their accomplishments They accept personal responsibility to them as their leader </li> <li> Slide 15 </li> <li> Competencies and Responsibilities of Top Management Teams in Public Libraries Leadership abilities and attitudes: Taking initiative, making things happen, through the efficient action of others. Vision-Future Refers to developing a shared vision that builds on the past and present of public library service and looks to the future Developing staffEnsures that activities are provided to prepare staff for management functions using appropriate techniques such as coaching, counseling, and shared responsibility teams. Mahmoodi and King </li> <li> Slide 16 </li> <li> Qualities to Look for in Potential Leaders 1. Positivenessthe ability to work with and see people and situations in a positive way 2. Servanthoodthe willingness to submit, play team ball, and follow the leader </li> <li> Slide 17 </li> <li> Qualities to Look for in Potential Leaders 3. Growth potentiala hunger for personal growth and development; the ability to keep growing as the job expands 4. Follow-through the determination to get the job done completely and with consistency </li> <li> Slide 18 </li> <li> Qualities to Look for in Potential Leaders 5. Loyaltythe willingness to always put the leader and the organization above personal desires. 6. Resiliencythe ability to bounce back when problems arise </li> <li> Slide 19 </li> <li> Qualities to Look for in Potential Leaders 7. Integritytrustworthiness and solid character; consistent words and walk 8. Big picture mind-setthe ability to see the whole organization and all of its needs </li> <li> Slide 20 </li> <li> Qualities to Look for in Potential Leaders 9. Disciplinethe willingness to do what is required regardless of personal mood 10. Gratitudean attitude of thankfulness that becomes a way of life. </li> <li> Slide 21 </li> <li> Ideas for Leadership Development Provide a secure environment where the potential leader is free to take risks and Believe in them Encourage them Share with them Trust them </li> <li> Slide 22 </li> <li> Ideas for Leadership Development Expose the potential leader to successful librarians and leaders. Provide the potential leader with an experienced mentor Provide the potential leader with the tools and resources he needs </li> <li> Slide 23 </li> <li> Ideas for Leadership Development Establish a support system Emotional Skills training Money Equipment Personnel Time </li> <li> Slide 24 </li> <li> Ideas for Leadership Development Share your dream (vision) Show transparency Exhibit consistency Hold hope high Add significance Provide security Reward production </li> <li> Slide 25 </li> <li> Role of the Leader in Training Potential Leaders 1. Model 2. Mentor 3. Monitor 4. Motivate 5. While at the same time turning them loose by giving them responsibility, authority and accountability </li> <li> Slide 26 </li> <li> Leadership Abilities and Attitudes Taking initiative, making things happen, through the efficient action of others. Vision-Future Refers to developing a shared vision that builds on the past and present of public library service and looks to the future Developing staffEnsures that activities are provided to prepare staff for management functions using appropriate techniques such as coaching, counseling, and shared responsibility teams. (Mahmoodi and King, 1991-1992) </li> <li> Slide 27 </li> <li> Formula five of exceptional leadership Honesty and integrityEmployees must believe that their leader is operating in their best interest Intellectual firepowerSmart and with good memories and store of information and data for use in decision making Energy and passionLoving what they do Leadershipstrong decision making skills, and the ability to take a group of diverse people with diverse talents and abilities and transform them into a corporate culture HumilityThey know what they do not know and are not afraid to admit it. They are always learning (Christian) </li> <li> Slide 28 </li> <li> Why Do We Need to Develop Leaders? The total number of licensed librarians in the country is 7,169. Of this number only 1015 first time takers and 415 repeaters passed the licensure examination from 2009 to 2013. This means that only 286 new librarians are added to the workforce per year and of this number only 203 are new graduates. Some of the new graduates might also have MLIS degrees. </li> <li> Slide 29 </li> <li> Why Do We Need to Develop Leaders? Those who passed the LLE from 2009 to 2013 are new graduates and are mostly 21-25 years old. They will be incoming librarians. Those who passed from 2004 to 2008 will mostly be aged 26-30. They will be preparing to be supervisors. Those who passed from 1999 to 2003 will mostly be aged 31-35. They will be supervisors. Those who passed from 1994 to 1998 will mostly be 36-40. They are candidates for chief/head/directors of libraries. </li> <li> Slide 30 </li> <li> Why Do We Need to Develop Leaders? The AEC 2015 is just around the corner. Our entry level training is not enough to enable us to compete with our Asian counterparts. We need to be at least at par with them if not ahead of them. The road to becoming a leader will provide us with the generic competencies required by industry. </li> <li> Slide 31 </li> <li> Generic Competencies Required by Industry Collecting, analyzing