This document provides advice and insights on leadership for librarians. It discusses where leadership can be learned, defining leadership as seeing improvements that need to be made and actively working to achieve them. It notes that everyone can lead and discusses lies people tell themselves that prevent them from leading. The document also covers followership, future-driven leadership training, recent research on leadership in libraries, insights into effective leadership, and things that don't help leadership. It concludes with 28 key tips for leadership.
Simply put, much of what you think you know about the newest generation in the workforce is out of date. In this fast-paced update, Karl Ahlrichs will share some new and quite surprising information about the latest crop of employees that are arriving in our organizations, and impart his insight on generational challenges that may be causing problems. "Real world" experiences and direct advice on measuring and leveraging your biggest off balance sheet asset: people
This is a presentation delivered in 2012 for a Masters degree subject (Management Consulting) at Griffith University, Gold Coast, Australia. The content may be useful for consultants/presenters working with diverse groups. The concept of Whole-brain learning was championed by Ned Herrmann - see inside for details. Co-authored by Anuar Kaden, Ali Abdolkhani, and Kien Traht.
You have permission to do something incredible.
Whether you'd like to start a different career, earn greater income, or perhaps accomplish something unrelated to your job, you can do it! And now is the time to start. In Start Next Now, successful entrepreneur Bob Pritchett shares his guiding principles, which have grown his company to over 440 employees today. You won't find mere inspirational puffery here. This fast-paced book provides you with an actual plan to start achieving your goal before you even finish reading.
So what are you waiting for? It's time to start next now.
Thoughts on getting ahead, specifically in your career and earnings. This is the blunt, direct advice I give employees one-on-one, and what I'm sharing with my kids as they head off to college.
Using Your Company Brand in Your HR PracticeUCICove
Presented by: Dennis Wood and Kathleen Prior-Louis
Learn how to build an effective recruiting machine in a growth-stage environment, and using an effective company brand in building an HR practice.
All of the Above Conference (#AOTA12) at Tufts University - P. Max Quinn & Ryan Greelish.
Expect more out of yourself and your students, and achieve more!
Creating win-win partnerships in business & social lifeTristan Senycia
Join Tristan from Australia & Jason from San Francisco to explore the most important principles of developing strong, sustaining relationships in BOTH the Professional & Social Worlds.
This will be quite a Unique presentation for Lviv! It is the follow-up to 'Creating A Meaningful Career', a presentation mentioned on 'The Art of Charm Podcast'
DETAILED OVERVIEW:
By adopting the correct mindset and having access to suitable partners, win-win outcomes can be achieved in the majority of business and personal interactions, resulting in major commercial & personal opportunity.
Simply put, much of what you think you know about the newest generation in the workforce is out of date. In this fast-paced update, Karl Ahlrichs will share some new and quite surprising information about the latest crop of employees that are arriving in our organizations, and impart his insight on generational challenges that may be causing problems. "Real world" experiences and direct advice on measuring and leveraging your biggest off balance sheet asset: people
This is a presentation delivered in 2012 for a Masters degree subject (Management Consulting) at Griffith University, Gold Coast, Australia. The content may be useful for consultants/presenters working with diverse groups. The concept of Whole-brain learning was championed by Ned Herrmann - see inside for details. Co-authored by Anuar Kaden, Ali Abdolkhani, and Kien Traht.
You have permission to do something incredible.
Whether you'd like to start a different career, earn greater income, or perhaps accomplish something unrelated to your job, you can do it! And now is the time to start. In Start Next Now, successful entrepreneur Bob Pritchett shares his guiding principles, which have grown his company to over 440 employees today. You won't find mere inspirational puffery here. This fast-paced book provides you with an actual plan to start achieving your goal before you even finish reading.
So what are you waiting for? It's time to start next now.
Thoughts on getting ahead, specifically in your career and earnings. This is the blunt, direct advice I give employees one-on-one, and what I'm sharing with my kids as they head off to college.
Using Your Company Brand in Your HR PracticeUCICove
Presented by: Dennis Wood and Kathleen Prior-Louis
Learn how to build an effective recruiting machine in a growth-stage environment, and using an effective company brand in building an HR practice.
