Libraries are engaging the research and teaching enterprises of their parent organizations in emerging areas. At the same time, library spaces and technologies are being adapted to support interdisciplinary collaboration, immersive learning environments, life-cycle support for research, and digitally centered scholarship. A key challenge and opportunity in realizing and fully leveraging this strategy is the transformation of the roles of subject specialists and academic technology librarians to support deeper collaboration around these emerging services and add value across the research and teaching life cycles. Transforming the skills, attitudes, goals, and priorities of practicing research librarians, while also better matching the pace of change in library program curricula to these enormous changes, is fundamental to achieving integration and value-addition at scale. This session focuses on both the imperative to increase the pace and structure of change in library curricula and for libraries to provide effective transformational development opportunities for librarians.
Preparing Research Librarians for Transformed Libraries: Creating a Community...Greg Raschke
Preparing research and subject specialist librarians for transformed libraries through creating a community of practice. Explores informal, organic and formal, credentialed development opportunities as part of a community of practice for testing, developing, and extending research life-cycle services.
Digital Scholarship Spaces: Building Communities & Enabling CollaborationGreg Raschke
The document discusses new models of content creation and scholarship that are taking place in library spaces. It describes how the NC State University Libraries worked to incubate projects that brought faculty and students together to work on interdisciplinary projects. Examples included a program called Visiting Scholar that hosted lectures and workshops, and a Code+Art project that combined computer science and digital art. The document also notes some challenges in strategically managing staff resources for these new types of projects and determining how to disseminate and reproduce the works created through the programs.
The Bottom Line: Exploring the Benefits of Wellness in the WorkplaceNICSA
Financial services firms continue to re-imagine their business models. As our industry re-defines the workplaces of the future, more firms are implementing and scaling workplace wellness programs. Research shows we cannot deny the positive impact of these programs from reduced health care costs to increased productivity. Forward thinking firms are viewing the employee value proposition through a broader lens and this lens includes multi-dimensional wellness programs. In this webinar, we'll share diverse points of view on the value of wellness programs, how to get started, and ideas for developing impactful and rewarding programs.
Join NICSA and a panel of wellness leaders in asset management as they explore and share:
• Examples of wellness programs and emerging trends (what’s next in the evolution of wellness programs).
• The business benefits and implications of workplace wellness programs – talent acquisition and retention, increased productivity, decreased stress and health care costs.
• Ideas on getting started – corporate and grassroots programs
The document discusses plans for an event to address the information literacy needs of researchers in a holistic manner through collaboration between the library, research and business services (RBS), and human resources (HR) departments using the Researcher Development Framework.
The Technology Task Force met on February 21, 2013 to review its charter, identify areas of opportunity to focus on, and determine which subject matter experts could address the task force. The group discussed where they should focus their time, what systems are currently used, and opportunities to improve processes and efficiency through technology. They also considered what works well and doesn't work well in their areas, potential efficiency opportunities, and impediments to improvement. The next meeting was scheduled for March 7 in Baton Rouge.
Latest news on Organisation Development, Change & Transformation Management. Topics Include Digital Transformation, New Insights Into Culture Change, Building Organisation Agility and more
SCL Conference, May 6, 2008: Conventional risk management thinking is increasing transaction costs and limiting opportunities to create new value. By contrast, Trust Enablement thinking seeks to reduce costs and increase the value of business relationships by minimizing process controls and bureaucratic red tape.
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This document summarizes key discussions from the Institute Planning Meeting at the International Livestock Research Institute. It focuses on updates from the People and Organizational Development Directorate. Some of the main topics discussed include identifying institutional priorities and plans, acquiring needed competencies, investing in talent through training programs, strengthening collaboration and teamwork, the importance of leadership, and ensuring high performance and responsiveness through clear communication and inclusive partnerships. The overall goal is to support the institute's work in improving lives through livestock research.
Preparing Research Librarians for Transformed Libraries: Creating a Community...Greg Raschke
Preparing research and subject specialist librarians for transformed libraries through creating a community of practice. Explores informal, organic and formal, credentialed development opportunities as part of a community of practice for testing, developing, and extending research life-cycle services.
