13. Key Issues
Based on the analyses made, the following key issues are drawn.
• BNPL Financing is a type of short-term financing that allows consumers to make purchases and pay for them at a future date. It is becoming an increasingly popular payment option;
• BNPL has fully digital operating landscape that enables superior customer experience and business efficiency. Thus, it is expected to capture a significant portion of the market with strong growth prospect;
• Dashen Bank is the only bank that provides BNPL financing so far. However, as a substitute product Cooperative Bank of Ethiopia provide the Michu financing.
• Fin-tech and telecommunication companies that work in partnership with domestic banks are potential competitors to BNPL business that provide and facilitate digitized credit facility;
• The domestic experience revealed that:
o The eligibility for the service requires the customers age should be 18 years and above; have a monthly income, which they can prove from their employer or a business license in the case of business owners;
o The maximum spending limit on Dube Ale is currently set at Birr 700,000 and is determined at branches;
o Payments can only be made using the app, and withdrawals are not allowed;
o Customers charged a subscription, guarantee, and convenience fee; The maximum loan duration is 12 months;
o Interest Ranges from 2% to 2.5% on monthly basis;
o The customer should repay the previous credit first to get another credit and the credit can be paid fully or partially; and
o Charges vary depending on the credit period and if payment is made after the due date there will be a penalty fee.
• The market need assessment shows that there is a demand of BNPL financing and almost all interviewed sampled organizations were voluntary to give their employees information when requested by the bank;
• Majority of the sampled respondents prefer loan repayment through mobile banking and also most of the respondents prefer if the duration of loan repayment period up to a year and shall base on value of the purchased item;
• There are five BNPL financing models that are widely applicable. Partnering with Fin-tech to build BNPL solution and Rent out balance sheet are the best models that CBE can adopt right now. Furthermore, the Bank may entertain integrating installments in to credit cards. Acquiring a BNPL company and Rent a technology can also be adopted in line with the banks business model and when the need arise by the market;
• Currently, two local potential fin-tech companies EAGLELION System Technology (Dube Pay) and Seregela PLC approached and show an interest and signed memorandum of understanding to work with CBE through the two business models;
• The expected benefits of BNPL financing for the CBE are the loan is short term; it address the needs of credit access of retail customers; increase and diversify the credit portfolio; and the bank will have a special product that calls for and held its retail customer fr
1. “Library leader: a lonely rider or a team inspirator?
The X factor”
ANTONIA ARAHOVA
NATIONAL LIBRARY OF GREECE
IFLA M&M CONFERENCE, TORONTO, 9-11/8/2016
2. Main points:
Team Building
Leader’s Skills
Leadership Styles
Leadership Theories
Change Leadership
Team Performance
Characteristics of Library Leadership
Quotes
Greek National Library – Re-inventing leader model
3.
4.
5. Key Words
Team Work:
What type?
What is the purpose?
Who is the leader?
Contribution
Competencies
Efficiency
Effectiveness
Motivation
6. T - - - - To g e t h e r
E - - - - E v e r y o n e
A - - - - A c h i e v e s
M - - - - M o r e
6
10. Verbal Behaviors
What behaviors encourage effective
participation
Set context
Ask questions of members
Use supportive statements
Seek out different perspectives
Share feelings
11. Contributor Skills
Initiation - draw out information, clarify ideas
Energize - show enthusiasm, engage in team process, show
commitment
Organize
Build relationships
Be flexible
Learn
12. Human Relations Soft Skills/Transferable Skills
Treating
people
fairly
Establishing
rapport
Being a
cooperative
team
member
Dealing effectively
with conflict
Helping clarify
misunderstandings
Creating an
environment of social
interaction
13. Guidelines for Professional Ethics
• Am I confident in
my decision?
• Will it be valid for
years?
• Is it legal?
• Will it hurt
anyone?
• Does it positively
represent the
company?
1 • Does it make
anyone
uncomfortable?
• Does it convey
respect for
others?
• Have I involved
others by
asking their
viewpoint?
• Is it fair?
• Does it uphold the
values of the
organization?
• Can I tell my
decisions to my
employer, my
family and others?
• How would others
regard the details if
made public?
3
2
14. Adjustment
Revisions of the initial rules and goals
A reality check of what can be accomplished
Tensions usually come up here, must reach consensus, usually
about personalities
Breakpoint comes when the team gets mired in discussions
about what to do and who should do what...
