The Challenges of Leadership Development in Research Libraries
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1 The Challenges of Leadership Development in Research Libraries Sheila Corrall Professor and Chair in Librarianship & Information Management
2 2 Outline Context Professional and sectoral concerns, past and present Research and Development Library leadership programmes and initiatives Library leadership-related studies and articles Evaluation and Reflections Key factors affecting leadership development Individual and organisation development
3 3 Library leadership context (1990s-) Shortage of candidates for director-level posts Gaps in personal and managerial competencies Low turnover among mid-career grades High age profile of middle and senior staff Limited openings for new entrants to profession Pressures on staffing and training budgets Similar patterns in all sectors on a global scale
4 4 The library leadership context today Continuing concerns about succession planning Identification of particular opportunities for libraries to assert leadership in research arena research skills, data management, bibliometrics Recognition that leadership can and should be developed at all levels of library organisations boundary-spanning roles/information gatekeepers
5 5 Examples of development programmes ACRL Harvard Leadership Institute (US) ALA Emerging Leaders Program (US) ARL Leadership Institute (North America) Aurora Leadership Institute (Australia) Frye Leadership Institute (US/International) Northern Exposure to Leadership (Canada) Snowbird Leadership Institute (US)
6 6 Recent/current UK programmes Future Leaders run by Leadership Foundation, SCONUL, UCISA, BL follows on from initiatives dating back to early 1990s Clore Leadership Programme sponsored by DCMS, SSCs and many other bodies Leading Modern Public Libraries sponsored by MLA and Society of Chief Librarians developed in response to Framework for the Future
7 7 Typical features of programmes Intensive residentials (one/two-week blocks) Theoretical models mixed with practical activities Guided reading (articles, books, course packs) Diagnostic exercises (MBTI, 360 o appraisal) Individual help (feedback, coaching, mentoring) Challenging assignments (work-based projects) Peer support (action learning sets, networking)
8 8 Library leadership-related research National studies Usherwood, B. et al. (2001) Recruit, Retain and Lead: Public Library Workforce Study, University of Sheffield/Resource Abbott, C. (2003) Hybrid Information Management: Skills for Senior Staff (HIMSSS): Final Project Report, University of Birmingham [HEFCE Good Management Practice Project] Ingles, V.K. et al. (2005) The Future of Human Resources in Canadian Libraries, University of Alberta [8Rs Study] Streatfield, D. et al. (2007) Evaluation of Leading Modern Public Libraries, University of Sheffield/MLA
9 9 Leading Modern Public Libraries National programme for all PLAs in England Strategic intervention to deliver DCMS vision Contextualised design to meet sector needs Multi-layered initiative for three levels of staff Service Heads, Senior Managers, Future Leaders January 2004-July 2007, 663 participants in total Formal evaluation by CPLIS/IMA (and FPM)
10 10 Findings from LMPL evaluation Strengths Development of selfawareness from TLQ Exposure to different perspectives and ideas Time for reflection Collegiality, networking Application of learning Weaknesses FL selection criteria Restricted use of TLQ Management focus Pace and structure Quality of facilitation Workplace and postcourse support
11 11 Other recent library leadership articles Surveys and reflections on leadership programmes Arnold, J. et al. (2008) - North American library leadership institutes Jolly, L. et al. (2008) - Leadership Foundation (UK) Future Leaders SCONUL Focus, 32, 35, 37, 38 ( ) Frye (US), Future Leaders Institutional case studies Murray, A. (2007) - Cambridge University Library, succession planning: mentoring system, personal development plans Raubenheimer, J. & Muller, H. (2006) - University of South Africa, primary (job-related) and secondary (voluntary) leadership roles
12 12 Leadership Capacity Competence Confidence Key factors affecting leadership development in libraries
13 13 Leadership Capacity Competence Confidence Key factors affecting leadership development in libraries
14 14 Leadership Capacity Competence Confidence Supportive Culture Key factors affecting leadership development in libraries
15 15 Leadership Capacity Ambition Competence Confidence Aspiration Supportive Culture Key factors affecting leadership development in libraries
16 16 Creating a climate for leaders to thrive How many Research Libraries in the UK can genuinely claim to be Learning Organisations? A definition of the Learning Organisation Creating an environment where the behaviours and practices involved in continuous development are actively encouraged (Peter Honey and Alan Mumford, 1991)
17 17 Characteristics of a learning library People view mistakes as opportunities to learn, rather than as occasions for individual blame Colleagues use , blogs and team meetings to exchange information and share new insights Line managers allocate tasks in ways that help to stretch staff, enrich jobs and develop skills Senior staff often engage in development events
18 18 Characteristics of a learning library (2) Service development projects are recognised as opportunities for people to take on new roles Organisational structures are designed that give staff experience in leading teams and groups The management style is open and participative People are regularly exposed to new thinking Experienced staff are mentors and role models
19 Conclusion 19 Project/secondary leadership roles Organisational structures Competence Leadership Capacity Ambition Aspiration Supportive Culture Confidence Personal mentoring Management behaviours Leadership Development means Organisation Development
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