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“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.

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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
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

question answer
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.

do you think
Do you think …


or do you think this
Or do you think this …

Or something in between…

“What a glorious feeling!”

managing and supporting people through change original source unknown
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.

phase 1 shock
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
phase 2 defensive retreat
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
phase 3 ackowledgement
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
phase 4 adjustment
Phase 4 - Adjustment
  • Be adaptable
  • Delegate
  • Monitor
  • Support
  • Mentor
  • Encourage flexibility of approach
  • Value considered risk taking
the learning curve
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.
things to remember
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