16. Cohesion
Comes together as a team
High energy
High interest
Progress is made
Team is supportive
Develop relationships
17. Reinforcement
Cohesion builds
Homogeneity builds
Team members are comfortable with each other
Start to be interested in self-preservation and self-
perpetuation
Goals should be on creativity and exploration
19. Learning
Team learns new skills
Build relationships to accomplish task
Commitment and mutual accountability
Now, team may be confrontational over issues
20. Transformation
Results are produced from team activities
Innovative
To sustain energy, must stress and press the team
Needs new challenges, new members, new tasks, new
relationships or…...
22. Team Values
Commitment to task and team
members
Accountability
Lead to trust between
team members and
take into account all the
crucial factors
23.
24. Team Rituals
How to add new members
How to provide information to new members
How a member exists
Work rituals
How the team celebrates!
25. Team Learning
Continuous improvement process
How team resolves conflict
How the team handles diversity
Harness team creativity
26. Leadership - what is it?
“influencing people so that they will strive willingly towards the
achievement of group goals” 1
As a leader you can never say thank you enough, but even more important is the
idea of serving the people you are leading.
“Being a leader can be a very humbling experience.”
1 Koontz, H. and C. O’Donnell. “Management: A System of Contingency Analysis of
Managerial Functions”. McGraw-Hill, New York, 1976.
27. Conceptions of Leadership:
Exercising power.
Gaining and exercising the privileges of high status.
Being the boss.
Task orientation.
Taking care of people.
Empowerment.
Providing moral leadership.
Providing and working toward a vision.
28. What is leadership style?
Leaders’ styles encompass how they relate to others within and outside the
organization, how they view themselves and their position, and—to a large
extent—whether or not they are successful as leaders.
29. How do you determine what is an
appropriate style?
Good leaders usually have a style that they consciously use most of
the time, but they're not rigid. They change as necessary to deal with
whatever comes up.
Be consistent with what people in the organization expect.
Your style needs to be consistent with the goals, mission, and
philosophy of your organization.
30. How do you determine what is an
appropriate style?
Good leaders usually have a style that they consciously use most of
the time, but they're not rigid. They change as necessary to deal with
whatever comes up.
Be consistent with what people in the organization expect.
Your style needs to be consistent with the goals, mission, and
philosophy of your organization.
31. Analysis of leadership
effectiveness
1. Define and measure some criteria of organizational
effectiveness
2. Assess leadership style of organization’s leaders
3. Attempt to correlate organizational performance with
leadership styles
32. How important is a leader?
In most cases, people will perform at about 60% of their
potential with no leadership at all
Thus, an additional 40% can be realized if effective
leadership is available
34. The 2 dimensions of
management
1. Economic or productivity-based
“concern for production”
2. Employee condition and morale
“concern for people”
35. The 2 dimensions of
management
These can also be thought of as:
1. Initiating structure (get it done)
2. Consideration (human condition)
37. Styles of leadership
concern for production
concern for
people
Laissez-faire
Leader
(L)
Benevolent
Leader
(Y)
Autocratic
Leader
(X)
Team
Leader
(Z)
9
9
1
38. Which style of leadership works
best?
Team Leader (Z) has proven to be the most effective in
general (9,9)
Requires a “balancing act” of getting things done and
having a genuine concern for people
39. Theory “L”: Laissez-faire leader
Uninvolved - “leave them alone”
Sees main role as passer of information
Lets others make decisions
Basically abdicates responsibility for team or unit
40. Theory “X”: Autocratic leader
Lacks flexibility
Controlling and demanding
“carrot and stick” approach
Focused solely on productivity
41. Theory “Y”: Benevolent leader
Very people oriented; encouraging
Organizes around people
Can be paternalistic
“country club” atmosphere: non-competitive
42. Theory “Z”: Team leader
Balances production and people issues
Builds a working team of employees
Team approach: involves subordinates
Organization is a vehicle for carrying out plans
43. Results of leadership styles
1. Theory L: “missing management”
Very low productivity
2. Theory X: “my way or the highway”
Job stress; low satisfaction; unions form
3. Theory Y: “country club”
Low achievement; good people leave
4. Theory Z: “good manager”
High productivity, cooperation, low turnover, employee commitment
44. Origins of leadership
BOTH. Evidence that both inherent personality and environment are factors
Are leaders born or made?
What kind of leader would you be?
45. How do you choose and develop a
leadership style?
Start with yourself.
Think about the needs of the organization or initiative.
Observe and learn from other leaders.
Use the research on leadership.
Believe in what you're doing.
Be prepared to change.
46. How we build Library Value?
Library relational capital
within and beyond the Organization
Library tangible & intangible capital
including Human Capital development
Library virtue
contribution to transcendent outcomes
Library momentum
quality maturity and pace of change (effective change management)
47. A people proposition based on
…
What our people should know
What our people should be
What difference our people make
48. People being …
Values driven
Curious
Changeable
Connected
Making it up for themselves …
49. Engagement measurement
(Morgan, C-A.)