Digital Scholarship Spaces: Building Communities & Enabling CollaborationGreg Raschke
The document discusses new models of content creation and scholarship that are taking place in library spaces. It describes how the NC State University Libraries worked to incubate projects that brought faculty and students together to work on interdisciplinary projects. Examples included a program called Visiting Scholar that hosted lectures and workshops, and a Code+Art project that combined computer science and digital art. The document also notes some challenges in strategically managing staff resources for these new types of projects and determining how to disseminate and reproduce the works created through the programs.
The Bottom Line: Exploring the Benefits of Wellness in the WorkplaceNICSA
Financial services firms continue to re-imagine their business models. As our industry re-defines the workplaces of the future, more firms are implementing and scaling workplace wellness programs. Research shows we cannot deny the positive impact of these programs from reduced health care costs to increased productivity. Forward thinking firms are viewing the employee value proposition through a broader lens and this lens includes multi-dimensional wellness programs. In this webinar, we'll share diverse points of view on the value of wellness programs, how to get started, and ideas for developing impactful and rewarding programs.
Join NICSA and a panel of wellness leaders in asset management as they explore and share:
• Examples of wellness programs and emerging trends (what’s next in the evolution of wellness programs).
• The business benefits and implications of workplace wellness programs – talent acquisition and retention, increased productivity, decreased stress and health care costs.
• Ideas on getting started – corporate and grassroots programs
The document discusses plans for an event to address the information literacy needs of researchers in a holistic manner through collaboration between the library, research and business services (RBS), and human resources (HR) departments using the Researcher Development Framework.
The Technology Task Force met on February 21, 2013 to review its charter, identify areas of opportunity to focus on, and determine which subject matter experts could address the task force. The group discussed where they should focus their time, what systems are currently used, and opportunities to improve processes and efficiency through technology. They also considered what works well and doesn't work well in their areas, potential efficiency opportunities, and impediments to improvement. The next meeting was scheduled for March 7 in Baton Rouge.
Latest news on Organisation Development, Change & Transformation Management. Topics Include Digital Transformation, New Insights Into Culture Change, Building Organisation Agility and more
SCL Conference, May 6, 2008: Conventional risk management thinking is increasing transaction costs and limiting opportunities to create new value. By contrast, Trust Enablement thinking seeks to reduce costs and increase the value of business relationships by minimizing process controls and bureaucratic red tape.
Update from ILRI People and Organizational Development DirectorateILRI
This document summarizes key discussions from the Institute Planning Meeting at the International Livestock Research Institute. It focuses on updates from the People and Organizational Development Directorate. Some of the main topics discussed include identifying institutional priorities and plans, acquiring needed competencies, investing in talent through training programs, strengthening collaboration and teamwork, the importance of leadership, and ensuring high performance and responsiveness through clear communication and inclusive partnerships. The overall goal is to support the institute's work in improving lives through livestock research.
A successful content ecosystem takes connections connected content, people, and systems. Does that describe your organization? We didn’t think so.
At many organizations, content is created in silos, powered by politics, and not driven by success metrics. It might be outdated or contradictory, have different voices, or be disconnected from audience needs. In those instances, content is a drain and an expense, rather than an asset.
This presentation reveals how organizations of different types and sizes created content ecosystems that transformed their content into assets that deliver member value and drive organizational success. It also shows what a successful content ecosystem looks like; what it looks like when content, people, and systems are not connected; and how to create the content ecosystem that is right for your organization.
peer review as an extension of bioinformaticsmlincol2
This document discusses current issues in scientific research including peer review, data curation, and publication methods. It notes challenges with the traditional peer review system and proposes harnessing social networks and developing a more flexible collaborative system to address these issues. The goal is to create a centralized, transparent and linked system for scientific knowledge that encourages reuse and interdisciplinary collaboration.