All of the Above Conference (#AOTA12) at Tufts University - P. Max Quinn & Ryan Greelish.
Expect more out of yourself and your students, and achieve more!
Creating win-win partnerships in business & social lifeTristan Senycia
Join Tristan from Australia & Jason from San Francisco to explore the most important principles of developing strong, sustaining relationships in BOTH the Professional & Social Worlds.
This will be quite a Unique presentation for Lviv! It is the follow-up to 'Creating A Meaningful Career', a presentation mentioned on 'The Art of Charm Podcast'
DETAILED OVERVIEW:
By adopting the correct mindset and having access to suitable partners, win-win outcomes can be achieved in the majority of business and personal interactions, resulting in major commercial & personal opportunity.
I find Generation Theory fascinating & prepared this presentation for my colleagues. I used many sources, some of which I reference under recommended reading, all images were sources from the Internet.
AGCAS Conference: Creating the 21st century careers adviser workshop (with pa...Alexandra Hemingway
Slides from AGCAS 2016 Conference in Chester. As well as the slides prepared in advance of the session, this includes the outputs participants came up with in group discussions
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
- Understand leadership dynamics and challenges among the four generations.
- Identify strategic and attainable solutions to bringing the gap among generations.
- Find a more inclusive approach to working with next generation leadership.
- Learn how to best motivate staff leadership across generations.
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
• Understand leadership dynamics and challenges among the four generations.
• Identify strategic and attainable solutions to bringing the gap among generations.
• Find a more inclusive approach to working with next generation leadership.
• Learn how to best motivate staff leadership across generations.
Presented for Impact Hub Boulder in August 2013
You manage your research. You want to manage a business. How about managing your career?
Dr. Teresa Snelgrove of ProFitHR and Dr. Frederick Sweeney of VG Partners talk about career management theory and practice: what inputs are needed for critical career decisions and their execution. Join us for some very practical advice on how to manage your own success.
Part of the CIBC Presents Entrepreneurship 101 lecture series: http://www.marsdd.com/ent101
I find Generation Theory fascinating & prepared this presentation for my colleagues. I used many sources, some of which I reference under recommended reading, all images were sources from the Internet.
AGCAS Conference: Creating the 21st century careers adviser workshop (with pa...Alexandra Hemingway
Slides from AGCAS 2016 Conference in Chester. As well as the slides prepared in advance of the session, this includes the outputs participants came up with in group discussions
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
- Understand leadership dynamics and challenges among the four generations.
- Identify strategic and attainable solutions to bringing the gap among generations.
- Find a more inclusive approach to working with next generation leadership.
- Learn how to best motivate staff leadership across generations.
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
• Understand leadership dynamics and challenges among the four generations.
• Identify strategic and attainable solutions to bringing the gap among generations.
• Find a more inclusive approach to working with next generation leadership.
• Learn how to best motivate staff leadership across generations.
Presented for Impact Hub Boulder in August 2013
You manage your research. You want to manage a business. How about managing your career?
Dr. Teresa Snelgrove of ProFitHR and Dr. Frederick Sweeney of VG Partners talk about career management theory and practice: what inputs are needed for critical career decisions and their execution. Join us for some very practical advice on how to manage your own success.
Part of the CIBC Presents Entrepreneurship 101 lecture series: http://www.marsdd.com/ent101
Entrepreneurship is defined as the starting of new businesses, usually by an individual who identified a gap in the market and trail blazed their way to success as sole owner and CEO. But you don’t have to share this passion of building your own business to see the value in utilising the same skills for your future career aspirations! We explore the relevancy of entrepreneurial skills for your career in this free one-hour webinar, and hear from a USQ student about how she found success by nurturing these skills and taking a chance.
Open Space Session notes: Mapping the Systems of Science and TechnologyKennan Salinero
'Mapping the Systems of Science and Technology: Assessing Tools for Teamwork' represents the next stage in convening critical conversations for the future of science via Yámana Science and Technology's Science 'UnSummit' working conferences. The first were held during the USA Science and Engineering Festival - in 2010 looking at the topic of 'Shifting the Effort/Reward Ratio in Science' and in 2012 'Innovation - a Global Conversation.' We explore current data, successful initiatives and emergent trends from various science and technology oriented domains, in a cross-functional/cross-sector setting. We utilize Open Space sessions, where participants convene discussions around topic areas of greatest interest and urgency to them.