“Engagement is a combination of commitment to the
organization and its values, plus a willingness to help out
colleagues (organizational citizenship)”
“… beyond job satisfaction, and is not simply motivation.”
50. Manager - Leader:
“Management is doing things right,
leadership is doing the right things”
(Warren Bennis and Peter Drucker)
52. Change Leadership
The most challenging aspect is
leading and managing change
The library as cultural and business
environment is subject to fast-paced
economic and social change
Modern libraries must adapt
and be flexible to survive
Problems in leading change stem
mainly from human resource
management
53. Change Leadership
Self-esteem
Time
1. Immobilisation
– as rumours of the
change circulate, the
individual feels some
sense of shock and
possible disbelief –
so much so that they
deem it worthy of
doing nothing.
1
2. Minimisation: As the
change becomes clearer,
people try to fit in the
change with their own
personal position and may
try to believe that it will
not affect them.
2
3. Depression: as reality
begins to dawn staff may
feel alienated and angry,
feelings of a lack of control
of events overtake people
and they feel depressed as
they try to reconcile what
is happening with their own
personal situation.
3
4
4. Acceptance/letting go:
The lowest point in self-
esteem finally sees people
starting to accept the
inevitable. Fear of the
future is a feature of this
stage.
5
5. Testing out:
Individuals begin to
interact with the change,
they start to ask questions
to see how they might
work with the change.
6
6. Search for meaning:
Individuals begin to work
with the change and see
how they might be able to
make the change work for
them – self esteem begins
to rise.
7
7. Internalisation:
the change is
understood and
adopted within the
individual’s own
understanding – they
now know how to
work with it and feel a
renewed sense of
confidence and self
esteem.
55. Theories of Leadership
Trait theories:
Is there a set of characteristics
that determine a good leader?
Personality?
Dominance and personal presence?
Charisma?
Self confidence?
Achievement?
Ability to formulate a clear vision?
56. Theories of Leadership
Trait theories:
Are such characteristics
inherently gender biased?
Do such characteristics
produce good leaders?
Is leadership more than
just bringing about change?
Does this imply that leaders are born not bred?
57. Theories of Leadership
May depend on:
Type of staff
History of the business
Culture of the business
Quality of the relationships
Nature of the changes needed
Accepted norms within the institution
58. Theories of Leadership
Transformational:
Widespread changes
to a library or the organisation where
library belongs
Requires:
Long term strategic planning
Clear objectives
Clear vision
Leading by example – walk the walk
Efficiency of systems and processes
59. Theories of Leadership
Invitational Leadership:
Improving the atmosphere and message
sent out by the organisation
Focus on reducing negative messages
sent out through the everyday actions of
the business both externally and, crucially,
internally
Review internal processes to reduce these
Build relationships and sense of belonging
and identity with the organisation –
that gets communicated to customers, etc.
60. Factors Affecting Style
Leadership style may be dependent
on various factors:
Risk - decision making and change initiatives
based on degree of risk involved
Type of business – creative business
or supply driven?
How important change is –
change for change’s sake?
Organisational culture – may be long embedded
and difficult to change
Nature of the task – needing cooperation? Direction?
Structure?
61. 61
MOTIVATION
Motivation: an internal drive that causes people to behave
in a certain way to meet a need
Motivation comes from within
There are several factors that contribute to motivation (not
just monetary)
62. 62
MOTIVATION
Maslow in the Workplace
Physiological—Basic Wages
Safety—Job Security/Environment
Social—Informal Groups
Esteem—Recognition/Respect
Self-actualization—Expand Skills
63. 63
TEAMS AND PERFORMANCE
Synergy- two or more individuals working together toward a
specific effort
Teams-a group of people linked to a common purpose
In a team setting, members share accountability and
responsibility
64. 64
TEAMS AND PERFORMANCE
Types of Teams
Formal: developed within the formal
organizational structure
Functional (within a department)
Cross-functional (different departments)
Informal: individuals who get together
outside the formal structure
Virtual teams: function through electronic
means
66. 66
TEAMS AND PERFORMANCE
Stages of Team Development
Forming stage: getting to know and form
initial opinions about team members
Storming stage: some team members begin to
have conflict with each other
Norming stage: team members accept each
other and overcome the conflict
Performing stage: team works on task
Adjourning stage: team completes task and
brings closure to the project
67. 67
CHARACTERISTICS OF A TEAM MEMBER
Know team goals and objectives
Every activity should contribute to team goals and
objectives
Team member characteristics:
Trustworthy
Performer
Efficient
Communicator
68. 68
CHARACTERISTICS OF A TEAM MEMBER
Brainstorming: a problem-solving method
that involves identifying alternatives that
allow members to freely add ideas while
other members withhold comments on the
alternatives
69. 69
CHARACTERISTICS OF A GOOD TEAM MEMBER -
Teams & Conflict
Do not make assumptions
If you disagree with the team, voice your opinion and state why
If the team decides to go in a direction other than what you wanted,
respect and support the team’s decision
70. 70
CHARACTERISTICS OF A TEAM MEMBER -
The Problem Member
Trust as a foundation
Do not dump work on others
Work around a lazy team member
Team will eventually dismiss a poor performer
Address performance issues in a respectful and diplomatic
manner
73. “(Teams)…have become the vehicle for moving organizations
into the future. Teams are not just nice to have, they are hard
core units of the production.”