It wouldn’t be KMb without KB - Insights into the role of knowledge brokers in supporting child and youth mental health and addictions communities of interest in Ontario
by: MaryAnn Notarianni and Angela Yip
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Canadian Knowledge Mobilization Forum
Saskatoon, SK
Neil Smyth DARTS3 presentation: Engaging with business - innovative industry ...ARLGSW
Engaging with business is important for universities for several reasons: it supports the university strategy, it is important for research council grants and bids, and government policy emphasizes engagement between industry and higher education. Building partnerships with businesses can benefit both parties, with businesses invited to work with the university across all activities. Industry partnerships will continue playing an increasingly important role in research. Librarians supporting research must also engage with business in many ways, from informal to formal interactions, to help conceptualize new research ideas, develop proposals, and identify funding opportunities.
E-Resources and Information Literacy: A Working Sessionsdarbandi
This document outlines the agenda for a working session on e-resources and information literacy. The session will introduce Credo Reference and Libraries Thriving services and have group discussions. It will also cover getting the most out of Credo Reference and new features. Three studies on information literacy challenges students face are summarized. The value of academic libraries is discussed based on an ACRL report. Suggestions are provided for the print to digital transition, curriculum alignment, faculty collaboration, technology trends, and assessment. Case studies model collaboration between libraries and other campus partners.
This document discusses how to build a winning corporate culture. It argues that culture is defined by consistent patterns of behavior and actions, not just words. It outlines five steps to build culture: set expectations, align leadership, focus on goals, manage cultural drivers, and communicate. While many executives think culture is hard to define and change, the document asserts that culture can be a powerful competitive advantage when skillfully managed. A case study is presented, and it is concluded that culture programs improve business results and employee fulfillment when executed well. If culture change fails, organizations should foster a constructive culture that encourages communication and teamwork.
The HR Edge: Performance & Productivityhumanityatwork
The document discusses how proud and productive workplaces motivate employees and improve performance. It argues that meaningful work, community, and collaboration are important for employee engagement and productivity. A case study highlights how a coffee shop creates a proud and productive workplace through positive employee interactions. The document also discusses how forming cross-functional teams, as in Health Shared Services BC's Centers of Excellence, can improve strategic decision making and organizational performance.
This document provides a strategic discussion paper on growing the congregation of Riverview Church in a timely manner through increasing participation in Connect Groups. It begins by establishing the current ratio of congregation attendance to Connect Group attendance as 12% based on a sample of 16 groups. The goal of 10,000 regular attendees is identified as the "There". Metrics and potential promotional strategies are suggested to incrementally increase the ratio along a timeline that supports the vision. Key lessons are extracted from a book on successful home cell groups by Dr. David Yonggi Cho, emphasizing the importance of small groups and pastoral leadership in growing a healthy church.
The benefits of cross-institutional collaborationdbslibrary
This presentation discusses inter-institutional collaboration in the Higher Education sector in Ireland with a particular focus on academic library collaborative initiatives and networks. It begins by asking ‘what is collaboration’? and where collaboration sits within a continuum of partnership. It highlights that true collaboration requires invested parties to relinquish a certain degree of autonomy in order to achieve a common goal. Key collaborative networks and initiatives within the sector are listed with a particular focus on the history of collaboration between academic libraries. Collaboration between private higher education institutions is discussed with particular emphasis on perceived barriers and changes that are bringing about increased collaboration. Cooperative and collaborative exchanges between DBS and NCI are also discussed as well as opportunities for future collaborative projects.
This document outlines the steps taken to lead a successful change initiative at a university library. It began by establishing a sense of urgency around the need for change due to new leadership and strategic goals. A guiding coalition was assembled to lead the change. An organizational design was developed that aligned with the university's strategic goals and priorities. Input was gathered from staff through numerous listening sessions. The new organizational structure was implemented and expectations were used to assess outcomes and evaluate the change process. While some improvements were seen, continued progress is still needed in some areas like collaboration and removing silos.
This document summarizes the work of UC BRAID (UC Biomedical Research Acceleration, Integration, and Development Network) over the past 4 years to integrate resources and accelerate clinical and translational research across the University of California system. Key accomplishments include establishing IRB reliance across campuses, creating the UC Research eXchange clinical data repository and recruitment tool, and convening innovators through the UC Center for Accelerated Innovation. The document discusses opportunities to further develop informatics, expand data services, pursue industry partnerships, and leverage the network to get to shared goals by 2024.
