Library Leadership Development in Canada

1
Library Leadership Development in Canada

• Wendy Newman
• University of Toronto
• CALL - May 2007

2
Libraries in Canada

• Estimated total 19,000 libraries, or 22,000
  library service points, including
• 910 public libraries with 2,800 service points
• 270 academic libraries with 1,100 service points
• 2,300 special libraries with 2,500 service points
• 15,600 school libraries with 15,600 service
  points
• Schrader and Bruntin, National Core Library
  Statistics Program (published 2002 data from
  1999) http//www.collectionscanada.ca/obj/r3/f2/02
  -e.pdf

3
Staff, Expenditures, Participation

• 38,000 FTE staff
• Annual expenditures (incl. capital) estimated at
  3 to 3.5 billion Canadian
• 21 million participants?

4
Library Leadership Issue

• Similar concerns in Anglo-American librarianship
  succession, competencies
• IMLS study of library workforce in the United
  States
• http//www.libraryworkforce.org
• Australia V. Whitmell investigation
• Canada Northern Exposure to Leadership
  Institute, 8 Rs Report, CHRC Training Gaps
  Analysis

5
Context Deficits Downsizing 1980s and 1990s

• Libraries caught in deficit fighting and
  downloading
• Flat library hiring in the 1980s and 1990s
• Leadership, succession, and an ageing profession
• Supply/demand question
• Paucity of Canadian data

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• The Future of Heritage Work in Canada (incl.
  museums, archives, and libraries). 2004.
• The Future of Human Resources in Canadian
  Libraries. 2005.
• Context and reports www.ls.ualberta.ca/8rs/home.h
  tml

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8Rs A Community EffortSponsors and Supporters

• University of Alberta
• Canadian Association of Research Libraries
• Canadian Urban Libraries Council
• Library and Archives Canada
• Alberta Community Development, Govt of Alberta
• Canadian Library Association
• Ontario Library Association
• Saskatchewan Provincial Library, Govt of Sask.
• University of Manitoba Libraries
• Toronto Public Library
• Atlantic Provinces Library Association
• Association of New Brunswick Librarians

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Overview The Future of Human Resources in
Canadian Libraries

• Three-year national research project began with
  supply/demand questions
• Organizational and personal perspectives
• Qualitative and quantitative research
• 167 data tables
• Over 900 variables
• Analysis by library sectors
• Professionals and paraprofessionals

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The 8 Rs
Recruitment
Rejuvenation
Retention
Reaccreditation
Remuneration
Retirement
Repatriation
Restructuring
10
The 8 Rs Report

• Richly documented (275 p. w/ exec. sum.)
• Aging profession 1/4 librarians and 1/5
  para-professionals are 55 or older
• Immediate retirement/replacement challenge
  manageable - but
• Library HR capacity of serious concern

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8Rs Library HR Capacity

• Three prominent issues
• Recruitment into the Profession
• Education
• Leadership Development

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Library HR Capacity of Concern

• Sector isnt ready
• Just 9 of libraries have a succession plan
• Disconnect between portrayal/aspirations and
  reality 6/10 librarians are in management or
  supervisory positions

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Competencies Employer View
Most Important AND Difficult to fill

• Leadership potential
• Managerial skills
• Can respond flexibly to change
• Innovative
• Can handle high volume workload

14
Voice of Recent Graduates

• My program provided me with . . .
• General skills/abilities 64
• Problem-solving skills 45
• IT skills 46
• Management skills 25
• Leadership skills 20
• Business skills 12

15
Gaps and Disconnects

• Personal observation most students in LIS
  programs do not appear to aspire to management
  roles
• Question Why not?

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8Rs Some of the Gaps

• Libraries offer more technology and job skills
  training than management and leadership training.
  
• Librarians are more interested in leadership
  than management.
• Management, supervisory, and leadership aspects
  of librarianship not obvious in recruitment
  literature.
• Many traditional librarian duties being assumed
  by paraprofessionals.

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Some Implications Issues

• Recruitment not just about numbers
• Recruitment into the profession an issue
• Leadership development opportunities for strong
  candidates
• Extent of responsibility residing with libraries
• Accessibility of library education

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Some Implications Issues

• Role of library associations in developing
  leaders
• Ability to predict future competencies needed
• Libraries as competitors for the best people
• Interesting 79 of librarians and
  paraprofessionals are satisfied or very
  satisfied with their jobs

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Training Gaps Analysis

• Training Gaps Analysis for Librarians and Library
  Technicians download
• http//www.culturalhrc.ca/research/default-e.asp
• Funded by CHRC study by 8Rs team
• Reinforced conclusions about gaps in leadership
  development
• Encouraged links with LIS programs summit
  concept

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8Rs A starting point for libraries, educators,
and associations

• CLA Presidents Council on the 8Rs appointed
  Spring 2005
• Diverse and widely representative, including
  educators and new entrants, associations
• Emphasis on manageable projects, communications,
  and tool kits for libraries
• Breathing life into the findings

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Projects of CLA Presidents Council on the 8 Rs

• Recruitment Web site (InfoNation) stories,
  leadership focus
• Mentoring internal and association models
• Internship, practicum, co-op in LIS and LT
• Foreign credentials
• Accessibility and distance education
• Mid-career practitioners
• Longer term succession plans, retirements

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Do leadership institutes make leaders?

• Yes and no (Donna Brockmeyer-Klebaum in
  Feliciter, October 1995 her book On Sybils
  Shoulders)
• Snowbird Leadership Institute (USA)
• Northern Exposure to Leadership Institute
  (Canada)
• Library Leaders Institutes (Canada 2006, 2008)
  http//www.whitmell.com/conference/leaders/index.h
  tm
• Others, e.g., http//www.usd.edu/mpla/leadership

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Do leadership institutes make leaders?

• Privileged opportunities in which participants
  are socialized to succeed but more than this
• 8Rs study Of those who had participated in the
  Northern Exposure to Leadership Institute, the
  majority felt this had a higher impact on their
  job performance than any other type of training.

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• Distinct Canadian approach since 1994
• Held every 18 months in wilderness setting
• 24-26 selected librarians 2-7 years of
  professional practice, strong leadership
  potential
• Information http//www.ls.ualberta.ca/neli

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• Issues?
• Expensive to deliver
• Small in relation to demand and need
• Personal in its impact

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• Results
• Growing cadre of leaders in libraries and
  associations
• Success noted in 8Rs
• Association support bursaries
• Impact on mentors also

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Library Leaders Institutes

• Organized and facilitated by Vicki Whitmell
• Initial Institute October 2006, Muskoka
• Executive level participation
• Confirmed need filled quickly, international
  interest
• Institute II planned for April 2008
• Information http//www.whitmell.com/conference/le
  aders/index.htm

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The Future?

• Summit 2008 in planning
• Millennial librarians and their values
• Role for early retirees?

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• Thank you!
• Wendy Newman
• wendy.newman_at_utoronto.ca