Building institutions of excellence 11 april 2015 effective bureaucraciesPatrick McNamara
I just returned from India where I supported UNDP (United Nations Development Programme) and the Indian government training department in their efforts to create government “institutions of excellence” across an immense country that is the world’s third largest economy.
I was impressed by the dedicated, bright, enthusiastic Indian government and UNDP staff who were always up for a challenge. Both institutions are poised to help India move toward being a middle income country, while addressing human development and environmental sustainability (not just economic development).
I saw common themes that appear in many bureaucracies, perhaps exacerbated by cultural influences:
Waiting for others to do something rather than feeling empowered to initiate
Taking time to get “out of the box”
Wanting more support for insightful innovations
Needing to work beyond silos, but not knowing how to begin
Buried in analytics and the micro, but with intelligence to see the big picture and think critically
While these issues are typical in bureaucracies, UNDP has undergone two years of radical change and a new culture is beginning to emerge. A fresh batch of new leaders with a positive, entrepreneurial spirit have been put in key positions and are beginning to steer the UNDP ship in a new way, though many continue to live the old culture. Some staff are taking bold initiatives to make their corner of the UN more effective and responsive. What’s more: UNDP is being asked by their clients, governments around the world, to help them change in similar ways.
They have the intention to move toward excellence and increased effectiveness and they've taken a first step: looking at ways to work differently than before and to transform organizational culture. I trust that my interactive interventions made a difference to help both institutions move toward their goals. I’ve shared some of my presentation* below on building strengths, leading in challenging times and best practices, including:
Shared vision, aligned action
Networked solutions (beyond silos), strong partnerships
Thinking outside the box
Confidence to model values, be yourself and move through conflict
Listening deeply and seeing the big picture
These capacities are supplemented by the great work UNDP is doing to streamline its processes, which is another side of bureaucratic effectiveness.
What surprised me the most was how empowered the women were to speak up, to advocate and to take action in a culture where they are not always heard. I was also surprised by the intense energy, enthusiasm and drive of participants; if this is a high-leverage project to transform Indian government, it’s moving in the right direction!
In the rapidly evolving landscape of education in today's world, the ability to navigate complex change is crucial for leaders and organizations. Leading such change requires building the buy-in of stakeholders, address roadblocks hindering progress, and fostering a culture of experimentation that embraces calculated risks and encourages learning from failures. This workshop introduces the concept of transformative leadership, introducing a comprehensive framework specifically designed to guide leaders and organizations as they tackle complex challenges where no obvious solution exists.
These slides are from a workshop run at the Aurora Institute Symposium in Palm Springs, October 2023
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
In this research, it concludes that while the readiness of teachers in Caloocan City to implement the MATATAG Curriculum is generally positive, targeted efforts in professional development, resource distribution, support networks, and comprehensive preparation can address the existing gaps and ensure successful curriculum implementation.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
2. Where have I learned?
• Associations
• Jobs
• Consortia
• Politics
• Travel
• Mentoring
• Training
• Projects
• Be the change and
change the world
3. What is Leadership?
Leaders see an improvement to be
made – a desirable future state,
sometimes before others, and actively
seek to achieve those improvements.
4. Who is a Leader?
Everyone can lead.
Leadership is different from
managing or supervising.
5. Lies we tell ourselves
• I’m not a leader
• Shyness versus introversion
• I don’t do presentations to management
• People will notice my good work
• They’ll read my report, memo . . .
• Leadership is someone else’s job
• I don’t make the decisions around here…
• That’s their responsibility – not mine
• Criticism in the absence of constructive criticism
and critical thinking
7. 7
Future Driven Leadership Training for Librarians
• Northern Exposure to Leadership Institute
• iSchool at Toronto e.g. Public Library Institute
• Crucial Conversations
• ALA Emerging Leaders
• Mountain Plains Leadership Institute
• Tall Texans
• Snowbird
• iSchool @ Toronto Symposia
– MOOCs, Makerspaces, New Measurements…
• Etc.
8. Recent Research: PhD Dissertations
on Leadership in Libraries
Mary-Jo Romaniuk, San Jose State Univ.