Presentation for the Library Association of Ireland's Career Development Group's Annual Seminar and AGM by Kate Kelly, head librarian at the Royal College of Surgeons of Ireland RCSI
This document discusses assessing organizational culture at the University of Saskatchewan Library. It outlines using the Competing Values Framework model to survey librarians about the current and preferred culture. The results showed the current culture was more hierarchical while the preferred was more clan-like, focusing on human resources. Interviews identified subcultures. The assessment aims to help the library transition to a new Dean and strategic plan through understanding and managing cultural change.
Making Library & Knowledge Services Business criticalAnne Gray
This document discusses how health libraries and knowledge services can become business critical by understanding the needs and priorities of health managers. It identifies that managers seek concise, local evidence to help improve services, benchmark performance, and reduce costs. While managers value evidence-based decision making, they reconstruct evidence based on local factors and discussions with colleagues. The document recommends that libraries provide customized support and a plurality of evidence sources to better support managers' varied information needs.
This video for this talk from Business of Software Conference Europe 2018 will be published here soon: http://businessofsoftware.org/2016/07/all-talks-from-business-of-software-conferences-in-one-place-saas-software-talks/
It’s not just enough to hire talented people and hope for the best. Innovation and complex problem-solving requires teamwork, so we need to pay attention to how people work together. Building great products means creating the best environment for teams to thrive.
Finding the right balance between individual expertise and collective effort, while tricky, is possible. In this talk, Alison will share her insights on effective collaboration, the habits of successful teams, and principles for designing an outstanding team culture.
The document discusses Appreciative Inquiry (AI), a strengths-based approach to organizational change and development. It provides an overview of AI, including its key principles and the 5-D cycle of Define, Discover, Dream, Design, and Destiny. Case studies are presented showing how various organizations have used AI to improve performance, build shared visions, and develop strategic plans through collaborative inquiry and storytelling.
The Social Innovation Lab for Kent (SILK) provides tools and space to design better social services through collaboration and insights from residents. It focuses on capacity building, connecting organizations, and supporting innovators in Kent. Some of SILK's recent projects include initiatives around digital inclusion, food assistance, and financial inclusion. Moving forward, SILK aims to further develop its collaborative framework and make it available online as a resource, while continuing strategic projects and building capacity for human-centered approaches.
The evolving librarian - health and medical librarians in a changing environmentsuelb
This document discusses how health librarians must evolve to meet the changing needs of the healthcare environment. It outlines several key drivers of change, including financial pressures on the NHS, an aging population, and the need for £20 billion in efficiency savings. The document argues that librarians should position themselves as catalysts for innovation by applying knowledge, building know-how among staff, and continuing their own learning. It provides examples of how librarians in Milton Keynes are enhancing their roles to support clinical commissioning and evidence-based practice. Finally, it asserts that libraries must serve as a platform for change by understanding healthcare trends and preparing resources and services to meet current and future information needs.
Library Usage as a Map for Targeting OER AdvocacyGreg Raschke
This document summarizes a study conducted by Greg Raschke, Will Cross, Sydney Thompson, John Vickery, and Lillian Rigling on targeting open educational resource (OER) advocacy efforts based on library usage data at North Carolina State University. The study analyzed textbook price, enrollment, and library usage data from 2014-2016 to identify the top 25% most expensive and highly used textbooks. It identified around 100 textbooks per semester meeting these criteria across 49 departments. The study is being used to guide OER outreach and advocacy efforts like information sessions located near relevant departments. Next steps include further student outreach and exploring expanding the criteria to capture additional opportunities.
The Experiential Library: The Transformed Libraries Impact on Teaching and Le...Greg Raschke
This document discusses how transformed libraries can impact teaching and learning through experiential learning opportunities. It provides examples of how NC State Libraries has created immersive, hands-on, and interactive learning experiences for students through spaces and programs focused on visualization, making, code and art, workshops, and visiting scholars. It acknowledges initial challenges but emphasizes leveraging opportunities through expertise, programming, and constant integration with teaching to create experiential libraries that can distinguish universities and support deeper learning.
