Future-Focused & Staff-Directed Strategic Planning

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Susan Senese & I presented the approach University of Toronto Mississauga used to engage staff in developing their futures plan & academic plan.

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  • D302 – Future-Focused Academic Planning11:30 AM – 12:15 PMSusan Senese, Associate Librarian, Research and Information Technology, University of Toronto Mississauga LibraryRebecca Jones, Managing Partner, Dysart & Jones AssociatesUTML has successfully developed and implemented futures and academic plans to ensure their services and technologies are aligned with the ever-progressing student, faculty, and researchers’ needs. As the bar for successful futures and academic plans keeps rising, UTML knew the traditional planning approach wasn’t in sync with where it is today or where it needs to be in the future. Hear how a staff-directed approach benefited both the planning and the staff; the plan’s richness attests to all staff’s combined knowledge and energy, and the staff continued to grow their insights into the trends impacting their academy and the library’s critical role in the academy’s sustained success.
  • Planning is about making decisions
  • What’s the difference?Continuum…..Staff-engaged – Led by senior administration. Aim: inclusive, engaged. Outcomes embraced by organization.Staff-Directed – Led by staff and senior administrationAim: scaffolding, structures to support and “rules of engagement” led by senior administration. Planning and outcomes directed by staff. Outcomes owned by organization.
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  • Literature scans & interviews1 group/topic
  • Future-Focused & Staff-Directed Strategic Planning

    1. 1. Future-Focused Academic PlanningSusan Senese, MLS Rebecca Jones, MLSAssociate Librarian Dysart & Jones Associates rebecca@dysartjones.comResearch & Information www.dysartjones.comTechnology,University of TorontoMississauga LibrarySusan.senese@utoronto.c
    2. 2. Our base assumptions
    3. 3. Libraries’ future is not informed by other libraries. ALibrary’s future must be to ensure the success oforganization in which it exists – university, community,government or corporation.Our focus must be on the indicators & developmentsinfluencing the organization’s future.And then we can design our future.
    4. 4. Planning success factors Clarity Follow-thru Preparation Balance Competence
    5. 5. UTML was ready• Ready to focus on the future, together, collaboratively, making tough decisions• Dovetailed with Dean’s announced Academic PlanningStaff Input Staff Directed Staff Engaged
    6. 6. Assess Readiness • Organizational Culture & Context • Size – 40 staff • Trust – two types of trust • Good Will Culture of Participation Culture of Planning, • Past Retreats • Staff Forums • Annual Goals & • Experiential Objectives Learning Culture of through LDC Learning • LDC
    7. 7. Staff-Directed: Benefits• Capacity-building – Developing leaders throughout organization• Ownership – process, outcomes• Oneness – esprit-de-corps with planning teams• Insight &empathy• No sitting on the sidelines• Experiential learning• Letting go….leads to trust
    8. 8. Staff-Directed – Risks• Can go awry if structure is not moderated• Potential for weak volunteers/weak teams• Accurate assessment of organizational readiness• Leadership unable to “let go”• Poor communication• Time and resource-intensive
    9. 9. Futures Futures Refine to Ready Planning Implement Build Develop Envision Planning Annual Goals & Draft Muscle & Tactics Finalize Assess Scan, Discover, Test withContext Discuss Stakeholders April – Sept Sept - Dec Jan - April
    10. 10. Phase 1: “Futures Ready”• Building the planning muscle• Staff Lead Program – April -Sept ▫ Consistent branding of the Program ▫ Group screening of TED Talks ▫ Panel Discussions  Grad Students  Campus Leaders  Professors ▫ Classroom Instructor Lead Learning  Critical Thinking
    11. 11. Phase 2: “Futures Planning”• Planning to Plan ▫ Rules of Engagement:  Clear Objectives  Clearly Articulated Program  Full developed Schedule ▫ Coordinating Team ▫ Communications Plan ▫ Communications Vehicle – Blackboard LMS ▫ Link to Senior Leadership ▫ External experienced facilitator
    12. 12. Future? Explore, Discover & Discuss• Exploration Groups: ▫ 6-8 members  mix of functions, roles & experiences ▫ Set out to discover & discuss trends, issues & indicators in:  teaching, learning, economic/political scene, technology, content, global education & academic research
    13. 13. SoWOT? The economy? Academic What does “this” Research? mean for the Library? What will be happening in learning in 5 years? Technology? First of 2 all staff discussions
    14. 14. Envisioning the Future People Want• Pre-work for all• A draft for reaction & refinement• “Stand in that Future”
    15. 15. Our Future? What are staff doing? What will the What Library “look” aren’t we doing? like, from all vantage points, in How are we working with 2016? students? Where? How are we making a difference? Second of 2 all staff discussions
    16. 16. Watchpoints• Need structures to support – role of consultant• Ongoing communication – multiple channels• Meeting preparation• Requires time and effort• Disconnects and misses
    17. 17. Thank you!Let us know how you are doing! Susan & Rebecca

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