Cheryl Stenstrom, San Jose State Univ.
Donna Brockmeyer, Univ. of Saskatchewan, Thomas More
College
Ken Haycock, Marshall School, University of California
8
9. 9
Research Insights into what Makes a Difference
• Passion is foremost
• Confidence next
• Influence not just Advocacy
• Risk Taking – in context
• Change Management
• Flexibility
• Dealing with Ambiguity – having the aptitude to
introduce change aligned with the future state.
• Influencing Skills = selling ideas
10. 10
What doesn’t help or work
• Not taking the long view
• A dysfunctional view of time
• Being risk averse
• Playground competition
• Lack of cooperation
• Backbiting and blamestorming
• Fear of change or, indeed, fear at all
• Generally – ‘negativity’
11. SLA Alignment Research
Key Highlights:
• True Relationships (not just contacts)
• Real Networks, Collaboration
• Consultation – based on authority, expertise,
quality and short conversations
• Speed – Save Time
• Packaging for Added Value Answers
• Educate and Train
• Understanding libraries/ians is an underserved
and regularly expressed need
11
12. Positioning the Library and
Librarian / Library Staff
Real professionals have names and reputations
What is your value proposition?
You versus the library versus the institution?
Why do you, the library, or your institution exist?
15. Communication theory: For adults to use a librarian effectively they have to admit that
they don’t know something and that requires openness, trust and a peer relationship.
16. Risk Taking in Librarianship
Avoiding the triple diseases of:
1. Conflict avoidance
2. Passive resistance
3. Risk aversion
36. THE EXPERIENCE OF THE LIBRARY
So let’s talk about . . .
36
Human
Resources
Service
Learning
Value
37. SHARING YOURSELF AND YOU
Up Your Game
• Embedded team member
• Embedded teacher
• Embedded research coach
• Embedded personal librarian
• Re-intermediation
• Tools – business cards, e-mail
sigs, web pages, social media
(Facebook, Twitter, LinkedIn, Tumblr,…)
38. UNCOMFORTABLE CHOICES:
SACRIFICE
Up Your Game
• Dog, Star, Cow, Problem Child/?
• Reduce investment in successes – This isn’t a typo
• Increase investment in future successes – learn from failing
• Look at TCO - Do NOT value your own time at $zero
• Look at all costs incurred and not just hard costs
• Review the opportunity costs in soft costs (e.g. ILL …)
39.
40.
41. Being Open to Ambiguity
Be the Change We Want to See
42.
43. Entering the Knowledge Era
• Right answers/facts give way to consensus
answers/informed guesses
• Information combined with Insight rules
• Knowing where and how to look is infinitely
more valuable than knowing facts
• Knowledge is an immersion environment -
an Information Ocean - where are the maps
that work here?
44. Five Laws of Library Science
• Books are for use.
• Books are for all; or, Every reader his book.
• Every book its reader.
• Save the time of the reader.
• A library is a growing organism.
S.R. Ranganathan
45. Five New Laws of Library Science
• Libraries serve humanity.
• Respect all forms by which knowledge is
communicated.
• Use technology intelligently to enhance
service.
• Protect free access to knowledge.
• Honor the past and create the future.
Walt Crawford and Michael Gorman
46. Librarian Core Value Commitments
• Democracy
• Stewardship
• Service
• Intellectual Freedom
• Privacy
• Literacy and Learning
• Rationalism
• Equity of Access
• Building Harmony and Balance
– Michael Gorman, Library Journal, April 15, 2001
VALUES
47. To have the right staff
Get the right information
In the right format
To the right people
At the right time
To make the right decision
RIGHT
48. Differences in the Private and Public Sector
Approaches to Development
Private Sector
Competitive advantage is the ideal
Innovation is key to long-term
existence
Focus on clients and marketshare
Business strategies
Responsibility to shareholders or
owner/investors
Increasing revenue
Risk oriented
Economic success is a prime
personal motivator
Competitors, partners and allies
e-Business is the challenge
Focus on “results”
Public Sector
Collaborative advantage is the ideal
Good service is the key to long-term
existence
Focus on citizens and social contract
Political agendas and government
imperatives
Responsibility to parliament and to
citizens
Wise use of tax dollars
Risk averse
Making a positive impact on society is
a strong motivator
Other departments, levels of
government, unions
e-Government is the challenge
Focus on “process”
49. Leadership is People not Projects
• "Successful knowledge transfer involves
neither computers nor documents but
rather interactions between people."
