1 / 15

“Will we have to sit in a circle?”

“Will we have to sit in a circle?” . Management and Change in Technical Services Ann Miller Head, Metadata Services & Acquisitions University of Oregon. Date that quote.

miya
Download Presentation

“Will we have to sit in a circle?”

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. “Will we have to sit in a circle?” Management and Change in Technical Services Ann Miller Head, Metadata Services & Acquisitions University of Oregon

  2. Date that quote “It is likely that by the end of this decade, every job within the academic library will have undergone significant change when compared with assignments of the recent past or the present. “ “Creating the Agile Library: A Management Guide for Librarians”, 1998

  3. Question & Answer How many of you are currently managing either all or part of a technical services operation? How many of you wanted to be a manager when they went into librarianship? How many of you took a management class either as an undergraduate or in graduate school? How comfortable are you with change? Be honest.

  4. Do you think … http://www.securitycurve.com/wordpress/archives/2586

  5. Or do you think this … Or something in between… “What a glorious feeling!”

  6. Whew! Lets relax with a gratuitous dog picture

  7. Managing and supporting people through change(original source unknown) Allan, Barbara. Project Management: tools and techniques for today’s ILS professional. Facet Publishing, London: 2004. p. 147.

  8. Phase 1 - Shock • Provide a vision for the future • Explain and keep on explaining • Talk to individuals • Communicate, communicate, communicate • Listen, listen, listen • Give reassurance • Put the change in perspective • Do not give out too much information – keep it simple • Handle people with great sensitivity • Keep your feet on the ground • Be available

  9. Phase 2 – Defensive retreat • Don’t panic! • Don’t take staff reactions personally • Keep listening • Allow people to let off steam • Highlight the positives • Keep meetings to the point • Don’t get hooked into win/lose situation • Use a wide variety of strategies

  10. Phase 3 - Ackowledgement • Provide more detailed information • Keep listening • Evaluate options • Support realistic ideas and strategies • You don’t have to provide all the answers • Provide direction not control • Involve as many people as possible in the planning process • Acknowledge positively people’s efforts

  11. Phase 4 - Adjustment • Be adaptable • Delegate • Monitor • Support • Mentor • Encourage flexibility of approach • Value considered risk taking

  12. The Learning Curve • No one knows how to manage change without practice. • Keeping all the players involved, informed and engaged • The method matters • The middle manager is the pivot.

  13. Things to remember • In general change takes time • Individuals will handle change differently so need to be flexible • You also experience change • Remember you’re the manager, not the miracle worker

  14. Was going to do marketing but ran out of gas…

  15. Discussion? Comments?

More Related