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E-Resources and Information Literacy: A Working Sessionsdarbandi
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The document discusses how proud and productive workplaces motivate employees and improve performance. It argues that meaningful work, community, and collaboration are important for employee engagement and productivity. A case study highlights how a coffee shop creates a proud and productive workplace through positive employee interactions. The document also discusses how forming cross-functional teams, as in Health Shared Services BC's Centers of Excellence, can improve strategic decision making and organizational performance.
This document provides a strategic discussion paper on growing the congregation of Riverview Church in a timely manner through increasing participation in Connect Groups. It begins by establishing the current ratio of congregation attendance to Connect Group attendance as 12% based on a sample of 16 groups. The goal of 10,000 regular attendees is identified as the "There". Metrics and potential promotional strategies are suggested to incrementally increase the ratio along a timeline that supports the vision. Key lessons are extracted from a book on successful home cell groups by Dr. David Yonggi Cho, emphasizing the importance of small groups and pastoral leadership in growing a healthy church.
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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.
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In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
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.
Preparing for New Roles and Transformed Libraries: Models and Implementation
1. Preparing Research Librarians for
Transformed Libraries: Creating a
Community of Practice
Karen Ciccone, Hilary Davis, and Greg Raschke
NCSU Libraries
CNI Meeting – December 2015
6. Community of Practice
“We’re a bit dumbfounded that so few companies have
invested systematically in improving the innovation
skills of their employees. The least charitable explana
tion for this oversight is that despite evidence to the
contrary, many senior managers still assume that a few
genetically blessed souls are innately creative, while
the rest can’t come up with anything more exciting than
suggestions for the cafeteria menu.” – Harvard
Business Review.
One of our responses to the Hunt Library and the transformation it represents was creating a community of practice around new spaces – particularly technology-rich collaborative spaces.
Evolution of libraries working more broadly and deeply across the research life-cycle is undeniable.
This is in fact a wonderful opportunity for libraries as they transform to provide not only knowledge services, but as a collaborative partner in the creation of information in many forms. Collaborative spaces, technologies, and expertise to support creation and ideation become catalysts for research productivity and learning.
That wonderful opportunity presents significant responsibilities and challenges. One of them is to develop the expertise to meet and exceed the possibilities provided by great spaces, technologies, and expectations of researchers. research support librarians generally have to acquire new skills to function effectively in their newly expanded roles.
We are trying to address that challenge and opportunity with our librarians by providing the skills, training, environment, and resources for existing subject specialists and other staff to evolve, transform, grow, and advance. We think this is critical in leveraging the investment in re-designed libraries. Opportunity that we have tried to embrace across multiple levels of our organization – librarians can see that it will add value in their work and to their organizations, enhance their careers, and provide the kind of mastery and purpose of one’s work that make a job satisfying and rewarding. Many librarians are expert learners, who embrace the opportunity to incorporate new tools and methods.
Each one of us is engaged with the university’s research enterprise. That engagement includes core services along with emerging, strategic roles that add value across the research life-cycle. That engagement connects to our overall service philosophy. Being successful in adding value requires learning new skills, testing out how to apply those new skills in our service portfolios, exploring emerging roles, organizational commitment to those roles, and engagement with researchers to fulfill that vision.
Integration. Integration into the research enterprise of the university. Integration into the organizational fabric of the Libraries. Do not create a parallel organization or organizations.
Mix organic and formal, credentialed approaches. Evolving mosaic of internal and external training (peer-to-peer and instructor/expert-led), workshops, discussion series, etc. to create a multitude of opportunities for our subject liaisons to organically and formally expand their own skill sets in particular areas of resonance with today's research and teaching agendas.
In period of ambiguity and change - reinforcement layer for defining and valuing work and self-worth is really challenging and important.
Do not need expertise in every area - need to use words like foundation, core, and framework for providing expert research and information consultancy. Creation of teams and hiring experts enables librarians to collaborate with specialists as part of the community skill-building approach.
Do not frame it as a transformation from something poor or not good to something good - e.g. get your act together. Pole in the future with opportunities and open doors that we can walk through with benefit to libraries and our careers. Exciting vision for the future that we can engage as a group. Not everybody will buy-in, but most will.