Tom Davenport
People like librarians, teachers, faculty,
counselors, therapists, social workers,
advisors, . . .
50. Taking The Knowledge Positioning
• Data >>>
• Transformations are:
• Applying standards
• SGML, HTML, Fields,
Tags, MARC,
normalizing . . .
• Information >>>
• Transformations are:
• Representing data:
• Display, Chart, Format,
Publish, Aggregate,
Picture, Graph, Sort,
Rank, Highlight, etc.
51. Taking The Knowledge Positioning
Data >>> Information >>> Knowledge >
Apply
standards
Tangible
Representations
of Data
Learning
Knowing
Filtering
Evaluating
Balancing
53. Taking The Knowledge Positioning
• Behaviour
• Decisions that result in action, even if that action
is non-action
• Key success factors are intelligent, informed and
impactful results
• Has value in proportion to its results in the
context of the individual or social organization
• Measure behavioural impact – don’t just collect
statistics.
54. Taking The Knowledge Positioning
Data
====>
Information
=======>
Knowledge
======>
Behaviour
======>
Apply
Stand-
ards
Store
&
Move
Display
Chart
Graph
Publish
Picture
Format
Knowing
Learning
Filtering
Evaluating
Gerunds
Do
Decide
Choose
Apply
Enact
Action
Verbs
62. Understanding Adoption Types:
Innovators
• Technology fascination
• Motivation -- Implement New Ideas
• Confidence Level High -- experiment, risk
• Self taught, independent
• Latest technology, few features, performance
• Self sold, when turned on, word of mouth
63. Understanding Adoption Types:
Early Adopters
• The coming thing
• Motivation -- leap frog the competition, prove
business
• Willing to try new things, reasonable risk
• Will attend night school to learn
• Innovation, better way to do job, selective
• Sold on benefits, references, word of mouth
64. Understanding Adoption Types: Late
Adopters
• Obvious solutions to problems
• Motivation --social pressure, fear of
obsolescence
• No risk, slow to change, needs references
• Seminars, proven products, hand holding
• Brand important, pay for needed features
only, terms & conditions important
• Examples, address cost/technical support
65. Understanding Adoption Types:
Laggards
• Absolute need
• Extreme competition/social pressure
• Reluctant to change
• Will send someone to a seminar, needs proof,
ease of use
• Lowest cost, competitive terms, brand
• Productivity increases, fear
66. What kind of librarian are you? Critical thinker or Criticizer?
What is your library culture around change or innovation?
67. Four Key Questions
• What changes will be offered (i.e. the breadth and depth
of the product line)?
• Who will be the target users (i.e. the boundaries of the
market segments served)?
• How will the products reach those users (i.e. the
distribution channels used)?
• Why will users prefer these product(s) to those of
competitors (i.e. the distinctive attributes and value to be
provided)?
• Bonus: Are they (clients/users) different from you, as
librarians?
68. Making Decisions and Sacrifices
Tools for effective decision management and idea
frame generation:
– Four Square
– Six Thinking Hats
– Six Action Shoes
– SWOT
– Diverge / Converge
– Post-its
– Mind Maps
– Fish Bone
– Rory’s Story Cubes
69. Making Decisions and Sacrifices
Nice to
have
Must
have
Low Value High Value
The 4-
Square
Value
Decision
Box
71. Making Decisions and Sacrifices
Strengths
ThreatsWeaknesses
Opportunities
Results
72. De Bono’s Six Thinking Hats
1. White Hat
2. Red Hat
3. Black Hat
4. Yellow Hat
5. Green Hat
6. Blue Hat
• What do we need to know?
• How do I feel about this?
• Let’s ask critical questions.
• What are the opportunities here?
• How can we grow this idea?
• What’s the process here? Have
we thought of everything?
