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Technophobia & Generational Stigma: Embracing & Supporting Next-Gen Librarianship

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Ashley R. Maynor —  December 22, 2015

 

sneakered feet ascending stairs with text "embracing next-gen librarianship"

 

There has been much talk in the library world and beyond about generations. We are attuned to generational differences when it comes to our patrons, how they learn and use libraries, how they navigate the overloaded information landscape.[1] In the hushes of our faculty meetings and hallways, however, we sometimes talk about millennials and Gen Y with an air of dismay, ambivalence, or even disdain when it comes to their digital, phone-obsessed, tech-loving ways.

So, it comes as little surprise to me that I tend to be met with a certain measure of dismissiveness when I use the term “next-generation librarian” to describe the kind of leaders I want to attract and develop at The Collective (a new kind of professional development event I co-founded with Corey Halaychik) and to see thriving in academic libraries.

First, people often assume that next-generation has to do with youth; age, however, is not a prerequisite for being awesome, embracing change, or thinking forward. Next-generation pertains to the next stage of development or version of our profession; there’s no expiration date on participation save an individuals’ decision to assign themselves one.

Second, there is an unhealthy and prejudicial stereotype that those who embrace technology wholesale do not appreciate the analog or the “traditional” library values. I’m not sure if this comes from a lack of exposure to tech-savvy librarians or a fear-based tactic to defend a Luddite’s value in the institution, but we should celebrate how mad tech skillz and core librarian values are not an either-or. Indeed, we when choose to hire candidates who have both, the rising tide lifts all boats and nobody drowns.

At our best, I have seen how we can celebrate how much next-gen librarians improve our services, creativity, and research outputs. At our worst, we dismiss them as somehow not “real” librarians and stagnate our organizational growth and learning.

So, I’m on a crusade to redefine what we mean by next-generation. The next-generation librarian is a concept that transcends the traditional generational boundary of tabloid research and listicles. Not defined by birth year, next-generation is about a mindset, a disposition, an outlook.

Read more: Technophobia & Generational Stigma: Embracing & Supporting Next-Gen Librarianship

20 Bitesize Career Tips that are Easy to Digest by Sophie Deering

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Sometimes we all need a little inspiration when it comes to our careers.

Well look no further, I have put together a list of my top 20 bitesize nuggets of wisdom, to help you with everything from job search, to office life.

bitesize

1) First impressions are critical.

People build a perception of you within 30 seconds of meeting you and these often stick, so make sure you get off on the right foot.

2) What you study at University does not have to dictate your career.

Don’t feel like your career path is set in stone. University can provide you with lots of transferrable skills that will benefit you in a number of industries, so do what you enjoy and feel passionate about, not what you feel obliged to.

3) In fact, you don’t necessarily need a degree.

Plenty of professionals go on to have a fulfilling and successful career without going to University. Sometimes natural talent trumps qualifications, so if you hard work alone can get you where you want to be.

4) Success is a marathon not a sprint.

Don’t expect things to happen overnight. Career success is the result of hard work and commitment over time.

5) Do not become defined by your job.

There is more to you than your job title, so don’t let it become your entire identity. It’s ok to have a life outside of work.  Read more…

About Sophie Deering is an Account Executive at Link Humans.

The Art of The Brag: 7 Effective Ways to Toot Your Own HornBy Mim Nelson-Gillett

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mim-headshotDo you get tongue-tied when asked about your strengths on a job interview? Are people often surprised by your skills? Would you rather eat glass than risk sounding like a braggart? If so, keep reading!

Tooting your own horn (gracefully) is a vital business competency. This age of hyper-communication does not reward obscurity. Nevertheless, most of us still don’t know half of the best things about the people around us. That’s kind of sad, isn’t it?

No one knows exactly what you can do faster, more resourcefully, more precisely, or with as few end-user problems, as you do. If your boss (or prospective boss), your clients, or your customers don’t know what you’re capable of, they may find someone else to do it. You would tell them about an issue that put them at a disadvantage, wouldn’t you? Well, they have just as much of a right to know what you’re great at.

You can get more buy-in, strengthen your network, become the go-to person in your specialty, and garner more respect and trust if you follow these four principles:

1. What you can do is only relevant to someone who needs it.

It’s about your skill, not about ”you.” Know who your audience is and target your message to their needs. You may not need to tell your coworkers you doubled your sales from last year, but the VP of marketing may benefit from knowing how you did that.

2. Give credit where credit is due.

Nobody achieves greatness alone. By acknowledging others’ contributions, you also point to your role in the achievement. It can be more powerful to let that be implied, rather than stated outright. No harm in making that acknowledgement in front of your boss, though. Read more…

Why We Struggle to Communicate (and How to Fix It)

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“The single biggest problem in communication is the illusion that it has taken place.” George Bernard Shaw

Dr. Travis Bradberry

Coauthor Emotional Intelligence 2.0 & President at TalentSmart

When it comes to communication, we all tend to think we’re pretty good at it. Truth is, even those of us who are good communicators aren’t nearly as good as we think we are. This overestimation of our ability to communicate is magnified when interacting with people we know well.

Researchers at the University of Chicago Booth School of Business put this theory to the test and what they discovered is startling. In the study, the researchers paired subjects with people they knew well and then again with people they’d never met. The researchers discovered that people who knew each other well understood each other no better than people who’d just met! Even worse, participants frequently overestimated their ability to communicate, and this was more pronounced with people they knew well.

“Our problem in communicating with friends is that we have an illusion of insight,” said study co-author Nicholas Epley. “Getting close to someone appears to create the illusion of understanding more than actual understanding.”

Read more…

Three Questions to Ask and Answer Every Day | Leading from the Library

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By on December 16, 2015

Steven BellFinding fulfillment in the workplace is no easy task. Leaders and library workers should routinely ask three questions to create the library environment they and their colleagues will want to come to every day.

Libraries should be great places to work. We provide our communities with essential services that help them maximize their potential as learners, workers, parents, citizens, and whatever else they desire. The library is the place where great discoveries and life-changing revelations can happen every day. Most libraries offer respectable working conditions. So why do library workers and their leaders, often pointing fingers at each other, ask why their workplace is so toxic? Our libraries should be amazing places to work. It demoralizes staff and leaders alike when there is discontent and dysfunction. Whether it’s bullying, annoying coworkers, or feeling ignored or unappreciated, library workers can become cynical, disillusioned, and angry about their work environment. Like a nasty virus, the toxicity spreads and envelops the organization. Leaders at every level in the library must make it their responsibility to create the climate that supports a workplace where we all want to be.

THREE QUESTIONS TO ASK

Library workers at all levels in the organization know it’s a challenge to create the right environment where everyone is working as one in achieving a clearly articulated vision. It’s up to library leaders to share that vision in a compelling way. What can the rest of us do to contribute to the culture and working environment that enables us to create the library where we all want to work? I’m going to answer that question by sharing three questions that every library worker should ask of themselves each day:

  • Am I thinking like an owner?
  • What did I do to make our director or dean look good?
  • How did I make a difference for our community?

Here is why I think all three can help us unite as a staff to develop a truly engaging library work culture.  Read more…