NJLA Preconference, May 16, 2016

1. “It’s Always Been
Done That Way”
The conundrum of Us vs. Them
(and what we can do about it, maybe)
#NJLA16
S Bryce Kozla

2. “Icebreaker”
What is your FAVORITE part about working in libraries?

3. Today’s plan
Part 1: How Did We Get Here?
Part 2: The Bright-Eyed/Pearl Clutching Continuum
Part 3: Communicating to Make Things Happen
Part 4: ...Profit

4. Why are things so heavy in the future?
Is there a problem with the earth’s gravitational pull?Flickr user jdhancock (Creative Commons license)

6. Title: “The Five Stages of Stormtrooper Grief”
Flickr user jdhancock (Creative Commons license)

7. Librarians: a “helping” profession
Flickr user jdhancock (Creative Commons license)

8. Empathy as a job
Link: https://vimeo.com/81492863

9. Symptoms of Compassion Fatigue
-Hypervigilance
-Hopelessness
-Inability to embrace
complexity
-Inability to listen
-Anger and cynicism
-Sleeplessness
-Fear
-Chronic exhaustion
-Physical ailments
-Minimizing
-Shame
(Van Dernoot Lipsky, L. (2009). Trauma Stewardship: An everyday guide to caring
for self while caring for others. San Francisco: Berrett-Koehler Publishers. )

10. ACE Study

11. ACE Study continued
Comic: KC Greene “The Pills are
Working”, Gunshow #648

12. Flickr user jdhancock (Creative Commons license)

13. Too much stress flips your lid!
Link: https://www.youtube.com/watch?v=qFTljLo1bK8

15. Tips to “unflip”
-fidgeting
-sensory activities
-talking a walk
-Breathing exercises
-Start again tomorrow

16. The Bright Eyed-Pearl Clutching continuum

17. Think about it:
a time when:
you wanted something to happen and were rejected or received push back.

18. Think about it:
a time when:
1. you wanted something to happen and were rejected or received push back.
1. someone did not listen to your concerns,
OR you didn’t think your contributions mattered.

19. ● Enthusiastic
● User-oriented
● Eager to prove themselves
● Methodical
● Historical insight
● May not feel like input
matters

21. “We tried that before, and it
didn’t work.”
“You do not bring anything new
to the table.”
“We WOULD do that, but there
are so many hoops to jump
through.”
“Your opinion is not valid
enough for me to advocate for
you”
“That wouldn’t work because
_______”
“There is no convincing me that
it will work.”
“That sounds hard.” “I do not like working enough to
try this.”
“It’s always been done that
way.”
“I will not be receptive to any
change to the library as it
currently is.”
Pearl Clutcher Says Bright Eye Hears
“We are completely
revamping an old policy”
“I don’t care about why the
old policy exists.”
“Our storytime will now
involve a STEM element”
“Your favorite parts of
storytime are becoming
obsolete”
“This vintage train display
is so old; it’s just silly.”
“If you remember a time
before this train display
was here, you are silly.”
“We will be looking at new
ways to approach
outreach.”
“The old way is inherently
wrong.”
“This is what we’re doing,
you’re either on the bus or
not.”
“If you have any objection
to any facet of this change,
your job is in danger.”
Bright Eye Says Pearl Clutcher Hears

23. “Holding Space” for others
What it is not:
-taking power away (“fixing the
problem”)
-shaming
-overwhelming them with too much
information
What it is:
-allowing autonomy
-offering support + guidance
-making them feel safe

24. Imagine…
...the perfect team.

25. It does not matter what types of people are on your team.
Teams are at their best when they feel psychologically safe.

26. Psychological Safety
-shared belief held by members of a team that the team is safe for interpersonal
risk-taking
-sense of confidence that the team will not embarrass, reject, or punish someone
for speaking up
Team climate characterized by:
-interpersonal trust
-mutual respect

28. How did you come to work in libraries?

29. How did you come to work in libraries?
What is your favorite thing about working in libraries?
-Learn values, strengths
-Inspire trust

30. Change WILL happen.
So ask questions.Flickr user jdhancock (Creative Commons license)

31. Can you tell me a little bit about the history of this program?
-empowers employees with historical insight
-enlightens employees without it

32. What is the goal of the existing procedure?
Change can focus on:
-meeting this goal better
-re-evaluating the need for the goal

33. How would this change affect our workflow?
-How many departments are involved?
-Can be disguised as a declarative

34. What need does this change meet?
-changes should be community responsive
-working toward doing our jobs better

35. What does success of this program look like?
-Everyone knows what to look for
- “Patrons enjoy using the library”

36. What are you afraid of happening
if this change is or is not made?
-worst case scenario
-every team member on the same side
-de-escalation

37. OPEN
OPEN
OPEN
Change is not a defined shape
(definitely not a line)

39. Change
Manager Director
? ?

40. Your turn! Try:
-picture book city
-new library card type with no fines designed for students
-ticketing or registration system for programs that did not require them before
- “prizeless” Summer Reading

41. This is only the beginning!
S Bryce Kozla (@PLSanders)
brycesa1@gmail.com
Website: brycedontplay.blogspot.com
Digital Handout: bit.ly/pearlclutcher