Mapping the information landscape: techniques from the Bibliotek project by Andrew Whitworth
Mapping the information landscape:
as librarians learn about and manage change
Andrew Whitworth, University of Manchester
Maria-Carme Torras i Calvo, Høgskolen i Bergen
Bodil Moss, Høgskolen i Bergen
Nazareth Amlesom Kifle, Høgskolen i Bergen
Terje Blåsternes, Universitet i Stavanger
Structure of workshop
15 mins: Introduction - why mapping?
10 mins: Aims and objectives of the Bibliotek i
30 mins: Practical, using Ketso
A map is not ‘objective’ - what goes on it is a question of selection.
What is the purpose of the map?; who are the audience for a
Mapping as a learning tool
Concept mapping.... a “map of cognition” (Wandersee)
Other forms of visual imagery can help promote
reflection and reveal the taken-for-granted
To understand innovation…
…it is necessary to understand
…and how practices are collectively
developed within the library as an
information landscape (Lloyd 2010).
Context and landscape
The organisation must be seen as a lived experience,
continually constructed by practices developed within an
This environmental context will be unique from
organisation to organisation.
Each workplace is therefore a unique “information
landscape” (Lloyd 2010); a dynamic environment
comprised of practices that construct, move, validate and
Questions to ask…
In a given context…
What resources are available?
Who can influence practice?
How is innovation retarded as well as
Iterative concept mapping
Observing change in the information
landscape — the impact of practice
Process ongoing until Sept 2014 so no
Practical session: Ketso
Can give structure to
the mapping process
Allows groups to collectively create a map,
rather than relying on a scribe
Durable, but also easily adjustable
Produces data for analysis, but also makes
(other) data instantly visible
BiE’s data set
Minutes of meetings
Let’s use it…
Focus of the exercise: How can we use
‘positive disruption’ to improve libraries?
• Green leaves: What aspects of library practice need improvement?
• Brown: What assets do we have to draw on?
• Grey: What is blocking change?
• Yellow: What ‘positive disruption’ might address these blockages?
Once the maps are drawn
Have a look at another group’s map
Use the other symbols (ticks, exclamation
marks, hazards) to indicate new ideas, areas
of agreement or disagreement
‘Ketso’ means ‘action’…
…so at the end, take one of the cards and
write on it one action that you will try to take,
once back in the workplace
One tool for understanding change
management … there are others
Taking an alternative view of CPD and AR —
this is itself an innovation
Emphasis on informal workplace learning and
continuous adjustment rather than set-piece
Drew, Maria-Carme, Bodil, Nazareth & Terje