PLMI, Year 2, Day 4: Buffalo River Friends Forever

How fortunate I am to have joined this PLMP with three fellow Directors from the Buffalo River Region. We really connected well and love to see one another at PLMI and Regional events. Crystal had the idea to get matching t-shirts for this session. I suggested using the geek design. After a few clicks on the computer, we have shirts. We are looking forward to surprising our Regional Director, Marion, along with Jacqueline, Kim and Kathryn at the center in Columbia with this photo. We look happy here, don't we? Cecilie took a better photo on her iPad...but this one from my phone turned out good enough for a quick post tonight.

I spared no expense getting BRFF "jewelry" on the journey to Fall Creek Falls and insisted that we all wear our kush ball bracelets. After a 30 second Power Pose, we joined hands for a photo. Yay BRFF!

PLMI, Year 2, Day 4: Robert Benson

Among the excellent speakers who presented to the PLMI cohort today was Robert Benson, Director of Library Services at Roan State Community College. What a dynamic speaker! He conducted an exercise helping us remember the empowerment that comes from jobs where we had the chance to contribute by focusing on our strengths and talents. Each member of the cohort shared, allowing us to gain an even deeper understanding of our fellow students. In addition, Robert shared information about Simon Sinek's "Golden Circle" and Jim Collins' "Hedgehog Concept," which expanded on the branding concepts we've been discussing. I found this illustration for the Hedgehog to be helpful.

PLMI, Year 2, Day 3: One Small Change with Staff

My first word cloud using some of the words from the branding exercise. I like it!

Where am I now? I don't conduct performance evaluations or set goals with the staff. Where do I want to be? I want to engage the staff more, and I know that goals and performance reviews will support that. I'll start with the Branch Manager at the other library in our system. I would hate to lose her due to lack of feedback from me. Currently, I just try to stay out of her way because she is extremely dynamic, driven and busy. I need to check in with her. I'll set a meeting next week.

Since Ms. Oma Dean, the Library Assistant at the Main Branch, has given her notice, I'll plan to set goals with the new Library Assistant. What? You are surprised that Ms. Oma Dean, the most loyal Library Assistant in the world, has resigned? Given that she is 80+ years of age and has been dealing with a painful leg, I guess she has valid reasons to quit. However, I insisted that this is a terrible idea and asked her to reconsider. She is well-aware that hiring her was the best thing that has happened to me in the 1 year and 9 months I have been in the job. It's been a great run and I'm grateful to have had the opportunity to work with her. I plan to ask Chuck S. sign a certificate honoring her service to Perry County patrons. *sigh*

PLMI, Year 2, Day 2: Managing Performance

Today, we had the pleasure of meeting Maggie Bahou, Director of Human Resources and Organization Development for the Secretary of State. She shared a wealth of information about Managing Performance continuously and annually. My library standards specify one annual performance review for the Director by the Board. With 19 months on the job, I think it is time for me to work with the Board to accomplish this. In addition, I believe all of the team at both Perry County libraries will benefit from evaluations and goal-setting.

I have an extensive background on this topic in healthcare, banking and manufacturing. Frankly, I had hoped to never see a performance evaluation form again. I have always doubted the efficacy of performance evaluations, and Maggie confirmed that all performance management systems have flaws. However, she also stressed that managing performance doesn't have to be a lengthy process as long as it brings about change. What a relief. She gave some great tips and allowed our group to ask questions throughout her presentation which sparked loads of discussion and sharing of great ideas. I learned so much from our cohort and from our talented facilitators. I feel energized about the topic and enthusiastic about dusting off the old skills combined with the fresh information shared today to manage performance effectively.

On another note, today's discussion gave me the opportunity to share the fabulous acronym shared with me by my former colleague, Ayn. H.A.L.T. stands for Hungry, Angry, Lonely, Tired. If I need to share performance feedback, I should not do so if I am feeling hungry, angry, lonely or tired (or if the employee I am sharing with is feeling hungry, angry, lonely, tired). This self-check tool is really helpful in many situations and can help performance management discussions be more effective.

PLMI, Year 2, Day 1: Staff Development

We're baaaaack at PLMI! It was a packed day with an intimidating assignment about sharing my library's brand and elevator speech with the group on Friday. Normally, presentations don't worry me because I know  my material so well; however, this is challenging content for me...that's a good thing..."Living begins at the edge of your comfort zone." But, I digress...

We learned that most of us have been using staff days for the wrong purpose. We need to have staff involvement in planning staff days so we can work at the Belonging level of Maslow's Hierarchy -- not sharing new policies or punitive topics. Using this time to deepen relationships and build trust will help us become an effective team vs. a group. This is really good stuff that has shaken most of us right down to our comfort zone boots.

