Library Leadership Development in Canada

1. Library Leadership Development in Canada Wendy Newman University of Toronto CALL - May 2007

2. Libraries in Canada • Estimated total: 19,000 libraries, or 22,000 library service points, including: • 910 public libraries with 2,800 service points • 270 academic libraries with 1,100 service points • 2,300 special libraries with 2,500 service points • 15,600 school libraries with 15,600 service points Schrader and Bruntin, National Core Library Statistics Program (published 2002; data from 1999) http://www.collectionscanada.ca/obj/r3/f2/02-e.pdf

3. Staff, Expenditures, Participation • 38,000 FTE staff • Annual expenditures (incl. capital) estimated at $3 to $3.5 billion Canadian • 21 million participants?

4. Library Leadership Issue • Similar concerns in Anglo-American librarianship: succession, competencies • IMLS study of library workforce in the United States: http://www.libraryworkforce.org • Australia: V. Whitmell investigation • Canada: Northern Exposure to Leadership Institute, “8 Rs” Report, CHRC Training Gaps Analysis

5. Context: Deficits & Downsizing 1980s and 1990s • Libraries caught in deficit fighting and downloading • Flat library hiring in the 1980’s and 1990’s • Leadership, succession, and an ageing profession • Supply/demand question • Paucity of Canadian data

6. The Future of Heritage Work in Canada (incl. museums, archives, and libraries). 2004. • The Future of Human Resources in Canadian Libraries. 2005. • Context and reports: www.ls.ualberta.ca/8rs/home.html

7. 8Rs : A Community EffortSponsors and Supporters University of Alberta Canadian Association of Research Libraries Canadian Urban Libraries Council Library and Archives Canada Alberta Community Development, Gov’t of Alberta Canadian Library Association Ontario Library Association Saskatchewan Provincial Library, Gov’t of Sask. University of Manitoba Libraries Toronto Public Library Atlantic Provinces Library Association Association of New Brunswick Librarians

8. Overview: The Future of Human Resources in Canadian Libraries • Three-year national research project began with supply/demand questions • Organizational and personal perspectives • Qualitative and quantitative research • 167 data tables • Over 900 variables • Analysis by library sectors • Professionals and paraprofessionals

9. Recruitment The 8 Rs Rejuvenation Retention Reaccreditation Remuneration Retirement Repatriation Restructuring

10. The 8 Rs Report • Richly documented (275 p. w/ exec. sum.) • Aging profession: 1/4 librarians and 1/5 para-professionals are 55 or older • Immediate retirement/replacement challenge manageable - but • Library HR capacity of serious concern

11. 8Rs: Library HR Capacity Three prominent issues Recruitment into the Profession Education Leadership Development

12. Library HR Capacity of Concern • Sector isn’t ready • Just 9% of libraries have a succession plan • Disconnect between portrayal/aspirations and reality: 6/10 librarians are in management or supervisory positions

13. Competencies: Employer View Most Important AND Difficult to fill • Leadership potential • Managerial skills • Can respond flexibly to change • Innovative • Can handle high volume workload

14. Voice of Recent Graduates • “My program provided me with . . .” • General skills/abilities 64% • Problem-solving skills 45% • IT skills 46% • Management skills 25% • Leadership skills 20% • Business skills 12%

15. Gaps and Disconnects • Personal observation: most students in LIS programs do not appear to aspire to management roles • Question: Why not?

16. 8Rs: Some of the Gaps • Libraries offer more technology and job skills training than management and leadership training. • Librarians are more interested in “leadership” than “management”. • Management, supervisory, and leadership aspects of librarianship not obvious in recruitment literature. • Many “traditional” librarian duties being assumed by paraprofessionals.

17. Some Implications & Issues Recruitment not just about numbers • Recruitment into the profession an issue • Leadership development opportunities for strong candidates • Extent of responsibility residing with libraries • Accessibility of library education

18. Some Implications & Issues • Role of library associations in developing leaders • Ability to predict future competencies needed • Libraries as competitors for the best people • Interesting: 79% of librarians and paraprofessionals are “satisfied” or “very satisfied” with their jobs

19. Training Gaps Analysis • Training Gaps Analysis for Librarians and Library Technicians download: http://www.culturalhrc.ca/research/default-e.asp • Funded by CHRC; study by 8Rs team • Reinforced conclusions about gaps in leadership development • Encouraged links with LIS programs; “summit” concept

20. 8Rs: “A starting point for libraries, educators, and associations” • CLA President’s Council on the 8Rs appointed Spring 2005 • Diverse and widely representative, including educators and new entrants, associations • Emphasis on manageable projects, communications, and tool kits for libraries • “Breathing life” into the findings

21. Projects of CLA President’s Council on the 8 Rs • Recruitment Web site (Info*Nation): stories, leadership focus • Mentoring – internal and association models • Internship, practicum, co-op in LIS and LT • Foreign credentials • Accessibility and distance education • Mid-career practitioners • Longer term: succession plans, retirements

22. Do leadership institutes “make” leaders? • Yes and no (Donna Brockmeyer-Klebaum in Feliciter, October 1995; her book On Sybil’s Shoulders) • Snowbird Leadership Institute (USA) • Northern Exposure to Leadership Institute (Canada) • Library Leaders Institutes (Canada 2006, 2008) http://www.whitmell.com/conference/leaders/index.htm • Others, e.g., http://www.usd.edu/mpla/leadership

23. Do leadership institutes “make” leaders? • “Privileged opportunities” in which participants are socialized to succeed – but more than this • 8Rs study: Of those who had participated in the Northern Exposure to Leadership Institute, the majority felt this had a higher impact on their job performance than any other type of training.

24. Distinct Canadian approach since 1994 • Held every 18 months in wilderness setting • 24-26 selected librarians: 2-7 years of professional practice, strong leadership potential • Information: http://www.ls.ualberta.ca/neli

25. Issues? • Expensive to deliver • Small in relation to demand and need • Personal in its impact

26. Results • Growing cadre of leaders in libraries and associations • Success noted in 8Rs • Association support; bursaries • Impact on mentors also

27. Library Leaders Institutes • Organized and facilitated by Vicki Whitmell • Initial Institute October 2006, Muskoka • Executive level participation • Confirmed need: filled quickly, international interest • Institute II planned for April 2008 • Information: http://www.whitmell.com/conference/leaders/index.htm

28. The Future? • Summit 2008 in planning • Millennial librarians and their values • Role for early retirees?

29. Thank you! Wendy Newman wendy.newman@utoronto.ca