A community of practice (CoP) is a group of people who share a craft and/or a profession. The concept was first proposed by cognitive anthropologists Jean Lave and Etienne Wenger in 1991. CoPs can evolve naturally because of the members' common interest in a particular domain or area, or it can be created specifically with the goal of gaining knowledge related to their field. It is through the process of sharing information and experiences with the group that the members learn from each other, and have an opportunity to develop themselves personally and professionally (Lave & Wenger 1991).
Articulate the importance of emerging services and technologies and engaging the research life-cycle in ways that add value.
Articulate general expectations for developing competencies with these emerging services and technologies.
Embed those in goals, appraisals, projects, and reviews. Hope is that the librarian, manager, and administrator are aligned, at least roughly, on this process of embedding expectations for emerging services, technologies, and spaces.
This is seemingly obvious, but if an organization embeds expectations for skill development, large-scale changes in work, and outreach to primary user communities – then it has to back that expectation up with time to develop skills, test new services, refine, and extend. We also need to be willing to identify resources and invest in transformational skill building and opportunities.
Hiring talent with skills in these emerging areas to lead efforts, conduct peer-to-peer learning and engagement, and identify and develop extensible services.
Experts become leaders of teams and points on the triangle that can help transform and engage fellow librarians – building infrastructure through nimble team development is an important component.
Peer-to-peer learning is an area that has been unexpectedly, from my vantage point, rich in terms of developing a community of practice and generating buy-in. Critical in many ways for developing autonomy, mastery, and purpose with these emerging services. It is not top-down. It is not sporadic. It is coming from trusted colleagues who can help sustain skill building and engagement.
Research Data Committee and Visualization Team models.
External Seminars (# of attendees scoped to library personnel):
Internal Training (all attendees are library personnel):
Internal Seminars (all attendees are library personnel):
Managing Born Digital Collections Brown Bag (04/2015) – 24 attendees
Visualization Discussion Series: Geospatial Data Visualization (08/2015)
Visualization Discussion Series: Code+Art (05/2015)
Visualization Discussion Series: Tableau Public (05/2015) – 30 attendees
Visualization Discussion Series: D3.js (04/2015) – 19 attendees
Visualization Discussion Series: Library Spaces and Research Lifecycle (04/2015) - 30 attendees
Visualization Discussion Series: OpenRefine for Data Cleaning (02/2015) – 23 attendees
Visualization Discussion Series: Using SAS for Data Visualization (01/28/2015) – 20 attendees
Visualization Discussion Series: Let’s Be Honest About Data Visualization (01/2015) – 22 attendees
ARL webcast series: Data Management and Visualization with Tableau (03/3/2015, 03/10/2015, 03/17/2015) – 5 attendees each
Subject Specialist Brown Bag: Let's Talk APIs! (12/2014) – 20 attendees
Libraries and Higher Education - GSU Copyright Update (12/2014) – 22 attendees
Faculty Support Brown Bag: Experiences, Lessons, and Successes Working w/ Interdisciplinary Faculty (07/2014)
MicroTiles Brownbag (12/2013) - 21 attendees
Research Data and IRB Protocols Workshop (11/2013) - 20 attendees
Who Owns Research Data, and What Can You Do With It? (10/2013) - 22 attendees
Data Management Isn't Just for Researchers workshop (10/2013) - 13 attendees
Reviewing Data Management Plans (10/2014) - 14 attendees
Special Presentation on Data and Analytics at NC State (10/2013)
Reviewing Data Management Plans (07/2013) - 19 attendees
Public Access to Federally Funded Research Workshop (07/2013) - 17 attendees
PIVOT training (06/2013) - 20 attendees
NIH Public Access Compliance support from Libraries (2/2014) - 7 attendees
External Seminars (# of attendees scoped to library personnel):
Coffee & Viz: David Hill, College of Design (04/2015) - 15 library attendees
Coffee & Viz: Gary Lackmann (03/2015)
Coffee & Viz: Christopher Healey (02/2015) – 15 library attendees
Coffee & Viz: Helena Mitasova (01/2015) – 25 library attendees
Alt Textbook Orientation (01/2015) - 10 library attendees
TRLN Sci-Tech librarians meeting (07/2014) - 8 NCSU attendees
Statistical Consulting Service Discussion (08/2014) – 23 attendees
Science Boot Camp for Librarians – Southeast (07/2014) - 13 NCSU attendees
TRLN Sci-Tech librarians meeting (05/2013)
Internal Training (all attendees are library personnel):
Practical Experiences with Hunt Viz Spaces (08/2014) – 21 attendees
Creativity Studio Training (07/2014) - 20 attendees
Teaching and Viz Training (11/2013 & 12/2013) - 22 attendees
Visualization Studio Training (12/2014) - 24 attendees
Partnered with Odum Institute here in the Triangle to leverage existing training and partner to develop new transformational skill development series. Talk about this more in a moment, but will note how critical it is to have formal, credentialed training as part of developing a community of practice. Both from practical skill building and from an optics/organizational design perspective.