73. De Bono’s Six Action Shoes
1. Navy Formal Shoes
2. Grey Sneakers
3. Brown Brogues
4. Orange Gumboots
5. Pink Slippers
6. Purple Riding Boots
• Routine Behaviour
• Collect Information
• Pragmatism and Practicality
• Emergency Response
• Human Caring
• Use Your Authority
74. Bringing the User into the Loop
• Advisory Boards
• Editorial Boards
• Reactor Panels
• Neighbourhoods
• Feedback tools (e-mail, etc.)
• Focus Groups
• Surveys
• MBWA and Observation
75. Leaders have many modes.
They choose to use the personal behaviour
that works in the situation.
Be 3D or 6D, but not 1D
76. "An optimist is someone who says a glass is
half full. A pessimist says it's half empty. A
leader might say, "Looks like we've got twice as
much glass as we need. Let discuss it."
86. Algorithms
• Search differentiator
• Commercial algorithms versus those based on big
data
• Measuring end user success versus known item
retrieval…
• “Romeo and Juliet”
• Problems with the unmonitored trial
– Wrong tests
– Poor sampling
– Mindset issues
87. Sharing Learning and Research
• Usability versus User Experience
• End users versus librarians
• Known item retrieval (favourite test) versus
immersion research
• Lists versus Discovery
• Scrolling versus pagination
• Devices and browsers and agnosticism
• Satisfaction and change
• Individual research experience vs. impacts on e-
courses, LibGuides, training materials, etc.
89. Statistics, Measurements and Analytics
• Counter & Sushi data are very weak metrics that
don’t provide insights into the critical stuff
• Database usage (unique user, session, length of
session, hits, downloads, etc.)
• Web and Google Analytics (6,000+ websites)
• Foresee satisfaction and demographic data
• Search Samples (underemphasized at this point.)
• Time of Year Analysis
• ILS Data (from clients &n partnerships)
• Geo-IP data, analytics and mapping.
• Impact studies and sampling.
• Gaining insight from information and data
91. Conclusion: 28 Key Tips
Good not Perfect
It’s not the steps that cause delays in development
- it’s the space between the steps
No mistake is ever final.
Freeze and Go! The right metaphor is seasonal
change - not revolution or evolution
Prefer action over study: If you’re studying
something to death - remember that death was
not the original goal!
92. Conclusion: 28 Key Tips
Mock-Up, Build, Rebuild, Beta, Pilot, Launch,
Re-Do
Remember the rule of six (6). You get very
diminishing returns after asking the same
question of like people.
Remember the 15% rule: Humans have
extreme difficulty in actually seeing a
difference of less than 15%.
93. Conclusion: 28 Key Tips
Use the 70/30 rule: “I agree with 70% and can
live with the other 30%.”
Remember the old 80/20 rule standby: No
matter how few or many users you have, 80%
of your usage/revenue/etc. will come from
20% of your users.
Remember the 90/10 rule. 90% of your costs
are in implementation, not development.
94. Conclusion: 28 Key Tips
“Productize”: Be able to physically point at
your product or service.
Get out of your box! It is unlikely that you are
the alpha user profile.
You can’t step in the same river twice. Your
knowledge of the new development means
you probably cannot see the potential pitfalls.
95. Conclusion: 28 Key Tips
Understand the differences between
features, functions and benefits.
Understand your customer and don’t assume
- TEST.
Don’t just ask your clients what they do, will
do or want. OBSERVE them.
Have a vision and dream BIG!
96. Conclusion: 28 Key Tips
Ask the three magic questions:
What keeps you awake at night?
If you could solve only one problem at work, what
would it be?
If you could change one thing and one thing only,
what would it be?
Never underestimate the customer.
Seek the real customer.
97. Conclusion: 28 Key Tips
Respect information literacy, learning styles
and multiple intelligence.
Understand the adoption curve.
Do research for yourself too. Set up alerts on
your hot issues.
Bring management on side first, then
customers and users, BEFORE you launch.
98. Conclusion: 28 Key Tips
Feedback is a gift - you can keep it, return it,
hide it in the closet. Don’t overvalue one piece
of out-of-context feedback or let it loom out of
perspective and balance.
Measure - don’t just count: Decision-makers
CANNOT interpret your statistics.
When you have 100 options to choose from the
critical skill isn’t choosing 5 but sacrificing 95.