The library I grew up with in St. Augustine, Florida on Aviles Street
When I was old enough to ride my bike alone we got a new library. The library was a different place. Like most libraries today it was warm, filled with light, books. It felt like a safe place and became my home away from home.
The day I fell in love with a librarian. When my mom challenged this book.
These are things happening that I may or may not be concerned about.
These are things that I am concerned about but have no control over.They may impact me but I cannot control the outcome.
These are things that I am concerned about and have control over.This is where we need to focus our physical and mental energy
Issues affecting libraries
1. Increase urgency Examine market and competitive realities Identify and discuss crisis, potential crisis, or major opportunities Provide evidence from outside the organization that change is necessary 2. Build the Guiding Team Assemble a group with enough power to lead the change effort Attract key change leaders by showing enthusiasm and commitment Encourage the group to work together as a team 3. Get the Vision Right Create a vision to help direct the change effort Develop strategies for achieving that vision 4. Communicate for Buy-in Build alignment and engagement through stories Use every vehicle possible to communicate the new vision and strategies Keep communication simple and heartfelt Teach new behaviors by the example of the guiding coalition 5. Empowering Action Remove obstacles to the change Change systems and / or structures that work against the vision 6. Create short term wins Plan for and achieve visible performance improvements Recognize and reward those involved in bringing the improvements to life 7. Do Not Let Up Plan for and create visible performance improvements Recognize and reward personnel involved in the improvements Reinforce the behaviours shown that led to the improvements 8. Make Change Stick Articulate the connections between the new behaviors and corporate success
“Often, creating value requires significant change!” this is how John Kotter concluded 1990 in his book “A force for Change: How Leadership Differs from Management”.
“If you want to make enemies, try to changesomething.”– Woodrow Wilson
Why change fails• allow too much complexity• fail to build a substantial coalition• do not understand the need for a clear vision• fail to clearly communicate the vision• permit roadblocks against the vision• are not planning and getting short-term wins• declare victory too soon• do not anchor changes in corporate culture
“Change is the only constant.”– Heraclitus, Greek philosopher
Kotter’s Change Model 1. Create urgencyCreate climate for change 2. Build teams/coalitions 3. Create a vision 4. Communicate for buy in Engage & enable 5. Enable action 6. Create short term wins Implement & sustain 7. Don’t let up 8. Make change stick
“Often, creating value requires significantchange.”– John Kotter
Coping with chaos and changeImage Source: http://infolit-g11.wikispaces.com/TOK-IL+Track+2
This is an opportunity!- to learn- to grow- to adapt- to improve- let go of what’s not working
“When you’refinishedchanging,you’refinished.”- Benjamin Franklin
“Change yourthoughts and youchange yourworld.”- Norman VincentPealeLori ReedSlides at LoriReed.com http://www.poetichome.com/wp-content/uploads/2010/04/Card-catalog-repurposed-as-computer-station.jpg