Odum course
From the Libraries’ Annual Report: “The Libraries is the first in the country to develop an intensive, customized professional development curriculum in these areas for librarians in all disciplines, partnering with the Odum Institute at UNC-CH. This training program and the associated organizational commitment to deep engagement in competitive research will be a
model for many other research libraries facing similar challenges.”
Data Science Short Course for the NCSU Libraries:
Genesis of idea came from subject liaison librarians who are living at the interface of the practical and emerging needs of researchers (and researchers-in-training), technologically evolving library spaces, and a shifting landscape of scholarly collections.
These very subject liaison librarians requested library support to attend Odum Data Matters short courses in summer 2014 (Markus Wust was the person who discovered these short courses and shared with colleagues)
We attended these courses (list examples) and gathered soon after to share our experiences - what worked, what didn’t work, what could we put into practice in our roles supporting research and teaching? Our conclusion was that we needed a Data Science Short Course targeted specifically to the needs of subject liaison librarians and those who were supporting emerging academic technologies.
We needed foundational training that would get us all on the same page in terms of supporting researchers who need to mine our content, who need help with first step data analysis and data manipulation, who are looking for help in telling compelling stories with their data through visualization best practices and in deploying their research in large-scale, high-resolution viz walls.
Charged core group composed of librarians across functional roles (Collection Management, Research and Instructional Services, Digital Library Initiatives, Research Data Committee, Visualization Services Committee, Open Data Fellows initiative) to develop proposed topics for the curriculum.
Iterative process of defining content, learning objectives, explaining role of librarians with Odum. Initial curriculum is centered around:
Information visualization;
Data analysis and curation;
Content and text mining;
Statistical analysis and modeling; and
Bibliometric analysis and tools.
Iterative process of getting uptake with librarians and supervisors to commit time to the short course series (1 week) and engage in capstone projects
The projects would be at the discretion of the department heads and supervisors. They could be a simple application of a tool, method, strategy learned from the course (e.g., updating graphs in a presentation to use data viz best practices) or more in-depth (e.g., creating a co-author network or creating an API).
Short course occurred in October for internal offering. Hoping this can be offered more broadly in May and become a model for the profession for early and mid-career transformational skill and tool building.
Buy-in from all levels. Then feeds and sustains this cycle = true community of practice.
What you can achieve is in addition to extrinsic motivators – pay, feedback, reviews, etc. is tapping into intrinsic motivators which have a more sustained and effective impact on motivation and productivity.
Trifecta of intrinsic motivators:
Autonomy, or the desire to be self-directed;
Mastery, or the itch to keep improving at something that’s important to us; and
Purpose, the sense that what we do produces something transcendent or serves something meaningful beyond than ourselves.
A decade of scientific and management studies tell us fairly clearly that these intrinsic motivators are more powerful than extrinsic motivators – and I think our experience in creating a community of practice with a mosaic of opportunities, expectations, and buy-in at multiple levels bears that out to date.
We found that a high-performing culture maximizes the play, purpose, and potential felt by its people, and minimizes the emotional pressure, economic pressure, and inertia.