Blanchard, 2007, pg 17
73
74. Why work in teams?
We all can learn from each other
Teams can be more effective than individuals
when working on complex projects
Teamwork helps develop interpersonal skills
74
75. Effective Team Members
Are good communicators
Are reliable
Are respectful of other team members
Cooperate and pitch in to accomplish the goal
Expect success---have a positive, “can do” attitude
Work to find solutions to problems
75
76. Not So Effective Team Members
Team members who are not effective are often:
Aggressive
Dominating
Individuals who disrupt the work and/or do not
take the project seriously
Lazy and/or not dependable
Withdrawn and/or afraid to contribute
76
78. Boss versus Leader
Are a boss and leader
always the same?
Think about a boss, and think about a leader.
78
79. Skills of Effective Leaders
Building and sustaining relationships
Developing and communicating a vision
Influencing people
Making decisions
Overcoming setbacks and adversity
Understanding people’s needs
79
80. Good Leaders Always…
Challenge people to think
Communicate clear
expectations
Lead by example
Make decisions
Make others feel safe to
speak up
Measure and reward
performance
Properly allocate and deploy
talent
Provide continuous
feedback-positive and
negative
80
81. Good Leaders Always…
Are accountable to
others
Are great teachers
Ask questions and seek
counsel
Create a positive,
energetic atmosphere
Genuinely enjoy
responsibility
Invest in relationships
Problem solve without
procrastinating
81
83. Rowley J, Roberts S. The reluctant leader? Leadership and the information profession. Library and
information update. 2008; 7(7/8):52-54.
“there is a sense that library and information
professionals are reluctant to become leaders, not
seeing this as their domain but preferring to focus on
‘professional’ library issues.”
84. Providing opportunities to develop management skills
Acting or secondment opportunities
Mentoring
Involvement in professional associations
Management training
85. The Stepping into Management Programme
Aims:
• Inspire librarians to consider a career in library management
• Encourage individuals to take a proactive approach to their own development
• Increase the understanding of the skills required to become a successful library
manager
87. The Ten Characteristics of Library Leadership
Listening
Empathy
Team
Working
Awareness
Persuasion
Conceptualization
Foresight
Stewardship
Commitment
Building community
88. Three Groups of Servant Leadership
Relationship-building Actions
Listening – (to self and others)
Empathy – (understanding)
Healing – (search for wholeness of self and others)
Awareness – (of self and of others)
Future-oriented Actions
Persuasion – (building consensus)
Conceptualization – (dreams and of day-to-day operations)
Foresight – (intuitive ability to learn from past and see future
consequences of actions)
89. Paradoxes
Library-Leadership, requires a constant balance…
Great
Planned
Compassionate
Be Without Pride
Be Spontaneous
Discipline
Right Say, “I’m Wrong”
Serious Laugh
Wise
Admit You Don’t Know
Busy
Listen
Strong Be Open To Change
Leading Serve
Enough To
90. Examples of Balance
Paradoxes are not easy to balance. Here are a few examples…
Great Enough to be Without Pride
• Team gets the credit, you get the blame
Compassionate Enough to Discipline
• Must not be soft – set high expectations and follow through
Right Enough to Say, “I’m Wrong”
• Leaders make mistakes too, admit you are human
Wise Enough to Admit You Don’t Know
• Find out quickly, but do not mislead
Busy Enough to Listen
• Beware the busy manager – they do not lead
91. …at the top of our
pyramid in terms of priority
is our employees, and
delivering to them
proactive customer
service”.
93. Reinventing the Library
Leader - The X Factor
Mixed discipline teams
Radicals, risk takers
Reflective, thinking about the future
Passionate advocates
Knowledge managers and gatekeepers
Committed to improvement