Lori Reed | A Passion for Learning

Advice to the 2010 Movers & Shakers

It’s almost that time of year when a new crop of Library Journal Movers & Shakers is announced. Because they’ve been keeping this secret for months, the 50 or so selected are anxiously waiting for the public announcement. Like Survivor, it’s against the rules to tell anyone you were selected before the big reveal on March 15th.

As a 2009 recipient, here are a few pieces of advice for the Class of 2010.

Be prepared to explain “what you did.” Rehearse your elevator speech! I can’t tell you how many times I’ve been asked what I “won” for. Yes I’m an advocate for learning. But try explaining to another advocate for learning specifically what you did that earned you the recognition. In reality it could just be that someone took the time to complete the nomination.
Do not send an announcement or personal press release to American Libraries, LIS Wire or any other library news agency. Do send an announcement to your alma mater, hometown newspaper, parents, grandparents, long lost aunts or anyone else who might send you money.
Movers & Shakers Salt & Pepper Shakers
Be prepared for lots of “moving and shaking” puns as well as “shaking and moving” puns and really any combination of the two words such as: “Are you moving and shaking today?” or “Do you prefer that martini shaken or moved?” or the always challenging “How exactly do you catalog moving and shaking?”
Be prepared for anything from a big party to nothing at all when the announcement makes its rounds in your organization. It’s a different experience for everyone and even different within the same organization. Read this great article from the October 1, 2008 issue of Library Journal written by Chrystie Hill & Meredith Farkas to see what others have experienced. No matter what happens, take it in stride.
Thank the people who nominated you. If you don’t already know who nominated you, it should become clear when you read the article. If you’re still in doubt contact the author or editor who wrote the piece about you.
Thank your spouse/partner/cat/dog, your director, your boss, your coworkers. Thank everyone and make each one feel like it’s his or her award too!
Take a few days or weeks to privately relish your accomplishment then get back to doing the great work you do that got you nominated. Being named a Library Journal Mover & Shaker is the beginning not the end of great work to come. You’ll find that you have easier access to resources to embark on new projects. Embrace this opportunity.
Mark your calendar for September/October when nominations begin for next year’s award. Sitting down to write a nomination for another colleague is a wonderful capstone to the experience.

Most of all cherish the moment, be humble, way to go, and congratulations!

What advice do you have for the new crop of Movers & Shakers?

10 Tips for Training in Tough Times

Libraries across the country are being impacted by the economy. Staff are being laid off. Doors are being locked as libraries close or reduce hours. As we face this new reality, how does this impact our roles as trainers/teachers/learners? What can we do to not only support our organizations but secure training’s place within our organizations? Here are ten ideas for you to consider.

Alignment. Align training with strategic priorities. If ever there was a time to tighten the training belt it is now. Do you know what your library’s strategic priorities are? If not, ask. Make sure that all of your training supports those outcomes and priorities for your library.
Attitude. Set a good example. Employees often look at trainers as role models for the organization. Doom and gloom do not do anyone a bit of good. Lead by example. Look for the silver lining that exists and embrace this time as an opportunity for growth and change. Be flexible and willing to do things that may fall outside of your normal realm.
Network and Collaboration. Look for ways to collaborate with other trainers. There are trainers across the country who are ready and willing to share and trade training materials. If you need a handout on the fly try posting to an email list. Or you might decide to create a more formal training exchange with a sister library.
Webinars. ALA Learning will soon be announcing a new resource for sharing training and learning opportunities. Many of these events are free. Better yet many are online and require no travel. Publicize these events to your staff.
Outcomes. Think in terms of outcomes rather than trainings. What outcome or result are you looking for? What problem are you trying to address? Once you’ve determined your outcome then you can determine if training is the best way to reach that outcome (in many cases it’s not). Don’t invest time and resources in training that’s not needed.
Free. Look for free authoring tools. Do a search for “free elearning tools” and you will find lots of great articles. Like this one and this one from our own Jay Turner. With her budget cut to nearly 70% Sue-Minton Colvin, training and development coordinator for Lexington Public Library turned to e-learning. Not already having an established platform, Colvin created an entire training intranet using Shutterfly. Yes, you read that right, Shutterfly. I never even realized you could create a Web site using Shutterfly! Talk about using your resources!
Social Learning. On her Web site Ageless Learner, Marcia Conner says that, “Informal learning accounts for more than 75% of learning that takes place in organizations today.” Embrace the power of Web 2.0 tools such as blogs, wikis, Facebook, and Twitter to facilitate informal learning. Host a discussion. Host a chat. The sky is the limit and we are only on the verge of utilizing these tools fully in learning and staff development.
Visibility. Be visible in your organization. When you work primarily behind the scenes, it’s easy to stay holed up in your office. Get out and talk to staff. Find out what’s going on. Let them know what’s going on with training. Listen with empathy and remember tip #2.
Better With Less. Instead of focusing on how we are doing more with less, focus on the opportunity to do better with less. As I said in tip #1, this blip in the radar gives us a chance to focus on the basics, rethink our training strategies, and truly show an impact on the organizations we serve. Staff training in the library is very different from public training. We are here primarily to improve the performance of staff within libraries so that they can better serve our customers.
Don’t stop. No matter how tight the budget is, it’s a huge mistake for any organization to stop training completely. As the economy ebbs and flows it is crucial that libraries and our staff learn to go with that flow. Only through continuous learning can we keep our workforce’s skills up to date and prepare our employees for the changes that will no doubt take place in organizations.

I’d love to hear your thoughts and ideas about training in tough times. Please comment on this post to continue the discussion!

Lori Reed, managing editor of ALA Learning, is the learning & development coordinator (and mayor ) for the Charlotte Mecklenburg Library. She also blogs at http://lorireed.com.