Since I announced that we are building a new house in Perry County, I wanted to share my photo album showing the construction progress. The link follows: Home Construction Album. Don't be concerned that there are 43 photos in the album. It starts with a satellite view of the building site location, followed by a couple of photos taken each week from the front of the house and the back of the house with the walkout basement. Speed through them if you are interested.

It's great to be back among our PLMI cohort (a group of students working together through the same academic curriculum). Having spent 20 years of my former career in training and development, PLMI feels like home. I must close with a photo of our puppies. My hubby adopted a sweet, pregnant dog who had been dumped near our construction site; five days later she had six puppies. They are two weeks old. We believe they are shepherd/boxer/chow mix. Cuties!

PLMI, Year 2, the Evening before Day 1

It's good to be back with the group at Fall Creek Falls State Park. Crystal and I rode together and had a great trip. Naturally we missed a couple of turns and went 14 miles out of the way which allowed us to see 2 elephants...a pink one and an orange one. We should have taken photos.

After a delicious fish dinner, Heather facilitated an engaging exercise involving a children's book called "Zoom." The team worked well together. The agenda looks ambitious for the week. Let's get started. Hope I can sleep this week after having insomnia for the past two weeks.

Group Photo 2013

I couldn't resist posting this photo of our group from last summer.

Mid-Year Assignments for Melvil and Me

Our esteemed leader, Heather, asked us to do several things as a mid-year assignment. These assignments are very helpful for me to get my mind back on the Professional Library Management Program (PLMP) and prepare for Year Two of the Professional Library Management Institute (PLMI), which will take place in August at a Tennessee State Park to be determined.

One assignment was to attend the webinar on Six Essentials for Teams that Work which was delivered by the Effectiveness Institute and blog about it. I like the double meaning of the title of the webinar. Are there six essentials that work?   Or essentials for teams that work?   Or both?

Here are the six essentials in brief:
1. High level of trust.
2. High level of respect.
3. Commitment to a clear and common purpose.
4. Ability and willingness to manage conflict.
5. Focus on results and recognize achievements.
6. Alignment of authority and accountability.

In my history, I've managed small teams of three members and teams as large as thirty members. It is a welcome change to have myself and a part time Library Assistant as the entire team at the Perry County Public Library. My part time staff member is every library leader's dream -- a seasoned professional who describes herself as having "library in her blood." Since this small team functions quite well, I've chosen to look at the Six Essentials with our Board of Trustees in mind. Instead of rambling on about each of the essentials, I want to focus on my primary shortcoming...rather...my area of greatest developmental need right now as it relates to the Board of Trustees. Number Four -- ability and willingness to manage conflict is the essential that troubles me most with the Board.

I've recently moved to this county and am (thankfully) not aware of the past history of the Board as a group or the members individually. In my 18 month tenure in my position, we've filled two positions on our Board of seven members. In spite of my attempt to fill the most recent position with a patron who frequents the library and has volunteered here many times, we've filled the positions with people in good standing in the community who are held in high regard -- but they don't frequent the library. Personally, I believe both new members are true assets to the Board in spite of the fact that they aren't even patrons of our facility.

My Vision for Our Board of Trustees!

However, I've sensed an undercurrent...a hidden agenda...a power struggle among our Board. Occasionally, at the end of a Board meeting, I've felt battle-worn and beaten-down. When I asked my husband (a former Library Board member in a county where we used to reside), if the Board attacked the Library Director at meetings, he was appalled and said, "We always asked our Library Director how we could help her!" On hearing this, I burst into tears. That's when I realized that I was feeling attacked and alone at the Board meetings. Don't worry, all seven of the members don't attack me...just one; but the other six members just watch silently...seemingly grateful to not be the target of the attack.

In order for our Board to begin functioning as a "team that works," I believe I must be willing to acknowledge and manage the conflict. Since I report to the Board, I must plan this carefully. It may be a little risky, but the rewards will be worth it.

Our other assignments include reviewing a slideshow about Glossophobia, completing a Mid-Year Review document, and tracking our Continuing Education hours. Great assignments with perfect timing. Thank you, Heather, for the nudge.

Senior Moment...um...Senior Months...

OMGoodness! I have spent several days trying to find my blog address and password and user name for this blog. As Bette Davis said, "Getting old ain't for sissies!" It certainly is frustrating to have Senior Moments about the most basic of things. I will start a new blog entry with my thoughts on the webinar assigned to us.