Archive for the 'change management' Category

Sally Brown on managing change

Sally Browne, change management 2 Comments »

Several weeks ago we had our annual Staff Development Dinner. Its a dinner for all library staff (voluntary) where we come and get together for good food, good company and a special guest speaker, who this year was former fashion designer and amazing lady Sally Browne.

As I have been on holidays and so have been pretty out of the loop re: library related stuff, I thought I would get around to blogging my notes from Sally’s presentation.

She has an amazing story to tell and tells it in an entertaining way, through the use of stories. She spoke of managing change, which she has had a lot of her in her own life and which she has done with an amazingly positive attitude, regardless of circumstances. My notes below are a snapshot of what she spoke on, so it will be a bit choppy, but I hope there is something in it for you too.

She began with the story of the twins - one a pessimist, the other an optimist. Long story short, to test the level of these, the pessimist was sent into a room full of toys, the optimist into a room full of manure. The pessimist was found to be crying over how the batteries would run out and how the toys will break and the optimist was found dancing in the manure - because “with that amount of manure, there has to be a pony in here somewhere!”

We are being given permission to be different.

There is power in having a positive attitude, especially in the face of adversity.

Sally’s fashion business strengthened significantly, when their staff meetings changed to discussing what went right this week and how do they build on it, rather than the witch hunt it used to be.

From a health point of view, when we exercise our emotions beyond a reasonable amount, ie. through stress, our heart rate goes up.

“There are no bad moments, just awakening moments and I have woken up a few times.”

“When things get really bad, as long as you’re breathing, there’s hope.”

There is a fine line between new services and traditional services.

We have a choice - change is difficult. We can be victors or victims.

With change, there will always be complaining, regardless of how well it is managed.

Change is about pushing out of your comfort zone.

When changing, your small still voice tries to take over - you can submit to it or breakthrough. If you breakthrough you can really find out what you are made of.

If we have family, friends, food and freedom, we have everything!

A psychological happiness assessment with 13 questions has 11 questions on belonging. Which is why third world people are generally happier, because although they have no material possessions, they have each other, which many well-to-do westerners don’t.

We have the potential within us to live the lives we want - lack of money and fear of failure can hold us back. How much baggage do we carry that is holding us back. ie. guilt, resentment.

Sally’s advice:
- Not going to get far if we are carrying negative baggage
- Slow down and take time for people
- Exercise your sense of humour
- So easy to criticise, why not build up people by complimenting instead
(warm fuzzies)

That’s just my two cents worth, from a fun and inspiring evening.

CIL2007 - Guiding Libraries & Info Pros through change – David Lee King

CIL2007, Library 2.0, change management No Comments »

David polled the attendees on their experience of change. We are all inspired to go back and make change, but will run into “brick walls” once we get back to work.

Essence of the quotes he used was that the only certain thing about the future is change! Best staff are self-motivated, the key is not to demotivate them.

Historically technology and libraries have not changed very fast. Going fast in the 90’s with gopher and telnet. 2004 – Web 2.0 coined. Library techie changed goes extraordinarily fast. Most popular websites are MySpace – 2003 and YouTube 2005.

Job titles: Digital Branch and Services Manager, Virtual Services Librarian and more coming with this change.

Change the old way:

- leaders simply ordered changes

- goal was to get it accomplished

- when it failed, leaders reviewed to see where it went wrong

However, change is external, transition is internal, so they need to manage the change inside first, before external changes can happen. Most leaders focused on the change not the transition.

3 steps to Transition

- Saying goodbye – letting go of the past

- Shifting into neutral – focus on the details – but some people get stuck here

- Moving Forward – begin behaving in the new way – resistance will happen, doing new things can feel weird sometimes

Resistance is not the problem – management’s reaction to it creates problems, the resistors see it as survival.

Three levels of resistance:

Information based – not enough info, disagreement with the idea, not familiar with it, confusion

Physiological/emotional – job is threatened, future with the organization, respect of peers

Bigger stuff – personal history, identity, significant disagreement over values, transference (representing someone else)

How to navigate change:

Just for leaders and techies – already come to terms with the change, understand why people may not want to change, understand that its transitions, not the change that’s causing problems

Steps to take – describe it succinctly, plan carefully, help people respectfully let go, constant communication, create temporary solutions when needed, model new behaviour

Don’t do these things – don’t confuse novelty with innovation, don’t confuse motion with action, don’t keep something going if it “still has a few good years of life”

For techies – you might be able to change quickly, there are areas where you don’t, always share too much, technojust(ication) = no technolust or technomust

If you refuse to change – there are missed career opportunities, miss out on expanding your network and ability to develop new relationships, miss out on shaping your new destiny and reality

Parting thoughts on change – if you are not being told about it, ask! – work on stress management strategies, break old habits, whine with purpose – constructive criticism is good.