and organizing information Communicating ideas and information Planning and organizing Working with others and in teams Using mathematical ideas and Solving problems and making decisions Using technology </li> <li> Slide 32 </li> <li> Competencies Desired for Continuing Professional Development Foundational Knowledge Collections Development Analysis and Organization of Information Reference and User Services Communicating Ideas and Information Leadership and Management Interpersonal Skills Solving Problems and Making Decisions Research Continuing Education and Lifelong Learning Using Technology </li> <li> Slide 33 </li> <li> What You Did Not Learn in BLIS/MLIS Politics: Communicating with administrators Attitude towards the job and colleagues Flexibility for change Networking with other librarians and libraries Working with others and in teams Project management Personality development: Dressing for the part Professionalism Personal integrity </li> <li> Slide 34 </li> <li> Consequence of not Developing Leaders There will be a gap in library leadership in the country. Our leaders are our mentors, paper presenters, models, listeners, problem solvers, etc. We might not be able to compete in the regional and global arena. If we continue to be passive, inert, and drift along without proper attention to[leadership in the profession], the crisis will certainly occur. (Donald E. Riggs, 2001) </li> <li> Slide 35 </li> <li> You will Know that You are Successful in Developing Leaders if You have a Team with members who care for one another know what is important communicate with one another grow together trust one another </li> <li> Slide 36 </li> <li> You will Know that You are Successful Developing Leaders if You have a Team with members who have special roles to play but work as partners place their individual rights beneath the interest of the team are willing to pay the price are training new leaders </li> <li> Slide 37 </li> <li> Concluding Words No man will make a great leader who wants to do it all himself or get all the credit for doing it. (Andrew Carnegie) http://www.brainyquote.com/quotes/quotes/a /andrewcarn130735.html The manager has a short-range view; the leader has a long-range perspective. (Warren G. Bennis) http://www.brainyquote.com/quotes/quotes/ w/warrengbe384579.html </li> <li> Slide 38 </li> <li> More Quotes: Andrew Carnegie A library outranks any other one thing a community can do to benefit its people. It is a never failing spring in the desert. Carnegie Andrew http://www.goodreads.com/author/quotes/2 3387.Andrew_Carnegie </li> <li> Slide 39 </li> <li> More Quotes: Germaine Greer A library is a place where you can lose your innocence without losing your virginity. Libraries are reservoirs of strength, grace and wit, reminders of order, calm and continuity, lakes of mental energy, neither warm nor cold, light nor dark.... In any library in the world, I am at home, unselfconscious, still and absorbed. http://www.goodreads.com/author/quotes/5666 7.Germaine_Greer </li> <li> Slide 40 </li> <li> References Albritton, Rosie L. and Thomas W. Shaughnessy (1990). Developing leadership skills: a source book for librarians. Englewood, Colo: Libraries Unlimited, Inc. Anderson, A.J. (2002). Unpublished memorandum, Simmons College, Graduate Schools of Library and Information Science, Boston (In Hernon, Power and Young, 2003) Bennis, Warren C. http://www.brainyquote.com/quotes/authors/w/warren_g_bennis.html Brodin, Becky. www.maswcd.org/Leadership.../maswcd_leadership_development.htm Byke, Susan, and Dawn Lowe Wincentsen (2008). A leadership primer for new librarians: Tools for helping today's early-career librarians become tomorrow's library leaders, Woodhead Pub. Incorporating Chandos Publishing Online file:///C:/Documents%20and%20Settings/Administrator/Desktop/A%20Leadership %20Primer%20for%20New%20Librarians.htm Carnegie, Andrew http://www.brainyquote.com/quotes/quotes/a/andrewcarn130735.html Christian, Jeffry E. (2002) The Headhunters Edge. New York: Random House Galloway, Charles ( In Maxwell, 2001) </li> <li> Slide 41 </li> <li> References Hernon, Peter, Ronald R. Power, Arthur P. Young (2003) The next library leadership. Westport Conn: Libraries Unlimited Hopper, Grace Murray http://en.wikiquote.org/wiki/Grace_Hopper Mahmoodi, Suzanne H., Geraldine King (1991-1992) Identifying Competencies and Responsibilities of Top Management Teams n Public Libraries. Minnesota Libraries 30: 26-32 Maxwell, John C. (1995). Developing the leaders around you. Nashville: Thomas Nelson Pub. Maxwell, John C. (2001). The power of leadership. Manila: Lighthouse Inspirational Books and Gifts Mosley, Pixey Anne (2004). Transitioning from librarian to middle manager. Westport, Conn: Libraries Unlimited, Inc. Riggs, Donald E. (2001) The crisis and opportunties in library leadership, Journal of Library administration, 32 no 3-4: 5-17 Tichy, Noel M. (2002). With Nancy Cardwell. The cycle of leadership: How great leaders teach their companies to win. NY: Harper Business. Webster, Keith (2008) Future of Libraries: International Trends. (Presented at the Kong Kong University Library Leadership Institute: Virtual and Physical Libraries in the 21 st Century, Challenges for Library Leaders) Shantou, China. </li> </ul>

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