May 31, 2016
In 1999, the American Library Association (ALA) Council adopted the statement “Libraries: An American Value.” The principles in that document, in the Library Bill of Rights, and in our mission all speak to the importance of libraries as agents of change and protectors of our heritage. These books speak to those principles.
The Intellectual Freedom Manual is a guide to providing library service in support of First Amendment rights. For the manual’s 9th edition, the background information on its policies has been pulled into a separate volume, A History of ALA Policy on Intellectual Freedom: A Supplement to the Intellectual Freedom Manual, compiled by editor Trina Magi and assistant editor Martin Garnar for ALA’s Office for Intellectual Freedom. The essays on these core intellectual freedom documents and their interpretations provide insights on why they were developed, as well as narratives on events that precipitated discussions that led to agreed-upon practices for dealing with issues. Two of the three core documents, the Library Bill of Rights and the Code of Ethics, both adopted by ALA Council in 1939, informed the third, the Freedom to Read Statement, which was adopted in 1953. These were documents of their time, and the histories of their evolution are important reading. ALA Editions, 2015. 172 P. $85. PBK. 978-0-8389-1325-3. (Also available as an ebook.)
by Rachel Gillett
June 14, 2016
Summer internships aren’t a vacation; they’re a professional opportunity that should be treated as such. REUTERS/Chris Helgren
Those who work in media cross paths with a lot of interns.
Business Insider, for example, has an extensive internship program, which not only gives burgeoning reporters job experience and guidance but also provides editors and reporters with the experience of managing people.
To help readers glean lessons on what not to do as they begin their own internships this summer, I asked my colleagues who have managed or worked with (or as) interns about the worst mistakes they have seen interns make (or made themselves) at Business Insider and beyond. Read more…
by Bahark Yousefi
Thursday, May 19, 2016
I am in the business of encouraging librarians to apply for library management jobs. When I come across smart, awesome, politically progressive librarians (which happens with delightful frequency), I try to convince them to consider management. This is not because I think management is the only path forward for these wonderful humans, but because I want more smart, awesome, and politically progressive folks at those tables. I want them there because libraries need to be changing in big, fundamental ways, and right now, as things stand, that’s where the power to push for those changes resides. Often, the librarian (aka my target) will ask me what I think it takes to be a good library manager and my answer, without fail, is “be a decent human being.” Now, as true as that may be, I appreciate that it is not very specific. What follows is an attempt to expand the list, in no particular order:
- Be a decent human being (still #1).
- Be the kind of boss that tells employees about their rights and then helps them claim and exercise those rights.
- Be absolutely committed to transparency. Do not assume that you know what others need/don’t need to know (of course, be mindful of all the legal and ethical stuff).
- Have a vision. Care very, very passionately about something and make sure everyone knows what that is.
- Make absolutely sure that people who work for you have the resources to do their work. If resources are scarce, then change their work. Do less with less and more with more. Read more…
June 14, 2016
I’ve been a professional career coach since 2002. Over the last 10+ years, I have learned a lot about the industry and what it takes to be an effective career coach. [Click here to learn more about becoming a career coach.]
Back when I became a coach, the concept wasn’t as widely accepted as it is today. In fact, my clients were afraid to admit they were working with a career coach because they felt like it indicated there was something wrong with them. Today, we now understand career coaching isn’t a sign of weakness, but a path to greatness. It’s why all the top pro athletes and business executives use them. If you want to optimize your performance and achieve new levels of success and satisfaction in your career, it’s more than likely you’ll work with a coach at some point. Why? If you could do it on your own, you would have by now.
I Learned These Lessons The Hard Way
Having worked with literally thousands of people on their careers, I have learned some valuable professional lessons. In the beginning of my coaching career, I thought I could help everyone. I was wrong. You can only help people who are ready to be helped. I wasted hundreds of hours on people who just weren’t ready to succeed. I learned the hard way the following five things:
People only turn to career coaching when they are in pain.
School teaches us everything except how to manage our careers. As a result, nobody enters the professional world with the right set of skills and abilities to successfully manage their careers. Unfortunately, it isn’t until a person makes a major mistake or has a career setback that they seek coaching. Only then do they have the Ah-ha Moment that they need to close the gap in their knowledge and abilities so they can get back on track. Read more…